AN ASSESSMENT OF TRAINING PRACTICES AND ITS IMPLICATIONS TO EMPLOYEES’ PERFORMANCE: THE CASE OF ETHIOPIAN REVENUES AND CUSTOMS AUTHORITY (HEAD OFFICE)

Abstract

This study aims to explore the current training practices and its counter implication on employees’ performance within Ethiopian revenues and customs authority head quarter. It is an exploration of the issues concerning training practices in terms of how training needs are assessed, how training is delivered, how training program evaluated, how training methods and techniques implies on the performance of employees); exploring the director and training team leader attitudes towards the training practice in improving employees and organizational performance. The research has adopted a mixed approach. The design used was descriptive type. The data were gathered through a combination of both interviews with human resource director and training team leader and a questionnaire addressed to the randomly selected clerical staff members of the organization. A simple random sampling method was used in choosing the participants of this study. In total, 105 respondents were involved .The study found that conditions for training were not considered during need assessment the organization conduct training during employee’s recruitment, introduction of new technology and based on departments needs. Also the study found that the organization practice more on the job than the off the job training method. But the organization does not have training evaluation up on the completion of the training given. Correlation between methods of training and employees perceived performance was significant. But on the job training has a stronger correlation with employee perceived performance than off the job training. Regarding the delivery technique, orientation and computer based training have strong relationship with employee performance. While seminars and demonstration have no correlation with employees perceived performance. The regression analysis also shows that the on the job training has more significant implication than that of the off- the job training. With regard to delivery techniques job rotation and orientation would bring a significant impact on employees’ performance while seminar and demonstration have insignificant implication on employees’ perceived performance. It was recommended that the effective practice of TNA and training evaluation along with combination methods of training and delivery techniques would serve to improve employee performance.