نوع مقاله : مقاله پژوهشی
موضوعات
عنوان مقاله English
نویسندگان English
Introduction: This study aimed to design a domestic model of in-service training based on cultural needs assessment at the Ministry of Culture and Islamic Guidance. The research followed a qualitative approach within an interpretive paradigm, using thematic analysis. Data were collected through semi-structured interviews with 10 experts selected through purposive sampling. Two strategies, external review and pluralism, were employed to validate the model.
Method: This research has an applied orientation in terms of its purpose and falls within the domain of qualitative research with regard to data collection and analysis. To achieve the objectives of the study, content analysis was used as the main method for analyzing and interpreting the data. During the interviews, participants were asked to express their views, opinions, and experiences regarding various aspects of an indigenous model of in-service training based on cultural needs assessment at the Ministry of Culture and Islamic Guidance.
Results: The findings revealed that the domestic model of in-service training based on cultural needs assessment at the Ministry of Culture and Islamic Guidance is influenced by 13 main themes: (Islamic and Iranian values and national identity training, cultural training techniques, cultural regulations and laws training, standardization and index setting in culture, evaluation and continuous improvement, professional ethics and accountability training, mental safety and compliance, cultural economy, innovation in cultural management, cultural crisis management training, media literacy and digital training, communication skills and negotiation training, and cultural diversity training). In addition, 40 sub-concepts were identified, which contribute to the development of in-service training programs based on cultural needs assessment at the Ministry of Culture and Islamic Guidance.
Discussion: The fundamental goal of organizational training is to facilitate the development and growth of employees in all aspects. However, what legitimizes the planning and implementation of organizational training is its effectiveness. In various organizations, the importance of training has been recognized to different degrees, and numerous theoretical and practical training programs are conducted; nevertheless, insufficient attention has been paid to their relevance and effectiveness. Issues such as the objectives of training, the organizational problems that training seeks to address, and the appropriate methods and extent of training implementation are central to discussions on training effectiveness.
کلیدواژهها English
