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Evaluating Training Programs and their role in raising competency A Case Study of Ministry of Administrative Development

دراسة تقييم البرامج التدريبية المنفذة في وزارة التنمية الإدارية و دورها في رفع مستوى الكفاءة البشرية

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 Publication date 2017
and research's language is العربية
 Created by Shamra Editor




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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 four 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.


Artificial intelligence review:
Research summary
هدفت هذه الدراسة إلى تقييم البرامج التدريبية المنفذة في وزارة التنمية الإدارية في سوريا ودورها في رفع مستوى الكفاءة البشرية لدى المتدربين. اعتمدت الدراسة على أربعة أبعاد رئيسية لبرنامج التدريب وهي: المدرب، المتدرب، بيئة ومكان التدريب، والمادة التعليمية. كما تناولت الدراسة مستويات الكفاءة البشرية بأبعادها الأربعة: المعرفة، المهارة، الخبرة، الأنماط السلوكية. تم استخدام المنهج الوصفي التحليلي لجمع البيانات وتحليلها باستخدام برنامج SPSS الإصدار 23. شملت عينة الدراسة 100 متدرب تم اختيارهم بطريقة عشوائية. أظهرت النتائج وجود علاقة ارتباط خطية قوية بين مستوى برامج التدريب ومستوى الكفاءة البشرية، كما لم تظهر فروق ذات دلالة إحصائية تعزى للمتغيرات الديمغرافية (الجنس، العمر، المؤهل العلمي، سنوات الخبرة). انتهت الدراسة بتقديم مجموعة من التوصيات لتحسين منهجية تحديد الاحتياجات التدريبية والتنسيق بين الجهات المعنية لتطوير البرامج التدريبية بما يتناسب مع احتياجات المتدربين.
Critical review
على الرغم من أن الدراسة قدمت تحليلاً شاملاً للبرامج التدريبية وتأثيرها على الكفاءة البشرية، إلا أن هناك بعض النقاط التي يمكن تحسينها. أولاً، كان من الممكن أن تشمل الدراسة عينة أكبر من المتدربين لضمان تمثيل أوسع وأكثر دقة. ثانياً، لم تتناول الدراسة بشكل كافٍ تأثير العوامل الخارجية مثل البيئة الاقتصادية والسياسية على فعالية البرامج التدريبية. ثالثاً، كان من الممكن استخدام أدوات تحليلية أكثر تعقيداً لتقديم نتائج أكثر دقة وشمولية. وأخيراً، كان من الأفضل تضمين مقابلات شخصية مع المتدربين والمدربين للحصول على رؤية أعمق وأكثر تفصيلاً حول التحديات والفرص المتعلقة بالبرامج التدريبية.
Questions related to the research
  1. ما هي الأبعاد الأربعة التي اعتمدت عليها الدراسة لتقييم البرامج التدريبية؟

    الأبعاد الأربعة هي: المدرب، المتدرب، بيئة ومكان التدريب، والمادة التعليمية.

  2. ما هي مستويات الكفاءة البشرية التي تناولتها الدراسة؟

    تناولت الدراسة مستويات الكفاءة البشرية بأبعادها الأربعة: المعرفة، المهارة، الخبرة، الأنماط السلوكية.

  3. ما هي المنهجية التي استخدمتها الدراسة لجمع وتحليل البيانات؟

    استخدمت الدراسة المنهج الوصفي التحليلي لجمع البيانات وتحليلها باستخدام برنامج SPSS الإصدار 23.

  4. ما هي التوصيات التي انتهت إليها الدراسة لتحسين البرامج التدريبية؟

    أوصت الدراسة باعتماد منهجية لتحديد الاحتياجات التدريبية، والتنسيق بين الجهات المعنية لتطوير البرامج التدريبية بما يتناسب مع احتياجات المتدربين، وتعزيز دور البرامج التدريبية في توفير الإرشاد التعليمي اللازم لحل المشاكل الوظيفية.


References used
Ahmed Mahamud, 2014, Effect of training on Employee performance in Public sector organization in Kynya, university of Nairubi
Aidah Nassazi, 2013, EFFECTS OF TRAINING ON EMPLOYEE PERFORMANCE, Evidence from Uganda, Business Economics and Tourism
Githinji, Anjela, 2014, Effects of training on Employee Performance, USA international university
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