~The RlJrpQse of ~his study...}Vas to assess tbe prgctices th(lt have Qee!l. carried 911t by ..rnWoreda capacity building offices of East Showa Zone in training and developing theirrnhuman resources during the past five years, and also to examine problems that had beenrnhindering such efforts. To achieve these purposes, the descriptive research method wasrnemployed and both questionnaire and document analysis were used as instruments ofrndata collection. Data were collected from nine Woreda Capacity Building Offices thatrnwere randomly selected from 14 woreda capacity building offices. A total of 17 officernheads and 45 experts were included as respondents of the study. The data were analyzedrnby using descriptive statistics with percentage and chi-square test. The findings of thernstudy revealed that the practice of systematic training and development need assessmentrnwas low. The majority of training and development programs prepared at woreda levelrnhave no objectives set before their implementation. On the other hand in the samplernworeda offices the selection criteria is found to be highly based on goodwill or goodrnpersonal relationship to either the immediate supervisor or top management. The studyrnalso revealed that lVoreda capacity building offices do not have systematic evaluationrntechniques by which outcomes of training and development programs were evaluated.rnBesides, lack of adequate budget, absence of training institutions, training specialists andrnlack of attention to systematic training and-development were the major problem!i that Â·Â·rnchallenge training and development programs in the woredas. In the light of thesernfindings, some recommendations were suggested. Firstly, in order to achieve goals ofrnhuman resource training and development programs systematic need assessment has tornbe carried out. Secondly, training and development objectives have to be set duringrndesign and preparation and there should be a mechanism of assuring the achievements ofrnthese objectives. Moreover, training and development opportunities have to be given tornemployees based on clear and transparent selection criteria and it has to be in line withrnidentified training needs. Lastly, to overcome probleills that hinder training andrndevelopment activities concerned government bodies have to allocate adequate budgetrnand woreda capacity bUilding offices should have training specialists or use experiencedrnsenior personnel in preparing and implementing for human resource training andrndevelopment programs .