JOURNAL OF TRAINING AND DEVELOPMENT OF HUMAN RESOURCES
Year:2016 | Volume:3 | Issue:8|Papers Count:7

The main objective of this study is to validate an Excellence Model of Training and Development in Iran. The method of this research is descriptive and is considered as correlational research. The used tool is a researcher-made questionnaire contained 124 items, which by using it, the opinions of specialists, experts and main scholars of training area about Training and Development of Excellence Model in Iran has been collected. A research questionnaire was sent to 194 members by using paper and electronic methods, and finally, after follow-up by researcher, 154 analyzable questionnaires were collected. The obtained Results were analyzed using statistical methods of structural equation benchmarking and using LISREL statistical software. The results showed that the amount of the Adjusted Goodness-of-Fit Index1 was 0.91 and the amount of the Root Mean Squared Error of Approximation2 was estimated by 0.08, therefore Model validation indexes is desirable. Also, by using t test, investigation of the model parameters is discussed. The results of this study have been indicated favorable validation indexes of Training and Development of Excellence Model. The segmentation of the model is also supported by the findings (segmentation into three parts; enablers, processes, and results).

In organizations where, education of human resources is important, human workforces try to get new practical solutions in order to improve efficiency. Therefore these organizations are dynamic, and creative in creating effective changes in the organization and also society. The current research tries to know the challenges and problems of managers on empowerment and development of human resources. Then it tries to find solutions in order to support the managers’ activities and to get maximum efficiency. Statistic population consists of 315 clerks of Kish Free Zone Organization and also its managers. Based on Morgan’s table and Random Stratified Sampling, 175 people were chosen among clerks and 21 among managers. Descriptive survey method was used in this research and the survey tool was a researcher-made questionnaire. The collected data was processed by descriptive statistic (frequency tables, diagrams) and analytic statistics (one-sample T test, and independent T test, Friedman test, kolmogorove-smirnov test and ANOVA). The results show there are barriers for supporting managers and some solutions were suggested.

This study practices designing a pattern of aligning human resources and strategic plans on overall strategy of Toseye Taavon Bank. The strategy of an organization specifies that how an organization is going to value for shareholders, customers and citizens. According to this view, the subject of Human Resources Management has a special place in the process of the organization’s strategic planning. The statistical society of this research is the employees of Toseye Taavon Bank, that out of the managers and office bosses, 79 people have been chosen as experts. Also, for collecting information a questionnaire has been used. Based on goal, the present research is practical and based on the nature, it is descriptive. On the other hand, this study has the nature of field research; in other words, much of the information was acquired through interviews and questionnaires carried out by experts and bank professionals. The internal and external factors were identified and then listed using the analysis methods of SWOT, as well as Delfi, based on research process. Then the matrix of internal and external factors was set and by utilizing the internal and external matrix, input of strategies was stored and output of human resource was selected and suggested.

The purpose of this study is to investigate the relationship between job self-determination of employees with individual and organizational performance through intermediary of individual and organizational learning. The research method is descriptive-correlation and was based on structural equation modeling. Statistical population includes all staff of Economic Affairs and Finance Organization and general administration of Tax Affairs of Hamadan province comprised of 605 people, and the sample size of 235 subjects was determined based on the Cochran formula. In order to get data, five questionnaires were used with the following items: job self-determination, individual learning, organizational learning, individual performance and organizational performance. The validity of questionnaires was assessed by Confirmatory Factor Analysis, and the reliability of instruments was examined using Cronbach’s Alpha test 0.89, 0.92, 0.93, 0.87 and 0.91 respectively. The data analyzed after collecting by SPSS and LISREL. Results show direct effect of job self-determination on individual learning, organizational learning, individual performance and organizational performance is positive and significant. In addition, indirect effect of job self-determination on individual and organizational performance with intermediary of individual learning is positive and significant. Furthermore, indirect effect of job self-determination on individual and organizational performance with intermediary of organizational learning is positive and significant. Based on the results, managers can focus on support of employee’s job self-determination on individual and organizational learning mechanisms and thereby improve individual and organizational performance.

The current study seeks to present an organized program for training and development of experts and managers in Iran’s National Oil Company with professionalism approach. This study is qualitative in term of approach and it draws from Delphi as its technique. Thus, while investigating high level documents and job description, interviews will be done with the training experts (using semi-structured questions). The statistical population includes training experts familiar with Oil Industry. In addition, the sample consists of 10 individuals. The tool used for collecting data is interview and the methodology for analyzing the data is content analysis. In order to examine the reliability of the results, two methods including members’ review and foreign audit are applied. The results of this research indicated that for developing and improving those employers who are active in Oil Industry, the training must be delivered at three levels of operator, expert and manager. In addition, suitable training course must be taken into consideration at each level. For example, adult training, human resource management, history of training in Oil Industry are considered for training operator level. For training expert level, the followings are offered: need assessment courses, training design, training administrative strategies.

Information technology, has a basic role in organizational development and a great impact on professional development of employees. But the adoption of information technology as a part of human-social barrier is one of the most important obstacles because adoption of technology without removal of Economical and technical obstacles will not be achievable. Therefore, the aim of the current research was to study the impact of the information technology adaptation on the professional development of employees using TAM model in “KaniKavan” company. At first were identified the indicators of information technology adaption, including perceived usefulness, ease of understanding, attitude and willingness to use. And professional development indicators, including improving quality performance, knowledge, capabilities and job satisfaction, responsibility, decision-making, job opportunities, self-control, personal communication, time saving and independency. Then two questionnaires were designed. One of them is related to information technology adaption with 21 questions and another one is related to professional development of employee with 45 questions. The validity of two questionnaires were confirmed and reliability was obtained by Cronbach’s alpha method as 0.95 and 0.92 respectively. Ninety two experts were selected from 120 KaniKavan employees through simple random sampling. We used Pearson correlation coefficient and regression model to test the hypothesis. The results show that there is positive significant correlation between information technology adoption and Improving quality performance, knowledge, capabilities and job satisfaction, responsibility, decision-making, job opportunities, self-control, personal communication, time saving and independency.

Nowadays one of the most important and valuable goal in all organizations is, training programs and developing the capabilities of managers at various management levels. The purpose of this study was implementing Knowless Andragogical model in the training program of the heads of departments at Ferdowsi University of Mashhad (FUM) and the evaluation of its effectiveness. The research method was experimental with a pretest- posttest control group design and in terms of its goals it is an applied research. The statistical population comprises of the heads of departments at FUM who participated in training programs held in the first half of 2012. They were all participants in the program named “leadership in higher education”. The program was selected randomly among 11 ones presented during that time. Participants were also selected randomly and divided into control and experimental groups. Effectiveness of the programs was evaluated based on two variables: participant satisfaction and their learning. Data collection instruments included questionnaires as follows: participant satisfaction, learning pre-test, post-test and learning self-evaluation. The validity of instruments was obtained through content validity. Reliability of the questionnaires of participant satisfaction was measured using Cronbach's Alpha coefficient and its coefficient was 0.97. The reliability of learning test was measured using editors’ reliability which was 0.88. The reliability of the self-evaluation questionnaires was measured with Cronbach's Alpha coefficient and its coefficient was 0.89. The data was analyzed using multivariate analysis of variance and covariance uni-variate. The results showed that implementation of Knowles Andragogical Model increased participant satisfaction and their learning. The results of the self-evaluations showed that managers assessed their learning at a desirable level. This confirmed that implementing the Knowles Andragogical Model improved the effectiveness of managers training.