The practices of human resource training and development in woreda education offices of assosa zone

Abstract

The purpose of this study was to investigate the practices that have been carried out by Woreda Education Offices of Assosa Zone in training and developing their human resources since2003E.c and also examine problems that had been hindering such efforts. Descriptive survey research design was employed to conduct the research. Questionnaires, interviews and document analysis were used as data gathering tools. Census sampling methods was used to include sample respondents. Data were collected from 7 Woreda Education Offices, including Zonal Education Office. A total of 8 Education Office heads, 31 teachers’ development process owners and 67 experts were involved as respondents of the study. The data were analyzed by using percentage, frequency, mean scores and t-test.The findings of the study revealed the practice of systematic training and development need-assessment had been non-existent. The Woreda Education Offices were not in a position to set appropriate training and development programs and set objectives by themselves. Besides, the practice of utilizing on-the-job training and development methods, long-term off-the-job training methods and arranging induction programs had been neglected. Moreover, the study revealed that the Woreda Education Offices didn’t have systematic evaluation techniques by which the outcomes of training and development programs were evaluated. In addition to this, lack of attention from top officials, lack of skill and lack of budget were the problems that challenged the training and development programs in Woreda Education Offices. Based on the findings of the study, recommendations were suggested. Firstly, in order to achieve goals of training and development programs systematic need assessment has to be carried Secondly, effective on-the-job- training and development program has to be designed. Thirdly, an evaluation scheme by which the outcomes of training and development program are evaluated has to be desired. Lastly, to overcome problems that hinder HRTD activities, the Woreda Education Offices have to give much attention for training and development of its HR, the education offices should include training and development programs in its annual budget plan and allocate adequate budget and/or develop convincing training and development proposal and submit to nongovernmental organizations like UNICEF, World vision to obtain fund for designing and implementing training and development programs.