Published Paper Details:

This study aims to evaluate the training management policies and practices at Dilla University. To achieve this goal, a cross-sectional case study was conducted, incorporating both qualitative and quantitative research methodologies to ensure a comprehensive and in-depth analysis of the subject. Multi-step sampling techniques were employed, beginning with the stratification of the target population, followed by simple random sampling within each stratum. Additionally, judgmental sampling was applied for key informant interviews. A combination of primary and secondary sources was utilized to address the research questions, depending on the nature of the information sought. Comprehensive research instruments, including structured questionnaires and interviews, were developed and employed to collect data for analysis. The study's findings, presented through descriptive analysis, highlighted several key insights. The training management policy, an integral component of the university's human resource department, is designed to enhance employee quality and capability while ensuring the delivery of efficient and dependable services. Furthermore, the university's training practices have demonstrated adaptability to changes in the workplace, effectively enhancing the skills and knowledge of employees. However, in terms of employee selection for training, the study found that performance appraisal and seniority in service years are the most commonly practiced criteria. Notably, the study revealed deficiencies in training needs analysis. This issue stems from barriers such as the absence of a clear training policy and challenges in precisely identifying the required skills, knowledge, and personal attitudes. This assessment sheds light on the strengths and shortcomings of training management policies and practices at Dilla University, offering valuable insights for potential improvements and future development in this critical area.