| Abstract: | An organization’s success is determined by well-trained and skilled employees. Human beings are considered the nucleus in basic principles of organization and are of its big asset. Giving the opportunities and providing the right type of HRD climate in an organization can help individuals to give full contribution to their potentials, to achieve the goals of the organization, and thereby ensuring optimization of human resources. For this basic purpose a congenial HRD climate is extremely vital. Thus the study is aimed at assessing the extent of developmental practice prevailing at the Ethiopian Investment Agency. For the purpose of the study, primary data were collected from 25 respondents in both actions through a structured, self administered 38-item Human Resource Development Practice/climate questionnaire developed by Rao and Abraham 1986. The questionnaire measure the General HRD Climate, HRD Mechanisms and
OCTAPAC (Openness, Confrontation, Trust, Autonomy, Pro-action, Authenticity
and Collaboration) culture. The study revealed that the two variables: General
Climate, and OCTAPAC culture are congenial and are scored the mean and
average (3.11and 52.58%), and (3.25 and 56.25%) respectively. However, results
show that the mean and average scores for HRD Mechanism are (2.99 and 49.74%)
which shows lower level of developmental climate at the Agency. To restore this
unfavorable scenario of HRD mechanism, management have to make every effort to
advance HRD climates to enable individuals to learn, grow, and develop
competence to perform at his/her highest possible intensity now and for the future.
And further, reinforce and institutionalize HRD plan, where by investment in human
capital is cultivated, hence develop and sustain competitiveness of the Agency. |
