Practices, Problems, and Prospects of Tvet Institutes in Managing Human Resource: The Case of North Shoa Zone in Amhara Region

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Addis Ababa University


The purpose of this study was to assess the practices, which were carried out by TVET Institutes of North Shoa Zone in managing their human resource during the last five years. It was also to investigate those factors which affect these efforts and thereby forward suggestions to improve the situation . To this effect, the practices and major factors affecting planning, recruitment and selection of the staff, their utilization, professional assistance, training and development, and performance appraisal of employees were the major areas of investigation. A descriptive survey method was employed to reveal the present state of staff management in the institutes. Th~ sample TVET Insti tutes were selected from North Shoa Zone of Amhara Region based on availability sampling technique. The subjects of the study were 42 teachers (trainers), 34 members of the non-teaching staff, 21 academic heads, 10 members of employment and promotion committee, 3 principa ls, and 3 TVET Commission experts. Purposive, availability, and quota sampling techniques were used to select zone, institutes, and subjects of the study. The required data were obtained through questionnaire, interview and observation of document s. The data gathered were analyzed by employing frequency counts, percentages and chi-square test. The findings of the study revealed that practice of preparing human resource plans and forecasting of staff needs were extremely low mainly due to lack of attention and the necessary skills of the staff managemen t Most of the members of EPC did not obtain any orientation on staff planning, recruitment and selection techniques. The meth ods mostly used to select staff were job advert isement, college s candidates graduated from, professional associations and transfers. The practices of designing and implementing human resource plans, professional assistance, training programs and stafLutilization were extremely low because of financial inadequacy and lack of skilled personnel. In light of these findings, the following recommendations were forwarded. (1) Developing managerial skills of principals and other concern ed personnel through constant training and providing more autOnomy for the institutes to mange their financial and human resources; (2) Expanding colleges which train TVET professionals; encouraging private colleges to provide training in various fields at different levels ; (3) a llocating adequate budget as well as expanding income generating activities in the institutes to improve financial scarcity; (4) lmprovlIlg working conditions (5) providing a substantial attention to HRM activities.



Prospects of Tvet Institutes in Managing Human Resource