أهمية تحديد الاحتياجات التدريبية في تحقيق كفاءة و فاعلية العملية التدريبية في المنظمة : دراسة حالة في مديرية البلديات العامة

Abstract EN

The research aims to study the importance of identifying, analyzing and evaluating the identification of training needs in achieving the efficiency and effectiveness of the training process in the Directorate of Public Municipalities, and to demonstrate the availability of the requirements of the scientific method of training by measuring the level of the gap in identifying training needs.

The research problem is determined by the fact that the Directorate of Public Municipalities is a service agency that has direct contact with the citizen's life, and it needs individuals with distinguished knowledge and skills to work for it, as well as the need to improve, develop and develop the capabilities of these individuals working for it, and it has indicated that there is a clear weakness in the study, identification and analysis of needs Actual training.

This research was carried out based on the case study methodology as well as the adoption of problem analysis and identification of strengths and weaknesses by obtaining the required information, through personal interviews with specialists in the directorate as well as field experience, and (check lists) of the five-scale scale were used for the purpose of data collection To identify the level of actual application within the research community represented by the training unit and the human resources division in the directorate, and to identify the main and secondary causes of the gap, using the cause-and-effect diagram (Ishikawa diagram), the results of the analysis showed that there is a gap in the training requirements in terms of identifying training needs, and the gap percentage was By matching the checklists in the directorate (67, 75% ), the real reasons that led to the emergence of this high percentage were analyzed and affected in one way or another the lack of efficiency and effectiveness in the training activity.

A number of conclusions were reached, the most prominent of which was a weakness in the field of identifying and analyzing training needs, determining the levels of performance required, and developing appropriate solutions to address the performance gap.

The most prominent recommendations are to adopt the scientific method in identifying and analyzing training needs through (organization analysis, job and tasks analysis, and individual analysis).