طراحی و تبیین مدل سنجش اثربخشی سیستم آموزشی بر مبنای استراتژی های منابع انسانی

محورهای موضوعی : آموزش و پرورش

الهام کاویانی ¹ , لیلا جزایری ² , لیلا قزاقی ³

1 - گروه علوم‌تربیتی، دانشکده ادبیات و علوم‌انسانی، دانشگاه آزاد اسلامی، کرمانشاه
2 - دانشگاه آزاد اسلامی واحد کرمانشاه
3 - علوم تربیتی .دانشکده ادبیات و علوم انسانی .دانشگاه ازاد واحد کرمانشاه.ایران

تاریخ دریافت : 1401/07/17 تاریخ پذیرش : 1401/09/16 تاریخ انتشار : 1401/07/01

کلید واژه: اثربخشی, استراتژی&rlm, های منابع انسانی, ایلام, سیستم آموزشی,

چکیده مقاله :

مقدمه و هدف: به منظور سنجش اثربخشی سیستم آموزشی در مراکز آموزشی ، منابع انسانی از بهترین ملاک های سنجش اثر بخشی هستند، بنابر این پژوهش حاضر با هدف طراحی و تبیین مدل سنجش اثربخشی سیستم آموزشی بر مبنای استراتژی های منابع انسانی در دانشگاه فرهنگیان ایلام انجام شد. روش شناسی پژوهش: برای انجام این پژوهش که به روش ترکیبی (کیفی-کمی) انجام شد در بخش کیفی از مطالعات کتابخانه ای پیرامون موضوع انجام گردید و به منظور شناسایی مؤلفه ها، ابعاد و شاخص های مؤثر در اثربخشی طی مراحل مختلف مصاحبه هایی انجام شد. جامعه آماری پژوهش شامل مربیان و مدرسان آموزش، کارشناسان آموزش و صاحب نظران دانشگاهی فرهنگیان ایلام بود که به روش نمونه گیری در دسترس تعداد 38 تفر انتخاب شدند. یافته‌ها: این مدل داراس سه بعد درونداد، بعد پردازش و بعد برونداد بود. بعد درونداد شامل 8 مؤلفه و۳۳ شاخص، بعد پردازش شامل یک مؤلفه و چهار شاخص و بعد برونداد شامل یک مؤلفه و چهار شاخص بود. مدل حاصل از تحلیل داده ها شامل 10 مولفه هدف گذاری و برنامه ریزی، محتوای دوره امکانات و تجهیزات آموزشی، منابع مالی ، فراگیران، نیازسنجی آموزشی، کارشناسان و عوامل اجرایی، بررسی ویژگی های مدرسان و مربیان، نحوه اجرای دوره های آموزشی و عملکرد و نتیجه است، همچنین نتایج آزمون فریدمن نشان داد بین شاخص های مربوط به مؤلفه موثر بر اثر بخشی آموزشی مولفه بررسی ویژگی های مدرسان و مربیان، نیازسنجی آموزشی دارای رتبه اول و دوم اولویت است.

چکیده انگلیسی:

Introduction: Human resources are one of the best criteria for measuring effectiveness of the educational system in educational centers; therefore, the aim of this study was to design and explain the model for measuring the effectiveness of the educational system based on human resource strategies in Farhangian University of Ilam. research methodology: The current research was conducted using a mixed (quantitative-qualitative) method. In the qualitative part, first, extensive library studies and reviews were conducted on the subject and existing models of the effectiveness of training courses, and then a basic model was conceptually designed to measure the effectiveness. In order to test the validity and reliability of the primary model, it was discussed with many academic and educational experts and exploratory interviews were conducted, and in order to identify the components, dimensions and indicators effective, several interviews were held during different stages. The statistical population of the research includes trainers and teachers of education, education experts and academic experts of Farhangian University of Ilam, among which 38 people were selected through available sampling method. Findings: This model had three dimensions of input, process dimension and output dimension. Input dimension includes 8 components and 33 indicators.The process dimension consisted of 1 component and 4 indicators and the output dimension consisted of 1 component and 4 indicators.The model obtained from data analysis includes 10 components of goal setting and planning, course content of educational facilities and equipment, financial resources, learners, educational needs assessment, experts and executive agents, reviewing the characteristics of instructors and trainers, how to implement training courses and performance and the result. The results of the Friedman's test also indicated that among the indicators related to the educational effectiveness, the component of reviewing the characteristics of instructors and trainers, and educational evaluation has the first and second ranks and the last ranks are related to the indicators of financial resources and educational facilities and equipment. Conclusion: The best way to measure the effectiveness of the educational system is through measuring human resources, and this model has three input dimensions, process dimension and output dimension.

منابع و مأخذ:

References

1. Akrami, M; Shalbaf, O; Ezzati, A, M. (2015) Implementation of intelligent educational systems in the context of mobile learning. Journal of Human Resources Education and Development. Summer 2015, Vol 5, NO 17, PP 55 - 65.[In Persian]


2. Bloom, B. (2017) Learning Domains or Blooms Taxonomy available at: nwlink.com.


3. Sarchehani, Z; Zare, R; Ghanbari, C; Qaltash, A.(2018) Pathology of school administrators' performance evaluation system: findings of a qualitative research. Journal of School Administration Vol 6, No 2, Autumn & Winter 2018. [In Persian]


4. Dahiya, S. Jha, A. (2011). "Review of Training Evaluation", International Journal of Computer Science and Communication, 2(1), pp. 11-16.


5. Dolati, H; Enayati, S; Zamani, F. (2015), The role of information technology in the process of knowledge management system (Case study of Imam Khomeini University of Marine Sciences), Journal of Marine Sciences, Vol 1, No 2, PP 11-30.[In Persian]


6. Danaeifard, H, Alwani S. M, Azar, A. (2008). Quantitative research methodology in management: a comprehensive approach, Tehran: Saffar Publications.


7. Haslinda, A. Mahyuddin, M.Y. (2009). "The Effectiveness of Training in the Public Service", American Journal of Scientific Research, 6 (2009), pp. 39-51.


8. Mohammadi A. (2020) Information technology in educational management. Ormazd Research Journal, Vol 2, No 50 (Appendix 2); From PP 6 - 26 .[In Persian].


9. Motamedi, Majid; Mohadi, Mohammad Mahdi; Moradi, Mena (2017) Effectiveness of training courses (case study: training of employees of Islamic Azad University, Firoz Koh branch). Development and Transformation Management Quarterly 14 (2012) 29-19. [In Persian].


10. Hosseinpour, Hassan; Tabari Mojtabi; Bagherzadeh Mohammadreza (2022) Development of a model for measuring the effectiveness of short and medium-term training courses in the academic community of medical sciences. Iranian Political Sociology Monthly. Vol 5, No11. February 1401. PP 4136-. 4151.10.30510/psi.2022.305451.232


11. Najafi Hezarjaribi, H; Kopaei, Sh.(2017) Designing a distance education management model for the Iranian higher education system. Two Quarterly Journal of Higher Education Curriculum Studies. Year 8, No. 51, Spring and Summer 2017: 35-60 .[In Persian]


12. Noe, R.A. (1999). Employee Training & Development. MC Graw Hill.


13. Quesada, C., Pilar P.H. and Berta, E. (2011). "Evaluating the Efficiency of Leadership Training Programmes in Spain", Procedia - Social and Behavioral Sciences, 30(2011), pp. 2194-2198


14. Rea, l. (2005) Training programme evaluation.available at:com.


15. Robbins, S (2006), Organization Theory, translated by Dr. Seyed Mehdi Alvani and Hassan Danaeifard, Tehran: Saffar Publications.


16. Saadat, E. (2001), Human Resources Management, Tehran: Samat Publications.


17. Schuler, R., Shimon L., Dolan (2005) Management of Personnel and Human Resources, translated by Mohammad Saebi and Mohammad Ali Tusi, Tehran: Publications of the Higher Institute of Management Education and Research and Planning.


18. Sarchahani, Z., Zare, R., Ghanbari, S., & Gholtash, A. (2018). Pathology of Administrators performance evaluation system: The results of Qualitative research. Journal of School Administration, 6(2), 264-284.


19. Soltani, I (2006), Interaction of needs assessment and effectiveness of education in learning organizations in Isfahan: Arkan Danesh Publications .[In Persian]


20. Shirmohammadi, M.(2011). "Effects of an Emotional Intelligence Training Programme on Service Quality of Bank Branches", Managing Service Quality, 21(5), pp. 552-567 .[In Persian].


21. Shouri Bidgoli A, Vaisi G, Sharifi Rad G. (2022) Explanation of the Factors Involved in the Efficacy of Education in Developing Educational Curricula of Medical Universities. RME 2022; 14 (3) :38-48.


22. Thacker, j. W .Nick B (2016) Effective Training : Ststems, Strategies & Practices, second Edition - Prentice Hall of India Private Limited.


23. Wright, D. (2007).Human Resources Strategy. Available at: gmu.ac.uk


24. Zaciewski, R.D. (2001). "Measuring Training's Effectiveness”, Quality Progress, 34(6), pp. 36-42.