Chapter Three

Data Analysis And Interpretation

The result of this study obtained from primary data sources by using questionnaire. A total of 62
questionnaires were prepared and distributed from which 56 were returned back by the researcher
strong effort.
The data that have been gathered through questionnaire are analyzed by using percentage and tables
after being depicted in the table a clear interpretation is given by item by item as shows below.
Table 3.1 Demographic back ground of the respondents
Numbe Item Respondent
r
No_ respondent percentage
1. Age of respondent

< 20 yrs -- --

21-30 yrs 24 42.85%

31-45 yrs 28 50%
> 45 yrs 4 7.15%
Total 56 100%
2. School
School of Business Economics 18 32.14%

School of Engineering 16 28%

School of Humanity and Law 8 14.29%
School of Natural Science 8 14.29%
School of Pedagogy 6 10.7%
Total 56 100%
3. Educational Status
Diploma --- ---
Degree 16 28.58%
Master and above 40 71.42%
Total 56 100%
4. Work Experience
<5 yrs 16 28.58%
6-10 yrs 26 46.42%
11-15 yrs 11 19.64%
 > 15 yrs 3 5.36%
Total 56 100%
Source: Primary data, 2014
The above table 3.1 of item one , the age distributions of the respondent. According to this the
respondents age group 31-45 yrs is the largest 28 respondents which is 50% of the total respondents.
The remaining respondent are included under the age group 20-30 yrs and > 45 yrs , 24(42.85%) and
4(7.15%) respectively. And also there is no respondent under the age group of < 20 yrs . From this the
researcher conclude that the population of the employees who work Academic staff in Adama Science
and Technology University dominantly consist of productive age group.
The above table 3.1 of item two shows 18(32.14%) of the respondents are SOBE , 16(28.58%) of the
respondent are SOE , 8(14.29%) of the respondent are SONS , 8(14.29%) of the respondent are SOHL
and 6(10.7%) of the respondent are SOP. This indicated that most of the respondent are those who work
in SOBE and SOE.
The above table 3.1 of item three show the educational status of the respondents. About 40(71.42%)
of respondents replied that they have master and above educational level . From the total respondent
the remaining 16(28.58%) of the respondent have educational level of degree and there is no
respondent they have educational level of diploma and below. This indicated that the majority of
Adama Science and Technology University employees who work in Academic staff have master and
above educational level.
The other data which is shown on the above table is work experience of the respondents. As indicated
on the above table 3.1 of item four shows most of the respondent consisted of 6-10yrs. Work
experience which account for 26(46.42%) of total respondent followed by < 5 yrs work experience
16(28.58%) of the total respondents.
Work experience within 10-15 yrs and greater than 15 yrs of experience are very small as indicated in
the above table 3.1 of item 4, 11(19.64%) and 3 (5.36%) respondents respectively. This implies that
Adama Science and Technology University is the beneficiary of good work experience since the greater
number of employees have 5-10 yrs work experience.
 Table 3.2 Types of training methods given by the university and their effectiveness
No_ Item Respondent
No. of percentage
respondent
1. Types of training methods given by the university
On the job training 30 35.29%
Apparent ship 17 20%
Vestibule training 8 9.41%
Off the job training 20 23.57%
Job rotation 10 11.76%
Total 85 100%
2. Are there methods effective ?
Yes 35 62.5%
No 21 37.5%
Total 56 100%
3. Regarding to what these types of training methods are
effective?
Increase educational quality 17 34.29%
Improving student performance 10 20%
Behavior change 9 17.14%
Improve employees moral 14 28.57%
Total 50 100%
Source: Primary data, 2014

The above table 3.2 of item one shows the types of training methods given by the university. As shown
on the above table the university uses a combination of five different types of training methods . The
number of respondent are 30(35.29%), 17(20%), 10(11.76%), 8(9.41%) and 20(23.53%) for on the job
training , apparent ship, job rotation, vestibule and off the job training methods respectively according
to their importance. On the job training is given while employees performing their activities. Apparent
ship also gives on the job. Vestibule (off the job training) is given out side the work place and job
rotation his given to an employee to work on an other job and if it is necessary whenever there are
deficiencies in effort . There fore , by using the combination of these methods the university can
increase the skill, knowledge and experience of employees and became productive in achieving its
objectives.
According to item two of the above table 3.2 35(62.5%) of the respondent response implies that the
training method given by the university is effective and the remaining 21(37.5%) of the respondent
response implies that the training methods used by the university is not effective. From this conclude
that the training methods used by the university is effective.
From the above table 3.2 of item three some respondent replies two or more options at the same times.
Most respondent about 17 (34.29%) of the respondent respond that the training methods given by the
university is increase educational quality and improve employees moral which account for 14 (28.57%)
of the total respondents.
In addition to this about 10(20%) and 9(17.14%) of the respondent replies that the different types of
training methods used by the university is effective regarding the improvement of student performance
and changing employees behavior respectively. From this the researcher conclude that different types
of training methods used by the university mostly effective in terms of increasing educational quality .
Table 3.3 Type of development given by the university
Number Item Respondent
1. Is there any development given to you ? No. of Percentage
respondent
Yes 18 32.14%
No 38 67.86%
Total 56 100%
2. What type of development given to you ?
Pay increase 6 33.33%
Skill variety 8 44.30%
Providing more job responsibility 4 22.22%
other --- ---
Total 18 100%
Source : Primary data,2014
From the respondent respond data summarized in the above table 3.3 of item one 18(32.14%) of
respondents have been gotten development from the university . In contrast to this about 67.86% of
respondent replies that they have not got any development given for them. From this the researcher
conclude that most of the employee's who work in the academic staff does not got development.
According to item two of the above table 3.3 about 44.4% of the respondent said they have got
development of skill variety and about 33.33% of respondent have got a development of pay increase .
The remaining 4(22.2%) replies that they have got the development of more job responsibility.
In short this implies that the practice of development in Adama Science and Technology university is
low.
 Table 3.4 Training programs given to trainees
Number Item Respondent
1. Is there any training program given to you ? No. of respondent % age
Yes 51 91.08%
No 5 8.92%
Total 56 100%
2. Have you get the chance of training more than once ?
Yes 39 69.64%
No 17 30.36%
Total 56 100%
3. What type of training program given to you ?
Short term 37 66%
Long term 19 34%
Total 56 100%
Source : Primary data 2014
From the above table 3.4 of item one , 51(91.08%) of the respondent respond that they have got a
training program where as only 5(8.92%) of the respondent could not get the chance of training
program . From this the researcher conclude that most of employee's of the university who work in
academic staff enable to get the chance of training so that it can enhance their knowledge, skill and
abilities.
From item two of the above table 3.4 out of 56 respondent 39(69.64%) of the respondent got the
chance of training more than once. On the other hand 17 (30.36%) of respondent replay they did not get
the chance of training more than once. This implies that most of the university employee's who work in
academic staff get the chance of training more than once. Thus , the researcher conclude that the
university takes a great effort to give training for all employees to increase their ability, skill and
knowledge to increase productive. The university should be give on going training for current
employee's helps often adjust to rapidly changing job requirement.
According to item three of the above table 3.4 large number of the respondent that is 37(66%) of the
total respondent replay that they participate in the short term training program on the other hand
19(34%) of the respondent get long term training program . From this the researcher conclude that most
employees get short term training programs. So that the university should be try to change the training
programs from short term to long term programs in order to improve the employees performance.
Table 3.5 Carry out need assessment before conducting training program
Number Item Respondent
No. of %age
respondent
1. Does the university carry out need assessment before
conducting training programs ?
Yes 19 37.25%
No 32 62.75%
Total 51 100%
2. At what area the university made assessment?
organization 7 46.67%
job 3 20%
person 5 33.33%
Total 15 100%
Source : Primary data, 2014
From the above table 3.5 of item one 19(37.25%) of the total respondent replay that the university
carry out need assessment before conducting training program. On the other hand 32(62.75%) of the
respondent replies that the university does not carry out need assessment before conducting training
program. From this the researcher conclude that the university does not carry out need assessment
before the training program given for employees . There fore, the university should be identified gap
between the required knowledge, skills and experience for the individuals carrying out the work and
that actually possessed by the employees concerned.
According to the above table 3.5 item two, about 7(46.67%) of the respondent respond that the
university conduct need assessment in the area of organization. The remaining 3(20%) and 5(33.33%)
of the respondent respond that the need assessment made in the area of job and person respectively.
From this the researcher conclude that mostly the university made assessment before carry out training
on the organization.
 Table 3.6 The change in the trainees after training
Number Item Respondent
No. of Percentage
respondent
1. Is there any different between your current performance
after training and previous one ?
Yes 50 89.29%
No 6 10.71%
Total 56 100%
2. Improvement after training may be
Attitude change 23 29.49%
Working speed 30 38.46%
Problem solving ability 16 20.51%
Efficient uses of material 9 11.58%
Other -- --
Total 78 100%
3. s there training help cope up your ability with the new
technology?
Yes 48 85.75%
No 8 14,25%
Total 56 100%
Source : Primary data, 2014
From the above table 3.6 of item one most of respondent about 50(89.29%) replied that their
performance have been raised after training and development program given contrary to this around
10.7% have also replied that there is no any improvement in their performance after training and
development program given them. Thus , the researcher conclude that training important to increase the
performance of employees.
From the above table of item two some respondent replies two or more options at the same times. Most
respondent about 38.46% of the respondent respond that their working speed increase after training
program given them . Around 29.49% testified that improvement is attitude change. In addition this
about 20.51% and 11.54% of respondent respond that improving their problem solving ability and
efficient uses of materials respectively. From this the researcher conclude that the training and
development program given by the university enable their employee's mostly to improve working
speed and attitude change.
According to the item three in the above table 3.6 regarding the ability to cope up the new technology
majority of the respondent that is about 85.71% of the respondent respond '' yes'' and the remaining
14.29% respond ''no''. This implies training program helps employee to go with the new working in this
dynamics world.
Table 3.7 Employees attitude toward training and development program
Number Item Respondent
No. of respondent Percentage
1. How do you evaluate the importance of training and
development for future career and present job?
Very high 9 16.07%
High 36 64.27%
Moderate 11 19.64%
Low -- --
Total 56 100%
2. Is there sufficient time given for training ?
Yes 21 37.5%
No 35 62.5%
Total 56 100%
3. Is there training process supported by appropriate
material ?
Yes 17 30.36%
No 39 69.64%
Total 56 100%
Source : Primary data 2014

From the above table 3.7 of item one , regard to the importance training and development to their
future career and present job about 36(64.27%) of the respondent said that it is highly important while
11(19.64%) of the respondent replied that it is moderately important. The remaining 9(16.07%) of the
respondent replied that the important of training and development practice is very high. From this the
researcher conclude that most of employees evaluate the importance of training and development for
future career and present job is highly important.
The time factor is also an other factor that should be considered . According to table 3.7 of item two
about 21(37.5%) of the respondent said '' yes'' and around 35(62.5%) of them said “no” . This indicated
that there is no sufficient time allocated for training.