Word Files
Reference for Downloading Educational Files
  2. Educational Sciences
  3. Investigating the effectiveness of in-service training for employees and the factors affecting it in Refah Bank of Hormozgan province

Investigating the effectiveness of in-service training for employees and the factors affecting it in Refah Bank of Hormozgan province

Number of pages: 169 File Format: word File Code: 30015
Year: 2011 University Degree: Master's degree Category: Social Sciences - Sociology
Tags/Keywords: Educational objectives - effective - In-service training courses - In-service training courses and Refah Bank - while serving
  • Part of the Content
  • Contents & Resources

  • Summary of Investigating the effectiveness of in-service training for employees and the factors affecting it in Refah Bank of Hormozgan province

    Dissertation for Master's Degree in Educational Research

    Abstract

    The purpose of the present study 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 questionnaire on the characteristics of the environment, trainees and training course and b) a 24-question questionnaire to examine the five goals of Refah Bank. Two approaches were used to analyze the data obtained from the research. In the first approach, the goals were matched based on a three-level spectrum (1.67 to 1.67 unfavorable, 1.68 to 3.34 relatively favorable, and 3.35 to 5.35 favorable). In the second approach, one-group t-test, Friedman and step-by-step multivariate linear regression were used to analyze the eight questions raised in the research. The results of the evaluation of the level of achievement of goals showed that the goals of improving responsiveness to customers, improving the quality of service delivery, and promoting the career of employees are at a favorable level, and the goals of improving the human relations of employees and increasing the amount of knowledge and skills of employees are at a relatively favorable level. Analysis of the first five questions that in-service training courses have been effective in improving responsiveness to customers, improving the quality of service delivery and promoting employees' careers, improving the human relations of employees and increasing the amount of knowledge and skills of employees. The analysis of the last three questions of the research showed that among the four sub-indices of trainees' characteristics, only two sub-indices of learner readiness and transfer motivation have the ability to predict the criterion variable. Among the eight sub-indices related to the characteristics of the work environment, the sub-indices of co-worker support, freedom, supervisor's permission, expectation of the outcome of effort and supervisor's support are significant predictors of the criterion variable. Among the three sub-indices related to the characteristics of the in-service training course, only two sub-indices of content validity and feedback are significant predictors of the criterion variable.

    Keywords: effectiveness, educational objectives, in-service training courses and Refah Bank.

    Introduction

    Today the world is rapidly changing and evolving. In today's era, it is less possible to find a day without innovation in the world economy, a change in production or the state of services (Armstrong and Fly [1], 2003). This continuous growth, change and transformation in various aspects of social life, tremendous and profound advances in science and technology, have complicated and specialized organizational structures (Motharinejad, 2012). Change is the most important feature that organizations face as the main pillars of today's society. From the organizational point of view, changing to the concept of transformation and transformation in the organization causes the continuity of its activity or its survival according to the environmental conditions. The solution stated by most of the experts is the training and improvement of human resources (Abbaszadegan and Turkzadeh, 2016, Pabstaff [2], 1999 and Constantine [3] and others, 2005). Nowadays, training and improvement of human resources is one of the main strategies to achieve human capital and adapt positively to the conditions of change, and therefore its strategic importance in the survival and development of organizations is undeniable (Abbaszadegan and Turkzadeh, 2016, p. 33).

    Cultural, social, technological, economic and political pressures have always combined to force organizations to pay more attention to their basic abilities in general and to education in particular. In fact, now more than ever, organizations must rely on workplace training and continuous improvement in practice to compete (Thayer [4], 1997).

    The progress and development of organizations and institutions, which is necessary for nations to achieve comprehensive social and economic development, itself requires the presence of developed people in organizations (Abili and Mawafaki, 2016, p. 27).

    Alavi writes: "The existence of training courses in an organization shows awareness Management is considered to be an organizational science and the implementation of training courses means the growth of management and the dynamics of the group. The training of employees should be continuously considered with the set of human resources management processes so that human resource management activities can be fruitful" (Alavi, 1376).

    Training and improvement of human resources is a strategic action that at the individual level increases the value of the individual, and at the organizational level, improves and develops the organization, and at the national and even transnational levels, leads to increased productivity and subsequent related results.Therefore, it can be said that one of the infrastructure measures that make the organization efficient is the creation or acquisition and continuous development of human capital through training and improvement.

    Organizations cannot avoid maintaining and developing human resources in order to provide services and obtain desirable results. It should be kept in mind that the development and transformation of organizations is not separate from educational support, and education as a means of progress meets the needs of organizations. In addition to growth and development, education is a passage for transferring experiences and technical and specialized information and teaching the necessary skills for the correct implementation of duties and responsibilities (Baba Reza, 1377). Accordingly, it can be seen that most of the leading institutions and organizations have paid more attention to training courses and improving human resources. However, while the necessity of designing and implementing on-the-job training in industrial and production organizations has become a natural thing and everyone agrees on it, what becomes extremely important in the design and implementation of training is to evaluate the effectiveness of this type of training so that additional and oriented training can be designed from the results obtained (Sultani, 2010). Organizational training is to make changes in the performance of employees in a way that improves the quality and quantity of the organization's products or services. When the results of the organization's training are measured based on the mentioned goal, the effectiveness of the training is taken into consideration (Kahermani, 2013).  In other words, the question facing the institutions is to what extent the efforts and activities aimed at developing human resources through education lead to the improvement of the organization's performance. This question made organizations think of a tool to measure the effectiveness of training. What should be emphasized in the training system of organizations is the results of training, not just the training or the statistics of training hours. In this case, the training may show a high figure in terms of man-hours of ten years and quantitatively, while it is almost ineffective in terms of content and the achievement of goals, and the correlation between training and employee development is not very noticeable. be taken into account In other words, the value of training, like other organizational activities, should be measured by determining it in achieving the goals of the organization.

    The present research is set to investigate the effectiveness of training courses in the service of Refah Bank, in order to take a step towards the realization of the training goals of this organization and to provide a basis for improving and increasing the quality of training courses.

    1-2) Statement of the problem Currently, many organizations, regardless of the type and level of formal education of their employees, and according to the dynamics in science as well as job requirements, prepare various and continuous training courses for them (Saki, 2017). Investment in employee training has been increasing, and organizations have increasingly emphasized expanding training activities and providing learning opportunities for all employees at different organizational levels, and at the same time, with increasing attention to training, expectations have also been upgraded. If in the past holding training courses and having employees participate in them seemed convincing, today training is expected to create desirable behavioral changes in employees and thereby facilitate the realization of organizational goals (Kahermani, 1382). They put a lot of effort into the apparently successful preparation and implementation of a training course, but pay less attention to the effects and practical results of the training course (Konstantin et al., 2005).

  • Contents & References of Investigating the effectiveness of in-service training for employees and the factors affecting it in Refah Bank of Hormozgan province

    List:

    Title

    Page Title

    Chapter One: Research Design. 1

    1-1) Introduction.. 2

    1-2) Statement of the problem.. 3

    1-3) Necessity and importance of research. 5

    1-4) research objectives.. 7

    1-4-1) general objective.. 7

    1-4-2) partial objectives.. 7

    1-5) research questions.. 7

    1-6) operational and conceptual definition of variables. 8

    1-6-1) effectiveness.. 8

    1-6-2) training of employees.. 8

    1-6-3) educational effectiveness.. 9

    1-6-4) evaluation of training effectiveness. 9

    Chapter Two: Background of the research. 10

    2-1) Introduction.. 11

    2-2) Theoretical foundations of employee training. 11

    2-2-1) The concept of education and training of employees. 11

    2-2-2) The importance and necessity of training employees. 12

    2-2-3) Training goals of human resources. 13

    2-2-4) types of training.. 15

    2-2-5) training methods. 18

    2-2-6) Principles of employee training. 19

    2-2-7) Training levels of employees in industrial organizations. 20

    2-2-8) Consequences of employee training. 21

    2-2-9) stages of employee training. 22

    2-2-10) Content of employee training. 23

    2-3) Theoretical foundations of educational evaluation. 24

    2-3-1) The concept of educational evaluation. 24

    2-3-2) Evaluation history. 26

    2-3-3) The necessity of evaluation. 28

    2-3-4) evaluation and planning. 28

    2-3-5) Obstacles to the effectiveness of training courses. 29

    2-3-6) Factors affecting the effectiveness of employee training. 29

    2-4) Theoretical foundations of approaches to evaluate the effectiveness of training courses. 31

    2-4-1) goal-based evaluation approach. 32

    2-4-2) approach independent of the goal. 34

    2-4-3) judicial trial approach. 35

    2-4-4) Professional review approach. 35

    2-4-5) reactive evaluation approach. 36

    2-4-6) system approach. 37

    2-5) educational effectiveness assessment models. 37

    2-5-1) Crick Patrick's educational effectiveness evaluation model. 38

    2-5-2) SIP evaluation model. 44

    2-5-3) transitional model.. 49

    2-5-4) typology of transitional model. 50

    2-5-5) Effectiveness evaluation model of usefulness. 53

    2-5-5-1) evaluation steps based on the investment return model. 54

    2-5-5-2) Data collection and analysis steps for the investment return model. 56

    2-5-6) IPOO evaluation model. 59

    2-5-6-1) Evaluation process steps in the IPOO model. 60

    2-6) Proposed model for evaluating the effectiveness of Refah Bank training. 63

    2-6-1) comprehensive introduction of learning transfer model. 65

    2-6-2) Questions related to pattern indicators. 70

    2-7) Research background.. 73

    2-7-1) Research done in Iran. 73

    2-7-2) Investigations conducted abroad. 75

    The third chapter: research methodology. 77

    3-1) Introduction .. 78

    3-2) Research methodology. 78

    3-2-1) research method.. 78

    3-3) community and sample.. 78

    3-3-1) community.. 78

    3-3-2) sample.. 79

    3-4) research tools.. 80

    3-5) reliability and validity.. 81

    3-5-1) Reliability.. 81

    3-5-2) Validity.. 81

    3-6) Data analysis method. 82

    3-6-1) Descriptive level... 82

    3-6-2) Inferential level. 82

    3-7) implementation method.. 82

    Chapter four: research findings. 83

    4-1) Introduction... 84

    4-2) Descriptive findings of the research. 84

    4-3) Inferential findings of the research. 88

    4-4) side findings .. 95

    Chapter five: discussion and conclusion. 134

    5-1) Introduction... 135

    5-2) Discussion and interpretation of the results. 136

    5-3) research limitations. 144

    5-4) research proposals. 144

    5-5) practical suggestions. 145

    Resources and sources.. 146

    Appendices.. 151

    List of tables

    Title

    Page 2-1) Table 2-1) The relationship between SIP quadruple evaluation with staged evaluation and cumulative evaluation. 49

    Table 2-2) Evaluation levels to determine the return on investment of education. 58

    Table 2-3) Comparison of goal-based and system-based assessment models. 63

    Table 2-4) indicators63

    Table 2-4) Indicators of the environment factor in the transitional model. 68

    Table 5-2) Indicators of the characteristic factor of the participants in the course based on the transfer model. 69

    Table 2-6) Indicators of the educational course design factor based on the transfer model. 70

    Table 3-1) Distribution of the statistical sample by gender. 78

    Table 2-3) Distribution of statistical sample by work history. 78

    Table 3-3) distribution of the statistical sample by degree. 79

    Table 3-4) Distribution of the questions of the research questionnaire according to the factors of the experimental model. 80

    Table 1-4) Frequency, percentage of people participating in the research by gender. 84

    Table 4-2) Farwani, the percentage of people participating in the research by work history. 85

    Table 3-4) Frequency, percentage of people participating in the research according to education level. 86

    Table 4-4) agreement frequency and percentage of gender and education of people participating in the research. 86

    Table 4-5) Frequency and percentage of work experience and education of people participating in the research. 87

    Table 6-4) Descriptive information for each of the objectives of the training courses as well. 89

    Table 7-4) Description of the status of the achievement of each of the objectives of the in-service courses. 89

    Table 8-4) Descriptive findings related to the variable of improving responsiveness to customers. 90

    Table 9-4) One-sample t-test results to investigate the variable of improving responsiveness to customers. 90

    Table 10-4) Descriptive findings related to the variable of increasing the level of knowledge and skills of employees. 91

    Table 11-4) One-sample t-test results for the variable of increasing the level of knowledge and skills of employees 91

    Table 12-4) Descriptive findings related to the variable of improving the quality of employee service delivery. 91

    Table 13-4) One-sample t-test results for the variable of improving the quality of employee services. 92

    Table 14-4) Descriptive findings related to the variable of improving employees' human relations. 92

    Table 15-4) One-sample t-test results for the variable of improving employees' human relations. 92

    Table 16-4) Descriptive findings related to the employee career promotion variable. 92

    Table 17-4) One-sample t-test results for the employee career promotion variable. 93

    Table 18-4) Simultaneous regression model for predicting the variable of goals of training courses as well as

    service based on the characteristics of trainees. 93

    Table 19-4) Summary of the results of the delivery of one-way variance for the variable prediction of the goals of in-service training courses based on the characteristics of the trainees. 94

    Table 20-4) Coefficients of the simultaneous regression equation of the variable characteristics of trainees. 94

    Table 21-4) Summary of the step-by-step regression model to predict the variable of improving responsiveness to

    customers based on the characteristics of trainees. 94

    Table 22-4) Summary of one-way variance results for predicting the variable of improving responsiveness to

    customers based on the characteristics of trainees. 95

    Table 23-4) Coefficients of the step-by-step regression equation of the variable characteristics of trainees. 95

    Table 24-4) Summary of statistical information of the variables removed from the step-by-step regression equation for

    predicting the variable of improving responsiveness to customers based on the characteristics of trainees. 96

    Table 25-4) Summary of the step-by-step regression model to predict the variable of employee skill increase

    based on the characteristics of trainees. 96

    Table 26-4) Summary of the results of one-way analysis of variance for predicting the variable variable of skill increase

    employees based on the characteristics of trainees. 97

    Table 4-27) Coefficients of the step-by-step regression equation of the variable characteristics of trainees. 97

    Table 4-28 summary of the statistical information of the variables removed from the step-by-step regression equation for

    predicting the variable of employee skill increase based on the indicators of the trainees' characteristics. 98

    Table 29-4) Summary of step-by-step regression model to predict the variable of improving the quality of service delivery based on the characteristics of trainees. 98

    Table 30-4) Summary of the results of one-way variance analysis for predicting the variable of improving the quality of service delivery based on the indicators of the trainees' characteristics. 99

    Table 4-31) Step-by-step regression equation coefficients for the variable of service quality improvement based on

    the characteristics of trainees. 99

    Table 32-4) Summary of statistical information of the variables removed from the step-by-step regression equation for

    predicting the improvement of the quality of service delivery based on the characteristics of trainees.

Investigating the effectiveness of in-service training for employees and the factors affecting it in Refah Bank of Hormozgan province
How To Access The File
Related Contents:
Number of pages: 246 Category: Educational Sciences

Dissertation for Master's Degree (M.A.) Orientation: Educational Management Summer 2019 Abstract: The main purpose of this research is to evaluate the effectiveness of the special educational course while serving faculty speech writers.

Number of pages: 148 Category: Educational Sciences

Dissertation of Master's Degree Course in Curriculum Planning Semester: 94-93 First chapter: General -1. Introduction: Teachers need to be one of the most effective elements in education

Number of pages: 101 Category: Educational Sciences

Dissertation for Master's degree (M.A.) Major: Curriculum Planning Abstract of Dissertation (including summary, objectives, methods of implementation and results obtained): The main purpose of the research is to investigate the relationship of satisfaction with in-service training in a virtual way on the productivity of the broadcasting organization. The statistical population ...

Number of pages: 130 Category: Management

Thesis for obtaining a master's degree in the field: Business Management - Transformation Management Abstract: Based on the results obtained from many researches and also observing the course of activities of organizations and companies; It can be seen that in today's highly competitive environment, there is a strong pressure to improve productivity. And organizational ...

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: 121 Category: Educational Sciences

Thesis for receiving the master's degree in management (MA), focus: educational management, academic year 1391-1392, abstract of training and improvement of human resources as one of the strategies to achieve

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: 147 Category: Educational Sciences

Master's Thesis in (Educational Sciences-Management and Educational Planning) May 2014 Abstract The purpose of the present research is to evaluate the curriculum of Farhangian University campuses in Sistan province

Number of pages: 201 Category: Management

Master's Thesis of 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 collecting this ...

Number of pages: 135 Category: Physical Education - Sports

Master's Sports Management Abstract: The purpose of this research was to identify the gap in the quality of services provided and expected in the General Directorate of Sports and Youth of Kohgiluyeh Vivir Ahmad province. This research is a descriptive-survey type of study. The statistical population of this research was the referrals of Sports and Youth Department of Kohgiluyeh ...