Evaluating the effectiveness of management improvement training and identifying its inhibiting factors مقاله

چکیده:

Educational evaluation reveals the degree of value creation for stakeholders. Evaluation results can also be effective in improving the quality of educational programs and preventing the waste of educational efforts. In this research, using the Kirkpatrick model (1994), the effectiveness of management improvement training courses at the applied behavior level was investigated using a descriptive and quasi-experimental method. It should be noted that this research is considered a longitudinal study in terms of time horizon. The pre-test of the research was also used two weeks before holding the course to measure behavior change resulting from experience-based learning. The post-test includes measuring the behavioral changes of learners at two time intervals: 1- two weeks after the end of the course; 2- one to two months after the end of the course. The results of the evaluation process indicate that although occupational behavior change resulting from attending the training course is observed after two weeks, this matter was not stable and showed a downward trend after one month has passed. In other words, the learning of participants in these courses does not lead to a change in their occupational behavior. An investigation into the causes of this failure indicates that eleven inhibiting factors reduce or neutralize the effectiveness of management improvement training. The findings of this research show that the management improvement training system in Iran needs a fundamental review. This review primarily requires selecting an appropriate theoretical model and, in the next stage, designing based on educational needs assessment at professional, organizational, and supra-organizational levels.