Yimam, Melaku (PhD)Shikur, Paulos2019-01-172023-11-102019-01-172023-11-102010-06http://etd.aau.edu.et/handle/12345678/15868This research was concerned to study the practices and problems of designing and implementing human resource development programs in Addis Ababa Education Bureau. To this end, the research method employed was descriptive survey. Samples of 19 Addis Ababa Education Bureau managers, 38 Kijle Ketema Education Department officials, 44 Kebele Education Office experts and 23 government high school directors were selected by stratified sampling technique as data sources. To answer the basic questions, data were collected ji-om groups of sample respondents through questionnaires, interview and focus group discussion. The data were analyzed by employing statistical techniques including means, percentages, standard deviations chi-square and one way Analysis of Variance test to see the level of significance of difference in re;pondents' perception. Findings of the study indicated the absence of the prac/ice of conducting systematic needs assessment practices. Besides, mosl of the offices had no human resource development plans. During the delivery of HRD activities the HRD objectives had not been well presented to Ihe trainees. Offices of the sector had no clear and tran;parent HRD criteriafor'selecling trainees. HRD opportunities had been offered to individuals depending on their performance appraisal, recommendation ji'om the immediate supervisors and inviting interested applicants through notice board. Though, findings indicated the HRD activities designed and implemented were meant to attain 10 Ihe vision, mission and goals of the sector, the degree of alignment between the implemenled HRD activities and the organizations sector strategy were loose as a result the sector strategy didn 't support the aflainment of the objectives set. This was due to the absence of planned HRD activities and those offered were not scheduled ahead of time. The practice of desi{4ning and implementing HRD activities were highly affected by lack of adequate budget, allitudes of management, absence of clear directives, lack of managerial and lechnical capability to design and implemenl HRD prograll1s. Based on the findings of the sludy, the following recommendations are forwarded; appropriate allention need to be given to: conducting HRD needs assessment, allocation of adequate budget, developing technical as well as managerial capacity, commitment to implement the designed HRD programs, developing a clear HRD recruilment policy, establish a guideline to design and implement HRD programs progressively, create a strong link among the administrative units to bring about homogeneity in realizing the objectives of the sector throughout the city which will finally go coherently together with The countless sector strategy.enHuman Resource Development ProgramsThesis