An Assessment of Human Resource Training Programs of fered by the College of Telecommunication and Information Technology of Ethiopian Telecommunication Corporation or Ethio Telecom (Ctit-Etc! Et
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Date
2011-04
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Addis Ababa University
Abstract
The main purpose of this study was to assess the human resource training programs offered by
CTIT-ETC. The study was conducted in CTIT and three Addis A/?aba Zonal Telecommunication
offices that were selected using simple random sampling technique. A descriptive survey method
was employed for this study. Data were gathered using questionnaires, interview and direct
observation of the training sessions. The sources of the data were trainees, trainers, training
program director, TDD manager, training experts, and some related documents. Sample
respondents for the study were selected using simple random sampling techniques. Out of the
total number of 180 respondents, (i.e. 146 trainees, 30 trainers, 2 training experts, training
program director(CTIT), and TDD manager ), 148 (82%) provided the required data for the
study. Results obtained were analyzed using percentage, mean, mean rank, t- test, and Chisquare
(/). The test were made with 95% (alpha/a. ~O. 05) level of significance. The quantitative
data analysis was processed by the use of SPss software 17 version. The result of this study
indicated that TNA conducted by ETC-CTIT has not been done in scientific and appropriate
manner. It was based on subjective data without identification of true needs of the corporation
and analysis of gaps. In the processes of designing training programs necessary stakeholders
such as trainees, respective working unit managers or supervisors were not consulted The study
further discussed that training facilities like training room, catering and the training
environment were conducive. Moreover, defining the role of trainers or experts, delivering
training according to preset schedule, availability of training material as well as training aid
were relatively well prepared and appropriate. The finding also indicated that the selection of
trainees and trainers were not based on clear criteria. Training evaluation was made only at the
end of training program; efforts were not made to evaluate the changes on job performance and
the impacts on the organization as results of training. Lack of clear training policy and
structure, lack of knowledge and awareness about the need and the importance of TNA, lack of
providing training based on training policy and training need assessment, lack of linkage
between training and career development or promotion were some of the major factors that
hinder the achievement or the practice of training programs. The study suggested that to make
training programs strategic and systematic, TNA, training design, selection of trainees and
trainers, delivery and evaluation of training programs have to be 9arefully executed by involving
necessary stakeholders in line with the telecom demands. Besides, clear training policy,
guidelines, manuals, procedures, and structure should be developed or revised with clear
accountabilities and responsibilities.
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Keywords
and Information Technology of Ethiopian, Telecommunication Corporation or Ethio Telecom