Assessing the Current Situation of Training Courses and Providing a Qualitative Model for Improving the Effectiveness of training courses (case study: State Tax Organization)
Subject Areas :
Mitra Ezati
1
,
Alireza Youzbashi
2
,
Karim Shateri
3
1 - University of Tehran
2 - University of Tehran
3 - University of Tehran
Keywords: Training Courses, Qualitative Model, Effectiveness of Training Courses State Tax Organization,
Abstract :
This research tried to assess the situation of training courses and provide a qualitative model for improving the effectiveness of State Tax Organization, using a mixed method approach. First, the current situation of training was investigated and training courses were assessed. In quantitative part, statistical population included all state audit assistants, assistants, and lead auditors who were selected by cluster sampling method in the some provinces as research samples. Regarding intended training courses, it was specified to assess tax-training courses which were held for experts in the last two years. To collect data, a researcher-made questionnaire was used. The validity of questionnaire was confirmed by educational experts and by using Cronbach’s alpha, reliability was reported equal to 0.96. Data analysis indicated that current situation of training courses need-assessment, goals of training courses, content of training course; instructors of training courses, organizing training courses, assessment of training courses, motivation were moderate. Given the above results and interview with tax experts, the results indicated the major training system damages of State Tax Organization included need-assessment (systematic, non-scientific, non-comprehensive, non-functional, and lack of cooperation of staff in need-assessment), goals of courses (lack of information, general, inappropriate content), content damages (the extent of topics, lack of specified team to formulate content, and theoretical content), instructors (incompetence, improper payment, poor teaching method, and faulty system of selecting instructors), environment and condition of holding courses (poor facilities and equipment, and inconvenient time of holding courses), damages of implementing courses (lack of trainees’ separation i.e. co-educational system, lack of managers’ support, time of courses, and non-executive courses), training evaluation (not caring about training effectiveness, unreal assessment scores, and lack of supervisors’ cooperation regarding assessment), motivation (lack of mechanism to encourage and punish trainees, trainees’ insufficient incentive, instructors’ insufficient motivation), cultural problems (supervisors do not believe in training and inappropriate attitude of senior managers to training), manpower(lack of manpower and incorrect use of expertise in training).
ابیلی، خدایار. (1388). نقدي بر تجربيات اثربخشي آموزش و ارزيابي آن در سازمانها و بنگاههاي كشور (آسيبها و راهكارها). اولين كنفرانس بينالمللي مديران آموزش، تهران، ایران.
پورصادق، ناصر. (1382). آسیبشناسی نظام آموزش کارکنان دولت و طراحی الگوی ارتباط آن با اثربخشی نظام اداری جمهوری اسلامی ایران، رساله دکتری، دانشگاه آزاد اسلامی واحد علوم تحقیقات
پورکریمی، جواد؛ قاضئی، ابوذر. (1391). نظام جامع آموزش: الگویی برای آموزشهای تخصصی جمعیت هلالاحمر، فصلنامه امداد و نجات، 4(4)،16-1.
خراسانی، اباصلت؛ عباس¬پور، عباس و وفایی¬زاده، مهدی. (1394). بررسی عوامل مؤثر بر انتقال آموزش در آموزش-های ضمن خدمت کارکنان غیر هیئتعلمی دانشگاه تهران با استفاده از مدل هولتون، فصلنامه آموزش و توسعه منابع انسانی، 2(5)، 25-1.
شریعتمداری، مهدی؛ حاتمي، جواد؛ اسكندری، احمدرضا و بابامرادی، رسول. (1393). بررسي چگونگي تأثير آموزشهای ضمن خدمت كاركنان سازمان سنجش آموزش كشور بر بهبود عملكرد آنها، فصلنامه مطالعات اندازه¬گیری و ارزشیابی آموزشی؛ سال چهارم، شماره پنجم، 175-199.
شمس مورکانی، غلامرضا؛ صفایی موحد، سعید و فاطمی صفت، علی. (1394) آسیبشناسی فعالیتهای آموزش و بهسازي منابع انسانی بر اساس مدل سه شاخگی(مورد مطالعه: صنایع الکترونیکی فجر)، فصلنامه آموزش و توسعه منابع انسانی، سال دوم، شماره 7، 71-100.
طباطبائی مزدآبادی، سیدمحسن . (1395). تدوین نظام جامع آموزش شهرداری تهران: با تأکید بر ارتقاء عملکرد کارشناسان مالی و اقتصاد شهری، رساله دکتری تخصصی مدیریت آموزشی، دانشکده روانشناسی و علوم تربیتی، دانشگاه علامه طباطبائی.
عموزاد، محمد؛ قهرمانی، محمد؛ خراسانی، اباصلت و فراستخواه، مقصود. (1394). بررسی نظام آموزش و توسعه کارکنان در سازمانهاي ایرانی (مطالعه وضعیت موجود)، فصلنامه آموزش و توسعه منابع انسانی، سال دوم، شماره 7، 25-73.
فتحی واجارگاه، کورش. (1387). نظام جامع آموزش عقیدتی - سیاسی وزارت دفاع و نیروهای مسلح، گزارش طرح پژوهشی.
فتحی واجارگاه، کورش. (1392). نیازسنجی آموزشی: الگوها و فنون. تهران: نشر آییژ.
یوزباشی، علیرضا. (1395). طراحی و تبیین الگوی اثربخش انتقال یادگیری در سازمانها (مورد: شرکت ملی گاز ایران)، رساله دکتری تخصصی مدیریت آموزشی، دانشکده روانشناسی و علوم تربیتی، دانشگاه تهران.
Aguinis, H., & Kraiger, K. (2009). Benefits of training and development for individuals and teams, organizations, and society. Annual review of psychology, 60, 451-474.
Banhwa, P. F., Chipunza, C., & Chamisa, S. F. (2014). The Influence of Organisational Employee Engagement Strategies on Organisational Citizenship Behaviour within Retail Banking. A Case of Amatole District Municipality. Mediterranean Journal of Social Sciences, 5(6), 53.
Goldstein, I. L. (1993). Training in Organization. California: Book/Cole Publishing.
Grossman, R., & Salas, E. (2011). The transfer of training: what really matters. International Journal of Training and Development, 15(2), 103-120.
Industry Report (2007). Training magazine’s exclusive analysis of the U.S. training industry. Training, 44(10/11), 8–24.
Ling, O. A., Woon, P. H., & Ven, K. H. (2011). The relationship between work environment factors and transfer of training among plantation workers. Jurnal Kemanusiaan, 18.
Salas, E., & Stagl, K. C. (2009). Design training systematically and follow the science of training. Handbook of Principles of Organizational Behavior: Indispensable Knowledge for Evidence-Based Management, 2nd edn (Chichester: John Wiley & Sons), 59-84.
Salas, E.,Wilson, K., Priest, H., & Guthrie, J. (2006). Design, Delivery, and Evaluation of Training Systems, in G. Salvendy (ed.), Handbook of Human Factors and Ergonomics, 3rd edn (Hoboken, NJ: JohnWiley & Sons), 472–512.
Schneider, K. (2014). Transfer of Learning in Organizations; Springer International Publishing, Switzerland.
Stephens, K. K., Dailey, S. L. (2015). Human Resources Development in a Technology-Infused Workplace. infused workplace. In M. Khosrow-Pour (Ed.), Encyclopedia of information science and technology (3rd ed; 3694-3702). Hershey, PA: IGI Global.
Weldy, T. G. (2009). Learning organization and transfer: strategies for improving performance. The Learning Organization, 16(1), 58-68.
Werner, J. M., & DeSimone, R. L. (2008). Human Resource Development. 5th ed. South Western, Mason.
Yaw, D. (2008). Tools for transfer, Industrial and Commercial training, 40(3), 152-155.
Yoon, S. W. & Lim, D. H. (2007). Strategic blending: A conceptual framework to improve learningand performance. International Journal on E-Learning, 6(3), 475–489.