Document Type : Original Article


1 PhD Student in educational management, Islamic Azad University, North Tehran Branch, Tehran, Iran

2 Assistant Professor, Department of educational Management, Islam Shar Branch Islamic Azad University, Islam Shar, Iran

3 Assistant Professor, Department of educational Management, North Tehran Branch Islamic Azad University, Tehran, Iran

4 Professor, Department of Cultural Management and Planning, North Tehran Branch Islamic Azad University, Tehran, Iran



Purpose: Entering the third millennium AD and with technological advances and tremendous and rapid changes in work environments, one of the main preoccupations of the managers of organizations in the present era is the training and development of human resources, and the training of employees is the most important tool for the development of human resources. Through these trainings, the employees of the organization acquire the necessary capabilities and develop their capabilities and acquire the required skills. Researches on the effectiveness of training show that encouragement and training programs lead to an increase in the level of creativity and the improvement of employees' skills, and since the potential for creativity exists among all people, training plays an essential role in identifying and fostering creativity and promotion. It has employees. Isira defines evaluation as a final step in the training process, with the aim of improving training or judging the value and effectiveness of training programs. The present study designed and presented a model for evaluating the effectiveness of virtual in-service training courses for employees in Tejarat Bank.
Methodology: This research was applied in terms of purpose and in terms of method, a combination of qualitative and quantitative methods. In the first stage, the qualitative method of content analysis (deductive) was used to collect information. In this stage, the statistical population was about 80 sources in the field of evaluating the effectiveness of virtual in-service training courses for employees, which were purposefully selected. In this study, 15 experts and faculty members of universities in Tehran province (full time and tuition fees) in the fields of educational management as a statistical sample using snowball sampling method to determine the validity of the qualitative stage Were taken.In the second phase of the research, the statistical population consisted of faculty members and graduates of educational management at the Islamic Azad University. According to the Islamic Azad University of Tehran, there were about 2,500 people. The sample size was estimated based on Cochran's formula of 384 people and after collecting data, statistical analysis of research data in two descriptive levels using statistical indicators (such as frequency, percentage and mean) and the inferential level of confirmatory factor analysis, using Spss 22, Lisrel 8.54 and Excel.
Findings: Significance of coefficients and parameters obtained Dimensions of effective teaching of virtual course teachers, quality of educational services in virtual education, the impact of information technology in virtual education and e-learning methods showed that all coefficients were significant.
Conclusion: The findings of the dimension analysis indicate that among the dimensions of the model for evaluating the effectiveness of virtual courses of in-service training of employees in Tejarat Bank, the quality of educational services in virtual education with an average (0.91) is the highest and the role of technology Information in virtual training with an average (0.75) has the least impact on evaluating the effectiveness of in-service training courses for employees of Tejarat Bank.


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