Kedir, Hussen(PhD)Girma, Solomon2018-08-102023-11-052018-08-102023-11-052014-06http://etd.aau.edu.et/handle/123456789/11545As the world moves towards a globalized service dominant economy system with experiencing rapid growth, many nations shift from a manufacturing –based economy to service economy, the major factor for this change is the invention of computer technology and advancement in telecommunication. This research was conducted with the objective of assessing management development practices and problems in Ethio telecom, It is an exploration of the issues concerning management development practices in terms of how development needs were assessed, and how the program is evaluated and the strategic position and roles of management development and giving suggestions to improve the effectiveness these activities. The research has adopted a qualitative and quantities approach. The data were gathered through a combination of structured interviews with 5 chief officers and the rest 218 a survey questionnaire were distributed for mangers and officers additionally the company policy and procedure were used as a secondary source of data. The study reveals that, there were absences of systematic management training needs assessment and of effective procedures for evaluation. Regularly the company provided training for managers whenever the mangers up graded to fill new position. Management development program faces many problems: lack of long term plan for developing managers, poor quality management training program, lack of private training centres, inaccurate development need assessment, difficulty to evaluate training and development out comes. Then I recommended that, management development program needs to be a systematic function, linked and derived from the overall organizational strategies, plans and policies, rather than being piecemeal, standalone activities, designed to react to the current organizational conditions In terms of management development need assessment, this process needs to be systematic; training needs should be assessed based on objective systematic techniques rather than being subjective to the mangers direct viewpoints and personal aspects and it should be for all managerial level by emphasizing the need to be on performance appraisal records and job descriptions. When assessing training needs, the analyses should include individual, organizational and job training needs rather than only individuals' needs.enManagement DevelopmentPractices and ProblemsThesis