PRACTICES AND CHALLENGES OF EMPLOYEE TRAINING AT COMMERCIAL BANK OF ETHIOPIA

Abstract

is the process by which employees develop their skills, knowledge, and attitude with a view to enhance organizational effectiveness. The performances of an organization have high tie with how effectively it practiced training programs and adapted to changes. The case attracts researchers to conduct studies on this area. The purpose of this study was to assess the practices and challenges of employee training at Commercial Bank of Ethiopia. To meet this intention descriptive research method was applied. The source of the data was both primary and secondary data. The primary data were collected through questionnaire from employees and through interview from learning and development process owner. The questionnaires were both close ended and open ended format. The data collected through these tools were presented, analyzed and interpreted thoroughly. Accordingly, though the majority believed that the bank does not conduct training need assessment frequently, it does not consider the result of training need assessment to design training program, the trainees were not satisfied with the training need assessment, and they did not participate in selecting employees for training and the bank’s budget for the fiscal year varied with its actual. The respondents did not know or were indifferent on the time provided on the training they had taken. Other than this, the bank has given good emphasis on the training evaluation criteria. On the other hand the response from learning and development process owner show that, the bank conducts training evaluation on the moment the delivery of training and every quarter on the job practically. In addition, there was limitation in considering and making employees know the objective of the training program. There was successful time for the trainees and some of the respondent feel difficult to identify weather it was worth there time or not. Moreover, the major challenges that affects the effectiveness of training program like low management commitment, problems in deigning training program, low capacity of management in implementation, low attention given for training, planning problem, lack of need assessment and inconsistent practices. Finally, the study recommended that the bank should give appropriate attention for training and link all stage of training process systematical since the other steps depends on each other and the process cycle