چکیده:
The aim of this research was to design and explain the communication model of the role of ISO in the quality of human resources training. This study was applied and mixed-methods (quantitative and qualitative) and was conducted using the grounded theory method. The statistical population of the research in the qualitative section consisted of professors and experts (10 people) who were selected using purposive sampling, and in the quantitative section, all employees of Iran Khodro Khorasan company (547 people) in the year 1396 were included, from which 226 people were selected using random sampling based on Cochran's formula. Data were collected using a researcher-made questionnaire on human resources training quality (40 items). The face and content validity of the tool were confirmed by experts, and its reliability was confirmed using the Cronbach's alpha method. Data were analyzed using exploratory factor analysis and structural equation modeling methods with the help of PLS software. The findings showed that the quality of human resources training had five components: training needs assessment, training program design, implementation of the training process, evaluation of the training process, and monitoring of the training process. In this model, the aforementioned components had the greatest impact on the quality of human resources training with variance percentages of 83.11, 79.8, 84.7, 72.6, and 72.6, respectively. Additionally, the components were able to explain 77.70 percent of the variance in the quality of human resources training together, and the model had a good fit.
خلاصه ماشینی:
The role of this standard is to provide guidance to assist organizations in identifying and realizing training needs, training design and planning, training implementation, evaluating training results, and monitoring and improving the training process to achieve its goals.
Anvari 1 (2017), in a study aimed at providing a suitable model for assessing training needs in organizations based on the ISO 10015 standard, concluded that training needs were identified in four dimensions: job competency, organizational goals, problem-solving, and development gaps.
(1395), in a study titled "Providing a climate change training program in the formal education system based on training process management in the ISO 10015 standard," concluded that the most important training needs included introducing basic concepts, the current state of the climate, factors causing climate change, its complications and effects, and solutions and strategies for prevention, mitigation, and adaptation to climate change.
He concluded that in order to establish and implement the employee training process in accordance with the requirements of the ISO 10015 standard in the organization, in addition to designing a model for employee training, practical guidelines were provided to the human resource training unit so that through this way, it could align itself with the global language of educational standards and plan and implement its employee training with higher effectiveness compared to the current situation.
The fitted model of human resource training quality along with its standard coefficients Based on the results of Figure 1, the path coefficients of all components of training needs assessment, training program design, training process implementation, training process evaluation, and training process monitoring are significant at the 0.
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