The Practices and Problems of Human Resource Training and Development in North Shoa Zone Education Offices (Oromia Region
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Date
2008-06
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Addis Ababa University
Abstract
The major purpose of this study uus to investigate the practices and
proble m s of human resource training and development in north shoa zone
e ducation offices (Oromia R e gion) .Descriptiv e s urv e y research method 'UXlS
employed to conduct the r esearc h. Questionnaire and do cument analysis
u£re u sed as data gathering tools. 60 exp e rts and 29 educational
managers u£re involve d in the s tudy from eight W)redas and one town
education offices randomly selected including the zone e ducation office.
The data u£re analysed using p e r centage and m ean .
The findings that revealed that the training and development sections in
the e ducation offic es focu sed only on identifying training needs and
facilitating implemen tation of training and development programmes.
Hou£ver, all approac hes of training needs analys is u£re not used to come
up with appropriate and comprehensive needs. Objectives u£re als o set
prior to the de s ign of training and d evelopment programme s though most
of the programmes u£re arranged by Oromia education bureau. The study
also indicated that on-the-job training and development methods u£re not
applied in the offices. Moreov er, mechanisms u£re not set to evaluate the
out come training and d evelopme nt programmes. The managers' capacity
to plan training and development programmes and their commitment to
allocate resources for these programmes u£re not ques tioned. Hou£ver, the
c apacity of managers to monitor and evaluate the programmes 'UXlS not as
s uch promising. [n general, though an attempt 'UXlS made to implement
human resource training and dev elopment programme s in education offices
of the zone, from the finding s of the study it can b e concluded that the
programmes were not implemented in a manner that UJOuld enhan<.:e the
performance of employees in the offices.
Base d on the finding s, the following recommendations u£re forUXLrded.
Training and dev e lopm ent sections s hould be filled with skilled manpouer
as well a s necessary materials such as tape recorder, camera, video
camera, LCD, Lap top, and other relevant training materials so that the
sections can carry out activities related to training and development by
themselves. Training should be arranged to equip those res ponsible with
the knou1.edg e to u se different approaches of needs analysis so that
relevant and comprehensive training ne eds will be identified. More over,
all employees in the offices should be aUXLre about the importance and
cost effective nature of on-the-job training methods so that the offices
can be benefited from applying these methods. Mechanisms such as using
standardized formats and other strategies should also be set to evaluate
the out come of training and development programmes to ensure the ir
sustainability. Finally, the education offices s hould involve concerned
gove rnmental and non governmental organizations so that financi al
constraints in implementing th e programmes can be solved.
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Keywords
Human Resource Training