The relationship between training and organizational effectiveness in the manufacturing companies of Rasht Industrial Town with regard to the moderating role of the knowledge management process

Academic Thesis for Master's Degree

Field: Public Administration, Major: Human Resources

Abstract

The present research was conducted with the aim of determining the relationship between skill training and organizational effectiveness in manufacturing companies in Rasht Industrial Town, considering the role of moderator in the knowledge management process. The statistical population of this research included the manufacturing companies of Rasht Industrial City and the sampling method in this research is available non-probably, 103 companies were selected as a sample from the statistical population of this research. The method of data collection in this field research is the questionnaire. To prove the validity of the questionnaire, the content validity method was used to determine the reliability of Cronbach's alpha coefficient. To test the research hypotheses, Pearson correlation and multiple linear regression methods were used, and finally all the hypotheses were confirmed. Key words: knowledge management, organizational effectiveness, skill training Introduction The current era can be called the era of management; Because managers in this era have to manage changes and change is the only reality that can be paid attention to. In this era, everything including concepts, values, methods and processes are changing. In other words, the current environment of organizations is such that change and uncertainty have become its only essential element and functional feature. In this environment, which is influenced by human behavior and changes in needs occur continuously, the success of organizations depends on knowing the environment and behaviors around the organization. In this direction, without a doubt, organizations and managers will achieve success and effectiveness if, in addition to understanding the environment, they also prepare their internal functions and characteristics to face changes (Aghaei et al., 2019). The main goal of all organizations is to improve effectiveness and efficiency. Today, paying attention to the quality of activities has given priority to effectiveness and efficiency (Rezai Sufi et al., 2011). In fact, effectiveness is the goal that all organizational efforts are made to achieve, and it is a multidimensional phenomenon that must be considered simultaneously in its analysis and investigation to organizational, structural, and human dimensions and factors. In the field of effective factors on organizational effectiveness, many researches have been conducted and various results have been obtained (Alwani et al., 2017). This research also seeks to examine the relationship between employee skills training and organizational effectiveness in manufacturing companies in Rasht Industrial Town, considering the moderating role of the knowledge management process. In this chapter, the problem and the necessity and importance of the research will be discussed first, and then the theoretical framework of the research, goals, questions and hypotheses of the research will be mentioned. And finally, it ends with the theoretical and operational definition of the variables and the statement of the scope of this research.

1-2) Statement of the problem

One of the basic topics in organizational theory is organizational effectiveness, which is considered a criterion for evaluating organizational performance (Rahimi et al., 2011). Peter Drucker[1] believes that effectiveness means doing the right thing. From Drucker's point of view, effectiveness is the key to the organization's success (Saatchi, 2012). Organizational effectiveness shows how far the organization has been able to specify its missions and achieve the desired goal or state (Deft, 2018). Today, advanced and successful organizations try to consider clear and specific goals for the organization's effectiveness [2] and then use all their strength to achieve them (Najaf Beigi, 2017). Organizational effectiveness in today's competitive world as a point of view constitutes the most important goal of organizations and can act as an engine to move all the activities of the organization. Ineffective organizations that are considered mere consumers of resources cause organizations to perish in the cycle of competition in today's world, so these organizations gradually lose their essence and philosophy of existence and eventually disappear due to the fact that their perspective of movement and future perspective lacks effectiveness. Organizational effectiveness is the extent to which an organization achieves its goals by using specific resources without wasting its resources and without unnecessarily exhausting its members and society. In fact, organizational effectiveness shows the degree of closeness of an organization to its goals (Rezai Sufi et al., 2011). On the other hand, more than 50% of investments in companies are in training and skill development of employees, so that companies spend millions of dollars annually.On the other hand, more than 50% of the investments in companies are in the training and development of employees' skills, so that every year the companies spend millions of dollars on training all kinds of skills to employees. Although training enables employees to acquire skills and knowledge, it cannot guarantee the improvement of results, especially if the knowledge gained by employees is not used, shared, and documented, and this means that a lot of money has been spent, but in the end, it has not brought any results to the organization (Abd Rahman et.al., 2013). (Lager Frishammar, 2010) Considering this, a number of companies underestimate skills (Tzafrir, 2005). In relation to education, it should be said that education is a process in which a set of related knowledge is transferred along with the resulting skills. Education is a continuous, comprehensive activity for the purpose of human growth and development. This process can be called transfer The information, attitudes and skills of an individual or a group are considered for changes in cognitive, attitudinal and skill structures. One of the most efficient mechanisms for the reconstruction and renewal of human knowledge and experiences is the use of education. For this reason, in addition to the fact that education is always considered as a privilege of social and organizational life, today, lack of attention to it definitely and definitively provides the causes of the decay of organizations. In this regard, the principles of employee training according to the requirements of age, occupation, time, content, etc. It governs the training so that, on the one hand, the learners have the ability to adapt to it, and on the other hand, the training is able to convey the maximum information, knowledge and skills needed by the employees in limited time. In this way, it can be said that training consists of transferring knowledge and learning to another, which means that a person is being trained to teach him what the teacher has taught him (Rezazadeh et al., 2013). Training employees is the most effective way to adapt to changes in organizations, and whenever this flow stops or slows down, it will have unpleasant effects on organizational performance. Therefore, conducting educational activities in today's organizations is inevitable. Training employees, while facilitating the realization of organizational goals by improving individual and group performance, creating flexibility in the face of change and reducing unwanted and unnecessary resistance, allows employees to gain maximum efficiency from the limited resources of the organization through recognizing their own and the organization's interests.

In this way, it can be seen that examining the relationship between training and organizational effectiveness can be useful. Organizations need to maintain the knowledge of their human resources through systematic management. Therefore, acquiring knowledge, organizing, transferring and sharing with other employees, as well as updating the learning over time is very vital and necessary. In fact, effective knowledge management leads to a reduction in errors and redundancies, increases the speed of solving problems and decisions, and reduces the amount of violations and administrative corruption. Delegating more powers to members will result in more effective relationships and better services to customers, resulting in increased organizational effectiveness and achieving more organizational goals (Shirin Hisar, 2019). According to all of the above, the current research seeks to investigate the impact of employee training on the effectiveness of organizations with regard to the role of the variable moderator of the knowledge management process among manufacturing companies in Rasht Industrial Town. Since Rasht industrial town is one of the largest industrial towns in the country and there are large production units that have a significant contribution to the province's economy. Checking the effectiveness of those companies can be important. In this regard, the main question of the research is as follows:

Does the skill of the employees have an effect on the organizational effectiveness of the manufacturing companies of Rasht Industrial Town with regard to the knowledge management process?

1-3) Importance and necessity of the research:

Organizational effectiveness is one of the concepts that has received special attention in modern management and is of fundamental importance in organizational improvement because organizational effectiveness is the degree of achievement of short-term and long-term goals in an organization. (Saifi et al., 2012).