The main purpose of this study was to assess the practices and challenges of employee training management in Oromia Land Bureau. To achieve the purpose of the study mixed research method was employed. The study was conducted on Oromia Land Bureau that stratified, simple random sampling and purposive sampling techniques were employed to select the sample from the population. Hence, 116 employees were involved in the study. Questionnaire, interview and document analysis were the instruments used to collect data. The data gathered were analyzed and interpreted using tables, frequency counts, percentages and mean scores. The findings of the study indicate that there is no enough budget, time and expertise for training and improper selection of trainees. There is also less support of managers, peers, and employees for training given and no clear written training policy in the bureau. However, training plan is included in the strategic plan of the bureau. Generally, in management of employee training the bureau did not practiced training need assessment. Accordingly the activities to be done in the process of training evaluation were not applied in the bureau. This confirms that the effectiveness of training was not evaluated. In designing training program there were good communication to trainees and proper selection of vendor or consultant for training services for outsourced training. However, provision of good training materials, the curriculum designed in achieving the objectives set were not given attention by the bureau. Therefore, the bureau partially performs training program design. Though, the training need improperly identified and designed it was effectively implemented. Lack of well-designed training program, low priority given to training, inadequate organizational facilities, absence of clearly stated training policy and were the major management of employee training constraints identified. Based on the findings of the study, it is recommended that Oromia land Bureau should Carryout training needs assessment, properly design its training program, conduct training evaluation to judge the effectiveness of training, formulate clear written training policy, establish clear and transparent selection criteria, furnish training program with necessary equipment and facilities and take joint actions to alleviate training challenges occurred. In general, the bureau should manage employee training systematically to get fruitful results.rnKey words: Training management, training need assessment, training program design, training implementation, training evaluation