| Abstract: | This research is designed to assess HRD practices of National Bank of Ethiopia (NBE). The main objective of the study is to assess the HRD practice of the Bank: the opportunities for growth and development, components and dimensions of HRD practices, strengths and weakness of the organizations HRD practice. The research is designed as a case study. Both secondary and primary data were used in the research. A survey questionnaire with five point Likert scale was used a main tool for gathering primary data about employees’ satisfaction with human resource development practices of the organization. To this end, out of 922 employees 278(30%) samples from the Head office were participated in filling the questionnaires and 270 of them are considered for analysis. An interview was also made with officials of training and development team of the organization. The findings of the study indicated that the bank has recently developed a comprehensive HR procedure that is comprehensive enough to give recognition to the important of human resource, create alignment between learning and development activities with the strategic objective of the bank and the components, criteria’s and performance rewarding systems except that the reward items are very limited. The result also shows that respondents perceived the HRD practices of the organization as unfairly focused on some work units only. Respondents also indicated there are problems with the relevance of trainings to their job, the appropriate implementation of HRD practices like the training need assessment, performance counseling, coaching, mentoring, evaluations of training and development activities, the promotional opportunities and the knowledge to gain from the work they do for the organization. Even though majority of respondents indicated that they think that the organization has good internal training facility, active training and development programs and give emphasis to development of its management and is the best place to develop themselves. The recommendation is that to prioritize and consider all work units in its training practice even if it is not equal, awareness creation and sensitization programs shall be conducted by top management of the bank to line managers and employees and strive to implement its HR policy and procedure. |
