چگونه پشتیبانی مدیران را برای آموزش و بهسازی کارکنان جلب کنیم ؟

نوع مقاله : علمی - پژوهشی

نویسندگان

1 استادیار دانشگاه پیام نور

2 استاد دانشگاه شهید بهشتی

چکیده

عوامل متعددی در موفقیت و اثربخش بودن آموزش‌ها دخیل هستند. در این میان همواره به عواملی چون توجه به نیازهای واقعی نیروی انسانی، مشارکت فعال کارکنان در دوره‌ها، روشن بودن اهداف و محتوای برنامه، ایجاد انگیزه در نیروها برای شرکت در آموزش، روش‌های آموزش مناسب و ... تأکید می‌شود. اما آنچه که بسیار از آن غفلت می‌شود، نقش و مسئولیت مدیران در موفقیت و کاربست نتایج دوره‌های آموزشی است.
انتظار بر این است که ظاهراً افراد پس از شرکت در دوره باید نتایج را به کار گیرند اما حقیقت امر این است که تحقق این امر مستلزم تدارک محیطی است که بتوان نتایج را به کار گرفت محیطی که علی‌القاعده باید توسط مدیران فراهم شود که اغلب این مهم صورت نمی‌پذیرد.
نتایح یافته‌های پژوهشی نشان می‌دهد که عوامل و زمینه‌های متعددی در این زمینه به‌عنوان موانع جدی بروز می‌کنند؛ از جمله جدی نگرفتن آموزش‌ها توسط مدیران، تعارض بین فعالیت‌ها و وظایف جاری با آن‌چه که در دوره‌های آموزشی تدریس می‌شود، وابسته بودن کاربست نتایج به منابع ضروری نظیر زمان کافی، پول، نیرو، انرژی و ... که عمدتاً بایستی صرف امور جاری گردد.

کلیدواژه‌ها

عنوان مقاله [English]

How to Gain Managers Supports for Staff Training and Development

نویسندگان [English]

  • Talat Diba Vajari 1
  • Asadolah Abbasi 1
  • Kourosh Fathi Vajargah 2
1 Assistant Professor of Payame Noor University
2 Professor of Shahid Beheshti University
چکیده [English]

Many factors influence the effectiveness and success of trainings. Among them factors including paying attention the real needs of human forces, active participation of staff in workshops, transparency of goals and contents of programs, motivating staff in order to participate in the trainings, and suitable methods for training and … are emphasized. But a very important object that is always ignored is the role and responsibility of managers in success and applying the outcomes of educational programs.
Apparently it is expected that people should apply the outcomes after taking part in programs but in reality putting this expectation into action needs to provide an environment that makes it possible to apply those outcomes. Such an environment commonly should be provided by managers but often it is ignored.
The results of research findings show that several causes rise as serious obstacles including not being serious on trainings by managers, contradictions between current duties and activities and subjects taught at educational programs, dependence of outcome application to necessary resources such as enough time, money, power, energy and … which mostly should be spend on current affairs.

کلیدواژه‌ها [English]

  • Human Resources Training and Development
  • managers’ supports
  • impediments of managers ‘supports
  • the role of managers in human resources training and development

مراجع

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