Human Resources Management Practice In Selected Civil Service Bureaus of Addis Ababa City Government
| dc.contributor.advisor | Mekonnen, Worku (PhD) | |
| dc.contributor.author | Berhanu, Girum | |
| dc.date.accessioned | 2018-07-11T11:09:18Z | |
| dc.date.accessioned | 2023-11-04T10:18:22Z | |
| dc.date.available | 2018-07-11T11:09:18Z | |
| dc.date.available | 2023-11-04T10:18:22Z | |
| dc.date.issued | 2014-06 | |
| dc.description.abstract | Unlike the Dergue regime, the current ruling party EPRDF decentralizes its power to the federal and regional governments. In the same line, each regional government also formally decentralizes adequate decision-making power to lower administrations level. This aims at promoting decentralization and getting the people together. Consequently, each regional government level has among other things, the right to use its public administration, recruit, transfer and promote. This research attempts to assess the implementation of HRM functions in Addis Ababa City Government under a decentralized context in Ethiopia using questionnaires collected from ten selected sectors and secondary data from official HRM documents of the AACSA and that of MCSC. The finding reveals better performance of HRM practice compared to centralized administrative system. However, promotion, performance assessment and reward system are not performed well as there are some indications from the findings. Moreover, to some extent the current wage structure and the minimum requirement criteria set by the CSA hinders sectors effort to attract the best candidates. Similarly, selection is often distorted by interference. The study also depicts the need for additional training, as the performance in some sectors level is not satisfactory. Besides, in some instance lack of equal access to training and need assessment is also improper. The execution of BSC also shows that the need to make the working environment more conducive. Likewise, in some sectors the uniform salary scale the country follows does not attract various professionals and hence not fully improve service delivery. Finally, the support of the CSA to the sector bureaus is minimal. Despite the above stated problems in the region, there is a positive link between decentralization and HRM as it gives each level of government to exercise their power in making decision on HRM issues without waiting another decision maker. Moreover, conducting training, creating strong link between performance and reward, making the performance assessment system more open and carrying out continuous follow up should make the decentralization process more sustainable | en_US |
| dc.identifier.uri | http://etd.aau.edu.et/handle/123456789/8001 | |
| dc.language.iso | en_US | en_US |
| dc.publisher | Addis Ababa University | en_US |
| dc.subject | Policy specialization development studies | en_US |
| dc.title | Human Resources Management Practice In Selected Civil Service Bureaus of Addis Ababa City Government | en_US |
| dc.type | Thesis | en_US |