The Assessment of HRD Practices and Challenges in Improving Organizational Performance in the Public Sector (The Case of Ethiopian Investment Commission)
| dc.contributor.advisor | Frehiwot, G/Hiwot (PhD) | |
| dc.contributor.author | Yilak, Yilma | |
| dc.date.accessioned | 2018-10-25T15:00:59Z | |
| dc.date.accessioned | 2023-11-04T10:18:59Z | |
| dc.date.available | 2018-10-25T15:00:59Z | |
| dc.date.available | 2023-11-04T10:18:59Z | |
| dc.date.issued | 2016-11 | |
| dc.description | A Thesis Submitted to School of Graduate Studies of Addis Ababa University in Partial Fulfillment of the Requirements for the Degree of Masters in Public Management and Policy (Development Management) | en_US |
| dc.description.abstract | Organizations, whether they be private, public or NGO, must operate among in cooperation with people. This is especially true within the service sector such as public organizations. This study was to assess human resource development practices and challenges at Ethiopian investment commission. And suggest possible solutions to curb the problems in human resource development practice of the organization. This study employed mixed research method where both qualitative and quantitative data were used in the assessment. The study used both primary and secondary data sources. Survey research design was employed taking a sample of 95 respondents selected through simple random sampling technique to collect data through questionnaire. Besides, focus group discussion and interview were used to consolidate and verify the information. Data were analyzed and interpreted using descriptive statistics based on SPSS 16.0 and qualitative technique. The finding of the study showed that the employees have good awareness towards HRD concepts and they were able to relate those concepts with HRD. However, as the results proved Ethiopian Investment Commission were not in a good track in practicing training and development, career development, organizational development and performance appraisal. The finding also indicated that the commission were not in a position to doing personal analysis and confronted with the variety of challenges in the practice of HRD. Generally, based on the findings the Investment Commission did not have good HRD system. To minimize problems in the practice of HRD first and foremost. HR should get due attention since it is an engine for other resources. In Meeting HR need, the HRD practices should also focus on career development and post training evaluation should be exercised in order to increase the effectiveness of the program. Moreover, to overcome the challenges of HRD practice there is a need for skilled human and financial resources, to differentiate high and low performers by using performance criteria and providing the necessary technical and interpersonal support to make HRD process more sustainable | en_US |
| dc.identifier.uri | http://etd.aau.edu.et/handle/123456789/13259 | |
| dc.language.iso | en_US | en_US |
| dc.publisher | Addis Ababa University | en_US |
| dc.subject | HRD | en_US |
| dc.subject | Organizational Performance | en_US |
| dc.subject | Public Sector | en_US |
| dc.title | The Assessment of HRD Practices and Challenges in Improving Organizational Performance in the Public Sector (The Case of Ethiopian Investment Commission) | en_US |
| dc.type | Thesis | en_US |