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Evaluation of Training Programs in Productive Organizations Depending on Requirements of ISO 10015/1999: A Case Study of the General Organization of Tobacco (GOT)

تقييم البرامج التدريبية في المؤسسات الإنتاجية على ضوء متطلبات المواصفة ISO 10015/1999 – دراسة حالة المؤسسة العامة للتبغ

2012   0   62   0 ( 0 )
 Publication date 2015
and research's language is العربية
 Created by Shamra Editor




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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) implementation, (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.


Artificial intelligence review:
Research summary
تتناول الدراسة تقييم البرامج التدريبية في المؤسسة العامة للتبغ في سوريا وفقًا لمتطلبات المواصفة ISO 10015/1999. تهدف الدراسة إلى تحديد مدى توافق البرامج التدريبية مع المعايير الدولية، وتحديد نقاط القوة والضعف في هذه البرامج. تم استخدام تحليل الفجوة لتقييم البنود المستوفاة وغير المستوفاة من المواصفة. أظهرت النتائج أن المؤسسة قد حققت العديد من متطلبات المواصفة، ولكن هناك ضعف في مرحلة المتابعة وتحسين البرامج التدريبية. توصي الدراسة بتطبيق المعايير الدولية بشكل كامل لتحسين كفاءة البرامج التدريبية وزيادة فعالية المؤسسة.
Critical review
دراسة نقدية: تعتبر هذه الدراسة خطوة مهمة نحو تحسين جودة التدريب في المؤسسات الإنتاجية، ولكنها تفتقر إلى بعض الجوانب التي يمكن تعزيزها. على سبيل المثال، كان من الممكن أن تكون الدراسة أكثر شمولية إذا تضمنت مقارنة مع مؤسسات أخرى في نفس القطاع أو في قطاعات مختلفة. كما أن التركيز على تحليل الفجوة فقط قد يكون محدودًا، وكان من الممكن استخدام أدوات تقييم أخرى لتعزيز النتائج. بالإضافة إلى ذلك، يمكن أن تكون التوصيات أكثر تفصيلًا وقابلة للتنفيذ بشكل مباشر.
Questions related to the research
  1. ما هي الأهداف الرئيسية لهذه الدراسة؟

    تهدف الدراسة إلى تقييم مدى توافق البرامج التدريبية في المؤسسة العامة للتبغ مع متطلبات المواصفة ISO 10015/1999، وتحديد نقاط القوة والضعف في هذه البرامج.

  2. ما هي النتائج الرئيسية التي توصلت إليها الدراسة؟

    توصلت الدراسة إلى أن المؤسسة العامة للتبغ قد حققت العديد من متطلبات المواصفة ISO 10015/1999، ولكن هناك ضعف في مرحلة المتابعة وتحسين البرامج التدريبية.

  3. ما هي التوصيات التي قدمتها الدراسة لتحسين البرامج التدريبية؟

    توصي الدراسة بتطبيق المعايير الدولية المتعلقة بالتدريب بشكل كامل، والعمل على تطوير البرامج التدريبية الحالية من خلال الاستفادة من نتائج تحليل الفجوة.

  4. ما هو المنهج الذي اعتمدته الدراسة في تقييم البرامج التدريبية؟

    اعتمدت الدراسة على المنهج الوصفي التحليلي من خلال تحليل مجموعة من الاستبيانات والمتابعات الميدانية والمقابلات الشفهية، وتسجيل الملاحظات والزيارات الميدانية.


References used
WILOSN, J. Human Resource Development, 2ed edition, kogan Page London, uk, 2005,560
TERRINGTON, D; HALL, L. Personnel Management : A New Approach, Prentice- Hall International (UK) Ltd, 1991,661
PATTON, W; WITT, S; LOVRICH ,N ; FREDERICKSEN, P. Human Resource Management: The Public Service Perspective, Houghton Mifflin Company, Boston, NY,2002,464
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