دراسة واقع التدريب الاداري للموظفين الإداريين بالجامعات السعودية : دراسة ميدانية على جامعة شقراء

Abstract EN

Administrative employees at the university or the colleges relate to it are considered to be one of the most important elements in the administration process.

There are various methods to develop the employees’ abilities in the administrative field among which is training courses.

Training is a constructive tool when set up on scientific basis whose aims and steps are clear-cut so as to fulfill the trainees’ needs in accordance with their characteristics and the tasks expected to be performed by them.

The training process in Shaqra University has witnessed a massive development and variety of training programs inside and outside the kingdom in a bid to bring about an administrative development of employees.

Thus this research aims basically at getting familiar with the opinions of the administrative employees at Shaqra University and the colleges affiliated with it about the training courses offered to them while they are holding their jobs, and to what extent are these training courses suitable for them in regard to the training locations, training language …etc.

The study aims also at getting to know the differences in the opinions of the employees according to gender, age, scientific qualification, and years of service, work sector, and job type.

In order to achieve the study aims, the researcher will use the descriptive analytical method.

The researcher has devised a questionnaire for this purpose which included personal data about the study sample.

Twelve items are dedicated to evaluating the training courses distributed on four fields.

Statistical methods like percentages, arithmetic mean (average), F- test, one-way analysis of variance and Chiva Test to analyze the questionnaire results.

The importance of the study is highlighted by the novelty of Shaqra University and the various training programs introduced to its administrators while in service.

The study recommendations would be useful for the decision makers in the University as well as for the Department of Training and Development in enhancing the performance of administrative employees.

Hereafter are the study results: • Despite its recent foundation, the majority of employees in Shaqra University have got more than 3 training courses in their respective job fields.

• Shaqra University has a clear-cut target, that is enabling their administrative employees to acquire knowledge and skills, other than their original jobs.

The percentage of such courses mounted to 21%.

• The majority of courses taken up by employees at Shaqra University were abroad with a percentage of 44%.

This stresses the fact that University spends a lot on training despite its recent establishment.

• Most of the non-job related training courses are held inside the Kingdom with a percentage of 24%.

• The employees have a deep convection that the training courses offered to them by Shaqra University suit them, not to mention that they are well- organized.

This is assured by the general average of courses organization axis which topped to 2.01% which is considered a high suitability degree.

• The employees are convinced that training material rendered to them by Shaqra University is proper to them.

This is confirmed by the general average of training material axis which came to 2.31% which is considered a high suitability degree.

• The employees are sure that training requirements are appropriate to them.

This is confirmed by the general average of training requirements axis which came to 2.46% which is considered a high suitability degree.

• Employees gained an average degree of skills and knowledge from the training courses they enrolled in.

This is confirmed by the general average of the axis, 2.57%.

• Shaqra University employees as well as Colleges employees are fully convinced that the training material, training requirements, training courses organization and the knowledge and training gained are all fit and suitable since these axes have shown positive connections with each other.

• Non-statistical differences at (0.05) from the perspective of the study sample as for all the study axes is attributed to the variables of gender, age, educational qualifications, service duration and the sector in which the employees are hired.

• Statistical differences at (0.05) from the perspective of the study sample regarding the second axis (training courses) and the third axis (training requirements) have been noted.

They are attributed to the nature of the job.