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Register a new userEvaluating 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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Syrian Virtual University رسالة ماجستير
Publication date
2017
and research's language is
العربية
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Shamra Editor
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هدفت هذه الدراسة إلى تقييم البرامج التدريبية و دورها في رفع مستوى الكفاءة البشرية عند أفراد العينة، بالإضافة إلى التعرف على مراحل العملية التدريبية و مدى تأثير البرامج التدريبية في رفع الكفاءات و تنميتها و ذلك من خلال دراسة تقييم برامج التدريب المنفذة في وزارة التنمية الإدارية، فقد أُجريت هذه الدراسة من خلال دراسة أبعاد برنامج التدريب (المدرب - المتدرب - بيئة و مكان التدريب - المادة التعليمية) بالإضافة إلى دراسة مستويات الكفاءة البشرية بأبعادها (المعرفة - الخبرة - المهارة - الأنماط السلوكية المكتسبة) نتيجة التدريب الحاصل من وجهة نظر المتدربين. كما شملت الدراسة اكتشاف الفروق في مستوى الكفاءة البشرية لدى العينة لكل من الجنس و العمر و عدد سنوات الخبرة و المؤهل العلمي.
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.
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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This study aims to evaluate the training programs that happened in Al Bayader International company in its various branches, it also tries to understand the relationship between the training programs that submitted to employees and its reflection on their performance at work.
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.
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.
Achieving the intended purpose of the local administration requires carful selection of the
elements assigned to work in local units, which requires that those elements are aware of
local reality and have sufficient technical expertise. In the cont
ext of the inability of the
method used in forming local councils to achieve the objectives of local administration, the
jurisprudence and legislation differ in determining the method to be followed within the
priority of those objectives and within the political ،economic ،and social reality in each country.
Where some systems tend to adopt the election in selecting the members of local councils ,
while others tend to adopt the method of appointing or the combination of (election and
appointing) methods in order to take the advantages of both methods . But, it is the need
and desire of prevailing legal system and the possibilities available , that determine the
method to be adopted.
The Study aims to explore the impact of Human resource training benefits
in raising the level of the organizational performance of organizations
(profit level).
We used the statistical program (spssv20) for hypothesis testing and
analysis of the
results of a sample study, which consist of 257 workers in
organization, we used a questionnaire as a tool for data collection, in
addition to many pervious related to topic of study.
The study has reached the existing of correlation relationship between
human resource training benefits and raising profit level in pubic
organization, and training benefits have affected with demographic
variables.
And allowing make recommendations that researcher believes this
contribute to raising the level of organizational performance of public
sector organizations.
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