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Training is a learning process whereby people acquire the necessary skills and knowledge to aid in the achievement of goals. Because learning process is tied to a variety of organizational purposes, training provides employees with specific, identifiable knowledge and skills for use on their present job whereas development can be thought as bringing about capacities that go beyond those required by the current job. It is no longer a question of whether we want to develop our human resource or whether we should want to develop our human resource, it is a matter of survival. Skills and knowledge can easily become obsolete in a way as machines or technology. So if an organization is to survive these must be constantly kept up to date (George Green, 2002). The central element in an organizations and for a country is its human resource (HR) or human capital. Taking this into consideration, this study is conducted to assess the training practices of the Bank of Abyssinia. The main objectives of the study is to assess the training practices of the bank and see its impact on organizational performance.
About the author
I have a Diploma in Accounting, have received the B.A degree in Economics and the MBA in Human Resources Management. My work experience includes more than twenty years in banking sector holding clerical, Head of Recruitment, Branch Manager. Currently I am working as an expert on Reward & Performance Management.
