Vol-7, Special Issue3-April, 2016, pp1619-1625 http://www.bipublication.com
Research Article
Investigating the Effect of in-Service Training on the Performance of Employs
in South Pars Gas Complex
Seyed Ahmad Hashemi*1 and Abuzar saadattalab2
1Associate professor, Department of education, Lamerd Branch,
Islamic Azad University, Lamerd, Iran 2
M.A Student education research, Lamerd Branch, Islamic Azad University, Lamerd, Iran
*Corresponding author: [email protected], [email protected]
ABSTRACT
Progress and development of any country depends on its people and efficient human resource and with the knowledge that returns a progressive and advanced society. Development need to training quality and competent human resource and all-round development without educated, civilized human beings is not possible. The process of training and improvement of essential activities and follow-up to match the human resources with changing conditions of organization and environment and training tool that using different techniques and methods, helps managers in managing organizations. The creation of a favorable administrative system, largely to help training and upgrading human resource capabilities is possible. This paper attempts to descriptive and analytical approach to investigating the effect of in-service training on employee performance in South Pars Gas Complex and in this regard proposals to develop applications in-service training of staff presented.
Keywords: in-service training, Job knowledge, Technical skills, Quality of work
INTRODUCTION:
Today's society is an organizational society. Many scientists believe that the nature of modern societies shaped by different organizations and with different objectives established and organized. But without a doubt, all of them based on the physical and mental efforts guided their human resources. In general it can be said that efficient human resources are major indicators of excellence of one organization to other organizations (Bahrami et al., 2010). Training and development of human resources is one of the basic and effective strategies in maintenance and human resources productivity and efficient use of human resources, tools and equipment and correct management and proper organization, including benefits of staff training programs (Nekoei Moghadam and Mir Rezaei, 2005). Any organization to achieve its objectives and flexible
employees require different conditions. An organization fails to implement dynamic systems of education and effort to human resources improvement. Human resources will find flexibility member of organizations with different conditions. In other words, education and
improvement are efficient measures of
Today, most developed countries for survival, growth and continued development, spent a significant proportion of their gross national income on education and training of human resources in different ways and by teaching essential skills of employees, increase work efficiency. In addition, education programs, organizations, foster talent, vision, holistic and
people's commitment to strengthen its
organizational values.
Performance due to personal characteristics, such as its skills and known as Figure 1 shows these characteristics are objective results through employee behavior. In fact, employees only if the knowledge, skills, abilities and other characteristics necessary to perform a job they can show their behavior (Noe et al., 2008, p. 345). At the same time, many systems, human resources and general management, and old patterns do not seem appropriate and considered inefficient. During the last decade, many organizations have found that in practice no
system for performance appraisal and
development of functional skills that can be transferred through it for the staff and improvement priorities and pursued their goals. Due to widespread human cognitive domains and using different tools such as feel, see, perceive, experience and power of belonging and thinking on various issues, particularly in the evaluating and interpreting the behavior and performance of sensitive personnel and managers and the performance of these factors to achieve effective work is overshadowed (Stredwick, 2005, p. 10). Right enjoyment of human resources as a source of growth or decline of an enterprise only with the knowledge, human resources management and industrial psychology is possible. Training human resources in worldwide, especially in advanced industrial countries have grown increasingly and big business interests and productive human resources are preferred over other organizational resources.
Job satisfaction and productivity of their employees who are dissatisfied with their work
and role of efficient manpower and motivated
human resources affects directly the
duties. Human resources are the most important asset in any organization considered as a strategic factor. Especially in industrial organizations and government policy makers and planners through human resources policies carried out and satisfied and motivated human resources and promote policies and programs that is a key part of the organization.
Meaning and concept of in-service training:
Literature review related to in-service training suggests there are several definitions for the words. Definitions of their study are essential in related studies. The most important of these definitions include: in-service training is organized teaching environment as well as staff employment salient to work with the intention of systematically and continuously improve employees' knowledge, skills and behaviors, coordinate objectives, interests and need for future employee, future needs of the organization through increased employee efficiency, create adaptations to the environment and increase in services (Arab Momeni, 2005).
In-service training is training to improve employee performance and increase the efficiency of the organization. In-service training is a process of systematic acquisition skills, rules, concepts or trends that lead to improved performance in the workplace. In-service training is designed for employees of any opportunity to learn (schools, colleges or other educational institutions) improve performance in the fields or positions that people have been appointed to it (Abtahi, 2013).
administrative purposes provide more restrictive definition of training. All of them shared similar problems and dealing issues (Hashemi, 2013). In- service training is effort to promote the merits of teaching staff through training courses, retraining classes, meetings and study groups, visits, reform lectures that define for employees. He also believes that regular in-service training includes activities and continuous professional development of teacher’s leads.
In the definition of in-service training, "says training is the systematic and continuous
improvement of employees in terms of
knowledge, skills and behaviors that contribute to their welfare and the organization of their services. Hence, the removal of in-service training to create the ability to produce more, increase the efficiency of current job and is better for higher office. Education alone, including some types of changes for their employees, such as changes in how they do their job, how to connect with others in conditions under which the act or changes in their job responsibilities occurred (Abtahi, 2010). It seems according to the definitions provided in-service training with employees aimed at expanding technical and scientific capabilities and develops knowledge and expertise of the members performed various levels of the organization. Such trainings will be held for the long term or in the form of short courses, both practical activities and workshops are scientific and theoretical bases to consider the issue requires complex strategies and instructional strategies. Greater organizational complexity of educational planning staff to select and transfer valuable knowledge in first power and professional skills of employees promoted secondly, developments in the scientific, cultural and social ideals and goals is success of the organization. Training and development of employees is subject strategically important for organizations and considered as a tool through which organizations determine the extent to which their human capital assets stable are considered. Credit training and development is increased when
tangible benefits for all
educators maintain the credibility of the program, and continuing their educational evaluation program (Duaee, 1998).
Education is most efficient and most powerful tool available to transfer knowledge and skills to human resources and process them for tasks is strengthening. Due to changes and developments in technology as well as numerous domestic and progress of science and technology occupations avoid waste of resources, staff training is of particular importance and its implementation requires planning and careful study is based on the training needs of staff (Houshang Talebi, 2006). The most common teaching methods used in the enterprise can be divided into in-service education and training outside the work place classified (Dolan et al., 2002).
In-service training consists of courses of training, retraining, increasing knowledge and educational meetings for the purpose of increasing knowledge and the use of financial and other employment benefits (Safi, 2004).
For the human resources employed within organizations must continuously updated training. Training is most important factors in improving the activities of any organization (Shahani, 1998).
The necessity and importance of in-service training:
The importance of addressing the need for in-service training is obvious. This has several reasons that are most important of them:
Although in-service training are important, but life and the success of any organization is dependent on a lot of in-service training.
Globalization and information explosion resulting in rapid changes and increased human knowledge and human emergence and spread of new requirements, rapid technological changes, information and communication technology, political, social, cultural and technological progress and therefore require different to promote the knowledge, skills and attitudes of people in their careers through short training courses.
Effects and benefits of in-service training to increase technical knowledge and specialized staff, increasing the effectiveness of trained staff, boost motivation, increase in employee commitment to the organization and better jobs, increased staff awareness, increase performance, skills and job satisfaction in a pool of knowledge and insight, intelligence and talent and self-awareness (Rezaei, 1996).
In-service training methods
Such methods within the organization and the internal atmosphere with tools and in that the equipment occurred and here are three examples of in-service training methods that are effective for improving the management is mentioned. Job rotation method is the in-service training method of the committee or group training through coaching.
Job Rotation method: the individual and the
organization have sent different units and serve and thus acquainted with all things establishment and acquire the necessary information in each field.
Method located in the committee or group: This method is recommended more training for managers and supervisors aimed at informing the participants of intellectual property and the world around them and their behavior, group training based on the theory that people are thinking and behavior as they depend, this in turn can be your way of thinking and perception of yourself and your surroundings or the group originated so the thinking and beliefs of individuals can be justified
in two ways that justify their so-called individual and called the two together would justify a change of thinking and that will follow changes in behavior.
Training methods with the coaching: In this method a ton as a coach to teach others and the person from the same organization or individual teachers can be informed that from the outside as invited guests and members of organizations working in the education, this method is suitable
means for publishing and educational
development, in this method, discussion, role playing and case studies used, therefore in addition to promoting the knowledge, skills and appropriate behavior in considering the value of human resources have a great impact (Fathi and Ejargah, 2002).
Principles and benefits of vocational training
Each organization needs to trained and experienced employee accomplish its mission. The worker's ability meets these requirements, need little training. But if not, be sure the skill level, increase ability and adaptability. Along with more complex jobs, the importance of staff training also has been added. When jobs were simple, easily mastered and technical changes will have little impact on them, so the staff had little need to increase their skills. But changes accelerated in the last quarter century has occurred in developed and complex, put increasing pressure on organizations to products and services they produce, how to generate and supply their jobs and the skills needed to perform these jobs will adapt to the current situation. In a society that is rapidly changing employee training is not only desirable and it is an activity that any organization should take him to the sources, the always efficient and informed human resources at their disposal (Hashemi, 2012).
Research history
asset administration skills and job satisfaction in Isfahan and the impact of the 95% confidence level approved.
Jafari (2013) is a study review in-service training courses in Bandar Abbas on the performance of school principals, teachers and educational experts. The research results showed that the in-service training of human resources is a key factor to achieve the goals and mission of the organization and strengthens the role of the staff. Asadi (2010) in a study investigate the factors affecting job performance payment of Physical Education Organization. The results showed that experts from dealing with more job performance and the quality of life and administrative training and the treatment of other factors in job satisfaction are essential.
Ghanbari (2007), in a research review the factors affecting the performance of human resources in Utilization and Distribution of Water Company in Golestan province. The results obtained suggest that there is a relationship between the level of service training of staff, delegating to staff, job enrichment, motivation and individual employees in the exercise of participatory management style and abilities.
Barkheh (2004), in his research entitled “report preliminary study on the job training as short-term employees of the Ministry of Education concludes in-service training of legal consent is damaged, multiple sources of policy in-service training policy and therefore are inconsistent policies. In the third development plan it should have been paid to in-service training, in human resource training programs without educational standards in terms of organizational structure inappropriate, do not expect quality and inadequate staff of organization in-service training program has faced with serious problems.
Mirtalesh (1998), in his study entitled “assessment of the quality of in-service training of specialized staff and Agriculture Organization of Gilan from the perspective of the company's employees in the year 1996 concluded that specialized courses increase awareness of employees.
But the collection did not meet the needs of the participants and the scheduling of courses and management courses have been favorable. Instructors teach courses faculty has had the ability, but not enough time allocated for content. Haenich (2012), in a study entitled “ investigating factors affecting employee productivity with government institutions results showed that there was a significant positive relationship between motivation, training, participation in decisions, skills and understanding of the factors influencing productivity jobs that between each of the factors listed and productivity.
But between these factors have a greater effect on productivity and skills of employees of other factors indicated.
Astro Nekhorst and Aaker (2010), in his research entitled “the impact of in-service training on employee performance resulting fall in Swaziland that in-service training of teachers has a significant impact on the dynamics and performance.
CONCLUSION:
The results showed that in-service training of human resources has a key factor to achieve the goals and mission of the organization and strengthens the role of the staff. The results showed that in-service training could have significant impact on the growth and development of employees in the organization's activities and the growth of productivity. Service training can be mastered staff towards increased activity and function in organizations and specific skills to expand their staff, including operational skills.
Suggestion:
training objectives based on developments considered and e-learning in the classroom and in-service facilities and technology used. It also recommended that traditional classroom methods used through workshop and workshop for teachers and the self-assessment participants is more than at the end. And emphasize score and virtual and distance period should be used for optimum use of time.
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