THE PRACTICE OF SELECTION, TRAINING AND

DEVELOPMENT (IN CASE OF DASHIN BANK

MENNEN BRANCH)

RESEARCH PROPOSAL SUBMMITED TO DEPARTEMENT OF

MANAGEMENT IN PARTIAL FULFILLMENT OF THE
REQUIREMENT FOR DEGREE OF BACHELOR OF ART IN
MANAGEMENT

BY: ROBEL MISGANAW

ID NO: BER/5235/11
ADVISOR: YONATAN GEBRE

June, 2021
ADDIS ABABA, ETHIOPI
 Contents
ABSTRACT……………………………………………………………………………………………………………………………………I

1 CHAPTER ONE: INTRODUCTION...........................................................................................................2

1.1 Background of the Study..............................................................................................................2
1.2 Background of the Organization..................................................................................................5
1.3 Statement of the Problem...........................................................................................................6
1.4 Basic Research Questions............................................................................................................6
1.5 Objective of the Study.................................................................................................................7
1.5.1 General Objective................................................................................................................7
1.5.2 Specific objectives................................................................................................................7
1.6 Scope of the Study.......................................................................................................................7
1.7 Significance of the Study..............................................................................................................8
2 Chapter 2 Research Methodology.......................................................................................................9
2.1 Research Design...........................................................................................................................9
2.2 Source of Data and Methods of Data Collection..........................................................................9
2.3 Sampling Size and Sampling Technique.......................................................................................9
2.4 Data Analysis and Interpretation.................................................................................................9
2.5 Time plan...................................................................................................................................10
2.6 Cost budget breakdown.............................................................................................................11
3 Reference..........................................................................................................................................12
4 Appendix............................................................................................................................................13
1 CHAPTER ONE: INTRODUCTION

1.1 Background of the Study

The quality of organizations employees, their enthusiasm and satisfaction with their jobs and
their sense of fair treatment all have significant impact on the firm’s productivity, level of
customer service, reputation and survival. In short, people make the difference in a competitive
business environment. Because human resources are critical in every component of the
organization managing human resource effectively is the responsibility of every manger in
functional area.
Training can be seen as the most widely used activity in any business organization, whether it is
public, private or non-Governmental (NGO), in order for it to attract select and place an efficient
and effective work force.
Selection, training and development of human resource is a common practice be in old or in
newly established organization.
According to Galagan, P (2001) training and development has usual purpose to encourage the
employee to exert their knowledge and skill making a job well done. Employees are benefited
and change their results in their performance because of training and development. Training and
development is important within the organization to contribute in reducing the problem inside
man power with necessary skills.

Employees who well trained and developed in skill often have high motivation and moral
because they fill that the institution has nested in their ability and development (Gomez, 2007).
Currently in our world competition is very intensive and high. To compute in this computational
world building well selected, trained and developed human resource is not only necessary for the
profitability of the organization but also for the existence of the organization itself. Selection,
training and development of the employee depend on the organization want to achieve its
organizational goal and to make its employee competent, these also help the organization useful
of the employees potential (Meek, 2007).

According to Debbie (2006) when the employee are well selected, trained and developed well
they often have skill and potential to perform well. Skillful employees think about their
organizational success because they know what they get from this success. In organization there
are different human resources with different ability to perform their job. In order to minimize the
difference between the employees performance the organization need to give different trainings
and development programs. Even if the employees had similar educational backgrounds they
have different personal quality so this makes a different output in their achievement. So training
and development is very crucial to minimize this personal quality gap among individuals. New
employees typically receive trainings for specific job functions however, it is important to
consider continually train an employee’s skills, an employee can be more productive and
assumes additional responsibility if they are trained.

For fresh or new employees training is very crucial, this is because they know everything in the
form of theory but they do not know in practice and principles of that organization. So relatively
for new workers training is more essential rather than for those senior or junior workers.
The researcher was study several training methods organizations use to train an employee a new
job or task in the organization. According to Kat Kadian Baumeyer (2011) the training methods
include on-the-job training, off-the-job, job rotation and job mentoring.

The purpose or goal of the training is a major factor in the practice of selection, training and
development. In order to develop the right material, you need a clear understanding of the skills
or information you want the employees to have after completing the training. The scope of the
training also affects whether you handle the training internally or external training sessions.
Other factors affecting and issues to be considered for training and development program are
resources, audience and training staff.

Training programs should be designed to consider the ability of the employee to learn the
material and to use it effectively, and to make the most efficient use of resources possible. It is
also important that employees be motivated by the training experience. Employee failure in the
program is not only damaging to the employee but a waste of money as well. Selecting the right
trainees is important to the success of the program.

Who actually conducts the training depends on the type of training needed and who will be
receiving it. On-the-job training is conducted mostly by supervisors; off-the-job training, by
either in the organization personnel or outside instructors.

1.2 Background of the Organization

Dashen Bank is established on September 20, 1995 by 11 shareholders with capital of birr 14.9
million. It started its service by opening 11 area banks in the capital of Addis Ababa and other
major towns in Ethiopia. It was named after the popular Dashen mountain which the most elves
mountain in the country. Currently the bank has 158 branches spread throughout the country thus
boosting the wider branch network, which makes Dashen bank the leading private bank in
branch network all city branches and almost all of the outlaying branches providing online
service (Bank manual book).
The researcher will conduct only in the bank that is located around Mennen branch because it is
relatively near to the researcher. The bank is established in 2004 E.C and located at Addis
Ababa university around the place called Gulele sub city which have 15 employees working
under it. The major activities included: mobilize various types of deposit extend loan and credit
facilities, render international banking service, undertake banking and monitory exchange
business, handle domestic and international transfer, opening branches in outside Ethiopia and
other activities related to banking and finance.

1.3 Statement of the Problem

 The achievement of any business organization is affected by employee performance and

this performance might be affected by different factors like selection, training and
development which take place in the organization. The policy of putting or having right
person in the right place or position is not possible without training and development.
Training can boost the productivity of the organization and reduce its inefficiency to
make itself competitive in this dynamic and globalized world. As we have learned from
human resource course the researcher understood that best selection method, training and
development improves employees performance on the other hand there are organizations
which gives training and development program for their employees but they do not
achieving what they want from the program at end. The practice of selection, training and
development on employee performance has been conducted in other organization.
Dashen bank offer training and development to its employees. The above reasons are
motivates the researchers to conduct a study in order to see the practice of selection,
training and development on employee performance in the bank being studied.

1.4 Objective of the Study

1.4.1 General Objective
The general objective of this study is to assess the practice of selection, training and development
which emanates from the motivation in Dashen bank Mennen branch.

1.4.2 Specific objectives

The specific objectives of this study will be the following:
  To evaluate the practice of selection, training and development.

 To assess the effect of training and development on employees performance.

 To evaluate the methods that the selection, training and development should take place in
order to be effective.
 To evaluate the effectiveness of selection, training and development on the employees
future performance.

1.5 Basic Research Questions

To achieve the intended purposes, the researcher will prepare or design to give answers for the
following research questions.

 What is the effect of employee training and development on employee performance?

 How can training and development motivate employee?

 In what manner the selection, training and development should take place in order to be
effective?
 What is the performance of employees look like after training, when compared with
before training?
 What is the effect of selection, training and development on employee future
performance?

1.6 Scope of the Study

Because of geographical dispersions of other branch of Dashen bank, it will be difficult to the
researcher to collect data from each branch of the bank. This study will focus on Dashen bank
Mennen branch, to assess the practice of selection, training and development and to identify need
assessment method, criteria and evaluation of selection, training and development in the bank.
1.7 Significance of the Study

To provide information about the practice of selection, training and development to the
organization. The finding that from this research would give information to other researcher. The
study will be a good opportunity for the researcher to apply this practical knowledge in to
practice.
2 Chapter 2 Research Methodology
2.1 Research Design
The research is descriptive type of research method because the researcher will try to review and
examine the practice of selection, training and development. There are three types of research
approach. That means quantitative, qualitative and mixed. The researcher will use mixed
research approach.

2.2 Source of Data and Methods of Data Collection

The researcher will use both primary and secondary sources of data. The primary data will be
collected by preparing questionnaire and interview. The questionnaire will be distributed to the
employee of the organization. Whereas, the interview will be conducted with the 3 top managers
of the bank. Secondary data will be collected from internet, books, and documents available in
the organization.

2.3 Sampling Size and Sampling Technique

In Addis Ababa university area of Dashen bank Mennen branches has only 15 employees, so that
researcher will use census method because the total numbers of employee are small in number.
The researcher will distributed the questionnaire (open ended and closed ended) for all
participants of the bank being studied.

2.4 Data Analysis and Interpretation

Here after the necessary data are collected from the primary and secondary source, the researcher
will analyze the data to make ready for interpretation and results in terms of the scope of the
study to evaluate the practices of selection, training and development particularly in case of
Dashen bank Mennen branch.
The data will be processed and analyzed by using some descriptive statistical tools such as tables
and percentages. The effectiveness level and the outcome of trained employee will analyze based
on the data gathered from the employee in the bank.
2.5 Time plan
NO Activity Responsible June July August
person

1 Topic selection advisor 

2 Preparation of researcher 
research
proposal

3 Amending and researcher 

editing 1st draft
of proposal
comments

4 Submission of researcher 
final proposal
with
questionaries

5 Data collection researcher  

6 Data analysis researcher 

and report
write up

7 Sumission of researcher 
1st draft
research
report for
comment

8 Sumitting of researcher 
research
report for final
comment

9 Sumission of researcher 
final research

10 Presentation researcher 
2.6 Cost budget breakdown

Item Quantity Unit cost Total cost

Personal cost _ _ 300

Transportation _ _ 100 birr

Typing and copy 50 page 5 birr 250 birr

Stationary _ _ 50 birr

Printing and duplicating 50page 1.50 birr 75 birr

Miscellaneous expense _ _ 100 birr

Contingency - - 50

Total - - 925 birr

3 Reference
 Leslie (1997) W. Rule Human resource Management 5th edition.
 Evanevich, (1989) foundation of human Resource Management, 4th edition Boston.
 Mondy (2002 and 2004) Human Resource Management, 5th edition.
 Mathis and Jackson, (2000 and 2003) Human Resource Management New York.
 R. Way neck (1998) Human Resource Management, 7th edition.
 Jhon (1982) Management for Production 3rd edition.
4 Appendix
ADDIS ABABA UNIVERSTIY
COLLEGE OF BUSINESS AND ECONOMICS
DEPARTEMENT OF MANAGEMENT

SURVEY QUESTIONNARIE TO BE FILLED BY THE EMPOLYEES OF

DASHEN BANK MENNEN BRANCH
TO RESPONSENT:
Dear respondent this questionnaire is designed to gather information on the practice of selection,
training and development in case of Dashen bank Mennen branch. So you are politely requested
to read the entire questions and give your response accordingly your response will be kept
confidential and used only this research purpose.
GENERAL INSTRUCTION
NO NEED OF WRITING YOUR NAME AND ADDRESS.
PUT ON THE SPACE PROVIDED IN THE BOX.

PERSONAL INFORMATION QUSTIONS

Sex
Female Male

Your Age
18-30 31-40 41-50 Above 51
Your education level

12th complete Diploma Degree Master Certificate

PHD Others
4. Year of service in your current position

1-3 3-6 6-9 9-12 above 12

JOB RELATED QUESTION

5. To what extent interviews and exams are related with the job for training?
A. Highly related C. Lower
B. Medium D. unrelated
6. Once hired were you given orientation about the administration’s policy, departments
and your roles and responsibility in the training?
A. Yes B. No

7. If your answer to question”6” is “Yes” who give you the training?

A. your immediate supervisor B. Human resource department
C. any other, specify ________________________________________________
8. What do you think that the main criteria for the selection of employees for training?
A. Seniority (service period) C. Educational level
B. Performance evaluation D. Ability to work E. All
9. How much this selection criteria is convenience for you?
V. high high moderate low V. low

10. Is there training and development program in your organization?

Yes No

11. In your question no. 9 is yes in what interval you get training and development?

Once a year Semiannually Quarterly Monthly

Undefined period

12. What kind of training do you take?

 One the job training off the job training
Job rotation job mentoring both both

13. Ifany other please

specify, ..............................................................................................................................................
............................................................................................................................................................
..............................

14. How do you rate training and development program match with the task or job you perform?

Very strongly strongly moderate

Weak very weak
15. How do you look the practice of selection, training and development in helping to achieving
organizational goals and plans?
………………………………………………………………………………………………………
………………………………………………………………………………………………………
…………………………………….

16. Have you realize any change in your performance after training and development?

Very high high average

Low very low

17. How much your performance increasing after training and development?

Very high high medium no change

18. How do you rate your development by taking training program in your organization?
V. high high medium low V. low
19. What is your attitude on employee training and development is critical in increasing
employee motivation?
Very high high average low V. low

20. How do you rate the important of training and development?

Very high high average low V. low

21. How do you suggest your manager attitude about development program?
Very good high average low V. low

22. To what extent the organization links training and development with their business strategy?

Low Medium Good Very good

23. How you rate the organization development by giving training program?
V. low low medium good V. good

24. What problem do you face with regard to training and development within your
organization?
………………………………………………………………………………………………………
………………………………………………………………………………………………………
……………………………………

25. What is your suggestion about the main advantage for organization by giving
training? ............................................................................................................................................
............................................................................................................................................................
.............................
26. What factors and issues affecting the organization during selection of
employees? ........................................................................................................................................
............................................................................................................................................................
.................................................................................................
27. In general suggest some ideas that the organization has to do to improve (increase) the
practice of selection, training and development.
............................................................................................................................................................
.............................................................................................................

Interview questions

 What kind of Selection practice in the bank?

 How your organizations select the employees?
 Does the administration give orientation to the new comers about the objectives of the
organization (administration and practices of working?
 Does the organization evaluate the employees?
 What are the weaknesses and problems selectors of the administration?
 How does the administration selectors cooperation?