Abstract
The purpose of this paper is to study the effective factors on quality of human sources training plans. Current research in terms of purpose is applicable and in terms of nature, it is descriptive and correlation kind and in terms of method, it is a survey research. The statistical population includes all employees who work in Saderat Bank of Tehran's west superintendence that the total number was 200 persons. The sample size was selected 131 persons according to Cochran's formula and the sampling method was simple random. In order to collect the data, the researcher-made questionnaire with 37 items in the form of 5-degree Likert spectrum from too high to too low was used. The face and content validity of questionnaire was confirmed by some of the experts and knowledgeable persons. Since Cronbach's Alpha coefficient for the variables of curriculums (0.875), training environment (0.942), work environment (0.759), personality characteristics of trainees (0.901), quality of in-service training plans (0.867) was obtained higher than 0.7, therefore the reliability of the questionnaire is confirmed. In order to analyze the data, one-sample t-test and two-variable linear Regression with spss software were used. The results indicated the variables of curriculums with β coefficient of 0.068 percent, training environment with β coefficient of 0.379 percent, work environment with β coefficient of 0.762 percent and personality characteristics of trainees with β coefficient of 0.241 percent have the power of predicting the dependent variable changes of in-service training plans quality. The adjusted explanation coefficient was 0.980 that indicated 4 independent variables of the research have been able to predict 98 percent of dependent variable changes.
Highlights
Training is a kind of learning experience and learning is the change proportional with sustainability which is created in the potential behavior of persons by the effect of experience
In-service training to create learning experience is since the time that person has traversed his employment stages and he is employed in the institution and specialized or professional training will be as a kind of in-service training, an attempt for accurate conformity of person to the vocational features and coordination of him with the organization's needs
The purpose of this paper is to study the effective factors on the quality of human sources training plans in employees who work in Saderat Bank- Tehran's west superintendence
Summary
Training is a kind of learning experience and learning is the change proportional with sustainability which is created in the potential behavior of persons by the effect of experience. This word is applied more in translation of training word, while the real translation of this word is education and the purpose of it is the regular and constant proceeding that the purpose of it is to help the physical, mental, cognitive, moral and social growth or generally the growth of learners, personality aligned with social normalization and help to the fluorescence of the talents (Seif, 1991). Development of organizational human sources causes to promote the goods production and services and improve it, but certainly the organizational productivity promotion can be known as the most important output of development plans of human sources in mas.ccsenet.org
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
