The main purpose of the study was to assess the practice and challenges of training and development in therncase of Addis Ababa water and sewerage authority. This study used a descriptive type of research andrnquestionnaire, interviews and document review as instrument of data collection. Stratified random samplingrnand purposive sampling methods was used to select samples from the target population of AAWSA staff.rnThe study employed quantitative survey research design to gather data from a total of 215 employees of thernAddis Ababa water and sewerage authority at head office. Semi structured interview was also scheduled torngather the qualitative information from the coordinators and trainers of training and development unit ofrnthe authority. in order to ass the existing training and development practice and challenges of Addis Ababarnwater and sewerage authority, the study emphasized in the training and development strategic plan,rntraining and development design and implementation method, schedule of training and development,rnevaluation of training and development and challenges of training and development. And all of them werernchecked individually on the analysis. After the required data are collected descriptive (i.e. frequency,rnpercentage and mean) analysis were used to analyze the data using SPSS version24. The major findingsrnwere the authority has no defined training and development strategic plan with measureable objectives. Thernpractice of training and development is not conducted based on strategic plan and not aligned with itsrnoverall strategic plan of the authority and also training and development plan is not well communicated tornall employees. Training and development programs are not designed to compatible with the actual job to bernperformed and the delivery method is not convenient to acquire the necessary knowledge and skills, notrntransfer back to their job.. And also the training materials are not complete and appropriate to the levels ofrntrainees. Training and development are not given at the right time and materials not available on time. Andrnalso Training and development programs are not evaluated properly. Thus, in light of the above problemsrnthe following recommendations were forwarded. As it is known that in any attempt of the authority tornachieve its objectives, planning is believed to be essential. Therefore, it is suggested that AAWSA shouldrnappropriate employee training strategic plan and program with respect to its overall strategic plan andrngoals. The authority training and development should be well communicated to all employees and trainingrnand development should be designed compatible with the actual job to be performed. Training andrndevelopment programs of the authority should able to improve skills, knowledge and attitude of employeesrnwhich can increase performance on the job. The authority training and development programs should berngiven at the right time with appropriate materials. Evaluation of training and development outcomes shouldrnbe conducted properly and included into their operational planning to alleviate problem of employeesrntraining and development practices