THE PRACTICES AND CHALLENGES OF HUMAN RESOURCE TRAINING AND DEVELOPMENT IN WOREDA EDUCATION OFFICE OF WEST HARARGHE ZONE, OROMIA REGEIONAL STATE

Abstract

The purpose of this study was to assess HRTD practices and challenges in the selected Woreda Education offices of west Hararghe Zone, Oromia regional state. To achieve this purpose, 9 WEO heads, 57 process owners and 70 experts were included as subjects of the study using available sampling technique to select samples of the respondents. The study used both primary and secondary sources of data. For this study, descriptive research method was employed and using questionnaires, interviews and document analysis to collect the necessary data. Data were analyzed and interpreted qualitatively using percentages, frequency, mean and t-test based on SPSS version 20.0 software and qualitative technique. Besides, interviews and document analysis were used to consolidate and verify the information. The findings of this study shows the practice of systematic training and development needs assessments had been non-existent in education office, the TDPs were not focus on the improving performance deficiencies of employees and there was no clear selection criteria to select trainees and trainers.. Besides, practices of utilizing long-term off-the-job training methods, and arrange induction/ orientation programs to new employees and new position holders had been also non-existent in the education offices. The human resource TDP delivered without clear identification of needs assessment and absence of systematic evaluations techniques were not effective. Moreover; the study revealed the education office did not have systematic evaluation techniques by which TDP were evaluated. In addition; the practice of designing and implementing TDP had been challenged by low attention paid by the top level managers towards TDP, lack of commitment of higher officials, lack of training policy, lack of adequate budget, allocation of insufficient time in relation to content, absence of monitoring and evaluation training and development programs. Based on the findings the following conclusions were forwarded; provision training and development programs without systematic needs assessment were wastage of resources. The objectives of TDP were not clearly and precisely indicated the expected outcome. No adequate effort done to improve the performance deficiency of employees, Short and long term training programs were not adequate and systematically planed, induction /orientation programs were not conducted, training and development programs were ineffective, monitoring and evaluation practices were not conducted in a systematic way. There are different challenges that hinder the successfulness of HRTDP. Based on the findings and conclusion of the study the following are recommended: In order to achieve goals of training and development programs systematic needs assessment should be carry out, arranging induction/ orientation program to the new employees and new position holders and long-term off-the –job training program plan should be designed, carefully implemented each elements of training and development program process to make the TDP effective, TDP evaluation should be conducted by Woreda education office. Moreover, to overcome challenges; ZEO and REB awareness creation program should be organized for top level management to rise up their commitment toward TDPs, Woreda Education Offices should be give more attention for TDPs., allocate sufficient budget and time for TDPs and relevant and appropriate training policy and procedure should be designed and implemented