The main purpose of this study was to assess the current practice of training program conducted byrnthe city administration urban management Institute (UMI) in light of training theories andrnprinciples. To conduct this study, a descriptive survey method was employed. Simple and purposivernsampling techniques were used. The data were collected through questionnaire, structured interview rnand document analysis. The samples for this purpose were taken from a total of 17 Urbanrnmanagement officials and Trainers, 49 city and cub city officials and 42 trainees who took part inrnthe training programs conducted by UMI as actual sources of information. Data analysis was madernusing descriptive statistics, frequency count and percentage.rnThe major findings were the practice of conducting training need assessment prior to training werernfound non existent, the involvement of client organizations and employees in setting trainingrnobjectives and content selection had been neglected. All of the training programs offered were shortrnterm off-the-job-trainings and no emphasis has been given to on-the-job-training methods. Thernsystem of evaluation by which the effectiveness of training programs was assessed focused used mainly onrn~ training evaluation during and after training using training evaluation formats and questionnaires.rnBesides, inadequate budget, lack of management support, inadequate organizational facility andrnAbsence of client organizations participation in overall training provisions were seen as some of thernMajor constraints in the training endeavors it can then be concluded that training investments by the city administration offices didn't producernor achieved the intended goals because of poorly designed and implemented training programsrnwhich were not linked to performance problems. UMI didn't facilitate the participation of stakernholders in setting objectives and content selection. Thus in light of the above problems the followingrnrecommendations were forwarded. Needs assessment has to be carried out systematically; UMIrnshould develop training directives which include guides for needs assessment, selection criteria, andrnOther issues. Participation of stake holders has to be encouraged in setting objectives and contentrnSelection for training endeavors. Evaluation has to be practiced all the way through the trainingrnprograms using varions assessment techniques.