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Beza Murad Thesis Proposal Feedback
Beza Murad Thesis Proposal Feedback
Admas University
Addis Ababa, Ethiopia
APRIL, 2022
Table of Contents
ABSTRACT......................................................................................................................iv
CHAPTER ONE................................................................................................................1
1. INTRODUCTION.........................................................................................................1
1.1 Background of the study.............................................................................................1
1.2 Statement of the Problem............................................................................................3
1.3. Basic research question..............................................................................................4
1.4 Objective of the study..................................................................................................4
1.4.1. General objective of the study…………………………………………………………………………………..4
1.4.2 Specific objective………………………………………………………………………………………………………4
1.5. Significance of the study.............................................................................................4
1.6. Scope of the study.......................................................................................................5
1.7 Limitation of the study................................................................................................5
1.8 Ethical Consideration..................................................................................................5
1.9. Organization of the paper..........................................................................................6
2. LITRATURE REVIEW................................................................................................7
2.1 Definition and Concepts of Training and Development...........................................7
2.2 Benefits of Training and Development......................................................................9
2.2.1 Benefits of Training to Employers……………………………………………………………………………..9
2.2.2 Benefits of Training to Employees……………………………………………………………………………..9
2.3 Objectives of Training...............................................................................................10
2.4 Training Proposal and Planned of Training...........................................................11
Figure 2.1, Steps of drafting a training proposa………………………………………………………………….11
2.5 Methods and Types of Training...............................................................................11
2.5.1. Vestibule training (Adapted to the environment at the place of work)………………….….12
2.5.2 On-the-job training (At the place of work)……………………………………………………….……....12
2.5.3 Off-the-job training (Away from the place of work)………………………………………………….12
2.6. Types of training.......................................................................................................13
2.7. Steps in Training Process.........................................................................................14
2.8 Assessment of training needs....................................................................................14
2.9 Steps in Training Process..........................................................................................14
2.10 Measuring Training Effectiveness..........................................................................15
2.11 Delivery or Implementation of the training program..........................................15
2.12 Evaluation and Post follow up of the training program......................................16
CHAPTER THREE.........................................................................................................18
3. RESEARCH METHODOLOGY...............................................................................18
3.1. Research Design........................................................................................................18
3.2. Research Approach..................................................................................................18
3.3. Target Population and Sampling units...................................................................18
3.4. Sampling Technique.................................................................................................18
3.5. Sample Size..............................................................................................................19
3.6. Source and Type of Data..........................................................................................20
3.6.1. Primary Source……………………………………………………………………………………………………….20
3.6.2. Secondary data Source……………………………………………………………………………………………20
3.7. Data Collection Methods..........................................................................................20
3.7.1. Questionnaires………………………………………………………………………………………………………..21
3.7.2. Interview…………………………………………………………………………………………………………………21
3.8. Data analysis and presentation................................................................................21
3.9 Reliability and validity of the data gather instrument...........................................21
CHAPTER FOUR...........................................................................................................23
4. Time schedule and Budgeting.....................................................................................23
4.1. Time schedule............................................................................................................23
4.2. Budget Allocations....................................................................................................24
REFERENCE...................................................................................................................25
APPENDIX A:.................................................................................................................29
Questioner for staff or employee of custom commission office...................................29
Part one: Concerns about general information of the respondent..............................29
Instruction…………………………………………………………………………………………………………………………29
Part One – Information on Training Need Assessment...............................................30
Part three:-The effectiveness of training program.......................................................31
Part Four-Information on Training evaluation............................................................32
Part Five – Information on perception of employees towards the training and
development practice.......................................................................................................32
APPENDIX……………………………………………………………………………....33
Interview Question…………………..………………………………………………….33
ABSTRACT
The study aims to assess training and development practice in custom commission office.
Training and development programs are essential for every organization for its long term
planning that requires careful preparation if they are to be successful and help to achieve its
objectives in time and enhance the knowledge, skills and competencies of its workforce.
However, there is problem in the performance of employee and employee lack of motivation
which result in low quality of service in the office of custom commission. This paper will try
to answer question related to training and development practice in custom commission
office.In order to achieve the objective of the study the researcher will use mixed approach
with both quantitative and qualitative data. The sample size that will be used by the
researcher is about 52 from the employee. In addition to this, as a source of data the
researcher will use both primary and secondary data. The data entry process will undertake
by Appling Statistical Package for Social Science (SPSSV21) and the data will be present by
using graph, table. Percentile, figure. Finally the study will recommend possible solution for
the identified problem. And the output obtained from this study will be helpful to both
literature and practice.
1. INTRODUCTION
Training is often looked upon as an organized activity for increasing the knowledge and skills
of people for a definite purpose. It involves systematic procedures for transferring technical
know-how to the employees so as to increase their knowledge and skills for doing specific
jobs with proficiency. In other words, the trainees acquire technical knowledge, skills and
problem solving ability by undergoing the training program, (Aguinis 2009).
Development is the growth or realization of a person’s ability, through conscious or
unconscious learning. Development programs usually include elements of planned study and
experience, and are frequently supported by a coaching or counseling facility. This definition
was subsequently broadened from ‘a person’s ability’ to ‘an individual’s or a group’s ability’
thus reflecting the growing concept of organizational learning, (Kushion, 2000).
According to Ivancevich et al (1989), training is a tool to fill the gap and the firms should use
it wisely to improve employee productivity. Effective training is an investment in the human
resources of an organization, with both immediate and long-range returns. Training is a key
element for improved performance; it can increase the level of individual and organizational
competency. Training holds the key to unlock the potential growth and development
opportunities to achieve a competitive edge. Training programs helps in making acquaintance
of employees with more advance technology and attaining robust competencies and skills.
Training facilitates the updating of skills and lead to increase commitment, well – being, and
sense of belongingness, thus directly strengthening the organization’s competitiveness. Hence
the main objective of this study will to assess the training and development practice in
custom commission office.
2
knowledge, and attitude. (Noe, Hollenbeck & Wright, 2011).
Training and development enhance the organization’s strategic goals and objectives
including organizational culture and ensuring health and safety. Regarding the benefits of
training and development for the organization, Anderson (2000) states the following:
Training and development are best seen as an incentive that can enhance organizational
commitment, team effort, customer relations, etc. However, on the purely individual level
without encouraging upon an organizational impact, innate incentives can be realized
through training (Anderson, 2000:22).cited Mengestu. June 2014).
Moreover, training and development programs are essential for every organization for its
long term planning that requires careful preparation if they are to be successful and help to
achieve its objectives in time and enhance the knowledge, skills and competencies of its
workforce. Training not only develops the capabilities of the employee but sharpen their
thinking ability and creativity in order to take better decision in time and in a more
productive manner (David, 2006).
Employees are considered as the key determinants of the success of an organization that
shall have different trainings and development so as to cope up with the fast-changing
business world. As pointed out by Kossen.S (1991) skill and knowledge can easily become
out of date in the same way as machines or technology.
Every government and non-government organization is required to develop the capacity and
potential of all its employees irrespective of their status by providing training and
development. The fundamental aim of training and development is to enhance resource
capability in accordance with the belief that the human capital of an organization is a major
source of competitive advantage (Wright and Geroy, 2001).
If you give general information on training and development experience of the Ethiopia, it
would be fine.
Custom commission is one of the federal government institution in Ethiopia established
under proclamation No-/2010 which is responsible for the administration of Customs law
and the collection of import and export duties and taxes and which also has responsibility
for the application of other laws and regulations relating, inter alia, to the importation,
transit and exportation of goods.” How many employees do have the office?
To effectively achieve this responsibility, custom commission focuses on the motivation of
the employees to have skills, knowledge, attitudes, and talents to serve the customer as they
needed. The institution takes initiative to give training and development for its employees
as strategic manner since its establishment.
3
What motivated you to study the proem and to make customs office your area? What is
the purpose of the study?
Write the purpose of the research and what initiated you tconduct this research
On the basis of the above background, this thesis will assess the practice of training and
development practice in the office of custom commission.
Training and development make employees capable in improving their performance through
updating knowledge, skills, or attitudes. In a broad sense, it includes experiences intended to
meet essential job requirements, update skills, prepare people for career development, rectify
knowledge or skill deficiencies, and evoke new insights or even create new knowledge. It is
thus an important tool for changing individuals by giving them new knowledge and skills.
The presence of non value adding activities and people in the value chain affects quality,
cost, speed, efficiency and effectiveness of the product /service that the organization
provides. This affects customer satisfaction, image and interest. So therefore in order to
achieve its objective every organization needs to update the skills that the employees need to
perform their jobs, thus training and development given much weight and many
organizations used it in their respective area, (Dessler, 1997).
The training function needs to help the organization develop a strong training culture, which
positions training and development as an important resource to the organization (Antony,
2004).
To design effective training, the organization also needs to ensure that it has the relevant
subject matter expertise and also needs to ensure that it has the necessary skills. This include
training analysis skills, being able to determine the most effective project type of model
which emphasize for training design skills and knowing how to evaluate training results and
outcome (Williams, 2004).
By considering the above statement, Custom commission is one of the federal government
institution in Ethiopia established under proclamation No-/2010 which is responsible for the
4
administration of Customs law and the collection of import and export duties and taxes and
which also has responsibility for the application of other laws and regulations relating, inter
alia, to the importation, transit and exportation of goods.”
However, there are practical problems on the performance of employee’s and employee lack
of motivation which result in low the quality of service they render.This problem in turn lead
to in effective custom administration and have an impact for the country to achieve
development. This is the problem that needed to be studied.
So the researche will focuse on whether the training given by custom commission enhance
the performance of employees’ and increase motivation and confidence in delivering service.
The main objective of the study is to evaluate assess training and development practice of the
custom commission office.
5
4. To examine the evaluation system of training and development program
conducted by the custom commission.
5. To assess the satisfaction status of employees with previous training and
developments activities of the office>
6
not give what is in their office or heart because they may suspect that they will face problems
from the government or from their colleagues). To overcome these negative expectations, the
researcher will make clear that this study will be conducted for academic purpose the
respondent’s anonymity will not be disclosed and their names will be kept confidential.
7
CHAPTER TWO
2. LITRATURE REVIEW
8
According to Nadler (1985) cited on (KhulidaKirana et.al, 2009, P. 84) training
given to the employee must be related to his current job and this activity carried
out according to a pre- determined plan and that must include employee
participation, Training is not the solution to every problem (Carole Pageau, 2003,
P. 86) but the goal of training is for employees to master the knowledge, skill, and
behaviors emphasized in training programs and to apply them to their day-to-day
activities. For a company to gain a competitive advantage, its training has to
involve more than just basic skill development. (Raymond A. Noe, 2010).
However training constitutes a series of planned learning activities. It focuses on
the acquisition of knowledge conducive to helping individuals adapt to their socio-
professional environments. It contributes to the attainment of the organization’s
objectives for efficiency. Training is the response to an organizational and
professional need, and generally focuses on the specific objectives of a given
group of employees. (Carole Pageau, 2003, P.86)
Generally firms that operate in the global arena confront a number of special
problems related to the training and development of their global workforces and
managers (Dennis R and Randall S, 2003, P. 261). Therefore training and
development are important to obtain or transfer KSA (knowledge, skills and
abilities), both employer and employees are benefits from this by reducing the
current and future challenges of a business, to improve the business horizon and
customer’s service and expanding individual, group and organizational
effectiveness (AbdusSattarNiazi, 2011). According to Tejinder Sharma, (2005)
demonstrate the need of training and development, it is important not only from
the point of view of the organization, but also for the employees. It gives them
9
greater job security and an opportunity for career advancement. However the need
for training can arise because of the following reasons changing technology,
demanding customers, thrust on Productivity, improved motivation, accuracy of
output and better management.
Training and development has multiple benefits for employees and the company, if
carefully planned and properly implemented. Clear understanding of policies, job
functions, goals and company philosophy lead to increased motivation, morale and
productivity for employees, and higher profits for your business. Training is a
means to a specific end, so keeping goals in mind
during the development and implementation stages of the training program will
assist in creating a clearly defined and effective program. (Porkodi S
&UzmaJahan, 2015).
The benefits of training are improves morale of employees, Training helps the
employee to get job security and job satisfaction. The more satisfied, improve
organizational success and reduce employee turnover, well trained employees
reduce the occurrence of accident in job and they become more eligible for
promotion, an asset for the organization, improves efficiency and productivity,
there is less wastage of time, money and resources. (James Watta and Daniel M,
2014)
The employers invest in training because they reap several benefits out of the
exercise it includes faster learning of new skills, increased productivity,
standardization of procedures, and lesser need for supervision, Economy of
operations, higher morale and Managerial Development. (Tejinder Sharma, 2005)
The employees are the ultimate link in an organization, which carry out the
operations. Training can help them in several ways, as mentioned some are
Increasing Confidence, New Skills, and Career advancement, higher Earnings,
Resilience to change, and Increased Safety. (Tejinder Sharma, 2005).
10
Generally training programs provide multiple benefits for employees and the
company, but only if they are carefully planned and properly implemented.
(Porkodi S &UzmaJahan, 2015) and it has several possible roles. First, it is a way
to create a supply of talent within the organization, second, training can be an
important and useful tool for equipping individuals with the knowledge, and third,
training can help an organization that is moving toward implementation of a new
strategy in a changing environment. Skills and attitudes they need to implement
organizational strategy. Fourth, training is a potential tool for giving individuals
the skills they need to think strategically (William J and H.C.Kazanas, 2003, P.
354-355). An employee who is knowledgeable, skillful and capable will be able to
improve the productivity and performance of the organization (KhulidaKirana
et.al, 2009, P. 90). However according to KhulidaKirana et.a(2009, P. 90)
training and development has an advantage employees to motivating and to work
harder.
The primary aim of training is to help the organization achieve its purpose by
adding value to its key resource the people it employs , depends on different
factors, the nature of the organization, the desire and current level of skill has a
great contribution to make difficult to generalization. According to Tejinder
Sharma, (2005) training has the following objectives.
2. To systematically impart new skills to the human resources so that they learn quickly.
3. To bring about change in the attitudes of the workers towards fellow workers,
supervisor and the organization.
4. To improve the overall performance of the organization.
11
order to satisfy consumers from all walks of life, P. Akilandeswari and
Jayalakshmi, (2014) study demonstrates banks need to have efficient manpower
which can be possible by offering them quality training, training program should
keep pace with changing times it must be unconventional. Training changes mental
and social outlook of employees, Customers and their needs can be identified, and
they are satisfied accordingly.
Training is desire high cost and it should be taken in drafting training proposal, the
following steps should be taken into consideration drafting a training proposal.
(Chris Obisi, 2011).
Resource persons
Duration
Drafting a
training proposal • Cost
Training method
Venue
Drafting a
training proposal • Target group and Feedback, Monitoring and follow-up
Source, Chris Obisi, 2011
12
through instructional design) approaches (Sadler-smith et al, 2000) cited on (Henry
Ongori, and Jennifer Ch, 2011). These different training methods are suitable for
different categories of people in the organization. There can be several categories
of personnel in an organization, e.g. Managerial and non-managerial, technical,
administrative, skilled, unskilled, senior, junior etc. Each organization has to
choose the methods and techniques of training which are relevant for its training
needs and it classified in to the following categories. (Tejinder Sharma, 2005)
Vestibule Training Vestibule means a cabin and the term ‘vestibule training’ is
used to designate training in a cabin (or a classroom) for semi-skilled jobs. It is
more suitable where a large number of employees have be trained at the same
time for the same kind of work. Where this method is used, there should be well-
qualified instructors in charge of training program. Here the emphasis tends to be
on learning rather than production. It is frequently used to train clerks, machine
operators, typists, etc. (Tejinder Sharma, 2005)
On the job training methods are those which are given to the employees within the everyday
working of a concern. It is a simple and cost-effective training method. The in proficient as
well as semi- proficient employees can be well trained by using such training method. (James
Watta and Daniel M, 2014) The employees are trained in actual working scenario, the motto
of such training is “learning by doing.” And there are three methods of on-the-job training
Coaching, Understudy and Position Rotation. (Tejinder Sharma, 2005)
13
Special Lecture-cum- Discussion, Conference, Case Study, Sensitivity training,
Special projects and Committee assignments. (Tejinder Sharma, 2005). It is
generally used in case of new employees such method is costly and is effective if
and only if large number of employees have to be trained within a short time
period. (James Watta and Daniel, 2014)
Training can be classified into many types and it depending upon several bases.
Some of the important types of training program are as follows 1.Orientation or
Induction training, 2. Job training, 3.Apprenticeship training 4.Internship training
5.Refresher training, 6.Training for promotion. . (Tejinder Sharma, 2005)
This type of training programs or events can be concerned with any of the
following manual skills, including modern apprenticeships, IT skills, team leader
or supervisory training management training, interpersonal skills, eg leadership,
team-building, group dynamics, neuro- linguistic programming, and personal
skills, eg assertiveness, coaching, communicating, time management, Training in
organizational procedures or practices, eg induction, health and safety,
performance management, equal opportunity or managing diversity policy and
practice (Michael Armstrong, 2009, P. 678)
In order to ensure that employees are equipped with the right kind of skills,
knowledge and abilities to perform their assigned tasks, training and development
plays its crucial role towards the growth and success of business and to meet
current and future business demands, it process has a strategic role and can be
divided into four phases (AbdusSattar, 2011, KhulidaKir. et.al, 2009, P. 90)
14
should only be systematically identified when the cause of a performance problem
is lack of knowledge, skill, or appropriate attitude. (William J and H.C.Kazanas,
2003, P. 358)
This initial phase in the training cycle serves to identify the personnel
competencies or behaviors and a training requirement is defined as the difference
between “what is” and “what should be in the way of observing and listening,
Individual interview, Discussion group and Performance evaluation (Carole
Pageau, 2003, P. 87)
Training programs consists of five steps. The first, or need analysis step,
identifies the specific job performance skills needed, analyzes the skills and
needs of the prospective trainees, and develops specific, measurable knowledge
and performance objectives. In the second step, instructional design, you
decide on compile and produce the training program content, including work
books exercises and activities; here, you will probably use techniques like on
the job training, computer assessing learning. There may be third, validating
step in which the bugs are worked out of the training program by presenting it
to a small representative audience. The fourth step is to implement the
program, by actually training the target employee group. Fifth is an evaluation
and follow up step, in which management asses the program’s success or
failure. Most employers probably do not (and need not) create their own
training materials, since many materials are available on and off line, (Dessler,
1997).
15
objectives and linking it to their learning out comes and performance.
Research- it helps in finding out the relationship between acquired
knowledge, transfer of knowledge at the work place, and training.
Control program – it helps in controlling the training program because
if the training is not effective then it can be dealt with accordingly with
some advancement.
Power game- At times, the top management (higher authoritative
employees) uses the evaluative data to manipulate it for their own
benefit
There are a large number of training delivery methods available at the disposal of
the trainer. (Tejinder Sharma, 2005) the choice of delivery method depends to
some extent on instructor preferences, it is clear that some delivery methods are
more appropriate than others for particular kinds of learning. (William J and
H.C.Kazanas, 2003, P. 364-365) throughout the training activity, the instructor
should use animation techniques that encourage participation and foster an
understanding of the concepts covered. Presentation, Demonstration, Discussion,
Role play Lecture, Tutorial, Case Study, Critical Incident, Role Play, Game,
Simulation, Buzz Group and Task training. (Carole Pageau, 2003, P. 88) the
responsibility of delivery may be entrusted to several individuals. In addition, it is
important to have the necessary materials on hand, such as an overhead projector,
computer, white board, pencils or flip-chart to ensure the success of training
activities. (Carole Pageau, 2003, P. 90)
16
design of future training program. It will enable an organization to monitor the
training program and also to modify its future program of training. The evaluation
of training also provides useful data on the basis of which relevance of training and
its integration with other functions of human resource management can be
examined. (Tejinder Sharma, 2005)
17
CHAPTER THREE
3. RESEARCH METHODOLOGY
This chapter deals about the overall research methodology which will be used by the
researcher in order to conduct this research. This includes: the research design, research
approach, sample design, a source of data, data collection instrument and finally methods of
data analysis and presentation.
The quantitative approach will be used to answer the research questions which are crucial for
the study by using structured open and closed ended questioner , then the qualitative
approach will be used in order to answer the why and how questions by using in-depth
interview.
18
sampling technique, systematic random sampling method will be used. The reason why to use
this method is because of its simplicity, i.e. systematic samples are relatively easy to
construct, execute, compare and understand.
Employees do have different professions, at different levels, and this determine the need for
and the awareness of training and development. Do you think systematic sampling will give
equal chance for such variable constituents? For example IT people may need frequent and
high level training as technology changes fast, probably an economist may not have similar
need. Consider your problem more pragmatically.
By understanding the above, the total population of the study area is 200 and if the total
number of the population is assumed to 151-280, the researcher can use for low size of
sampling 13, medium 32, and for high 50 as J Carvalho indicated in the above table. After the
19
sample size was determined respondents will select by systematic random sampling from the
list of custom commission employee. Which one is your sample size, The low, medium or
high? So data gathering activities will be conducted by systematic random sampling by
determining the ‘N’ respondent using the following formula.
B=sample size
Therefore N=200/50=4 means every 4th of the employee will be selected by systematic
random sampling.
SERIOUSLY CONSIDER THIS FACTOR AND MAKE A CHANGE.
In addition to the above employee, interview will also be conducted with both HRM and
communication department director.
Total 202 52
20
3.6.1. Primary Source
The primary data will be collected by using questionnaires and interview. The self-
administered questionnaires will be used to get detail information from sample employee of
custom commission.The questionnaire consisted both closed and open-ended questions.
3.7.1. Questionnaires
Questionnaires will be conducted with employee. This data collection technique allows the
researcher to gather quantitative and qualitative data from the employee. The Questionnaire
will have both open and closed ended question. The reasons for using both open and closed
ended questionnaire is to increase the response rate and to gate relevant data for the study.
3.7.2. Interview
The interview will be conducted with the HRM department director and communication
department director of custom commission. Using these methods will allow the researcher to
gate an accurate data because there is high response rate and more and in-depth information
can be obtained. The structure of the interview will be a type of structure interview,
specifically; face to face interview will be applied.
21
and Ormond, 2013; Creswell, 2009).Thus a serious of step will be undertaken to check the
validity and reliability of both the quantitative data and the accuracy of qualitative finding
which will be an important in the data analysis of various research methods that need to be
described.
Accordingly, the content validity will be checked by ensuring that the data collection
instruments designed very carefully to include all the necessary question related to answer the
problem statement. To test reliability, the researcher will ensures that ambiguity in the
wording of the question is removed as this is one factor known to affect reliability (Neumann,
2007).
To make the research valid and reliable questioner will be distributed to employee carefully
through systematic random sampling method. In addition to this, to obtain reliable data,
interview will be conducted with HRM department director and communication department
director of the custom commission and thier response will be included in the study. Besides,
secondary data will be gathered from annual report and other document related to the study.
On the other hand, SPSS soft ware will be used to minimize errors. Therefore, the above
listed emphasis will be given and the data gathered will be triangulated to make the research
more reliable.
22
CHAPTER FOUR
Table1
1 Proposal preparation
X
2 Proposal approval by
x
department
3 Preparation of
x
questionnaires and
interviews
4 Data collection
x
5 Data processing analysis
x
and interpretation
6 Submission of the draft
x
thesis to the supervisor
7 Final submission of the
x
23
thesis
REFERENCE
AbdusSattar, (2011), Training and Development Strategy and Its Role in
Organizational Performance, Journal of Public Administration and
Governance, Vol. 1, No. 2
Aguinis et.al. (2009), Benefits of Training and development for individuals and Teams,
Organizations and Socity). Annual review2 009. www.
Annualreveiws.org
24
Anderson (2004), Training in Practice: Implementation of Plans, New Delhi:
Cambridge.
Antony, A. (2004). Training and Development. (1st ed). New Delhi: Maya Publishers
Pvt Ltd.
Attaran, M, & Nguyen, T.T. (2000). Creating the right structure for self directed
team. Team performance management, 6, 25-33.
Creswell, J. W. (2009). Mapping the field of mixed methods research. Journal of Mixed
Holbeche, L. (2009). Aligning Human Resources and Business Strategy
(2nd edition ed.). Elsevier Ltd.
Dacenzo and Robbins (2008). Training and development needs assessment: a practical
model for partner institutes, Journal of European Industrial Training,
Vol. 22/1, pp. 18-27.
Gary Dessler, 1997, Human resource management 9th edition, Florida International
University, Prentice Hall International Editions.
25
Holbeche, L. (2009). Aligning Human Resources and Business Strategy (2nd edition
ed.). Elsevier Ltd.
Jackson, K., & Rowley, C. (Eds.). (2011). Human Resource Mangement: The key
concepts. New York: Routledge.
Katcher, S., & Snyder, T. (2003). Organizational Committment. USA: Atomic Dog.
Kushion, 2000, The impact of training and development program on job performance,
Vol 11, issue 7 version 1.0July 2011 (USA)
26
Porkodi S and UzmaJahan, (2015), Bank Employees’ Expectations of Training
Programmes in Oman – An Exploratory Study, RJCBS: Volume: 04
Steen, S. L., Noe, R. A., Hollenbeck, J. R., B. G., & Write, P. M. (2009). Human
Resource Management (Vol. 2nd Canadian edition). McGraw-Hill
Ryerson Limited
William, R. (2004). Training and Development. (1st ed). New Delhi: Maya Publishers
Pvt Ltd.
27
APPENDIX A:
Admas University
This questioner has been prepared by Business administration graduate student of Admas
University to conduct a study for the partial fulfillment of master degree entitled with
“assessment of training and development practice in custom commission office”. The main
objective of this study is to assess training and development practice in custom commission
office. The finding of this study will help the office to use as an input for improving training
and development practice.
In connection with confidentiality, the researcher want to underline that the collected data
will not be disclosed to anybody expect for this study. It is unnecessary to mention your name
and your position. Therefore, I respectfully request your kind collaboration in answering the
question because it is crucial for the achievement of the study objective.
28
For further information, please contact the researcher
Beza Murad
E.mail…… [email protected]
a, less than 1 year b ,from 1 -3 year c, from 4-8 year d, from 9-12 year e, above
13
2. If your answer to q1 is yes, which methods are used to determine training needs?
Questionnaire
Direct observation of immediate supervisor
29
Group interview with managers and supervisors
Others……………………………………………….
To what extent do you agree with the following statements regarding training need
assessment?
No Statement 1 2 3 4 5
Mark your response at the appropriate place that you perceive right.
30
office
I get additional skill from the
training
This training program benefit me as i expects
a. yes b. no
1= Strongly Disagree2= Disagree 3= Neutral 4= Agree 5= Strongly Agree
No Statement 1 2 3 4 5
1 The office tests the trainees before and after the program.
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Part Five – Information on perception of employees towards the training and
development practice
Listed below are statements that represent your perceptions towards the training
practice of your organization and changes in your performance after attending
training
No. Statement 1 2 3 4 5
training in my office
6 I have enough training that enables me to do my job as
required.
7 There is an effective training and development practice in my
Office
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APPENDIX B:
Interview Questions
Admas niversity Graduate Studies
This interview has been designed to seek information purely for academic purposes. The
main purpose of the study is to conduct a thesis on the topic: “Assessment of Training and
development Practice in the Custm commission of Ethiopia head office. Thus, as Human
Resource Development director of the office.It is hoped that the success of the study depends
on the information you provide.
Thank You
Question
1. Do you think that there is an effective training practice in your office?
If no why?
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2. How is training evaluated in your organization?
3. How does your organization assess and prioritize the training needs of employees’?
4. Please describe your comments regarding the strengths and weaknesses of the office
training and development practices
Strength
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Weakness
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