The Practice of Staff Employment and Promotion Functions in the Ethiopian National Educational Assessments and Examinations Agency
No Thumbnail Available
Date
2018-06
Authors
Journal Title
Journal ISSN
Volume Title
Publisher
Addis Ababa University
Abstract
The purpose of this study was to identify the major problems of staff employment and promotion functions in NEAEA. To this end, answers to basic questions pertaining to the extent of linkage of the human resource plan of the agency with its strategic plan, staff employment and promotion functions, major challenges, measures taken to improve the process of staff employment and promotion functions were sought. A mixed research method of study was employed to reveal the current practices of staff employment and promotion functions in NEAEA. The sample population involved NEAEA employees who were selected using stratified simple random and purposive sampling techniques. In this study, both primary and secondary sources of data were used. The primary sources were the NEAEA managing and support staff members who were assigned in different job position. Secondary sources such as books, strategic plans and reports prepared by NEAEA were considered. As far as, data collection instruments (questionnaire, document analysis and interview) were adapted. The questionnaire was pilot-tested and modified. The questionnaire was distributed and completed by 41 managing and 70 support staffs members of NEAEA making sample size of 111. The data gathered were analyzed using such statistical tools as percentage, mean, frequency, standard deviation and t-test. The result of the study showed that the agency did not systematically conduct needs assessments to determine its HR requirements. The 2017/2018(2009/2010 E.C) human resource office actual HRP prepared by HR office were not aligned with the strategic plan of the agency. The strategic plan by itself was not properly prepared. The result of the study also portrayed that staff recruitment and selection activities in the agency were weak because of absence of qualified HR expert and director. Moreover, promotion was not based on federal civil servant directives as such the guidelines as order. Therefore, it may be concluded that causing, the agency to fail in attracting and retaining qualified and experienced employees. Hence, it was recommended that the agency to fill in positions of HR director and expert by individuals who have the required skills, knowledge and competences in the area, better exercise staff employment and promotion functions based on the federal civil servant directives, and regulations. It may also be required to provide adequate training to its employees on personnel policies, regulation and directives of staff employment and promotion functions.
Description
Keywords
Ethiopian National Educational Assessments and Examinations Agency