The major purpose of this study is to assess the practices and problems of human resourcerntraining and development in Ethiopian Civil Service College. Descriptive survey method wasrnemployed to conduct the research. Stratified random sampling method was used to select samplernrespondents. From the total target population of 390 employees whose educational preparationrnis diploma and above, a sample size of 194 (91 admin. and 103 academic) respondents werernselected. To gather data for the study, questionnaire, interview, document analysis andrnobservation have been used. Out of 194 questionnaires distributed, 181 (93%) usablernquestionnaires were returned. Data obtained through questionnaire have been analyzed withrndescriptive statistics (Mean and frequency) and inferential statistics (t-test) supported usingrnSPSS software version 17. 00. Moreover, the data obtained using interviews and from documentrnhave been analyzed qualitatively. The study revealed that the College has formulated trainingrnand development policy and has training and development plan, conducted needs assessment,rnselection of trainees and trainers, allocated training resources and the top management supportrnfor training and development are found to be in a good condition. Conversely, lack of clearrntrainee selection criteria; training evaluation criteria; communication of the training policy tornemployees; implementation of training development plans based on time schedule and evaluationrnof the training program are some weakness in the training practices of the College. Moreover,rnlack of worlang situation that facilitates transfer of training and staff turnover are the majorrnproblems of the college that needs serious attention. The study concluded that the College hasrnwell designed training and development program that has an exemplary role for other similarrnorganizations despite some specific and easily amended limitations as stated above. Therefore, itrnhas been recommended that the training and development policy and plan should berncommunicated to employees in detail and the plan should be implemented as per its timernschedule. The College has to prepare clear and official trainee selection criteria approved by thernBoard and has to be made known to employees in order to reduce their grievances andrnconfusion. Furthermore, the training and development program has to be evaluated by settingrnclear criteria to effectively measure the results obtained from the training program. The workingrnsituation that helps trainees to realize the knowledge and skill gained to the actual workrnsituation should also be arranged. Finally, the College should give serious attention to revise itsrnincentives system and identify other major factors that cause staff turnover and mitigate shortlyrnto minimize this problem.