JIGJIGA UNIVERSITY

COLLEGE OF BUSINESS AND ECONOMICS

DEPARTMENT OF PUBLIC ADMINISTRATION AND DEVELOPMENT
MANAGEMENT

ASSESSING THE HUMAN RESOURCE DEVELOPMENT

ACTIVITY (IN GODE CITY ADMINSTRATION)

A SENIOR ESSAY SUBMITTED IN PARTIAL FULFILLMENT OF THE

REQUIREMENTS FOR BACHELOR ART DEGREE IN PUBLIC
ADMINISTRATION AND DEVELOPMENT MANAGEMENT

BY
1. ASAD MUHUMED ABDI
2. AYANLE ABDULLAHI YUSUF
3. ABDIKADIR SHARIF MAHAMAD
4. ABDIRAHMAN MIYIR SHIEKH
5. ABDIRIZAK MOHAMED UMER

ADVISOR
MOHAMED KADIYE (MA)
JIGJIGA UNIVERSITY,
JIGJIGA, ETHIOPIA
MARCH, 2018
 ACKNOWLEGMENT

First of all we would like to thank our lord Allah who helped in every
activities of our life.
our next gratitude goes to our advisor Mohamed kadiye (asis pro) for his unreserved
effort of evaluating correcting suggestions, genuine guidance and valuable contribution to
the successful completion of paper.
we would like to thanks to our families for their financial and non financial support in our
academic life from starting up to completion, moreover.
The last not the least we would like to think to all administration heads and employees in
Gode water Spring Company for their significant contribution in preparing this paper.
.

I
 ABSTRACT

The human resource of any company represents the determinant factor to enhance
business development. The continuity of organization and its continued growth and
prosperity are assured through human resource development. Human resource
development plays a great role in the activity of efficient and effective Performance of
the organization through people.

The objective of this study is to identify the major problems of human resource practice
that affect employee’s performance on Gode water Spring Company and fill its gap. All
the necessary data has been gathered from the primary and secondary source of data.
A sample of 50 employees had taken from 109 employees of the company. As to the
sampling design stratified sampling technique was selected.

The primary data was collected through interview and questionnaires. The secondary data
was collected from personnel department document, record and magazines.
The researchers used descriptive analysis with the help of tables and percentages to
analyze the necessary data that was collected from the primary and secondary source of
data.
Based on the major finding of this study, Gode water spring company face different
problem during human resource development program, like lack of sufficient materials to
perform the development program, inability of the trainer to train the trainee and lack of
good development design that affect the effectiveness of human resource development
program.
Finally, the researchers suggested that the company is advised to fulfilled materials that
are involved in the development program, select trainers who has sufficient knowledge
and abilities about the training and development program that will be given to the trainees
and design the development program that are achieve the human resource development
objectives.
KEYWORDS: human resource management

II
TABLE OF CONTENTS

Contents page
Acknowledgement........................................................................................................I
Abstract........................................................................................................................II
Table of contents..........................................................................................................III
List of table...................................................................................................................V
Acronyms……………………………………………………………………………VI
CHAPTER ONE
1. Introduction..............................................................................................................1
1.1. Background of the study...................................................................................1
1.2. Background of the organization........................................................................3
1.3. Statement of the problem..................................................................................5
1.4. Objective o the study.........................................................................................7
1.4.1. General objective of the study...........................................................7
1.4.2. Specific objective of the study...........................................................7
1.5. Significance of the study....................................................................................7
1.6. Scope of the study..............................................................................................8
1.7. Limitation of the study.......................................................................................8
1.8. Organization of paper.........................................................................................9
CHAPTER TWO
2. Review of related Literature.....................................................................................10
2.1. Definition of Human Resource development...................................................10
2.2. Importance of Human Resource development.................................................11
2.3. The human Resource development process.....................................................12
2.4. Types of Human Resource development.........................................................16
2.5. Common problems of Human Resource development....................................23
2.6. Factors needed for effective Human resource development............................24
CHAPTER THREE
3. Methodology........................................................................................................26
3.1. Types and source of data................................................................................26
 3.2. Population and sample size............................................................................26
3.3. Sampling Technique.......................................................................................26
3.4. Data collection method...................................................................................27
3.5. Data Analysis.................................................................................................28
CHAPTR FOUR

4. Data presentation Analysis and Interpretation.........................................................29

4.1. Characteristic of the respondents...................................................................30
4.2. Criteria that the company use to select candidates for
Development program....................................................................................34
4.3. Number of development program..................................................................34
4.4. Types of training and development program.................................................36
4.5. Types place where the organization gives the development
Program for their employees..........................................................................37
4.6. The extent of the development program for the improvement of
Employee performance.................................................................................38
4.7. Benefits of human resource development .....................................................39
4.8. Evaluation method of the development..........................................................39
4.9. Problems of the human resource development program................................40
4.10. Solutions of problems related to human resource
Development................................................................................................42
CHAPTER FIVE
5. Summary, Conclusion and Recommendation..........................................................43
5.1. Summary............................................................................................................43
5.2. Conclusion..........................................................................................................46
5.3. Recommendation................................................................................................48
Bibliography.................................................................................................................51
Appendixes...................................................................................................................52

III
 LIST OF TABLE
Page

Table 4.1.1. The age, sex and marital status of the sample
Respondents.............................................................................................30
Table 4.1.2. Educational level of the respondents........................................................32
Table 4.1.3. Work experience of the sample employees of the company
within and outside the company................................................................32
Table 4.2.1. Criteria that the company use to select employees for the
development program...............................................................................34
Table 4.3.1. Number of development program that given by dessie water
spring company for their employees.........................................................35
Table 4.4.1. types of training and development program.............................................36
Table 4.5.1. The place that the development program was
Conducted.................................................................................................37
Table4.6.1. The level of the development program that improved
employee’s performance ..........................................................................38

V
 ACRONYMES

1.BA Bachelor of Art Degree

2.EC Ethiopian Calendar
3.MBA Master Bachelor of Art Degree
4.PHD Philosophy of Doctorate

VI
 CHAPTER ONE:
1. INTRODUCTION

1.1. BACKGROUND OF THE STUDY

The success or failure of an organization is highly dependent up on effective and efficient

utilization of the resource i.e. material resource information resources, and human
resources. However, the human element is of the most vital of all the resources to come
up with fruit full results. Therefore, it is human resource, which should strongly be
developed to get the best out of the other resource.

The human resource of any company represents the determinant factor that has the
capacity to inhibit or to enhance business development. The continuity of the
organization and its continued growth and prosperity are assured only through human
resource development Wayne Monday,R., & Robert, M .III; ( 1991: 261).

Human resource or manpower may be through as the total knowledge, skill, creative
abilities, talents and aptitudes of an organization work force, as well as the value, attitude
and benefits of an individual involved Mamaria, C. B. (1990: 13).

Human resource requires managing both the material and human resources which are
essential components of the organization. Therefore, the existence of any organization is
meaningless without people who share their various activities to it. It is important to
mention that organization has to use up- to date technologies and machines for its
productivity and effective performance.

In order to use these, employees should have the skill and knowledge at this time the
human resource or personal department is responsible to undertake the function of up
grading skill and knowledge of employees and this is done through training, education
and developing or through human resource development Jone, M., and IVANCEICH, C.
(1998: 418).
1.2. Background of the Organization

Gode water Spring Company is found in Somali regional state part of Ethiopia. In Gode
town .the Establishment of Gode water Spring Company was based on the agreement
made between Ethiopia government and owner of Gode water Spring Company. The
owners of the company enter an agreement with government commerce in 1996 E.C. The
company built in 1989E.C. Gode water spring company started operation on Nov,
9,1999E.C. There are 109 workers exist within this company. The production capacities
of the company are 8,000 litters pure high land spring water within a day.

Vision of the company is to become the preeminent, trusted water utility and provide
excellent customer service. And also the company’s mission is Providing pure water and
effective treatment systems, Providing these services at a high standard that is
economically feasible with reasonable prices that cover the cost and ensure sustainability,
Striving to affect change and technical and administrative development to reach
international standards in the water industry sector and Advocating sustainable
development of commercially extracted mineral water.

Objectives of the company’s are to reduce loss in production and inefficient use of
resources, Using resources efficiently, and maintained security so as to increase the
workers well being and company goals, By making a stable company environment the
company make its operation productive thereby ensuring the continuity of the
organization in the existing free market economy and With full cooperation the company
strive for the development of the country the responsibility of human resource department
in the company is responsible to establish a substantial proportion of people with
knowledge and skill and to manage property and general services of the company. This
department need and provide personnel development.
1.3 Statement of the Problem

Human resource development is the most important area, which needs management
attention company may acquire advanced technology with having necessary skill with in
or in the market at this time the company’s material and human resource may not be
properly utilized this forces the company to give training and development to its
employees. In addition, those who provide human resource development rarely use
scientific method in selection of human resource development and training method,
process and evaluation of result.

This hinders the company not be competitive and attain sustainable growth Nadler
Leonard; (1984:398). Technological improvement of the world increased from time to
time, therefore, human resource development is important for employees to coping with
the new technology, this means human resource development played a great role for the
improvement of employees performance. On the other hand, from the result of the
information that the researcher will obtain formally about Gode water spring company’s
human resource development activities from different employees of the company, human
resource development activities of Gode water spring company has not effective due to
having wrong objectives, using wrong method and there is a problem in evaluation result,
which may lead the company and personal decline, this is the reason that enforced the
researcher to investigate human resource development activities in Gode water spring
company.
The above problems are affecting the human resource development activities of the
company.

1.4. Objective of the Study

1.4.1 General Objective

The general objective of the study is to investigate the human resource development
activity in Gode water Spring Company.
 1.4.2. Specific Objectives
 To assess the actual human resource development practice methods, types and
benefits.
 To investigate the relationship between human resource development and
improvement performance.
 To evaluate and measure the change in the ability and skill of employees that
result from the development of manpower.
 To examine the problems that exist in the company related to the human
resource development.
 To identify the solution for human resource development related problems of
the company.
1.5. Research questions
 What are the human resource development practice methods, types and benefits in
Gode water Spring Company?
 What are the measurement on the development program that changes employee’s
skill and ability in the company?
 Human resources development relates with the performance of employees in the
company?

1.6. Significance of the Study

This study is important for different parties these are:
 The student researcher obtained experience and knowledge of conducting
research from this study.
 The result of the study also served as a base for future investigation by
other researcher.
 This study is importance for the improvements of human resource
development of the company and it indicates the problem which is related
with the human resource development practice in the company and also it
is importance for seeking managerial solution for their problem.
1.7. Scope and Limitation of the Study

There researchers examined how human resource development affect performance and
measure of change in the skill and ability of employees in order to achieve organizational
goals through optimum use of man power human resource development is absolutely
essential this is the reason why the researcher wanted to limit in Human research
development practice.

The study investigated only on Gode water Spring Company in Gode town; this is
because of the researcher faced shortage of money, time and work experience on
conducting this research
The researchers as much as possible tried to avoid the limitations but in vain one thing
one has to know is that the limitations never make the research less reliable. They are
affected the way the research would have gone, still the research result is reliable and to
the point.

Some of the basic limitations are:

1. Some target individuals were not willing to give any idea on the point they were
asked.
2. Shortage of time and finance to facilitate the entire research work.
3. Some respondents were not returned the questionnaire.

1.8. Methodology of the Study

1.8.1. Types and Source of Data
All the necessary data was gathered from the primary source such as employee and
managers of the company and secondary source which were available in personnel
department such as document, record, reports and magazines within the company.

The primary data was gathered from filled questionnaire and interview response of
different levels of manager in the company and also the secondary data was collected
from documents and records that are related with the human resource development
practice of the company.

1.8.2. Population and Sample Size

Gode water Spring Company had total of 109 workers from which 30% of total man
power which means 50 individuals was included in this study. And also the researchers
included two managers who are the general manager and personnel department head of
Gode water Spring Company.

1.8.3 Sampling Technique

Stratified sampling technique was applied to investigate human resource development

activities of Gode water Spring Company. The reason that the researchers used stratified
sampling technique was to gather different data about human resource development
activities from different departments who had different responsibilities within the
company.

The researchers first divided the population in to sub groups (strata) on the basis of
different departments within the company, which are Human resource, production and
financial departments, and marketing department After dividing the population in to
strata, the researchers selected sample from each departments using simple random
sampling, which means the researchers selected employees from each department by
chance, offering having their names from the human resource development.

1.8.4. Data Collection Method

Although there are different methods of data collection, the researchers used primary data
collection tools such as questionnaire and interview, which are appropriate instrument for
the researchers to collect original data from employees and managers of Gode water
Spring Company about human resource development activities of the company. The
researchers used questionnaire for gathering various information from different
employees of the company about human resource activities.
The researchers developed questionnaire, which contained 50 questions, both open and
close ended in nature, In addition to the questionnaires, the researchers, used interview
questions to collect additional information about the human resource development
activities of Gode water Spring Company. Interview was conducted with general
manager of Gode water spring and company and personnel department head by using
direct interview method unstructured interview questions.

Moreover, the researchers used secondary data from the company personnel department
documents. And also the researchers used books available on the field of human resource
development reviewed to increase the knowledge of the researchers on the topic being
studied.

1.8. Method of Data Analysis

In this section the researcher analyzed the information that was collected from the
primary data through interview and questionnaire.
Primarily, a total of 50 questionnaires were distributed to all samples selected for the
study. So the researchers presented analyzed and interpreted complete data by using
descriptive analysis method, which is more described of words with the help of tables to
analyze data and compute percentage to show proportion. The researchers used
descriptive.

1.9. ORGANIZATION OF PAPER

The whole content of the study is presented in this paper by dividing the content in
different chapters.
The First chapter contains back ground of the study, background of the organization,
statement of the problems, objective of the study, significance of the study, scope,
limitation of the study and literature, organizational paper
The Second chapter is about the review of related literatures. It includes definition of
human resource development, importance of human resource development, the process of
human resource development program practice, types of human resource development
program, common problems of human resource development program and factors needed
for effective human resource development program.
The third chapter is about data analysis, presentation and interpretation.
The Fourth chapter of the paper contains summary, conclusion and recommendation.
 CHAPTER TWO: REVIEW OF RELATED LITERATURE

2.1. DEFINATION OF HUMAN RESOURCE DEVELOPMENT

Different authors define human resource development in different ways for example
Monday & Robert Mobe; (1990:270). Define human resource development as it is
planned continues effort by management to
Improve employee competency levels and organizational performance through training,
education and development.

According to Armstrong & Michael; (1996:505) human resource development is “A

provision of learning, development and training opportunities in order to improve
individual team and organizational performance.”
Human resource development (HRD) is the frame work for helping employees develop
their personal and organization skills, knowledge and abilities. Human resource
development includes such opportunities as employees training, employee career
development Elwood, Hoton, Trot; (1996:246).

Human resource development can be defined simply as upgrading the skills and attitudes
of employees at all levels in order to maximize the effectiveness of organization Kelly;
(2001:345).
Human resource development is the structure that allows for individual development,
potentiality satisfying the organization goals. The development of individual will benefit
both the individual and the organization Nadler ; (1984:412).

Human resource development is effective way to meet several challenges including

employees’ obsolescence, international and domestic work force, diversity, technical
changes, affirmative action and employees turn over Wether & Davis l (1992:135).said so
2.2. IMPORTANCE OF HUMAN RESOURCE DEVELOPEMNT

Training and development have been said to be indispensable components of strategic

human resource management. it is important to reduce un certainty in the market place
and achieving organizational goals. Human resource development as a part of
organization’s overall human resource strategy means the skill full provision and
organization of learning experiences in the work place in order that performance can be
improved work goal can be achieved and through enhancing the skills, knowledge,
learning ability and enthusiasm of people of every level, there can be continuous
individual as well as organizational growth Nadler ; (1984 :423).

According to John M. Ivarceivien; 1998:482-467) human resource is the vital factor in

economic development or it can be said that human are the agents of development. Some
of the importances of human resource development are.

1. Country develops if the human resource is developed: To enhance economic

development the state constructs roads, buildings bridges, dams, power house, hospitals
etc to run this units doctors, engineers, scientist, teachers are required. So, if the state
invests in a human resource it plays dividend in response.

2. Increase in productivity: The better education, improved skills and provision of

healthy atmosphere will result in proper and most efficient use of resource which will
result in increase production.

3. Eradication of social and economic backwardness: Human resource development

has sample effect on the backwardness economy and society. The provision of
development will increase literacy.
4. Entrepreneurship increase: Education, clean environment, good health, investment
on human resource
Would all have its positive effect, job opportunities would be created in the country and
even business environment will flourish in the state which creates many
 2.3. THE HUMAN RESOUCE DEVELOPMENT PROCESS

The human resource management is ideally aware of the fundamentals of learning and
motivation and must carefully design effective human resource development program
that benefit the overall organization as well as individuals.
According to David R.cook ; (1978:38 -57) the human resource process consists of the
following phases:
1. Establishing development objectives
2. Identifying development needs
3. Designing the development program
4. Conducting the development program
5. Evaluating effectiveness of development program

2.3.1. ESTABLISHING DEVELOPMENT OBJECTIVES

The most effective development programs have objectives that are attainable these
programs must be in harmony with other organization objectives. They are oriented
toward the long and short run and are closely related to the personal goals of the learner.
Some practical objectives are:-

a. To help the organization growth: one of the objectives of personal manager is to see
that resources available to their organization used efficiently and effectively. Therefore,
these managers should be concerned with improving the performance of their employees.

b. To adapt technological development; human resource development is needed to

adjust to rapid technological changes. Not only must new employees must be trained but
also present ones must be trained and upgraded, large numbers of young people without
the education or skills required for today’s employments are joining the ranks of the
unemployed. It is not that they are incompetent but there is not enough job for their
limited skills.
c. To fulfill social responsibility: There may be a change in public policy toward
providing employment and promotional opportunities.
d. To provide greater job satisfaction: Development leads to greater job satisfaction,
for employees gain a greater sense of worth, dignity and well being as they become more
valuable to their employers. They also receive greater income from increased
productivity. These two factors will provide a sense of satisfaction in the achievement of
personal and social goals.

2.3.2. IDENTIFYING DEVELOPMENT NEEDS

A major problem with training and development is identifying who needs, how much of
what type of development. These require three basic steps, which begins when the
employee is hired. These are:-
1. Identifying the skill needed
2. Analyzing employee skills and comparing them with the skill needed.
3. Selecting methods of developing the needed skills.
Although there are many specific methods for identifying training needs the most
frequently used ones are:-
 Supervisory recommendations
 Analysis of job requirements
 Analysis of job performance and
 Employee suggestions.

2.3.3. DESIGNING THE DEVELOPMENT PROGRAM

After we have completed needed identification the next step is designing the development
program. These steps include the techniques, facilities location, trainees and trainers that
are involved program. Designing the development program help to determine the
contents of the development program. The program content may seek to teach specific
skills content of the program, it must meet the needs of the organization and the
participants and the length of the program depends on content. Effective training and
development program design have, clear principles, sufficient material that are involved
to perform the training and development program, appropriate place that conducted the
development program, types of training and development are related with the trainees
job, method used will be depend on the objectives of the program and use effectives
evaluation method.

2.3.4. CONDUCTING THE DEVELOPMENT PROGRAM

A perfectly designed development program may fail. So, the manager should convince
the participants of its merits. Participants must believe that the program has value and
will in the help them achieve their personal and professional goals.
There are many ways to conduct education, training and development programs. The
methods used will depend on the objective of the program the type of material to be
learned and person doing the development.
There are two types of learning involved in employee development learning, theories,
concepts and principles and learning their application. These two types of learning are
related and do not have to be separated. The development program can be conducted
either within the organization or outside the organization.

2.3.5. EVALUATING EFFECTIVENESS OF DEVELOPMENT

PROGRAM
It is necessary to evaluate the effectiveness of formal training program in achieving their
objectives.
Training does not always train. Instead, there is usually a high proportion of failure. In
effective development programs may result in a waste of time effort and money.
They may result in failure to develop knowledge and skills, which may lead to
organizational and personal decline.

Essentially, evaluation should be made by comparing the benefits with the objective of
the training and development that were set.
The saving and improvements resulting from the development program must be set off
against the cost of the development to determine the extent of positive advantage.
Evaluation has to focus on the particular merits so that, if necessary, steps can be taken to
revise the objective and contents of the program to improve delivery of program, or to
ensure that the transfer of learning does take place to good effect. (Armstrong, Micheal;
1996:530).

2.4. TYPES OF HUMAN RESOURCE DEVLEOPMENT

According to (megginson lead; 1981:222-279) There are two types of human resource
development. These are:
 Off the job training and
 On the job training

2.4.1. OFF THE JOB TRAINING

Every organization use some forms of off the job training for their employees. Off the job
training is an effective ways of learning the content of any job for some groups, such as
scientific and technical personnel, even a managerial one. The most methods are the
following.

1. Vestibule training: it is an effective method of giving new employees experience

before they go to work. It stimulates work condition in a room near production
area, finished with equipment similar to that which the employee will use later
while, employees are learning new skill, and they are not also trying to produce at
a given level. Therefore, they should be able to do the actual work more
effectively when assigned a job. This method has the advantages of training large
number of employees in a short period of time without disturbing the actual
production routine.

It also gives employees a chance to gain preliminary knowledge about the job so they
will have confidence when the begin working. The disadvantage is that it requires
special instructors and office facilities and is relatively expensive.
2. programmed instruction: this type of instruction sometimes involves” teaching
machines”. This method involves presenting materials in a sequential order on film or
printed matter. The learners are not allowed to proceed beyond a given point until they
have mastered the information needed to perform the job. In other words, they must learn
one part of training before continuing to the next.

2.4.2. ON THE JOB TRAINING

Although theories and principles are important, the employees must learn how to apply
their knowledge to practical aspects of their job. This process involves learning the
methods and techniques of actually performing the work and increasing their skill level.
The usual methods of on the job training are:

1. Orientation: New employee’s development begins with placement on the

organization through some form of orientation. It is quite important, as
employee’s turnover is greater during the initial period of employment. This is
often a time of trail for the new worker, for one will be either accepted or rejected
by other employees. Also the workers decide whether to accept or rejected the
organization itself.

2. On the job training: This is the most universal form of employee development. It
involves actual performance of work duties under the supervision and guidance of a
trained worker or instructor. Thus, while learning how to perform the job, one is also
a regular employee producing the product or service that the firm sells. This form of
training always occurs, whether by formal plan or not. The primary advantage of on
the job training is that it results in low out of pocket costs, and production is carried
on during training. Also there is no transition from classroom learning to actual
production. Poor instruction, excessive waste caused by errors and the poor training
environment provided by the production area are disadvantage of this type of training.

3. Apprenticeship Training: This type of training blends the learning of theory with
practice in techniques. It is used to teach job skills that require long periods and
experience. It proficiency can be reached only after a long period of classroom instruction
and actual learning experiences on the job, this training method should be used.

4. Internships Training: Internships training (sometimes referred to as a cooperative

education) is another method of coordinating.

2.5. COMMON PROBLEMS OF HUMAN RESOURCE DEVELOPMENT

Human resource development program does not always effective; instead there is usually
a high proportion of failure due to different problems.
According to (Armstrong and Michale; 1996:555-562).some of the problems of human
resource development program are the following.
 Over training: defined as an imbalance between training versus recovery, it is
exerting to the extreme in intensity. Alternatively stated, is too much training with
in one specific task. Overtraining is characterized by premature, fatigue, decline
in performance, emotional instability and decreased motivation.
 Lack of skilled trainers: Skilled workers have a certain skill set necessary to
work in a certain field, however, unskilled trainer doesn’t necessarily to perform
the development program effectively; it is a result of failure to develop knowledge
and skills, which may leads to organizational and personal decline.
 Misuse of testing techniques: The test conditions must be specified so that
meaning full results can be obtained. It satisfies specified requirements or to
identified differences between expected and actual results of training and
development program, but when uses wrong testing requirements, which may
leads to in effective development programs.
 Participants are not motivated to attain the development program:
Motivation is essential to be successful in any endeavor you undertake; training is
somewhat interrelated to motivation. It is essential to increase the trainees’
motivation as it can make a trainee more competent. Hence, the trainers are not
motivated, which is a negative impact on human resource development program
effectiveness.
  Lack of good training design: Many human resource development programs are
not achieved its objectives, often because the wrong program design, which may
result in a waste of time, effort and money.

2.6. FACTORS NEED FOR EFFECTIVE HUMAN RESOURCE

DEVELOPMENT
Human resource development program face different types of challenges that affect
effectiveness of human resource development program, but effective human resource
development program requires special tools, design and motivation to perform human
resource development program effectively.:
Some factors for effective human resource development practices are:-

 Development is most effective, if it has positive motivation: motivation is

essential to be successful, so if the development has positive motivation by all
participants, the development program becomes effective.

 Continuous development is more effective than frequent activity: the

development is a continuous program improves the employees’ performance
effectively, which is important to achieve the development program
objectives.

 The trainers themselves must first be trained: the trainers have sufficient
knowledge and abilities about the development program that will be given to
the
Trainees, which may increased the effectiveness of the development program
Development program must have a good designee: the effectiveness of the
development is impossible without a good development program designee, because the
overall activities of the Development program are depend up on the development
program design.
 CHAPTER THREE

3. DATA PRESENTATION, ANALYSIS AND INTERPRETATION

This topic concentrates on data analysis of Gode spring Water Company’s man power
and its development. The analysis is based on primary data, which were collected through
questionnaires and interview.

The questionnaires were distributed to 50 workers of Gode spring Water Company which
constitutes 25% of the total man power of the company. Among those workers for whom
the questionnaire was distributed 40(80%) have responded. Although the respondents
who returned the questionnaire were 80% of the sample employees, the distribution of
questionnaires were conducted to different workers who are supposed to represent the
total manpower of the company.

In addition to the questionnaires, the researchers used interview question to collect

information about the human resource development practice of the company. The
interview was conducted with the general manager of Gode water spring company and
personnel department head. It is designed to gather relevant information about the topic.

3.1. CHARACTERISTIC OF THE RESPONDENTS

The personal information includes sex, age, marital status, educational level and work
experience of the sample employees.
Table1. Respondents of personal information
No Item Respondents
Number Percentage
1 Sex
Male 30 60
Female 20 40
Total 50 100
2 Age
20-30 years 17 34
31-40 Years 12 24
41-50 years 11 22
51-60 years 7 14
61 and above years 3 6
Total 50 100
3 Marital status
Single 20 40
Married 15 30
Divorced 9 18
Windowed 6 12
Total 50 100%
4 4.Educational level
Below 12th grade 13 26
12th grade completed 10 20
Diploma 12 24
Degree 8 16
Masters 5 10
PHD 2 4
Total 50 100
5 Work experience
1 year 7 14
2 years 15 30
3 years 9 18
 4 years 10 20
5 and above 5 10
4 8
Total 50 100
Source: owns survey

As we can see from the above table 60% of the respondents have found to be male and
the rest 40% of them were females. This indicated that the existence of females were not
equal to males in the company, it requires a great effort from the company’s human
resource department by providing different training and development program for female
current female employees and given a promotion for thus employees, which may attract
New female applicants.

 The age distribution of the sample employee’s is also indicated on the above table
item No 34% of the respondents were in the age of 21-30 years, followed by 34%
of the respondents whose age was between 31-40 years, and 24% of them were
categorized in the age group between 41-50 years. 22% of the sample
respondents were found in the age group 51-60 years 14% 61 and above years 6%
respectively.

 Additionally, the table also shows the marital status of the respondents. Majority
(40%) of the respondents were married, 30% of the sample respondents were
single. Followed by.18% of the respondents was divorced. Only 12% of the
respondents were windowed.

 The respondent’s educational level were below 12 th grade,26%, 12th grade

completed, 20%, and 24 got their diploma in different fields, 16% of them were
degree and same percentage of master and 10% & 4% PHD respectively .
The respondent’s response as shown in the above table 1year 14% of the workers had
experience, 2 year, 30% of the respondents worked for 3 year 18%, 4 year 20%. The rest
5 years work experience from this company 10%.
Table 2. Criteria that the company use to select employees for the
Development program
Criteria No of respondents Percentage
Performance rating 15 30
Experience 12 24
Educational level 13 26
Chance 10 20
Total 50 100
Source: own survey 2015
As we can understand from table.2 30% of the respondents used performance rating to
select employee’s for the development program, 24% select employees based on their
work experience. The rest 26% of the sample employee’s use educational level of
employees and same chance, 20% are respectively. From this we can conclude that the
company selected employees based on different criteria.

3.2. THE PLACE WHERE THE ORGANIZATION GIVES THE

DEVELOPMENT PROGRAM FOR THEIR EMPLOYEES
The development program can be either conducted within the company or outside the
company or both within and outside the company. The table below is describing the place
that the development program was conducted.
Table3. The place that the development program was conducted
Place No of respondents Percentage
Within the company 18 40
Outside the company 12 36
Both 20 24
Total 50 100
Source: own survey 2015
When we see the response of the respondent most (40%) of the
Respondents attained the development program within the company, 36% attained the
development program outside the organization. But only 24 % of the sample respondents
attained the development Program within and outside the company. Emphasis and
development program that conducted outside the company.

3.3 BENEFITS OF HUMMAN RESOURCE DEVELOPMENT

Human resource development program have different for employees and the company.
It is important to improve employee’s competency level and contributes to increase
efficiency and effectiveness of the company
The general responses of the respondents about the human resource development
program benefits were as follows.
- It improves the pervious performance and develops a good ability
To perform a job.
- It gives a chance to gain a higher position.
- It provides a greater job satisfaction.
- It is important to become self confident.
- It helps to know the value of the development program.
On the other hand, as the personnel department manager said that human resource
development increased production, profitability and efficiency
3.4. EVALUATION METHOD OF THE DEVELOPMENT
Evaluation method of the development program is necessary to evaluate the effectiveness
of the development program in achieving their objectives. It is a phase when trainee’s
skills and knowledge are measure and the effectiveness of the development program.
The researcher develops open ended questions for employees and interview questions for
the manager about the evaluation method of the development program. It is designed to
gather relevant data for the question. Thus, the respondents’ responses about the
evaluation method that use to evaluate the development program were summarized as
follows:
- The development program is evaluated by general examination both in theoretically
and practically.
The general manager of the company said that the company evaluates employees up on
completion of their training and make a proper follow up to assess the effectiveness of
employees on their job by using observation method and the company also analyzes the
employee’s job performance and his/ her efforts on the performance of the job. From this
we can infer that observation and examination were the evaluation.
3.5. PROBLEMS OF HUMAN RESOURCE DEVELOPMENT PROGRAM
Human resource development program does not always achieve their objectives due to
wrong program design, lack of well skilled trainers, in adequate tools and equipment for
required training and imitation of their company training program.
The general response of the sample respondents about the problems that face the
company during human resource development program were summarized as follows:
- There are no sufficient materials to perform the development Program.
- Practical activates are highly masked within the theories.
- Lack of good training program design.
- The trainers are poorly skilled.
The researcher also conducted interview with the manager of the company about the
problems that face the company during human resource development program. According
to the manger of Gode water Spring Company, the company faced different problems
during human resource development program due to following factors.
- Having the wrong objectives
- Using wrong method
- Poor trainers
- Lack of sufficient materials
- The employees are not volunteer to attain the development program.
On the other hand, as the personnel department head said the company doesn’t have
sufficient amount of budget for development program.
3.6. SOLUTIONS OF PROBLEMS GIVEN BY THE MANAGER AND
EMPLOYEES OF GODE WATER SPRING COMPNAY THAT ARE
RELATED TO HUMAN RESOURCE DEVELOPMENT PROGRAM

Human resource development program face different special challenges but effective
human resource development program requires special tools, designee and trainers. The
respondent’s suggestions (recommendation) about the problems that face the company
during human resource development program were summarized as follows:
- The company is advised to fulfill the necessary tools that are involved in the
development program.
- The development program should give equal sense for theories and practical activity.
- The trainers should be skilled
- The development program should have a good plan
On the other hand, the general manager of the company also suggested:
-The development program objective should be clear and achieve the goal of the
program.

-The trainee should be interested to attain the development program

-The trainers should be skilled
-The trainers should use effective method.
 CHAPTER FOUR
4. SUMMARY, CONCLUDION AND RECOMMENDAITON
In this chapter the researcher tries to summarize and draw a conclusion about the
outcome of the research, and give some recommendation, which could be important for
the company’s future human resource development activities that enhance the company.
4.1 SUMMARY
From the respondents answer to the questionnaire and the manager response for the
interview questions then i tried to summarize as follows:
 From the total study population, majority (72.4%) of the employees’ existence of
female are not equal to males in the company.
 From the respondent’s response about the age distribution of the employees, most
of the employees of the company were categorized in productive age group,
which means 72.4% of the company’s employees were between 20-40 years.
 Based on the respondents answer about the marital status of employees, the
majority of the employees were married, which account 64.5% of the sample
employees.
 According to the respondents response about the educational level of employees,
most of the employees at the company were not well educated, this means 72.4%
of the sample employees had got at least diploma and below it.
 Satisfying and improves the pervious performance of employees. And hence
Gode water Spring Company can be productive, profitable and competitive.
 From the respondent answer about the criteria that the company use to select
employees for the development program. Gode water Spring Company selected
employees based on different criteria. Accordingly the company gives more
emphasis on performance rating, work experience, educational level and chance
respectively.
 As the personnel manager and the sample respondents answer about the type of
training and development program that provided by the company. Gode Water
spring Company provides different methods of training and development program
but the most common methods were orientation, class room training, coaching
and job rotation.
 As the personnel department manager and program sample employees answered
about the benefit of human resource development program. It has benefit for
employees to become self confident, helps to gain a higher position, provides a
greater job satisfaction and improves the pervious performance of employees.

4.2.CONCLUSION
From the finding of the primary data, the researcher draws the following conclusions:
Gode water spring company use criteria for selecting employees for
development program but the criteria are not enough to identifying trainee.
 The development program that given by the company for their employees
are not distributed to all employees, which means the number of the
development program is insufficient and not distributed to all employees of
Gode water spring company.
 The contribution of the human resource development program of the
company for the improvement of trainees’ pervious performance was low.
 Human resource development program improves the Employees
performance at a high level. This means human Resource Development
Have relationship with the improvement of the performance of the
employees.
 Human resource development program have several benefits for employees
and it helps Gode water Spring Company to become profitable, competitive
and productive.
 Observation and examination are the evaluation method that Gode water
Spring Company uses to evaluate the development program, however it is
not the satisfactory evaluation method.
 Lack of sufficient material, inability of trainers to train trainees and lack of
good development program design are the major problems that face Gode
water Spring Company during human resource development program.
 Gode water Spring Company does not have sufficient amount of budget for
development program.
 4.3. RECOMMENDATIONS
Based on the major finding of the study, the researcher suggests the following that helps
the company to solve the problems of human resource development activities.
 The criteria that the company uses to select employees for the development
program are not enough to identifying the required trainee, which may leads to
wrong Objective ,so the company is advised to check the candidates, personal
characteristics, quality of thinking, general attitude to his/her work associates,
knowledge application and proficiency in utilizing good human relation in
addition to educational level, performance rating and personnel history when
selecting employees for training to achieve the training and development program
objectives.
 The number of the development program that given by Gode water Spring
Company for its employees are not satisfactory. As a result the company is
advised to provide different training and development program, which has clear
objectives, adequate materials, skilled trainer and appropriate location that the
development program is conducted, this is important to improve the Employees
performance and develop their skill.
 Gode spring company uses different methods to evaluate the development
program, however, it is not a satisfactory method, which many affect the
evaluation method effectiveness, thus the company is advised to evaluates the
employees job performance after training and development program based on the
trainees effort on the performance of job like, on services efficiency, productivity,
so, as to identify employees weakness that needs for improvement in training
program.
 The abilities of the trainees after the training and development improved at low
level, which may result in waste of time, effort and money. Hence, the company is
advised to provides training and development program for the employees that the
type of the development program are related with the trainees job, adequate tools
to perform the skills and abilities of the trainee.
 Lack of sufficient materials is one of the major Problems that face the company
during human resource development practice; it is negative impact on the
development program effectiveness.
References

1. Armstrong and Michael,(1996),A Hand book of personal

management , 6th ed, Kohgan page limited, London.
2. C.B Mamaria , ( 1990), Personal management, 10th ed, Himalaya
 pub. House, Michigan.
3. David R. cook , ( 1978). Improving employee development program
5th ed, volume 1, HRD press, Canada.
4. Elwood, Helton and Trot;(1996) , Innovation management and
New product development , 4th ed, Kogan page limited, London
5. John M. Ivan cevien, ( 1998) , Human Resource management, 10th
ed Mc craw, Hiu lrwin, Indian.
6. Kelly and peter Jarvis , (2001), Human Resource Development ,3th
, Atantic in India.
7. Megginson Lead ( 1981), personal management of human resource
Approach , 4th ed, Harcourt, Brace & world, California.
8. Nadler Leonard, ( 1994) , Human Resource development ,5th ed.
Wiley, Michigan, New York .
9. R. Wayne , Monday and Robert Mobe , ( 1991) Human Resource
management , 8th ed, person education, Pennsylvania.
10. Wether Ir and Davis (1992) . Human Resource management, 4th
ed, Mift line company , Canada.

QUETIONNARIES
JIGJIGA UNIVERSITY
DEPARTMENT OF PUBLIC ADMINISTRATION AND DEVELOPMENT
MANAGEMENT
These questionnaires are prepared to be filled only by Gode water spring company’s
employees.
Your corporation in giving relevant information or filling the questionnaires appropriate
is given greater importance because the accomplishment of my work highly depends on
your real and timely response and return of the questionnaires paper. Confidentiality this
study is being conducted for academic exercise only. All the information gathered will be
kept confidential.

N.B. - No need of writing name

- Please, put “√” or “X” Mark for the correct answer inside the
Box and write short answer on blank space.

PART ONE RESPONDENT’S INFORMATION

1. Age 21-30 years □ 31-40 years □ 41-50 □

51-60 □ 61 and above □
2. Sex Male □ Female □
3. Marital status

Single □ Married □ Divorced □ Other □

4. Educational level

Bellow 12th grade □ 12th grade completed □ Diploma □ Degree □

Master degree □ above master □
5. Work experience in the organization?

1-5 years □ 6-10 years □ 11-15 years □

16-20 years □ 21-and above □
PART TWO RESPONDENT’S SELECTION

6. If you are a member of committee select employees for development program what are
the criteria you have been used to select employee for training?

Experience □ Educational level □ Chance □ any other □

7. Have you attained development program?

Yes □ No □
8. If your answer is yes what type? ______________________________________
9. If your answer is no why? ____________________________________________
10. What are the benefits of development program for you? _______________________
_________________________________________________________________
11. Where are development program conducted?

Within the company □ Outside the company □ both □

12. Do you believe that the development program improved your Previous performance?

Yes □ No □
13. What extend does development Program improved your performance?

Very high □ medium □ very low □ Low □

14. What are the problem that face the company during Human Resource development
program? _______________________________________________________________
_______________________________________________________________
15. What the solution of problems related to human resource development program?
_______________________________________________________________
________________________________________________________________
16. What are the types of human resource management program?
________________________________________________________________________
______________________________________________________
17. In what development program that change employees skill and ability in the
company?
________________________________________________________________________
_______________________________________________