This study aimed at identifying the reality of the application of the principles of total quality management in training programs in Textile Co., Lattakia, as well as to identify problems that prevent its application in the company. The researcher pr
epared a questionnaire and distributed it to the research sample, which amounted to (33) members of the trainers who are working in the company. She also conducted in-direct interviews with some managers, and some workers who have received training in the company. The researcher found a set of results, the most important of them was:
- The company contains a section of the company's quality management, which means the quality of the final product, which provides to consumer to achieving his satisfaction only, but it does not contain a section of total quality management for the entire company's activities.
- the high management supports training programs, as the trainees are selected on the basis of their training needs، and choosing of the trainers based on the competencies and skills required.
- The company does not involve trainees in the design of training programs، and decision-making related to them.
- There are great problems prevent the application of the principles of total quality management in the training program for the company، the most important of them was centralized management and the lack of devolution of powers، in addition to the many burdens and business entrusted to the trainers in addition to their work in training، makes them distracted and unable to focus properly investigating the required quality.
The researcher recommended the need to make a special section of TQM in the company, and subjecting workers to intensive courses in TQM, in addition to granting authority, confidence and motivation to all members of the training team, to make decisions for the preparation of the training program, implementation and evaluation it.
This study examines the relationship between training and career development for workers in the financial directorate of Homs. The problem of study summarized in a number of questions about the perceptions of workers to the concept of career developm
ent. Do the training programs consider the requirements of career development in the Directorate? This study aimed to identtify the level of training in the directorate and its role in enhancing and strengthening the process of career development, as well as to identify the relationship between the two dimensions of career development (career planning and career management). The data of study were collected through a questionnaire contains a set of questions about the variables of the study, and distributed to a random sample of (150) workers in various departments and sections of the Directorate. The number of forms which recovered was (132) forms and excluded (9) forms due to a lack of information. The forms which were ready for analysis amounted to (123) forms. The most important results are: the level of training in the Directorate was medial, recognising the significant effect of training in the career development, and the relationship between training and career development with its two dimensions (individual and organizational dimension) was medial and positive, and the existence of a significant correlation between career planning and career management
The study aimed at identifying the availability of extension working tools and identifying support provided to the extension units. Also some personal and professional characteristics of agricultural specialists working in supporting extension units
were study Their training, communication with agricultural units , farmers and scientific research centers were investigated.
The study was carried out in the coastal area of Syria and all supporting extension units (16 units) in that area were included. To achieve the objectives of the study a questioner was designed and data was collected from all extension specialists in these units (57specialists).
The results of the research showed that, supporting units provided technical support to extension units, according to the majority of specialists (88%) and extensionistes (90.6%) with availability of most technical, instructional and educational tools in supporting units. Also it was observed that 26% of agriculture specialists in supporting units did not attend any extension training(courses) and 19% of them attended only one training course, Also 52.6% of specialists rarely communicated with research centers and 28.1% of them did not communicate at all, due to difficulties in reaching to these centers, according to 72% of them. Lack of the means of transportation was the most important obstacles (52.6%) faced the specialists in their Extension work.
This research aimed at identifying some personal and professional
characteristics of agricultural extension agents working in
extension units, and agricultural and extension services provided
by them in these units. Also to study the relationship
between
personal and professional characteristics and the degree of
performing extension and agricultural services. About 25% of
extension units in Lattakia and Tartus Governorates were included
(48 extension units).
The results of this research showed that 47.1% of agricultural
extension agents didn't attend any extension training (courses) and
36% of agricultural extension agents did not attend any technical
training. Also, the results showed that there were significant
relationships between age, technical training, experience in the
recent work, extension work and the total time spent in job and the
degree of performing extension and agricultural services and the
degree of carrying out extension jobs in the extension units.
Training is a way of improving the efficiency and effectiveness of organizations. ISO
10015/1999 is concerned with training quality and improving work methods through five
stages: (1) identifying training needs, (2) designing training plans, (3) im
plementation, (4)
evaluating the results, (5) and monitoring and improving performance. The purpose of this
study is to reveal the extent of standards application (ISO10015/1999) in training programs
at Syrian General Organization of Tobacco (GOT) to show the gaps and weaknesses in the
training practice at the GOT as per the requirements of the specification to be applied,
through a gap analysis to determine the implemented and unimplemented requirements of
ISO 10015 standards seeking best performance. This helps to achieve the goals of GOT
efficiently.
The study concluded that GOT achieves many requirements set out in the
specification, with considerable weakness of monitoring and improvement.
The research aim to study the training and its implicit
improving the efficiency of to the performance of employees
in the Syrian insurance company. The aim of this study was
to investigate the effect of training workers to act and how to
prepare
this company training programs where the training is
investment long –term the most important resources of the
company researched through the development of skills and
knowledge of this leads to improve their performance in
providing services to consumers.
This study aims to identify the relationship between the training and
dimensions of quality of health services - from the point of view of
those supervising the private Hospitals under study - also, to
identify the importance of the training, and
to identify the level of
quality of health services in those Hospitals. The research has been
applied on the following private Hospitals; Charity Muwasat
Hospital, Alrashid Hospital, Alrazi Hospital and Alandalous
Hospital. The questionnaires have been distributed on the medical
cadres including (Nurses& Physicians) and among administrative
cadres by 50% of the workers in each Hospital. (450)
Questionnaires have been distributed, (315) were returned.Thus, the
number of valid questionnaires for analysis (224) by 50%.
According to their responses, the statistical analysis and the
hypotheses test have been done to get the results and
recommendations.
The study examines the reality of the re-engineering of the
administrative processes in the commercial bank Tartous branch
through identifying the factors of its success, namely information
technology, human resource qualification, organizational
factor, and
their role in improving the banking service and thus achieving
customer satisfaction. The study concluded that: The success factors
of the re-engineering of the administrative processes (the
organizational factor, the development and training of employees
skills, information technology) contribute greatly to improving the
banking service in the branch of the bank The Syrian Commercial
Bank in Tartous.
This study aimed to evaluate the training programs that implemented by ministry of Administrative Development in Syria, and their relation with competencies levels through the study of trainee’s points of views. this study was conducted using the fou
r components of training program (trainer, trainee, environment and place of training, material of training) and the relation with the levels of competencies (knowledge, experience, skills, behavioral style). The study also included the relation of sex, age, the years of experience and educational qualification categories with training program.
This study aimed to investigate the impact of Human Resource Management Practices on the Employees performance in jude ҆s company ,these 7 Practices are (Planning, analysis and job design, polarization and recruitment, training, performance appraisal, motivation, participation in decision-making) and its impact on employees performance.
