Abstract: Keywords: Pathology Quality, Maroon Oil, Oil Rich Zones, Iran. Page 1707

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1 Pathology Quality Evaluation of In-service Training in Maroon Oil and Gas Producing Company, Ahvaz (One of the Oil Companies of Oil Rich Zones in Southern Iran) Masoumeh Zhaleh Baghbadorani Department of Management, Shoushtar Branch, Islamic Azad University, Shoushtar, Iran *Corresponding Author Abstract: Promotion of science, knowledge and accelerated changes led organizations to set education on top of their programs as it is one of the most significant factors in countries development. The foundation of development in countries and organizations is related to creativity and innovation of human resources. Compilation of appropriate training courses is due to maximize efficacy and productivity in the employees of every organization (1).The need to update knowledge and skills either in private, organizational or social life is an inevitable necessity for human beings (11).Nowadays, human resources education is figured as one of the main strategies for achieving human capital and positive adaptation with reform circumstances (2).The final purpose of educating employees is to have more and better productivity and efficacy. Therefore, examination and awareness of the results and output of employees training is necessary for the education process, and the education chain will be completed in this manner. In fact evaluation and pathology of training courses lays the ground for the managers and employees of an organization to have a clearer picture of the quantity and quality of training activities on one side. On the other side, planners and the organization s training staff could become informed of the positive and negative aspects of the program, help the efficacy of the programs and human resources training activities and also, recognize their potential harms and decide about eliminating and improving them (3). Keywords: Pathology Quality, Maroon Oil, Oil Rich Zones, Iran. Page 1707

2 1. Introduction Promotion of science, knowledge and accelerated changes led organizations to set education on top of their programs as it is one of the most significant factors in countries development. The foundation of development in countries and organizations is related to creativity and innovation of human resources. Compilation of appropriate training courses is due to maximize efficacy and productivity in the employees of every organization (1).The need to update knowledge and skills either in private, organizational or social life is an inevitable necessity for human beings (11).Nowadays, human resources education is figured as one of the main strategies for achieving human capital and positive adaptation with reform circumstances (2).The final purpose of educating employees is to have more and better productivity and efficacy. Therefore, examination and awareness of the results and output of employees training is necessary for the education process, and the education chain will be completed in this manner. In fact evaluation and pathology of training courses lays the ground for the managers and employees of an organization to have a clearer picture of the quantity and quality of training activities on one side. On the other side, planners and the organization s training staff could become informed of the positive and negative aspects of the program, help the efficacy of the programs and human resources training activities and also, recognize their potential harms and decide about eliminating and improving them (3). The subject of this research is pathology evaluation of in-service training in Marun Oil and Gas Producing Company in Ahwaz (one of the oil companies of oil rich zones in southern Iran). In this research, we attempt to perform the pathology of the employees training system through studying about organizational training, and finally, propose practically in order to improve organizational training. We hope the company managers to recognize the pros and cons of training courses by achieving the results of the present research and take steps in line with improving them. Actually, education is one of the most efficient tools for managers in order to confront with environmental changes; and it guarantees appropriate provision of services, especially in governmental and service organizations. If these activities are performed and compiled orderly, goal-oriented and in line with the real needs of the employees, not only they enhance the performance of the employees and organizations, but also they improve managers skills and increase consent in the employees and clients (4). Today, professional development is one of the disturbances of organization managers about employees training and promotion, evaluation of training programs efficiency and the manner of performing them. One of the important purposes of every training unit is assurance of the training courses efficiency. So far, the number of performed comprehensive studies about the pathology of training courses is less than any other field. On the other hand, we could recognize the pros and cons of training courses and take steps in line with their improvement merely by training valuation (5).Thus, the present article deals with the pathology of employees training based on CIPP evaluation model. Some researchers were performed in the field of education pathology. As an example, a research in the field of the pathology of cyber training performance was performed (a case study on the feasibility pattern of cyber education performance in The National Iranian Oil Products Distribution Company). The results of the research using t tech indicated a sample with acceptance of all pattern components as well as weak and mediocre status of economic, cultural and social, technical and technological, legal, administrative and educational components and the Page 1708

3 adverse status of the strategic component (6). In another research, the desirable quality of background and process dimensions was confirmed in order to perform the pathology of inservice training courses based on CIPP model; however, the results did not confirm the desirability of input and output dimensions (5).Examinations indicated that employee training led to maintenance of the organization s endurance and survival. A thirty-year examination in Singapore indicated that 17 percent of its commercial and industrial companies went bankrupt, whereas this portion was less than 1 percent for the companies which performed employees training program. In addition, 75 percent of all then workers needed refresher courses until 2000according to the statistics of American Management Association. In Sweden, the policy of human resources activation was put forward in order to respond these changes, and 2-3 percent of the national production could be spent for refreshing the managers (7).Another research was performed in order to evaluate the efficiency of in-service training courses of Social Security Organization in West Azerbaijan Province. The results indicated that the employees and managers evaluated the features and efficiency of these courses as desirable and they believed that there is a positive solidarity between the features and the efficiency of courses (8).The other research was performed for the pathology of health and security trainings for working in coal mines of Kerman Province. It was determined that Iran was influenced by the decrease in sales and severe lack of liquidity for security training the workers and the mine executors merely confine short-term training which definitely has an important effect on the occurrence of workrelated accidents (9).The final research was performed in order to perform the pathology of agricultural training in technical and techno-vocational centers of Hamadan Province. The results indicated that having access to enthusiastic teachers and educational staff is the most important strength, and the lack of software and hardware facilities in fields and laboratories is the most important weakness.also, the presence of self-employment spirit and governmental supports are the most important opportunities, and the most important threat is the lack of access to sufficient facilities for beginning an agricultural activity in these training centers (10). Page 1709

4 2. Research hypotheses: 1st hypotheses are: According to the, the background dimension of in-service training courses have a desirable quality. 2nd hypothesis: According to the, the input dimension of in-service training courses has a desirable quality. 3rd hypothesis: According to the, the process dimension of in-service training courses has a desirable quality. 4th hypothesis: According to the, the output dimension of in-service training courses has a desirable quality. 3. Examination Method: This research is a descriptive survey. In this study, the population is the employees of Maroon Oil and Gas Producing Company (One of the Oil Companies of Oil Rich Zones in Southern Iran) with a total number of 400 members. 80 employees of the abovementioned company will be selected by a simple random method. In order to collect field information for the research, some questionnaire with 28 questions is used, which is extracted and compiled from a checklist designed by Stuff lebeam in 2002 in order to evaluate training courses based on CIPP model. In order to determine the reliability of the questionnaire, Cranach s alpha coefficient is used, and its amount is obtained0.83, which indicates appropriator liability for the questionnaire. The data will bean analyzed by SPSS software. In order to examine the relation between employees demographic character is tics and the point of the quality of training courses pathology, t onevariable, t independent groups test and one-way variance analysis are used. 4. Statistical Data Analysis a. Findings on characteristics of the sample Table 1. Distribution of subjects based on gender Gender Frequency Percent Male Female Total As it could be observed in Table 1, the male employees allocated around87.5 percent, and the female ones allocated about 12.5 percent of the sample to themselves. Table 2. Distribution of subjects based on age group (year) Age Group (Year) Frequency Percent Over 45 years Total Page 1710

5 As presented in Table 2, year-oldsubjectsallocated the highest frequency (about 28.8 percent) and41-45 year-old-subjects allocated the lowest frequency (about 12.5 percent). Table 3. Distribution of subjects based on education level Education Level Frequency Percent Diploma Associate Degree Bachelor s Degree Master s Degree Doctorate Total As it could be observed in Table 3, the subjects with Bachelor s Degrees allocated the highest frequency (about 40 percent) and the subjects with diplomas allocated the lowest frequency with about 5 percent of the sample. Table 4. Distribution of subjects based on service records (year) Service Records (Year) Frequency Percent Over 21 years Total As presented in Table 4, the subject s with service records of 6-10 years allocated the highest frequency (about 41.3 percent), and the subjects with service records of years allocated the lowest frequency (about 12.5 percent) of the sample. b. Findings on questions of the questionnaire according to the employees Table4.5. Distribution of the responds to the questions about the evaluation of in-service about the quality level of background dimension in the courses Research Questions Very Few A Few To Some Much Very Much Mean Standard Extent 1 Frequency Percent Frequency Page 1711

6 Percent Frequency Percent Frequency Percent Frequency Percent Frequency Percent Frequency Percent Total As presented in Table4.5, the total mean of the questions of in-service evaluation about the quality level of background dimension is 3.47, which indicates an over-average evaluation for the quality of aforementioned dimension. The highest mean of the respond points is for the question no. 5, with a mean of 3.55, and the lowest one is for question no.3 with a mean of Table 4.6. Distribution of the responds to the questions about the evaluation of in-service about the quality level of input dimension in the courses Research Questions Very Few A Few To Some Extent Much Very Much Mean Standard 8 Frequency Percent Frequency Percent Frequency Percent Frequency Percent Frequency Percent Frequency Percent Page 1712

7 Total As it is observed in Table 4.6, the total means of the questions on in-service evaluation about the quality level of input dimension is 3.58, which indicates an over-average evaluation for the quality level of the abovementioned dimension. The highest mean of the respond points belongs to the question no.12 with the mean of 3.58, and the lowest one is for question no.9 with the mean of Table 4.7. Distribution of the responds to the questions about in-service evaluation about the quality level of process dimension in the courses Research Questions Very Few A Few To Some Extent Much Very Much Mean Standard 14 Frequency Percent Frequency Percent Frequency Percent Frequency Percent Frequency Percent Total As it could be observed in Table 4.7, the total mean of the questions on in-service evaluation about the quality level of process dimension is3.47 which indicates an over-average evaluation for the quality level of the abovementioned dimension. The highest respond mean belongs to question no.17 with the mean of 3.60, and the lowest one is for question no.18 with the mean of Table 4.8. Distribution of the responds to the questions about in-service evaluation about the quality level of output dimension in the courses Research Questions Very Few A Few To Some Extent Much Very Much Mean Standard 19 Frequency Percent Page 1713

8 20 Frequency Percent Frequency Percent Frequency Percent Frequency Percent Frequency Percent Frequency Percent Frequency Percent Frequency Percent Frequency Percent Total As indicated in Table 4.8, the total mean of the questions on in-service evaluation about the quality level of output dimension is3.45 which indicates an over-average evaluation for the quality level of the abovementioned dimension. The highest respond mean belongs to question no.24 with the mean of 3.68, and the lowest one is for question no.27 with the mean of b. Findings related to the research hypotheses This research includes the following hypotheses, and each hypothesis will be presented in this section as well as the analysis results. 1st hypothesis: According to the, the background dimension of in-service training courses has a desirable quality. Table 9. Comparing the mean point of background dimension s quality according to the with criteria mean point of 3 Variance Mean Standard Test Value df t (Observed) p (significance) The quality level of the background dimension Page 1714

9 As indicated in Table 9, the total mean of employees respond to the questions about background dimension s quality level is 3.47 which is more than the desired average amount (point 3) and has a significant difference statistically(t= 8.25, p=0.0001).therefore, the first hypothesis is confirmed. In other words, background dimension has a desirable quality according to the. 2nd hypothesis: According to the, the input dimension of in-service training courses has a desirable quality. Table 10. Comparing the mean point of input dimension s quality according to the with criteria mean point of 3 Variance Mean Standard Test Value df t (Observed) p (significance) The quality level of the input dimension As it could be observed in Table 10, the total mean of the employees respond to the questions about input dimension s quality level is 3.58 which is more than the desired average amount (point 3) and has a significant difference statistically (t=8.20, p= ). Therefore, the second hypothesis is confirmed. In other words, input dimension has a desirable quality according to the. 3rd hypothesis: According to the, the process dimension ofin-service training courses have a desirable quality. Table 11. Comparing the mean point of process dimension s quality according to the with criteria mean point of 3 Variance Mean Standard Test Value df t (Observed) p (significance) The quality level of the process dimension As it could be observed in Table 11, the total mean of the employees respond to the questions about process dimension s quality level is 3.47 which is more than the desired average amount (point 3) and has a significant difference statistically (t= 7.55, p= ). Therefore, the third hypothesis is confirmed. In other words, process dimension has a desirable quality according to the. 4th hypothesis: According to the, the output dimension of in-service training courses has a desirable quality. Page 1715

10 Table 12. Comparing the mean point of output dimension s quality according to the with criteria mean point of 3 Variance Mean Standard Test Value df t (Observed) p (significance) The quality level of the output dimension As it could be observed in Table 12, the total mean of the employees respond to the questions about output dimension s quality level is 3.49 which is more than the desired average amount (point 3) and has a significant difference statistically (t= 8.02, p= ). Therefore, the fourth hypothesis is confirmed. In other words, output dimension has a desirable quality according to the. Table The results of Friedman test for examination of rating the quality level of dimensions according to the Factor Rate Mean Rate (X2) df Significance (p) background dimension input dimension process dimension output dimension As presented in Table 4.13, X2 equals to 3.46 which is not significant in p=0.05. That is, rating the quality of the dimensions of in-service courses is the same based on the opinion. In other words, the evaluated the dimensions quality level of in-service courses almost equally. d. Lateral Findings In addition to studying and examining the findings about the hypotheses, the researcher compares the regarding main variances as follows: Table 14. The results of independent group t test for comparing the mean evaluation of dimensions quality of in-service courses according to male and female Standard degree of Variance Group No. Mean t Significance freedom Evaluation of the quality level of background dimension Male Female Page 1716

11 Evaluation of the quality level of input dimension Evaluation of the quality level of process dimension Evaluation of the quality level of output dimension Male Female Male Female Male Female As it could be observed in Table 14, there is a significant difference between male and female regarding the quality evaluation of background and input dimensions? In other words, female had a higher evaluation of the quality of background and input dimensions comparing to male according to the means of these two groups. There is no significant difference between male and female regarding the quality evaluation of process and output dimensions. In another word, the male and female had almost equal evaluations of process and output dimensions quality according to the means of the two groups. Table 15. The results of one-way variance analysis on the quality evaluation points of in-service courses dimensions according to the learner s with different age groups Variables Sum of Squares Degree of Freedoms Mean of Squares F Significance (p) background dimension input dimension process dimension output dimension As it can be observed in Table 15, there is no significant difference between the of different age groups regarding the effect of input dimension s quality? In other words, the with different age groups had an almost equal evaluation of the quality of the aforementioned dimension. A significant difference could be observed between the of different age groups regarding the quality of background, input and process dimensions. 5. Conclusion: Considering the necessity of recognizing the harms and defects of in-service courses and the fact that evaluation is the only way for recognizing them (5),the researchers examined the quality of Page 1717

12 in-service courses of Maroon Company by using CIPP model which is one of the most comprehensive and recent findings of evaluating training courses. The first hypothesis was confirmed because of the consciousness about personal and professional benefits of inservice courses and the support of management forces. In order to improve the desirability of background dimension, we have to create motivation in the employees for participating in training courses. In addition, allocating sufficient budget for in-service training and presenting practical subjects in classes could be considered as the reasons for confirmation of the second hypothesis. In order to have a more desirable quality in the input dimension, sufficient information about the objectives, time and location of the courses as well as training facilities and equipment should be given to the employees. Cooperation and coordination between administrative agents, and teachers in the training process of the aforesaid courses could be considered as the reasons for confirmation of the third hypothesis. Consequently, it is proposed to the teachers to take effective steps for improving this dimension by stating course objectives before teaching, having more proficiency about the subjects and utilizing appropriate evaluation methods. Practicality of knowledge and skills of the training programs for the people subject to education is one of the reasons for confirmation of the fourth hypothesis. Thus, it is suggested to the training managers to present applied courses regarding employees job requirements as well as arranging course contents in order to attempt for promoting the quality of in-service courses. Page 1718

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