Duties of the Education Department

One of the most important tasks of organizations is to invest in the field of human resource skills and identifying and implementing effective training courses that lead to training a skilled workforce and achieving the overall goals of the organization.

Therefore, the Education Department, while observing the rules and instructions related to in-service training and internal instructions based on the standard 10015, provides training services to its employees and managers as follows and as a process:

Needs Assessment:

 At the end of each year, to determine the actual competency of human resources and improve the level of knowledge, skills and motivation of employees, as well as to determine the training calendar of the next year, meetings are held with related officials and the training needs of individuals are determined. Then the list of needs for obtaining a license from the administrative and employment system of the country is reflected to the headquarters (PMO).

Planning:

The person in charge of planning is obliged to prepare a lesson plan with the exact time and place of the course, the course instructor, the subject of the course, general goals and behavioral goals and send it to the learners and their officials.

Performance:

After determining the exact time and place of the course and identifying the learners, it is the responsibility of the education department to control the presence and absence of the teacher and learners, the presence of the teacher, and the teacher's commitment to the class.

Effectiveness:

The effectiveness of training courses is done in 4 levels:

A.     Level 1 - Reaction: The reaction of learners to all factors affecting the implementation of the course, including educational equipment, educational resources, instructor, place and time of the course, course content, suggestions for improving the course and finally portraying the quality of the course, which is done in the form of a survey through the comprehensive human resources training system.

B.      Second level - learning: Learning is the amount of learning skills, techniques and knowledge that learners receive during and after the course. This level is evaluated in two stages of pre-test and post-test by the instructor and in coordination with the education department.

C.      Level 3 - Behavior: The main purpose of in-service training is to change behavior to improve performance; at this stage, the assessment is performed in the real work environment and learners are given an opportunity to show the change in behavior resulting from participating in the course in the work environment. This evaluation is long-term and is done through a survey of the person's immediate boss.

D.     Level 4 - Results: Through the dependent and independent variables defined in the cup system (comprehensive system of human resources training), it is possible to understand how much the implemented course is effective in reducing dissatisfaction, reducing rework, improving the system, reducing accidents, reducing Costs, etc.