HARAMAYA UNIVERSITY

SCHOOL OF BUSINESS AND

ECONOMICS
INTERNSHIP HOSTING COMPANY:
OFA WEREDA HUMAN
RESOURCE MANAGEMENT
BEAURO
INTERNSHIP REPORT
REPORTED BY: MIHIRETU SAMUEL
ID NO:-0934/12

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 Acknowledgement
I would like to thank HARAMAYA University for giving me the opportunity to do this

internship. I would like thank of a woreda human resources management for letting me do the

internship at their HR Division Head office. I’d like to thank Mr. Yishak Jara, my internship

supervisor for guiding me with the completion of this report. I’d also like to thank OFA Woreda

Head of human resource management Mr, Tadesse, and assistant manager Mr banchayehu from

offa woreda Research & HR Division for keeping me under their supervision and provide me

with all the necessary information which has helped me in the completion of this report. I would

also like to thank all the officials of Ofa woreda HR Department for allowing me to be an

internee at their organization and help with necessary information.

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 Executive summary
During my internship I gained practical knowledge on how the human resource division of

an organization operates and coordinates its activities to ensure smooth functioning of the

organization at all levels by ensuring right numbers of people are available at the right time

to do the right job. Not only that I have also gained insight into the working culture of the

organization and observed how OFA woreda handles its employees with value and

empowerment to ensure they are motivated to give their best to the organization. The

report starts with an organization profile of OFA woreda giving its background, mission &

vision, of the organization. The next section is the comprises the project, Human Resource

Management in OFA woreda. The project encompasses introduction to the topic,

recruitment, selection, training and development. Each chapter contains detailed

discussion of the HR functions followed by Organization Practice at OFA woreda which

basically conveys how things are done in the HR Department. The next part of the project

carries out SWOT Analysis that touches upon strengths, weakness, opportunities and

threats to the organization followed by findings and recommendation on critical factors

regarding Human Resource Management of OFA woreda . Finally there is the conclusion

followed by references.

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Contents
Acknowledgement ......................................................................................................................................................... ii
Executive summary ....................................................................................................................................................... iii
CHAPTER ONE ................................................................................................................................................................2
Human Recourse Practices at OFA woreda office of Administration ............................................................................2
1.1 INTRODUCTION: ......................................................................................................................................................2
1.2 Background of Study ...........................................................................................................................................2
1.3 Scope of the Report .......................................................................................................................................2
1.4 Objective of the Report ....................................................................................................................................3
1.5 Sources of information ........................................................................................................................................4
CHAPTER TWO ...............................................................................................................................................................4
2. ORGANIZATION PROFILE ...........................................................................................................................................4
2.1 Organization background ....................................................................................................................................4
2.2 organization vision ..............................................................................................................................................5
2.3 organization mission ...........................................................................................................................................5
2.4 Goals of OFA woreda human resources management; ...............................................................................5
2.5 Values: .................................................................................................................................................................5
2.4 Strategic objectives of the organization ..............................................................................................................6
CHAPTER THREE .............................................................................................................................................................7
ORGANIZATION ANALYSIS .............................................................................................................................................7
4.1 SWOT Analysis .....................................................................................................................................................7
STRENGTHS: ..............................................................................................................................................................7
 WEAKNESS: .......................................................................................................................................................8
OPPORTUNITY: ..........................................................................................................................................................8
THREATS: ...................................................................................................................................................................9
4.2 THE PROBLEMS THAT I HAVE NOTICED DURING MY PRACTICE PERIOD: ............................................................9
4.3 SOLUTIONS THAT I WOULD LIKE TO SUGGEST FOR THE AFOREMENTIONED PROBLEMS; ...............................10
CHAPTER FOUR ............................................................................................................................................................10
4. CONCLUSION and RECOMMANDATION: .................................................................................................................10
4.1 CONCLUSION .....................................................................................................................................................10
4.2 RECOMMENDATION ........................................................................................................................................10
4.2 REFERENCES: ..................................................................................................................................................12

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 CHAPTER ONE

Human Recourse Practices at OFA woreda office of

Administration

1.1 INTRODUCTION:
1.2 Background of Study
I have selected the topic of this report is “Human Resource Management of OFA woreda office

of administration”. I tried to integrate my theoretical knowledge of HR and combine it with

practical examples as observed during my internship.

I have tried to cover all the major functions of Human Resource Management- recruitment,

selection, compensation and benefits, training and development and convey my understandings

of the different functions of Human Resource Management through this project. At the end of the

report I have done a SWOT Analysis on the HRM Practice of OFA woreda office of

administration followed by discussing critical points.

I have also tried to provide some recommendations based on my knowledge followed by the

conclusion which I gathered during my internship.

1.3 Scope of the Report

This report has been prepared through extensive discussion with organizations employees.

Prospectus provided by the human resource management organization also helped in preparing

the report. At the time of preparing the report, I had a great opportunity to have an in depth

knowledge of all the resource management activities practiced by the woreda.

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 1.4 Objective of the Report
There have been some objectives set forward in doing this report so that it can be determined

what tasks have to be done. The objectives of the report are:

General objective

 The objective of this report is to explore how the Human Resources Management

Practice are being implemented and the associated in OFA Woreda.

Specific Objectives

 To assess the implementation of Human Resources Management practice in the public

Sectors of the OFA Woreda.

 To identify the challenges encountered on the practice of Human Resources

Management.

 To assess the attitude and Knowledge toward Human Resources Management in OFA

Woreda.

 To familiarize with the OFA woreda, its operation and activities, management style and

endeavor to realized the gap between the theoretical knowledge with the real business

world.

 Analyze the current performance appraisal format & compensation.

 Propose changes mainly in the guidelines, format and management philosophy by

keeping relevance with other processes.

 Employee Personnel practice.

 Developing Employees practices.

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 1.5 Sources of information
All the information incorporated in this report has been collected from primary sources as well as

secondary sources.

 Primary sources:

 Interview with assistant manager of administration & HR-In Charge with•

Operations manager and some other employees

 Discussion sessions with senior officers as well

 Secondary Sources:

 OFA woreda human resource management Annual Report Job description for
each employees of OFA woreda office of administration, HR Division.•

Performance appraisal format

 Performance appraisal guideline provided by the Human Resources division

CHAPTER TWO

2. ORGANIZATION PROFILE
2.1 Organization background
Offa is one of the woredas in the Southern Nations, Nationalities, and Peoples' Region of
Ethiopia. Part of the Wolayita Zone, Offa is bordered on the south by the Gamo Gofa Zone, on
the west by Kindo Didaye, on the north by Kindo Koysha, on the northeast by Sodo Zuria, and
on the east by Humbo. The administrative center of Offa is Gesuba. Western part of Offa was
added to Kindo Didaye woreda.. The Woreda has a total land area of 38,537 ha, divided into 21
rural kebeles and four municipal administrative districts.

The woreda human resources management founded in 2003 E.C having with a few employees to
achieve it’s objectives which is basically the administration of human resources.

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2.2 organization vision
Vision Statement
We aspire to build partnerships with management at all levels of the organization to create a
campus culture that values all employees. This culture encourages and rewards exceptional
performance and continuous improvement, fosters teamwork, and supports balanced attention to
work and personal life issues. We provide valued services in a cost-effective manner to support a
vibrant professional environment that fosters respect for both diverse perspectives and a
serviceorientation.

2.3 organization mission

Mission Statement:
Its mission statement is- Human Resource Management/Payroll is a knowledgeable, service-
oriented team dedicated to providing supportive and innovative services and relevant and timely
advice to our workforce. We bring clarity and efficiency to human resource processes and
structures through cross-team collaboration and transparent communication. We are commited to
promoting a quality work environment that positively influences the education of our students.

2.4 Goals of OFA woreda human resources management;

 Valuing, Encouraging, and Supporting a Diverse Workforce;
 Continually Improving Individual and Organizational Effectiveness;
 Anticipating and Meeting the Changing Needs of the Workforce / Family;
 Creating and Enhancing Strategic Partnerships; and
 Enhancing Services Through Technology.

2.5 Values:
 Promote Honesty, Integrity, and Trust: We honor our commitments and conduct
business in a manner that promotes fairness, respect, honesty, and trust.
 Celebrate Teamwork: We encourage the diversity of thoughts, experiences, and
backgrounds and celebrate participation and partnership in all of our endeavors.
 Encourage Communication: We solicit the input of others and strive for transparency
and inclusiveness.
 Focus on Our Customers: We have a passion for service and are committed to knowing
our customers’ business, anticipating their needs, and exceeding expectations.
 Embrace Change and Innovation: We are open to possibility and foster creativity and
risk-taking to support continuous improvement.
 Champion Employee Development: We are committed to maximizing the potential of
every individual and to support and promote the County as a learning organization.

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  Model Leadership: We lead by example and advocate equitable treatment in our
behaviors, policies, and practices.

2.4 Strategic objectives of the organization

 OFA woreda human resources management has the following strategic
objectives:
Their primary objective is attracting and continuing staff through Recruitment and Selection,
Rewards and pay, Training and development and appraisal management.

 Succession Planning

Their primary objective is to ensure the organization’s workforce is capable of meeting future
staffing needs.

To achieve this goal, human resources staff and line managers generally work together in
assessing current workforce skills and qualifications. This helps determine the best course of
action for human resources activities such as succession planning. Succession planning identifies
employees who show promise and aptitude. It then provides them with the training and
development they need for transitioning into higher-level positions or more responsible roles
within the company.

 Workforce Mobility

Amother objectives of the organization is they give Cross-training their employees to perform
job duties in other departments or areas of the business -- improves workforce mobility and
expertise through broadening employee skills and expertise. Increasing the number of different
job functions employees can perform strengthens an organization’s business continuity plan in
the event employees are unable to fulfill their responsibilities due to illness, termination or
retirement. Workforce mobility increases profitability; companies that are able to fill positions
with existing resources can minimize hiring costs for new employees.

 Employee Engagement

They have also various activities designed to improve employee engagement.

- Raising employee enthusiasm and creating excitement about employee contributions

guarantee that employees become fully engaged.
- Supporting employee engagement efforts through polling employee views and
opinions and providing competitive compensation and benefits packages also impact
the company’s business reputation and reflect strong business principles.

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 CHAPTER THREE

ORGANIZATION ANALYSIS
4.1 SWOT Analysis
STRENGTHS:
The strengths of organization are the most important building blocks required for growth to take
place. The following are a few of the most prevalent strengths that OFA woreda HRM has at the
present time.

 Recruitment: Their recruitment and selection policy is very strong. OFA woreda recruits
talented candidates from the market through proper testing- written and interview.
The written part contains questionnaires that are of IBA standard which is a renowned
education institution of our country.
 Work environment: During my stay I found the work environment very satisfactory.
Everyone is cordial and helpful and cooperative. There is less internal conflict or politics
at play which is essential for conducting a productive working environment.
 Transparency: For clear communication to the employees of the HR Practice in OFA
woreda, they have a service rule book which they give to every employee. The guide
articulates important and covers all HR Practice followed by the organization. This is
very helpful both for the employees and the employer as it removes chances of
misinterpretation, bias etc.
 Leave Management: They Provide a 44 days leave balance which include earn leave 20
days, Casual leave 10 days and Medical leave 14 days. So employees have no worries
regarding having leaved.
 Accountable Corporate Governance is very important for the OFA Woreda: Good
Corporate Governance is an issue of vital importance to the Board and Management of
OFA woreda HRM.

The Board of Directors, as the head level of authority, is responsible and accountable for the
overall direction and is ultimate answerable to regulatory authorities and shareholders for the
activities, strategies and performance of the organization.

OFA woreda gives regular training to the officer of both middle and lower levels. Again if there
is any strategy or technology change, there will be special training program arranged based on
individual needs.They arrange special training on their software also which they use in the office

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to operate their system, which eventually becomes beneficial not only for the employee but also
for the organization,

 WEAKNESS:
Though OFA woreda HRM is a organization that has many strengths but it also has some
weakness.

The followings are few of the most common weakness that OFA Woreda has at the present time:

 Inadequate human resources:

The human resources are not sufficient in terms of its service providing system. It has to
maintain a number of formalities to recruit employees.

 Human Resource Planning:

There is not much Human Resource Planning at the Organization except for an annual need
assessment for required workforces.

Lack of knowledge about management of employees in organization:

- They don’t have the idea how it works.

- Shortage of funds. Fund is still small
 Lack of Job Analysis:

It is the important part of HR practice in an organization but not implanted in OFA woreda
which means they are less informed about current market trends and that could lead to loss of
potential talents from their pool.

OPPORTUNITY:
In an organization opportunities are positive external environmental factors. An organization
should explore all possible opportunities available to it. These opportunities are intended to
improve the organization.

The following are available opportunities to OFA woreda in order for it to become more
aggressive:

- Recruitment:
OFA woreda will be able to capture a large number of institutional clients from competitors, as
well as new clients.

Most recruitment in here is through internal recruitment, they can spread the pool of entry level
employees through campus recruitment.

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Recent performance will establish stronger credibility: open ended mutual fund is a new sector,
so there are high possibilities of growth in this sector. Open ended mutual fund is a largely
untapped market, and

- Expanded market:
As new skilled man powers are coming into the organization, productivity is being large enough
and long term employee’s workings demand is being created.

THREATS:
An organization’s threats are negative external factors. An organization should explore all
possible threats available to it. These threats are intended to diminish the organization.

The following are threats are available to OFA woreda human resources management in order to
threaten its existence.

- Government Policy:
The changes of policy connected to the operation of finance companies might create an
unfavorable impact on the management of its emplyees.

- The Lack of Motivation of Employees:

Sometimes the lack of motivation in employees can create a threat to the organization.

Employees may be overburdened with tasks that are not their core-competencies. As a result,the
quality and accuracy of deliverables duties may fall. Employee turnover may have a negative
effect on the overall performance of organization.

4.2 THE PROBLEMS THAT I HAVE NOTICED DURING MY

PRACTICE PERIOD:
Some of problems which I have faced in OFA Woreda practices related to Human Resources
Management are

- The woreda human resource management are poorly implemented as the criteria and
regulations related with recruitment and selection were not followed
- There was unplanned and insufficient training and development, unorganized and poor
practice of employee performance appraisal system, lack of the linkage between
employee performance and reward system. Also managing work place diversity,
recruiting skilled manpower, attracting and retaining qualified personnel were not well
planned and lacked consistency, aggravated by inadequate and unplanned training and
development program, as well as inability to have the right people in the right positions
were identified as challenges in implementing the Human Resources Management
practices and hence create effective and efficient service delivery in the sector.

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4.3 SOLUTIONS THAT I WOULD LIKE TO SUGGEST FOR
THE AFOREMENTIONED PROBLEMS;
 Merit based recruitment and selection practice, well organized training and development
activities, rational and objective employee performance evaluation as well as consistent
compensation and rewards should be strictly followed as stipulated in the civil servant
administration guideline for proper implementation of the of HRM Practice.

CHAPTER FOUR

4. CONCLUSION and RECOMMANDATION:

4.1 CONCLUSION
From the above discussion it can conclude such a way that since human resource management is
a continuously practicing issue so it plays a significant role on Organizations overall
performance.

The commitments of the woreda leadership as well as those responsible in managing human
resource resources departments plays crucial role in making sure that those practices are
seriously followed for sake of employees their duties and hence deliver as expected.

The report also indicated that recruitment and selection practice at the woreda are not merit
based which causes The study revealed that the human resources needs as well as training and
development needs are not plan based, and those which are planned, were not at all participatory.
making most of the training and development programmes ineffective for improving and
developing skills and capacity of employees as anticipated.

The training and development were ineffective in assessing training needs, setting expected
outcomes, setting performance objectives and goal of training and development programmes as
well as raising the need budget for internal and external training and development.

The OFA woreda Public Service and Good Governance Office, which is responsible in
overseeing human resources management practices in the woreda is also ill equipped with the
proper human resources as well as proper budget to execute its mandate. Generally it can be
concluded that, the objective of every organization should be to improve the desire of employees
to stay in the relationship they have with the company

4.2 RECOMMENDATION
Based on these study findings, the following recommendations are given bellow:

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- The over woreda administration in general and the public service and good governance
office in particular need to realized the importance of properly applying the different
human resources practices, which in turn could indicated how much the woreda values its
employees.
- Acknowledging that human Resources are the main factor of any success in the rapidly
changing business environment.
- Those positions related to human recourse management should be filed with HR
professionals to help understand the human resources handing sciences and techniques.
- Recruitment and selection should be made merit based as well as transparent, need based
and targeted training and development plan should be prepared in a participatory manner.
Because it’s well established truth that merit based recruitment and selection is a
foundation for organizational development and efficient and effective service provision.
Thus, it is recommended that to improve the poor service provision in the woreda be
minimized through merit based recruitment and selection processes by attracting skilled,
experienced and committed personnel to thecivil service sector.
In order to minimize problems related to recruitment and selections, proclamations,
directives,procedure, regulations and manuals of human resource management that
emanated from public service authority should be applied properly.
- Training and development program should be well organized and planned training and
should focus on updating,capacitating, improving and developing skill, knowledge
employees to execute present operation and prepare them for future responsibilities as
well. The objectives and expected outcome of the training should be stated clearly and
result should be evaluated against the stated standards.
- Also I found that there was a performance appraisal practice which attempts to assess the
performance and behavior of the employees, but was not periodically planned and the
points of evaluation were never agreed on by the employees. Most says that the
evaluation criteria’s were politically driven.
- There is also lacks link between good performance and reward as well as transparency
and continuous follow up as per the evaluation result.

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 4.2REFERENCES:

- South nation, nationalities and peoples regional state public services and human
resources development buera.
- Offa woreda human resources management annual report job discrption
- Interview with assistant manage & HR in charge with operations
- Discussion sessions with senior officers
- My internship period that I stayed in organization with employees

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