| Abstract: | The main objective of the study is to assess the human resource development practice in Huawei technologies at Addis Ababa Branch. A mixed research approach and descriptive survey design was used. A questionnaire was used to gather quantitative data while semi-structured interview was employed to collect qualitative data. The study sample in terms of the respondents covered a census of 123 employees of Huawei technologies at Addis Ababa Branch. For qualitative strand, the study utilized purposive sampling techniques. The data collected was analyzed with the aid of descriptive statistical techniques such as mean score, while the qualitative data collected from interview was analyzed with thematic analysis. The findings of the study indicated that the company defined training and development policy and designed training and development system with directives. Training and development conducted fit to the intended purpose and objectives with the method employed. However, the company do not give series attention to allocate sufficient budget, resource and allotment of time training and development. The finding also revealed that the company in its program has lack SMART training and development objectives. More so, there is limitation in terms of preparing training and development need assessment by considering the need for prospective trainees. The finding identified that lack of management support; lack of resource; lack of reward for good training and development program and new behaviors; lack of employees’ motivation; lack of timely feedback and evaluation of training program; poor administration of the training & development program process; poor planning of training in terms of training content and methods; discrepancy between the provided training and the required job skills inaccurate training need analysis and lack of reinforcement are the major challenges or problems that are exist in the current practices of employees training in the company. The study recommends the company should give series attention to allocate sufficient budget, resource and allotment of time for training and development program, improve its HRD needs assessment practices, promoting positive work force attitudes toward HRD and utilizing HR assessment technology to plan HRD |
