Assessment on Employee Training and Development Policy, Practices and Problems: in The Case of Africa Union Commission
| dc.contributor.advisor | Emmanuel, Wolde (PhD) | |
| dc.contributor.author | Amare, Bitew | |
| dc.date.accessioned | 2018-07-16T08:42:35Z | |
| dc.date.accessioned | 2023-11-04T13:52:44Z | |
| dc.date.available | 2018-07-16T08:42:35Z | |
| dc.date.available | 2023-11-04T13:52:44Z | |
| dc.date.issued | 2016-05 | |
| dc.description.abstract | The main purpose of the study was to assess the policy, practices and problems of training and development in the case of Africa union commission. This study used a descriptive type of research and questionnaire, interviews and document review as instrument of data collection. Stratified random sampling method was used to select samples from the target population of AU staff. The study employed quantitative survey research design to gather data from a total of 125 employees of the African Union Commission. Semi structured interview was also scheduled to gather the qualitative information from the team leaders of learning and development unit of the Commission. In order to assess the existing training and development practice of the African Union Commission, the study emphasized in the training and development policy, training and development needs assessment , training and development design and implementation method and training and development evaluation. And all of them were checked individually on the analysis. After the required data are collected descriptive (i.e. frequency, percentage and mean) analysis were used to analyze the data using SPSS version 20. The major findings were the organization has no defined training and development policy and the practices of training and development is not conducted based on policy. Training need assessment was found not made properly. The organization has no realistic training and development objectives and roles. The organization training and development plan is not well communicated to all employees. Training and development programs are not evaluated and designed compatible with the actual job to be performed and do not able to improve skills, knowledge and attitude of employees which can increase performance on the job. Thus, in light of the above problems the following recommendations were forwarded. As it is known that in any attempt of the organization to achieve its objectives, planning is believed to be imperative. Therefore, it is suggested that the AUC should incorporate training needs assessment, appropriate employee training policy, program and plan. The organization training and development plan should be well communicated to all employees. Training and development programs should be designed compatible with the actual job to be performed. Training and development programs of the organization should able to improve skills, knowledge and attitude of employees which can increase performance on the job. and evaluation of training and development outcomes should be conducted and included into their operational planning to alleviate the problem of employees training and development practices. Key words: Training, development, Human Resource, Africa union commission. | en_US |
| dc.identifier.uri | http://etd.aau.edu.et/handle/123456789/8715 | |
| dc.language.iso | en | en_US |
| dc.publisher | Addis Ababa University | en_US |
| dc.subject | Training | en_US |
| dc.subject | development | en_US |
| dc.subject | Human Resource | en_US |
| dc.subject | Africa union commission | en_US |
| dc.title | Assessment on Employee Training and Development Policy, Practices and Problems: in The Case of Africa Union Commission | en_US |
| dc.type | Thesis | en_US |