Obstacles to the Optimal Implementation of Educational Needs Assessment in National Gas Company of Iran and Solutions for Improvement
Subject Areas :
omid oshaghi
1
,
Mitra Ezati
2
,
keyvan salehi
3
1 - Master's degree, Faculty of Psychology and Educational Sciences, University of Tehran.
2 - Assistant Professor, Faculty of Psychology and Educational Sciences, University of Tehran.
3 - Assistant Professor, Faculty of Psychology and Educational Sciences, University of Tehran.
Keywords: training of employees, educational needs assessment, barriers to implementation of educational needs assessment, focus groups,
Abstract :
With regard to the increasing significance of role the of educational needs assessment as the first step in the process of optimal training of employees and the existing gap in comprehensive identification of obstacles to this value-creating process, the present study seeks to analyzing this phenomenon by using a qualitative approach. In addition, it aims to identify the obstacles of the educational needs assessment process in The National Gas Company of Iran and to suggest solutions for its improvement. To this purpose, the method of focus groups was used. The study was conducted in National Gas Company of Iran and the participants were selected from the employees of the training and equipping units of human resources of this company using the purposeful sampling method. The data collection was done using the focal interview technique and the data saturation level was reached in the fourth focal interview (including 20 individuals). In order to validate the research findings, the criteria of reliability, transferability, verifiability, reliability and agreement between two coders (intrasubject agreement) were used. The data analysis using the theme analysis method resulted in the identification of 207 conceptual propositions, 19 basic themes and 4 main themes. The main themes included individual barriers (insufficient participation of the organization's employees in the educational needs assessment process, etc.), organizational barriers (defects in the processes of the organization's human resources planning unit, etc.), managerial barriers (insufficient participation of managers, heads and supervisors of the organization in the educational needs assessment process, etc. ) and environmental obstacles (lack of necessary and appropriate infrastructure in the organization, etc.). According to the findings of the research, it is necessary to focus on the identified obstacles in order to optimally implement the educational needs assessment process in the National Gas Company of Iran. The solutions were presented in order to reduce the impact of obstacles on the optimal implementation of the educational needs assessment process and its improvement.
1) Pfoser S, Putz LM, Jung E. Recommendations for Human Resources Development in Danube Inland Ports. In International Conference on Dynamics in Logistics. 2020.
2) Yaqoot ESI, Mohd Noor WSHW, Mohd Isa MF. The Predicted Trainer and Training Environment Influence toward Vocational Training Effectiveness in Bahrain. Journal of Technical Education and Training. 2021; 13(1): 1-14.
3) Kajwang B. Role of training needs assessment on the training outcomes in insurance sector in Kenya. Bussecon Review of Social Sciences. 2022; 4(1): 37-44.
4) Tanjung WA, Lukman S, Effendy K, Djaenuri A. Human Resources Development of Public Service Providers in Labuhanbatu Selatan Regency. International Journal of Science and Society. 2020; 2(2): 214-224.
5) Mohammadi M. Measure The Effectiveness On-the-Job Training Courses (Case Study: Mazandaran Regional Water Company). Knowledge Retrieval and Semantic Systems. 2021; 8(27): 171-197. [In Persian]
6) Khorasani A, Eidi A. ISO 10015 international standard requirements. 2014. Tehran: Iran Industrial Research and Education Center. [In Persian]
7) Payam A, Mirshah Velayati F. Evaluating the effectiveness of training courses for employees (non-academic staff) of Humanities and Cultural Studies Research Institute based on ISO 10015. Journal of Applied Research in Management and Accounting. 2019; 5(18): 28-42. [In Persian]
8) Abili Kh, Gholam Ali Lavasani M, Gholami Kh, Hosseini SJ. Investigating the effectiveness of supervisory training courses and providing appropriate solutions to improve its situation (case study: Iran National Gas Company headquarters), Scientific-Research Quarterly of Human Resource Management in the Oil Industry. 2013; 7(27): 52-74. [In Persian]
9) Ibrahim H, Mohd Zin MDL, Vengdasamy P. The Influence of Individual Characteristics, Training Content and Manager Support on On-the-Job Training Effectiveness. Journal of Asian Finance, Economics and Business. 2020; 7(11): 499-506.
10) Hamemoradi M, Khorasani A, FathiVajargah K. Evaluation of the effectiveness of the on-the- job training courses in NIGC based Kirkpatrick, Phillips and CIPP models. Strategic studies in the oil and energy industry. 2014; 5(19): 103-130. [In Persian]
11) Hoy WK, Miskle CG. Educational Administration: Theory, Research and Practice. 2013. New York: McGraw-Hill.
12) Hamidikhah Kh. Evaluating the effectiveness of in-service courses for Naft Abadan employees based on the Kirkpatrick method. Master's thesis, Faculty of Psychology and Education, University of Tehran. 2016. [In Persian]
13) Ezati M, Youzbashi A, Shateri K. Assessing the Current Situation of Training Courses and Providing a Qualitative Model for Improving the Effectiveness of training courses (case study: State Tax Organization). Quarterly Journal of Training & Development of Human Resources. 2017; 4(12): 127-148. [In Persian]
14) Behnamrad N. Identifying obstacles to the effectiveness of in-service training courses (case study: the main headquarters of the Mustafafan Foundation of the Islamic Revolution). Master's thesis, Alborz campus, University of Tehran. 2015. [In Persian]
15) Hodavand S, Jaffari P. Identification and Analysis of Effective Factors in the Effectiveness of Technical and Skill Training. Journal of Skill Training. 2018; 8(32): 127-138. [In Persian]
16) Youzbashi A, Abili Kh, Kharazi SK, Sobhaninezhad M. Organizational factors underlying the transfer of learning to the work environment (case study: National Gas Company of Iran). Quarterly Journal of Training & Development of Human Resources. 2015; 3(9): 21-45. [In Persian]
17) Sabbaghian Z, Akbari S. Comprehensive organizational training with an adult education approach. 2014. Tehran: Humanities Research and Development Center. [In Persian]
18) Esmaeili Gh. Examining the views of teachers and managers about the effectiveness of in-service training. Master's thesis, Faculty of Psychology and Education, University of Tehran. 2015. [In Persian]
19) Fathi Vajargah K. Planning in-service training for employees. 2015. Tehran: Humanities Research and Development Center. [In Persian]
20) Khajehvand Gh, Seyed Javadin SR, Amiri M, KavehMohammad S, Sharifi N. Identifying Key Indicators Affecting Educational Needs Assessment through Realizing Organizational Strategies: A Network Analysis Process Method. Quarterly Journal of Training & Development of Human Resources. 2022; 8(31): 80-101. [In Persian]
21) Ahmadpour A, Nour Mohammadi N, Moumeni H, Aliloo J. Educational Needs Assessment of Managing Directors of Rural Cooperatives in Mazandaran Province in the Field of Entrepreneurship Management. Co-Operation and Agriculture. 2021; 9(35): 81-114. [In Persian]
22) ShahMohammadi Z, Peyravi H, Razavi Nezhad M, Al Hasan S, Karami M. Identify and ranking the components of in-service training needs of employees; Case study of Mashhad Municipality. Public Policy in Administration. 2020; 11(37): 89-102. [In Persian]
23) Haque T. Learning and development division of BRAC Bank Limited: training need assessment. Internship Report. BRAC Business School. BRAC University. 2014.
24) Anvari AF. Providing the Applicable Model of Training Needs Assessment in Organizations. Marketing and Branding Research. 2017; 4(4): 322-335.
25) Gomathy CK, Sowri ChS, Balaram ChSSI, Aravind LM. The Employee Training and Development in multi national Corporations. International Journal of Scientific Research in Engineering and Management (IJSREM). 2022; 6(3): 1-7.
26) Bazargan A. An introduction to qualitative and mixed research methods (Common approaches in behavioral sciences). 2015. Tehran: Didar. [In Persian]
27) Taheri M. Exploring and designing an executive model of organizational effectiveness: a study based on the theory of contexts. Quarterly Journal of Training & Development of Human Resources, 3(9), 137-161. [In Persian]
28) Moein Al-Dini M. Educational needs assessment of social strategic issues. Strategic Defense Studies Quarterly. 2019; 17(77):203-224. [In Persian]
29) Cekada TL. Training needs assessment: Understanding what employees need to know. Professional Safety. 2010; 55(3): 28-33.
