The Implementation of Human Resource Management Reform Program and Practices of Professionalism in Selected Cities in Ethiopia

Abstract

The purpose of this study was to examine the implementation of human resource management reform sub-program and practices of professionalism in the civil service institutions of selected five cities in Ethiopia. Data for the study were collected from 498 civil servants selected by employing simple random sampling and analyzed featuring thematic analysis and descriptive statistics. The study revealed that implementation of the components of HRM reform varies across the sampled cities.   Mekelle and Hawassa cities are relatively in a better position followed by  Adama and Harar cities. However, Asossa city is far from implementing the HRM reform sub-program. On top of this, components of the reform such as human resource planning, performance appraisal, recruitment and selection, remuneration and benefit packages have not been successfully implemented. Concerning the practices of professionalism, some improvements have been found in some areas such as competency of the civil servants, ethics and courtesy as well as compliance with the civil service law. However, a high level of affiliation of the civil servants with the ruling party  together with political interference in the promotion, recruitment and selection of civil servants have been identified  in this study. Therefore, it is recommended that the national, regional and local governments of Ethiopia should limit politicization of the civil service and show its genuine commitment for the implementation and enhancement of merit system and neutrality. Furthermore, the government needs to reconsider the threshold of tax exemption and to undertake family budget survey for decisions on the civil servants’ salary scale.