Word Files
Reference for Downloading Educational Files
  2. Management
  3. Evaluation of the performance of on-the-job training (OJT) on the quality of passenger cars in Pars Khodro paint salon based on the achieve model.

Evaluation of the performance of on-the-job training (OJT) on the quality of passenger cars in Pars Khodro paint salon based on the achieve model.

Number of pages: 201 File Format: word File Code: 29680
Year: 2014 University Degree: Master's degree Category: Management
Tags/Keywords: Car quality - Educational programs - Industrial management - Management - Manpower - Manpower training - ojt - On-the-job training - Performance of on-the-job training
  • Part of the Content
  • Contents & Resources

  • Summary of Evaluation of the performance of on-the-job training (OJT) on the quality of passenger cars in Pars Khodro paint salon based on the achieve model.

    Master's Thesis in Industrial Management (M.A)

    Abstract:

    The purpose of this research is to evaluate the performance of on-the-job training (OJT) on the quality of passenger cars in Pars Khodro's paint shop based on the achieve model. The research method is survey. To collect data, the library-field method was used in the form of a questionnaire. The tool for compiling this study was the researcher-made questionnaire, which is the result of the theoretical foundations of the research. The statistical population of this research consists of all the managers, experts and supervisors of Pars Khodro company's paint salon, whose number is 437 people, and 205 people were selected as the sample size from Cochran's formula. A stratified random sampling method was used to distribute the questionnaire. To determine the validity of the questionnaires, the content validity method was used by 10 experts and professors of the university, and Cronbach's alpha coefficient was used to determine the reliability of the questionnaires, and the Cronbach's alpha coefficient of 9.9 for all questionnaire items showed that the data collection tool has the necessary high reliability. SPSS and lisrel software were used for data analysis. Finally, according to the path coefficients (b) and the t statistic at the confidence level of 99, all the hypotheses are confirmed. Finally, suggestions and solutions for improving the performance of on-the-job training (OJT) and the quality of passenger cars have been presented. Keywords: performance, on-the-job training, quality, car repair

    1 Introduction

    Manpower is one of the most important factors in the economic, social and cultural development of any country. Equipping human resources with the skills and expertise needed for work and professional work is one of the most important ways to achieve the desired development goals. It is obvious that employees in any government or private institution are considered human capital. If these people do not have the necessary and appropriate knowledge, data, and skills, they will cause many financial losses, lives, etc. to the organizations. Therefore, timely and instead of required specialist manpower is considered a necessity, and providing such a necessity will not be possible without following the principles and techniques of manpower management and ultimately management and educational planning. The process of on-the-job training of employees in different companies must necessarily be in line with the political, social, economic and cultural goals of a system (Mohammadi, 2009). In this section, the research problem and the reason for conducting this research are discussed first. Then, the necessity of conducting the research is stated, and then topics such as goals, questions, and theoretical and operational definitions of the research are stated. Today, the challenges facing all organizations and institutions and governments are efficiency and performance. The rapid emergence of new commercial and economic blocs in the field of global competition requires the inevitable necessity of all-round transformation in all dimensions. In particular, human resources planning to achieve increased performance is one of the priorities of all managers. The requirement of self-sufficiency of any country depends on the development of that country in various fields, and the development of any country depends on the activities of its people. In fact, skilled and specialized manpower is one of the key and undeniable factors of comprehensive economic development of any country. The realization of the ideal, independence and self-sufficiency in different dimensions completely depends on the expertise and skills of people, and the connection of such skills requires the implementation of educational programs (Mohammadi Naini, 2016).

    A historical-analytical look at the direction of employee training shows the existence of the basic principle of employing educational activities and processes in order to meet organizational needs, and the category of education is clearly related to the category of organizational needs. Meeting such needs through educational activities can be discussed and investigated at the micro and macro levels, so that in many countries, especially industrialized societies, education is specially used to meet economic and social needs. On the other hand, it should be noted that in order to increase the performance of employees, it is necessary to familiarize and adapt them to the work environment, which requires their technical and scientific knowledge and skills to meet organizational and individual goals.. Training not only helps employees in the implementation of their current job duties and activities, but also helps them develop in their future responsibilities.

    In fact, one of the factors of economic, social and cultural development is the all-round expansion of education and training of specialized and efficient human resources. The increasing developments in the field of knowledge and technology create new training needs for different jobs, and while formal and university education alone is not the answer, and as a result, other types of training, including on-the-job training, are needed.

    Manpower training in organizations was not regularly and scientifically considered until the emergence of the scientific management school in the late 19th century and early 20th century. Attention to this issue became more intense with the globalization of education and the increasing growth of data technology, communications and rapid changes in knowledge and skills.[1] In this period, human capital was considered as the most important factor of organizational development and training as the best tool to answer this need. This type of training, which was referred to as on-the-job training, was a systematic effort whose main goal was to coordinate the immediate interests and needs of individuals with the needs and goals of the organization in order to improve the performance of individuals in the workplace through continuous acquisition of knowledge, skills, rules and attitudes (Orangi et al., 2019, p. 96). It places graduates and advances them along with the progress of science and technology, and therefore, the development of these trainings leaves its desired effect in improving the quality of the educational system. On the other hand, employee training, as the golden key to the development of the organization, is one of the main factors and important pillars that bring the organization to its dynamism and ultimate performance and effectiveness. The goals of employee training in various institutions are generally aligned with the strategic goals of social systems and in the same direction. Committed human resources in an organization can quickly compensate and secure material losses with their actions and taking correct and timely decisions. In fact, understanding the necessity and importance of on-the-job training is directly related to the necessity of continuous training as well as the training of adults in every society.

    In this way, training can be considered as a prelude to progress and increase the performance of an organization. In today's era, due to the increasing speed of science and technology, people's performance depends to a large extent on the amount of training they receive before or during their employment, and otherwise, due to the complexity and omnipresence of changes, they will not have the optimal performance to perform their duties in the organization. The acceleration and movement of societies in the second half of the 20th century from old ways to new changes and acceptance of those changes has been such that in many other sections of the society today it is a reminder that in order to maintain the efficiency of the system, its factors and components, training of employees and adapting their abilities to new needs and new responsibilities should be considered. On the other hand, the requirements in the social environment have brought the organization to gradual trends towards open systems in order to preserve its life and increase its operational performance. Among the primary elements in order to realize such conditions, it is clearly necessary to emphasize the preparation of the learning organization, the creation of the organization and the society. On-the-job training of employees is one of the mechanisms and activities that can provide a platform for the realization of such organizations. In our country, a lot of investments are spent on holding in-service training courses in organizations, but most of the training methods used for in-service training are traditional and the extent of their impact on the quality of products is in an aura of uncertainty.

  • Contents & References of Evaluation of the performance of on-the-job training (OJT) on the quality of passenger cars in Pars Khodro paint salon based on the achieve model.

    List:

    Abstract 1

    Chapter 1: Generalities of the research

    1-1 Introduction 3

    1-2 State the research problem- 3

    1-3 Necessity of conducting the research- 6

    1-4 Research goals- 7

    1-4-1 Main goal-7

    1-4-2 Sub-goals- 8

    1-5 research hypotheses- 8

    1-5-1 main hypothesis- 9

    1-5-2 sub-hypotheses- 9

    1-6 theoretical (conceptual) and operational definitions of words- 10

    Chapter Two: Research Literature

    2-1 Introduction 14

    2-2 Part One: Literature Research theory- 14

    2-2-1 Concept of training- 14

    2-2-2 Definition of training- 15

    2-2-3 Various models of stages and processes of training- 15

    2-2-3-1 Simple and linear models- 15

    2-2-3-2 Model (training and development lead body) T.D.L.B- 16

    2-2-3-3 system approach model to training- 17

    2-2-4 On-the-job training 18

    2-2-4-1 Definitions of on-the-job training in Iran- 18

    2-2-5 Difference between on-the-job training and on-the-job training- 22

    2-2-6 On-the-job training- 22

    2-2-6-1 Concept of in-service training-22

    2-2-6-2 Definitions of in-service training-23

    2-2-6-3 History of in-service training-24

    2-2-6-4 Nature of in-service training-25

    2-2-6-5 Importance and necessity of in-service training of employees-26

    2-2-6-6 Evaluation of in-service training programs-27

    2-2-6-7 Features and basic principles of in-service training in the organization-28

    2-2-6-8 Benefits of in-service training of employees-31

    2-2-6-9 Objectives of in-service training of employees-33

    2-2-7 Organizational performance-34

    2-2-7-1 Definition of performance and organizational performance-34

    2-2-8 Factors affecting individual performance-35

    2-2-9 Performance evaluation criteria 35

    2-2-9 Performance evaluation theories 36

    2-2-9-1 First theory-36

    2-2-9-2 Second theory 37

    2-3 Part Two: Experiences of Iran and selected countries organizing on-the-job training courses 39

    2-3-1 Iran's experiences in holding on-the-job training courses 39

    2-3-1-1 Reasons for holding on-the-job training in Iran- 39

    2-3-1-1-1 Reasons for holding non-specific (general) on-the-job training 39

    2-3-1-1-2 Reasons for holding Specific on-the-job training (specialized and case-specific) 40

    2-3-1-2 Initial results on how to hold on-the-job training (by the Ministry of Industries and Mines) 41

    2-3-2 Experiences of selected countries organizing on-the-job training courses 43

    2-3-2-1 On-the-job training in Malaysia- 43

    2-3-2-2 On-the-job training in Singapore 44

    2-3-2-3 On-the-job training in Hong Kong- 46

    2-3-2-4 On-the-job training in Japan- 46

    2-3-3 Vocational Training Association (VTC) 47

    2-3-4 Forecasting the future needs of manpower- 47

    2-3-5 The role of the government in job training- 48

    2-3-6 Achio model-48

    2-3-6-1 The steps of developing the Achio model-48

    2-3-7 Models expressing factors affecting the productivity of human resources-55

    2-3-7-1 Hersey and Gold Smith model-55

    2-3-7-2 Ainsworth and Smith model-56

    2-4 Part Three: Introduction of Pars Khodro Company 56

    2-4-1 Products of Pars Khodro Company since its establishment-57

    2-4-2 Strategic goals of Pars Khodro Company-57

    2-4-3 Productions and developments of the company in different years-58

    2-4-4 Current products of the company-60

    2-4-5 Salon specifications Concentrated color- 61

    2-5 Summary of theoretical foundations- 61

    6-2-2 Part 4: Previous researches and reviews- 62

    2-6-1 Background of research in Iran- 62

    2-6-2 Background of research abroad- 67

    2-6-3 Summary of research background- 75

    Chapter three: Methodology Research

    3-1 Introduction 77

    3-2 Research method- 78

    3-3 Research model- 81

    3-4 Statistical population, sampling method and sample size 82

    3-5 Data collection tool and how to prepare it- 84

    3-6 Validity of measurement tool- 88

    3-7 Reliability of measurement tool- 91

    3-8 confirmatory factor analysis-94

    3-8-1 Lisrel software-96

    3-8-2 confirmatory factor analysis-98

    3-8-3 goodness of fit model-98

    3-9 structural equation model-100

    3-9-1 index Bentler-Bonet-100

    3-9-2 Tucker-Lewis index-101

    3-9-3 root mean square error of approximation (RMSEA): 101

    3-9-4 goodness of fit index (GFI) 101

    3-9-5 indexB- 16

    2-2-3-3 system approach model to training- 17

    2-2-4 on-the-job training 18

    2-2-4-1 definitions of on-the-job training in Iran- 18

    2-2-5 difference between on-the-job training and on-the-job training- 22

    2-2-6 on-the-job training- 22

    2-2-6-1 Concept of in-service training-22

    2-2-6-2 Definitions of in-service training-23

    2-2-6-3 History of in-service training-24

    2-2-6-4 Nature of in-service training-25

    2-2-6-5 Importance and necessity of in-service training of employees-26

    2-2-6-6 Evaluation of in-service training programs-27

    2-2-6-7 Features and basic principles of in-service training in the organization-28

    2-2-6-8 Benefits of in-service training of employees-31

    2-2-6-9 Objectives of in-service training of employees-33

    2-2-7 Organizational performance-34

    2-2-7-1 Definition of performance and organizational performance-34

    2-2-8 Factors affecting individual performance-35

    2-2-9 Performance evaluation criteria 35

    2-2-9 Performance evaluation theories 36

    2-2-9-1 First theory-36

    2-2-9-2 Second theory 37

    2-3 Part Two: Experiences of Iran and selected countries organizing on-the-job training courses 39

    2-3-1 Iran's experiences in holding on-the-job training courses 39

    2-3-1-1 Reasons for holding on-the-job training in Iran- 39

    2-3-1-1-1 Reasons for holding non-specific (general) on-the-job training 39

    2-3-1-1-2 Reasons Conducting specific on-the-job training (specialized and ad hoc) 40

    2-3-1-2 Initial results on how to conduct on-the-job training (by the Ministry of Industries and Mines) 41

    2-3-2 Experiences of selected countries organizing on-the-job training courses 43

    2-3-2-1 On-the-job training in Malaysia- 43

    2-3-2-2 On-the-job training in Singapore 44

    2-3-2-3 On-the-job training in Hong Kong- 46

    2-3-2-4 On-the-job training in Japan- 46

    2-3-3 Vocational Training Association (VTC) 47

    2-3-4 Forecasting the future needs of manpower- 47

    2-3-5 The role of the government in job training- 48

    2-3-6 Achio model-48

    2-3-6-1 Development steps of Achio model-48

    2-3-7 Models expressing factors affecting the productivity of human resources-55

    2-3-7-1 Hersey and Gold Smith model-55

    2-3-7-2 Ainsworth and Smith model-56

    2-4 Part Three: Introduction of Pars Khodro Company 56

    2-4-1 Products of Pars Khodro Company since its establishment-57

    2-4-2 Strategic goals of Pars Khodro Company-57

    2-4-3 Productions and developments of the company in different years-58

    2-4-4 Current products of the company-60

    2-4-5 Salon specifications Concentrated color- 61

    2-5 Summary of theoretical foundations- 61

    6-2-2 Part 4: Previous researches and reviews- 62

    2-6-1 Background of research in Iran- 62

    2-6-2 Background of research abroad- 67

    2-6-3 Summary of research background- 75

    Chapter three: Methodology Research

    3-1 Introduction 77

    3-2 Research method- 78

    3-3 Research model- 81

    3-4 Statistical population, sampling method and sample size 82

    3-5 Data collection tool and how to prepare it- 84

    3-6 Validity of measurement tool- 88

    3-7 Reliability of measurement tool- 91

    3-8 confirmatory factor analysis-94

    3-8-1 Lisrel software-96

    3-8-2 confirmatory factor analysis-98

    3-8-3 goodness of fit model-98

    3-9 structural equation model-100

    3-9-1 index Bentler-Bonet-100

    3-9-2 Tucker-Lewis index-101

    3-9-3 root mean square error of approximation (RMSEA): 101

    3-9-4 goodness of fit index (GFI) 101

    3-9-5 root mean square residual (RMR) index: 101

    3-9-6 Partial Least Squares Method-101

    3-9-7 Correlation Test-102

    3-9-8 Kolmogorov-Smirnov Test-103

    3-9-9 Correlation Coefficient Assumption Test-103

    3-10 Ethical Considerations-104

    Chapter Four: Data Presentation and Analysis

    4-1 Introduction 106

    4-2 Descriptive methods and its analysis-106

    4-2-1 Demographics of the respondents-106

    4-3 Analysis of the questions related to the respondents-109

    4-4 Descriptive data of the questionnaire 109

    4-5 Statistical analysis of the collected data 112

    4-5-1 testing the assumption of randomness of the selected samples 112

    4-6 verifying the structure of the research model using confirmatory factor analysis-113

    4-6-1 inferential analysis of the findings 113

    4-6-2 structural equation model-114

    4-7 testing the normality of the model components-115

    4-8 confirmatory factor analysis-116

    4-8-1 measurement model of performance evaluation variable 116

    4-8-1-1 first-order confirmatory factor analysis of performance evaluation variable 116

    4-8-1-2 second-order confirmatory factor analysis of performance evaluation variable 120

    4-8-2 measurement model of quality variable-123

    4-8-2-1 first-order confirmatory factor analysis of the quality variable-123

    4-8-2-2 second-order confirmatory factor analysis of the quality variable-126

    4-8-3 measurement model of on-the-job training variable-128

    4-9 structural equation modeling-130

    4-9-1 test of research hypotheses- 132

    4-9-1-1 test of the main hypotheses of the research- 132

    4-9-1-2 test of the sub-hypotheses of the research- 133

    4-10 ranking of research components- 139

    Chapter five: discussion and interpretation of findings

    5-1 introduction 141

    5-2 summary of the research- 141

    5-3 research findings-141

    5-4 interpretation of research assumptions-143

    5-5 research limitations-153

    5-5-1 limitations beyond the control of the researcher-153

    5-5-2 limitations at the disposal of the researcher-153

    5-6 practical suggestions- 153

    5-7 suggestions for future research- 155

    Appendices (questionnaire and outputs of Lisrel software) 156

    List of Persian and Latin sources- 183

    English abstract- 188

    .

    Source:

    1.

    2. 2. 3. 4. 5. 7. 8. 9. 10. 11. Haidar Ali. 15. 16. 17. 18. 19. 20. 21. 22. 23. 24. 25. 26. 27. 28. 29. 30. 31. 32. 33. 34. 35. 36. 37. 38. 39. 40.

    List of Latin references

    1. Aube, G., Rousseau, V., & Morin, e. M. 2007, Perceived Organizational Support and Organizational Committee. Journal of Managerial Psychology, 22, 479-495.

    2. Bauer, J. C., & Spencer, J. 2002, Role Ambiguity& Role Clarity: A Comparisons of attitude in Germany & the United State.

    3. Cacio, Wayne F., 1989, Human resources: Productivity "Quality of work Life" Profits. Second Edition, Mcgraw Hill International Editions.

    4.Dawley, D. D., Andrews, M. C., & Bucklew, N. N. 2008, Mentoring, Supervisor, Support, & Anticipated Organizational support: What matter most? Leadership and Organizational Development Journal, 29, 235-247.

    5. Ford, D,. 1999, Bottom-line training, Texas: Gulf Publishing Company.

    6. Goldestain, Irwin, I., 1992, Training in Organizations: needs assessment, development and evaluation, 3rd, pp 21.

    .

Evaluation of the performance of on-the-job training (OJT) on the quality of passenger cars in Pars Khodro paint salon based on the achieve model.
How To Access The File
Related Contents:
Number of pages: 118 Category: Management

Dissertation for Master's degree (M.A.) orientation of organizations and methods Abstract Human resources are considered the most important factor in organizations, the development of human resources is related to the training and development of human activities in organizations and helps organizations to create special cultural conditions in which employees achieve the ...

Number of pages: 141 Category: Management

Master's Thesis Field: Public Administration Major: Human Resources Abstract The purpose of this research is to investigate the effect of in-service training and its dimensions on the level of job satisfaction of nurses in public hospitals in Rasht city. The independent variable of this research is in-service training. In this research, Latif's 2012 four-dimensional model ...

Number of pages: 121 Category: Physical Education - Sports

Dissertation for Master's degree (M.A.) Major: Sports Management Abstract: The purpose of this research is to find out the relationship between the quality of work life and organizational health with productivity in physical education teachers of Andimshek region in 2013. The statistical population of this research was 102 teachers of different educational courses in Andimeshk ...

Number of pages: 154 Category: Management

Master's thesis in the field of business management (transformation orientation) Abstract Knowledge management in higher education is a set of organizational processes that support the creation and transfer of knowledge in these institutions and make it possible to achieve organizational and academic goals. For this purpose and for the proper management of organizational ...

Number of pages: 189 Category: Management

Chapter 1: Introduction Introduction In today's era, organizations are increasingly faced with dynamic and changing environments, so in order to survive and dynamism, they have to adapt themselves to environmental changes. In other words, considering the accelerating speed of scientific, technological, social, cultural changes and developments in the present era, successful and ...

Number of pages: 222 Category: Librarianship

Dissertation to receive a master's degree, specialization: accounting. Abstract: The present research and research work was carried out in order to determine the effect of continuous professional training on the professional performance of certified accountants who are members of the certified accountant society of Iran. The researcher designed a survey that used a 5-point ...

Number of pages: 148 Category: Educational Sciences

Dissertation for receiving a master's degree in the field: Educational Management 1 Introduction In an era that is known as the explosion of knowledge and information and the development of knowledge and technology is growing rapidly, human resources education cannot remain indifferent to these developments. A deeper look at the mission of education is revealed when a human ...

Number of pages: 169 Category: Social Sciences - Sociology

Dissertation for Master's Degree in Educational Research Abstract The purpose of this research was to investigate the effectiveness of the educational objectives of the in-service training courses of Refah Bank in Hormozgan province, which was sampled by 150 employees of Refah Bank branches in Hormozgan province. The two tools used in this research include a) a 50-question ...

Number of pages: 151 Category: Management

Dissertation for Master's Degree in Educational Management Abstract The purpose of this research was to investigate the role of learning type, leadership style and organizational learning culture on the job performance of Urmia University employees in 2014. Using simple random sampling method, 215 employees of Urmia University were selected as a sample. The research method in ...

Number of pages: 135 Category: Management

Master's Thesis. Major: Executive Management. Abstract: The purpose of this research is to investigate the relationship between job satisfaction and organizational commitment of nurses working in Shahid Mohammadi Bandar Abbas educational and therapeutic center. The statistical population of this research is made up of all nurses and medical staff who have post-diploma degrees ...