DSpace Collection:http://hdl.handle.net/123456789/27432024-03-29T02:14:37Z2024-03-29T02:14:37ZASSESSMENT OF CHALLENGES IN HUMAN RESOURCE DEVELOPMENT PRACTICES IN PRIVATE BANKS: THE CASE OF BERHAN INTERNATIONAL BANK S.CGIRMA, TEKALEGNhttp://hdl.handle.net/123456789/30042017-06-07T13:00:10Z2017-05-01T00:00:00ZTitle: ASSESSMENT OF CHALLENGES IN HUMAN RESOURCE DEVELOPMENT PRACTICES IN PRIVATE BANKS: THE CASE OF BERHAN INTERNATIONAL BANK S.C
Authors: GIRMA, TEKALEGN
Abstract: Nowadays, organizations operate in a complex and changing environment that greatly influences their growth and expansion. To cope up with this changing environment human resource development has become an essential component in the development process. This is due to the fact that any development process is driven by the human factor. For this reasons the main objective of this study was to assess human resources development practices and challenges prevailing in private banks: the case of Berhan international bank S.c. In order to achieve this objective the researcher used both primary and secondary data sources. These collected data were analyzed and interpreted using descriptive statistical tools and qualitative technique. With research it is argued about the current human resource development practicesalso about the challenges encountering the practice of human resource development in the Bank. From the data analysis the finding of the study explain that the organization has human resource development programs. However, they lack effectiveness in assessing training needs, setting performance objective, in searching aids for internal and external training and development, planning training strategies and preparing training schedules and modules as well as assessing training and development efforts. Especially, post training evaluation was not well conducted to get feedback for their improvement. The findings also indicate that in the bank personal analysis was not conducted effectively as a crucial HRD need analysis approach. Finally, this paper recommend that the Bank to minimize problems in the practice of HRD first and foremost, HR should get due attention since it is an engine for other resources, focus on career development and post training evaluation should be exercised in order to increase the effectiveness of human resource development and providing the necessary technical and interpersonal support to make HRD process more sustainable.2017-05-01T00:00:00ZPRACTICE AND CHALLENGES OF BALANCED SCORECARD IMPLEMENTATION IN ETHIO TELECOMKOMMCHE, DANIELhttp://hdl.handle.net/123456789/29942017-06-07T08:37:31Z2017-04-01T00:00:00ZTitle: PRACTICE AND CHALLENGES OF BALANCED SCORECARD IMPLEMENTATION IN ETHIO TELECOM
Authors: KOMMCHE, DANIEL
Abstract: The Balanced Scorecard (BSC) is a performance measurement and strategic management system which appears suitable for use by all types and sizes of business. The BSC‟s greatest strength for most businesses comes from its innate ability to integrate financial and non-financial measures together by measuring both strategic and business performance across four interrelated perspectives. However, unless the company exerts special effort for the implementation of BSc, it may not get its contribution. Thus, the purpose of this paper is to assess the contribution and challenges of BSc implementation in Ethio telecom. Mainly, this study tries to find out the challenges that faced by the organization and the contribution under four perspectives while implementing BSC. The study adopted descriptive research method to assess the implementation of BSC in Ethio telecom and to collect the data semi structured interview and questionnaire have been used. Similarly, to select the sample size from each division the researcher were used stratified sampling technique and based on this 371 questionnaires were distributed to each division according to their strata proportion and out of the distributed questionnaires 333 were returned. On the other side, for semi structured interview the study adopted purposive sampling technique to select the interviewee who have the working knowledge of the study area. To analyze the response that got from the respondents the study used SPSS and presented by graph, table and pie chart. The study result shows that the major challenges that the organization faced are lack of knowledge on how to cascadecorporate strategy, lack of IT support, the template that used to measure the performance is difficult to use, some measures are couldn‟t be measured qualitatively, poor commitment of higher level management and the manual nature of BSc makes difficult to control its implementation. In the contrary, Ethio telecom got benefits from the implementation of BSC that most of employees starting doing their tasks based on plan and target and resources are utilized cost effectively. Hence, to eradicate the identified challenges the researcher recommended that the organization should give adequate training on how to cascade and implement corporate BSC, to make the template easy the organization should assign at least one IT person for each division, the organization should try to identify the metrics that measured qualitatively and to get the greatest contribution of BSC the organization should systemize its deployment.2017-04-01T00:00:00ZEffect of Training and Development on Employees Performance A case study of African Union CommissionDamtew, Alemhttp://hdl.handle.net/123456789/29922017-06-07T08:31:00Z2017-05-01T00:00:00ZTitle: Effect of Training and Development on Employees Performance A case study of African Union Commission
Authors: Damtew, Alem
Abstract: The quality of human resource is an asset to any organization and as a result training has become
an issue that has to be faced by every organization. Therefore this study, sought to determine the
impact of training on employees performance using African Union Commission as a case study.
The methodologies primarily the researcher used to collect data were interview and questionnaire
augmented by different literatures found in the organization. Simple random sampling was used
to select staff for the study. The objective of the study was to investigate the actual training
practice and its effect and also to find out whether training schemes have positive effect in
improving the performance of employees.
The findings revealedtraining and development had positive impact on employees of the African
Union. However employees of the organization are facing a lot of challenges with regard to the
training plan and system of the organization. The study also revealed that the organization failed
to identify the specific needs oftrainees towards the improvement of their skills. Therefore, it
becomes imperative for organizations to ascertain the training and development needs of its
employees, through its training need analysis and align such needs to the organizational overall
needs and objectives in order to actualize the organizational vision and mission.
It is also recommended that the African Union commission shall maintain providing employee
training and development activities and ensure the participation of employees in planning, need
or skill deficit identification and evaluation of training and development programs.2017-05-01T00:00:00ZFEDERAL SYSTEM OF GOVERNANCE AS AN APPROPRIATE SYSTEM FOR THE REPUBLIC OF SOUTH SUDANMENGSTEA, ZELALEMhttp://hdl.handle.net/123456789/28222017-01-13T12:48:05Z2016-05-01T00:00:00ZTitle: FEDERAL SYSTEM OF GOVERNANCE AS AN APPROPRIATE SYSTEM FOR THE REPUBLIC OF SOUTH SUDAN
Authors: MENGSTEA, ZELALEM2016-05-01T00:00:00Z