تقييم البرامج التدريبية وأثر المعوقات التنظيمية على نتائج التدريب في المراكز الأنتاجية التابعة لوزارة الدفاع الليبية

Evaluation of the training and advanceinent of human resources is considered as one of the important subjects for any organization which is concerned with the development of the skills and experiences of their workers as basic requirements for the training. This study intends to measure the...

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Bibliographic Details
Main Author: Abdulfatah Mohamed Amhimmed Khamis
Format: Thesis
Language:other
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Online Access:https://oarep.usim.edu.my/bitstreams/99f64c50-9135-4067-9a5c-0e3767426b1e/download
https://oarep.usim.edu.my/bitstreams/bbcd33a0-cad0-4aa3-af72-ab9f615773dc/download
https://oarep.usim.edu.my/bitstreams/9ae8b024-3f8e-4fe4-83f4-73d63b96a351/download
https://oarep.usim.edu.my/bitstreams/65623747-e495-408a-a9d3-bd29a4ef87bf/download
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Summary:Evaluation of the training and advanceinent of human resources is considered as one of the important subjects for any organization which is concerned with the development of the skills and experiences of their workers as basic requirements for the training. This study intends to measure the effect of evaluation of training progranls on the training results as well as the effect of the organizational obstacles on the training results. This study uses the analytical descriptive method through structural evaluation modeling using AMOS program. Data is collected using the questionnaires based on the Kirkpatrick model for evaluation of the training programs. The questionnaire randomly distributed to 353 respondents ainong employees of Libyan Defence as the research sample. The finding reveals there is a direct effect between the reaction and learning of the respondents on their behavior. Likewise, there is a direct effect £tom the behavior of the trainees on the training results and, there is a relationship between the positive effect of the reaction and learning of the trainees on the training results through their behavior. Besides, this study shows that the organizational obstacles significantly decreased the training results. Also, this study indicates that the four Kirkpatrick levels are not completely practiced to the same degree in the organization after finishing the training. And slowly the practice decreases beginning from the measurement of the reaction of the trainees to the finishing of measuring the training results.