Human Resource Training and Development in Woreda Capacity Building Offices of East Showa Zone
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Date
2008-06
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Addis Ababa University
Abstract
~The RlJrpQse of ~his study...}Vas to assess tbe prgctices th(lt have Qee!l. carried 911t by ..
Woreda capacity building offices of East Showa Zone in training and developing their
human resources during the past five years, and also to examine problems that had been
hindering such efforts. To achieve these purposes, the descriptive research method was
employed and both questionnaire and document analysis were used as instruments of
data collection. Data were collected from nine Woreda Capacity Building Offices that
were randomly selected from 14 woreda capacity building offices. A total of 17 office
heads and 45 experts were included as respondents of the study. The data were analyzed
by using descriptive statistics with percentage and chi-square test. The findings of the
study revealed that the practice of systematic training and development need assessment
was low. The majority of training and development programs prepared at woreda level
have no objectives set before their implementation. On the other hand in the sample
woreda offices the selection criteria is found to be highly based on goodwill or good
personal relationship to either the immediate supervisor or top management. The study
also revealed that lVoreda capacity building offices do not have systematic evaluation
techniques by which outcomes of training and development programs were evaluated.
Besides, lack of adequate budget, absence of training institutions, training specialists and
lack of attention to systematic training and-development were the major problem!i that ยทยท
challenge training and development programs in the woredas. In the light of these
findings, some recommendations were suggested. Firstly, in order to achieve goals of
human resource training and development programs systematic need assessment has to
be carried out. Secondly, training and development objectives have to be set during
design and preparation and there should be a mechanism of assuring the achievements of
these objectives. Moreover, training and development opportunities have to be given to
employees based on clear and transparent selection criteria and it has to be in line with
identified training needs. Lastly, to overcome probleills that hinder training and
development activities concerned government bodies have to allocate adequate budget
and woreda capacity bUilding offices should have training specialists or use experienced
senior personnel in preparing and implementing for human resource training and
development programs .
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Keywords
Human Resource Training