Dissertation for Master of Science in Management (MA)
Trend: Educational Management
Academic Year 1391-1392
Abstract
Training and improvement of human resources is considered as one of the strategies for obtaining human capital and positive adaptation to the conditions of change, and hence its strategic importance in organizational survival and development is evident. Obviously, this activity is like any creative activity. It requires correct and principled planning, and needs assessment is considered the first step in planning. In this way, needs assessment is the first step in employee training planning and is actually the first factor in creating and guaranteeing the effectiveness of training and improvement. If done correctly, a more objective basis will be provided for planning and the probability of matching it with the needs of the organization, job areas and employees and ultimately increase its efficiency (Zianpour et al., 2013). It was 91-92. For this purpose, 189 people (101 men and 88 women) from the primary teachers of Bastak city were randomly selected as a sample based on Cochran's formula. research were selected. A researcher-made questionnaire was used to collect data, and its reliability was calculated by Cronbach's alpha method to be 97%. The findings of the research show that the teachers in each of the components: (new models of teaching, evaluation, pre-teaching skills, skills of working with multimedia facilities, classroom management and interaction with students) have a relatively good situation, but they need necessary training to improve and be effective in teaching, and it is better to participate in in-service courses so that they can play a greater role in the success and progress of students.
Keyword: needs assessment, Training, in-service training, teacher
Chapter One
«research generalities»
1-1 Introduction
The first and most basic step in formulating and implementing an educational program is the correct and reality-based implementation of the needs assessment process. In fact, the more fundamental and solid the foundation stone is, the stronger and more invulnerable the building on it will be. In the field of education, needs assessment is considered as one of the basic and necessary components of the planning process (Rahmani, 2010).
Therefore, human resource training is one of the most reliable and essential ways of organizational improvement. Human resource training can develop people's talents, improve the methods and techniques of doing work, cause the acquisition of knowledge and increase job skills, and prevent the wastage of human and financial resources. In general, training is one of the most effective means of adapting the employees of any institution to the changing and evolving conditions of the organization. In-service training means changing the way managers and employees think about the organization, familiarizing them with the principles of management and organization, and preparing them to accept more responsibilities (Mirkamali, 2013).
Among the types of training, in-service training is one of the most appropriate and accessible tools that can be used to improve and equip human resources with the knowledge and skills necessary for development. However, training, especially in-service training, may be effective when it is presented in the form of a specific system and pattern, and not in a scattered and heterogeneous manner, and it is planned and implemented by people who are familiar with the theoretical and practical basics of employee training. In the process of planning and implementing in-service training for employees in the public sector, training experts are considered to be effective factors in the effectiveness and efficiency of in-service training (Amouzgar, 2010). According to what was said, in today's world, no organization can be considered without the need for in-service training for its employees. In this regard, according to the provisions of the executive regulations of Article 150 of the Third Plan of Economic, Social and Cultural Development of the Islamic Republic of Iran, based on the expertise of one percent of the current and construction credits of each of the government institutions for the implementation of in-service training courses for employees, it indicates the importance of this issue in the Iranian society (Orangi et al., 2019).
According to this decision, with the aim of increasing the efficiency and effectiveness of teachers, updating the information and capabilities of teachers in accordance with the development of knowledge and technology, as well as the growth of moral virtues, organizational culture and improving human relations, every year, the Ministry of Education allocates significant costs for the training of the human force under its cover. However, the Director General of the Deputy Planning Office of the Ministry, in response to the question of how far in-service training has been able to meet these goals of the society, has stated that since there is no specific measurement tool for this purpose, we cannot determine in which cases we have been successful and in which cases we have encountered problems (Habib Khani, 2009). They have expressed success in learning research methods in education, especially emphasizing information and communication technology and increasing their professional growth (Mirza Mohammadi and Ghazizadeh, 2008). Based on this research, the effect of in-service training courses on the professional performance of teachers in Bastak in the field of He has studied classroom management, new models of teaching, evaluation and how to do it, interaction with students, pre-teaching skills and working with multimedia education.
1-2 statement of the problem
Today, the human force is considered as a strategic factor as a designer, manufacturer and processor of operational systems and other resources of the organization (Abbaszadegan and Turkzadeh, 2016). For this reason, with the development of today's world, we need knowledgeable people and skilled and trained manpower. which is one of the stable and constant needs of every human being to learn. Humans must always strive to meet their needs (Rauf, 2015). In fact, any constructive transformation and change in society is impossible without sufficient attention to the processes of attracting, maintaining and improving human resources, especially in third world and developing countries where most people do not have sufficient abilities (Jazairi, 2009). Therefore, the majority of plannings lead to failure due to the lack of proper identification of needs (Lashkarblocki et al., 2008).
Based on the evidence in elementary schools Bestak city and direct experience and 10 years of activity as a researcher in This course and view needs and deficiencies, it was felt that teachers Bastak primary school They need in-service training and passing these courses so that while retraining their educational abilities and skills, they can develop their talents. Make students flourish and feel successful continuously and have good opportunities to learn and teach personal and social issues in school and be safe from the feeling of inadequacy and social alienation, which is usually caused by the wrong performance of teachers in school.
Therefore, the current research aims to identify and prioritize the educational needs of in-service courses and by using a precise and systematic needs assessment based on modern and efficient techniques, by conducting the necessary studies and researches in the field of content and method. different types of in-service training and using the knowledge and experiences of other researchers and applying them, an effective step in the way of planning and training Efficient social capital for our dear country Iran- especially Hormozgan province – taken and when the results are determined research, to the professional ability of elementary teachers in Bestak city
1-3 Importance and necessity of research
Given that education as a dynamic process has various elements and stages, it can be As an agent of acquisition ability and defined the maintenance and preservation of the existing abilities.
On this basis, the training, whose purpose is also explained in the work environment, is: developing the abilities of individuals and solving the present and future needs of the organization (Fathi Vajargah, 2017).
It is a fundamental issue that the young people who are trained to work as teachers should be impressed, surprised and also learning to experience a subject, to achieve this goal, they need to contact the most inspiring and spirited instructors who are available in the field of subjects (Javaherforoshzadeh, 1370)