The main objective of this study is to assess the training and development practices and challenges in the case of the Ethiopian Investment Commission. Lack of an effective training program in the public organization is a common phenomenon faced by the developing countries in our today’s world. Training and development is the only tool in which the employees can improve their capacity to achieve the organizational goal. Effective training program implementation involves learning new skills, knowledge, and collaboration for upcoming tasks which is significant to the long-term and short-term planning successes of any organization. As per the mandate given to the Ethiopian Investment Commission under the Council of Ministers Regulation No. 313/2014, to effectively promote, license, and facilitate the foreign direct investment, well-skilled manpower is significant. However, this paper investigated the existence of employees’ lack of effective training programs on their job. Therefore, this study is conducted to fill the existing gap in training and development practices in the Ethiopian Investment Commission. To achieve the objective of the study, the researcher used the primary data, mainly the questionnaire, by deploying a mixed research approach from the sample size of 80 employees of the Ethiopian Investment Commission through a systematic random sampling technique. The collected data was analyzed through statistical software and presented through tables, pie charts, bar charts, frequencies, percentiles, and statement. This paper utilized the systematic training model which was developed by Armstrong (2006). The main findings of this research indicate: lack of effective training need assessment, training plan, and lack of effective evaluation methods in the Ethiopian Investment Commission. Finally, this study will help as a milestone for the policy makers and researchers as a literature and practice.
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