The Practice and Problems of Human Resource Training and Development in Some Federal Ministries in Ethiopia
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Date
2004-05
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Addis Ababa University
Abstract
The purpose of this study was to assess che practices that have
been carried out by some federal ministries in traini ng and
development of their human resources during the past three
years, and also to investigate those factors that had been
constraining such endeavors. To this effect, the descriptive
research method was employed. Bot~ questionnaire and
documentary analysis were used as instruments of data
collection. Data were collected from eight federal offices that
were randomly drawn from five federal ministries. In general, a
total of 104 experts and 66 managers were included as suojects
of the study. Gathered data were analyzed employing both
descriptive (frequency count, percentage, weighted mear.) and
inferential (independent t-test) statist~cs .
The findings of the study revealed t hat the pract ice of
designing and implementing training and development programs
u ndertaking systematic needs assessment had been extremely low .
Besides, the practice of utilizing or.-the-job training and
development methods as well as formally arranging orientation
programs to new recruits had been almost non-existent . On the
other hand, although organizations had selection criteria that
had been fairly communicated to all members of organi za t ions,
training and development opportunities had been offered to
individuals based on personal relationships as well as on the
good will of their immediate supervisors. The study also
revealed that organizations had not a scheme by which the
outcome of training and development programs had been
evaluated. Nevertheless, the available limited practices of
designing and implementing training and development programs
had been hindered by budget limitations, lack of skills and
guidelines in undertaking needs assessment and lack of
appropria te training insti tuti"ons in the country.
In light of these findings, the following recommendations are
forwarded. Firstly, the capability and potential of managers at
each level has to be built through continuous and intensive
trainings so as to enable them undertake systematic needs
assessment and also to successfully design effective on-the-job
training and devel opment programs . Secondl y, a scheme by whi ch
the outcome of training and development programs is evaluated
has to be l aunched. Thi r dly, organizati ons shoul d formally
arrange orientati on programs to new recruits. Besides, training
opportunities have to be given to individuals strictly based on
selection cri teria in accordance with assessed needs . Fourth ly,
ful l y a u tomating each of fice and correspondingl y providing
t r ainings on how to utilize such resources as we l l as
encouraging private col l eges to del iver trainings in vari ou s
disciplines at various l evels are also important measures that
may mini mize the effect of those factor s that constrai ned
training and development endeavors.
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Keywords
Development in Some Federal Ministries in Ethiopia