A study on the current practices of human resource training and development programs In ethiopia; a case study of social sector bureaus of Oromia region

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Date

2007-03

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Addis Ababa Universty

Abstract

The main purpose of this study was to undertake a systematic assessment of the current practices of human resource training and development programs in Social Sector Bureaus of Oromia and thereby single out the strengths and weaknesses of the programs and eventually come up with plausible recommendations for the identified problems. To this end, answers to the basic questions pertaining to training and development policy, the practice of TDNA, criteria for selecting employees for training, methods and evaluation of training and development programs were sought for. A descriptive survey method of study was employed Accordingly, survey questionnaire and interview question items were prepared, pilot tested, and administered to a sample of 249 subjects In aggregate 205(82 percent) of the questionnaires were filled and returned. While sample Bureaus were selected purposively, the respondents of the questionnaires of each respective Bureau were selected using availability sampling method. Data analysis was made using both descriptive and inferential statistics such as percentages, means, chi-square tests, and one-way ANOVA tests, where appropriate . The findings of the study showed that training and development programs were not governed by Regional/organizational policy, though TDNA practices were carried out rarely, on instances where it was done, individual employees were given little opportunity to determine their own needs, that individual employees involvement in setting objectives had been neglected, that most of the training and development programs offered so far were short- term oriented and little emphasis has been given to 017- the-job training and development methods; that the practice of arranging induction programs to new recruits was neglected, /and there was no inbuilt system of evaluation by which effectiveness of training and development programs were assessed. Besides this, inadequate organizational facilities, lack of well designed training and . development programs, unavailability of training and development policy, absence of appropriate training institutions, lack of adequate budget for training and development programs, and fai/ure to prioritize training and development were seen as some of the major constrain ts in their training and development endeavors In light of these, recommendations were also forwarded for addressing these issues. Included were, the designing and implementation of Regional/organizational policy, the provision of technical assistance by the Regional esc and eBB in designing Regional TNA manual, and various intensive programs; the development and endorsement of a system of evaluation, the need for creating appropriate links with training institutions and other NGO's

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Keywords

Human resource training

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