Academic journal article Iranian Journal of Management Studies

Investigating Effectiveness of In-Service Training in the Public Sector

Academic journal article Iranian Journal of Management Studies

Investigating Effectiveness of In-Service Training in the Public Sector

Article excerpt

Introduction

Nowadays, changes are more rapid, unusual, and fundamental than ever. Technological contacts along with competitive and cultural pressures have led to a whirlpool which can drown any organization (Jafari, Akhawan, and Rezaeenoor, 2009, p.1). In order to survive and live in such a situation, an organization has to make modifications in itself and its organizational processes, which can be done through improvement of the work procedures and processes (Hammer, 2008, pp.1-10).

The necessity of changing the systems and procedures of performing the works is an obvious mission which has been stressed frequently and requires more serious efforts. The traditional models of organizational systems are not able to cope with the rapid scientific and technological modifications in a proportionate way to the values and goals of the Islamic state in every direction. So, to reach the duties and goals written in the Third Phase of Development Law regarding the improvement of systems and procedures of performing the works, increasing the efficiency and effectiveness of public systems and etc., it is necessary to focus on the correction of the work performance procedures in the public systems (2nd ROEP, 2002, p.61). According to this Official Evolution Program, the Programming and Management Organization is bound to correct and develop all processes and procedures of performance until the end of the Quinquennial Program of Development, and carry out through executive systems (4th ROEP,2002, pp.40-44).

On one hand, human assets are considered the most important wealth of an organization, but only if they are trained enough and their abilities are increased in an effective manner (Akhavan & Abu Bakar, 2009). As the technology improves today, workers need developed competences, while these competences have been insignificant some decades ago. So, it is necessary for supervisors to know their workers' competences and abilities and provide them with the modifications needed for their constant growth and development (Carlson, 2009, pp.2-3). Among the varieties of training, in-service training is one of most suitable and easily accessible ones that could be used to improve the human force and equip him with the needed knowledge and competences for development (Mardani, 2009, p.17).

According to Bradford, in-service training should be effective in recognizing the organizational deficiencies, curing them, improvement of the individual effectiveness, and the overall evolution of the organization (Ghasemi, 2003, p.25).

On the other hand, effectiveness is considered one of the main goals of an organization, and every organization tries to enhance such output. Training is an issue which can have an influential role in human force effectiveness, provided that - based on the educational needs of the people - we put it in the framework of an underlying program consisting of new, optimal, and developed knowledge, technology, and procedures of work performance (Salehizadeh, 2000, p.34).

Based on the aforementioned points, in-service training is considered as one of the main organizational instructions which affects the efficiency and effectiveness of the staff. In general, we can introduce the nature, necessities, and needs of the society modifications to the organization personnel through in-service training and create an attitude and ability in them to dynamically help the organization fulfill the goals of the society (Mardani, 2009, p.21). So, we should not use training as a fringe benefit or the last resort during the crises. Rather, we should create a consensus in the organization about the important role that training can have in the development of the organization in general (Costea, 2005, p.115).

However, despite the numerous efforts to conduct effective in- service training courses in the last decades, different operating staffs have stated the fact that the in-service training structure is not adequate and suitable in every context (Europaea, 2007, p. …

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