Dash, C.D.(Dr)Baissa, Kumera2021-08-272023-11-042021-08-272023-11-042007-07http://etd.aau.edu.et/handle/123456789/27756In Ethiopia, a country of diversified people with their own distinct cultures, administrative Systems, religious and political ideologies which had fallen under the administration of aristocracy, no attempts were made to develop, nurture and adopt an indigenous national ideology and system of administration. Abuses of authority, inefficiency, corruption and Irresponsiveness were the main vices which still prevail in the political and administrative structure at all levels of governments in Ethiopia. Ethiopia's civil service system, therefore, is in urgent need of in-depth analysis of problems in specific contexts rather than prescribing western models as panacea for all evils in the civil service. In this thesis, efforts have been made to critically examine the public personnel administration system in federal Ethiopia with a focus on Oromo state Government. The scope of the research was limited to the assessment of the civil service administration which is under the direct regulation of the Federal and Oromia Civil Service Commissions. The Federal and the Oromia Civil Service Commissions were, therefore, the prime sources of information on the overall national and regional pubic service systems. The term public personnel is often used interchangeably with such terminologies as the civil service, civil servants, government employees, public sector employees and the like. Nowadays the idiom 'human resources administration' (HRA) is becoming popular instead of personnel administration, personnel management or manpower administration. Whichever idiom preferred, in its modern sense public personnel administration refers to the administration or management of the human resources through systematic, pragmatic and flexible approach towards the planning, attracting, developing, maintaining, coordinating, motivating them in such a way that enhances employees' quality of life andenCriticalPublicThesis