Evaluation of the effectiveness of specialized in service training courses for Clerks of the Judiciary in Tehran

Dissertation for Master Degree (M.A)

Tension: Educational Management

Summer  1390

Abstract:

The main purpose of this research was to evaluate the effectiveness of special educational courses while serving the judicial branch writers in Tehran. The research method is evaluation type and practical in terms of purpose. The research is based on Kirkpatrick's evaluation model. The studied population includes all the translators working in the justice branches of Tehran province and the headquarters areas, who have participated in in-service training courses from 1385 to 1389, as well as their direct supervisors (administrators of judicial offices); It includes 273 registrars and 273 judicial office managers, and a total of 546 people have been appointed. A simple random sampling method and a sample size of 220 people were selected based on Morgan's standard table (including 110 registrars and 110 judicial office managers). The measuring instrument is a researcher-made questionnaire that is used to examine the research questions. A 34-question questionnaire for registrars and a 30-question questionnaire for judicial office managers were prepared according to the main components and variables of the research, and its validity was confirmed by taking advantage of the opinions of tutors and consultants and experts in educational affairs. The reliability of the questionnaires was obtained through Cronbach's alpha coefficient in the SPSS software environment equal to 96% and 97%. For the statistical analysis of the data, descriptive statistics methods including frequency, percentage, mean, standard deviation were used, and for inferential statistics, one-group t-test and independent t were used. The results of the research show that from the point of view of the speechwriters, during the special in-service training courses, it has caused a positive reaction and increased learning in them, but it has not led to the realization of organizational goals. According to the managers of the judicial offices, during the dedicated training courses while serving, it has led to the improvement of behavior and the realization of organizational goals. Also, the results indicated that there is a significant difference between the opinions of the writers and the managers of judicial offices regarding the effect of training courses on the realization of organizational goals, and these opinions are not similar to each other. In total, the findings showed that the special training courses for speech writers were effective. Key words: evaluation, evaluation, effectiveness, in-service training, judicial reviewers, Kirkpatrick's evaluation model. Chapter One: Research Overview

Introduction

In the last few decades, science and technology have progressed more than any other time in human history. This evolution and transformation is so much that the current era has been called the era of the half-life of information [1]. That is, the era when half of the human information becomes obsolete in a few years, and new information replaces it. (Fathi Vajargah, 2016, 2)

Different organizations are formed based on specific goals, and the completion of these specific goals by organizations satisfies the needs of societies. In other words, the existential philosophy of every organization is to provide diverse services to the society in line with the goals that are foreseen for that organization. Now, the most important factor for realizing these predetermined goals in organizations is that organizations have knowledgeable, efficient, innovative, creative and responsible human resources, and in this direction, the role of continuous and in-service training to acquire the above-mentioned skills in organizations will become more clear and necessary. It proposes an educational process that is considered the most basic and fundamental stage of educational planning.

Educational evaluation provides a mirror to make a decision. Those involved in educational activities should get an image of how the activities are and use this image to take more care of the educational systems in order to improve the quality of the educational systems in order to meet the needs of the individual and the society. The evaluation mechanism is a tool that without its use, educational activities are simply "shooting in the dark". will be (Bazargan, 1387, 1).

1-1-Statement of the research problem

  The life and continuation of the life of organizations depends to a large extent on the knowledge and skills of its employees, and more skilled and trained people will play an effective role in the efficiency and productivity of the organization. Therefore, organizations always They consider and spend resources for the training and development of their human resources, one of the most important of which is the design and holding of training courses. But this mentality that setting up any training course in the organization is highly effective and desirable is not a correct idea. Training is cost-effective when it leads us to predetermined goals and corrects inadequacies and leads to quantitative and qualitative improvement of the performance and productivity of employees in the real work environment. Therefore, it is necessary to determine the level of achievement of educational goals by relying on information and continuous and comprehensive evaluation. On the other hand, educational expenses to improve knowledge The work of the employees covers significant amounts of the organization's budget. These costs are a valid reason for the need to evaluate the effectiveness of training and find solutions that can improve the effectiveness of training courses. In this way, a training program can only justify its value when it provides visible, reliable and valid evidence about the impact of training on improving the performance of participants in training courses. This refers to an important aspect of educational evaluation, which is usually referred to as "educational effectiveness" [2] or "educational effectiveness evaluation" [3] (Kahermani, 1380, 55).

Therefore, to know the effect of training courses in improving the level of knowledge, attitude, skill and desirable behavior of human resources, the degree of achievement of the objectives of the courses and the accountability of the outputs of these courses. Training in the real work environment, we examine the effectiveness of training. In the Judiciary, with the aim of improving human resources, many training courses have been assessed, designed and implemented, and a lot of money has been allocated in this regard. To what extent the work has been effective and fruitful in the real environment.

1- 2- Importance and necessity of research

Nowadays, education is expected to be able to create desirable behavioral changes in employees so that the realization of organizational goals can be facilitated. Therefore, the planners, executives and managers of educational programs are not only responsible for determining and recognizing the resources and facilities needed for learning; Rather, they are also responsible for determining the impact of training programs on the performance of individuals and organizations. Therefore, training programs should be considered in the "effectiveness" dimension. (Kahermani, 2010, p. 58)

According to the role and purpose that is expected for training courses, their implementation will be fruitful and useful if it is designed based on the real needs of the participants and causes behavioral changes in them after the course and during employment. Therefore, it is necessary for the organization to evaluate the educational courses in different ways in order to be able to recognize the impact of these courses, make the necessary reforms and make the most of the costs spent in this way, and finally create a suitable educational quality in accordance with the facilities spent in the aforementioned educational courses. The training of employees in the world and the belief in the necessity of continuous training has been selected as the subject of the research in order to provide appropriate feedback to the planners and managers and implementers of the judicial branch for the design, formulation and implementation of future training courses based on the results of evaluating the effectiveness of the training courses and its effect on increasing the efficiency of the employees participating in these courses.

Investigation of the effectiveness of special in-service training courses for judicial registrars in Tehran.

Partial objectives of the research:

1- To investigate the opinion of judicial registrars in Tehran regarding the effect of special in-service training courses in creating a "positive reaction" in them.

2- Investigating the opinion of the commentators of the judicial branch of Tehran regarding the effect of special training courses while serving to increase "learning" in them