تأثیر به کارگیری آموزش و انگیزه برای پیشرفت کار تیمی و بهرهوری کار: در مورد شرکتهای ساخت و ساز
|کد مقاله||سال انتشار||مقاله انگلیسی||ترجمه فارسی|
|4560||2012||12 صفحه PDF||28 صفحه WORD|
Publisher : Elsevier - Science Direct (الزویر - ساینس دایرکت)
Journal : International Journal of Project Management, Volume 30, Issue 2, February 2012, Pages 213–224
2. پیشینه تئوری رشد منابع انسانی
2.1. توسعه منابع انسانی در سازمانهای مربوط به ساخت و ساز
3. آموزش و رشد
4. انگیزه برای آموزش
5. کارایی عنوان متغیر نتیجه نهایی تحقیق
6. چارچوب نظری تحقیق
7. صنعت ساخت و ساز در ایران
8. اهداف تحقیق
جدول 1.پراکندگی کمپانیهای ثبت نام شده در استانهای مختلف کشور
10. تجزیه و تحلیل دادهها و نتایج
10.1 هدف اول تحقیق
10.1.1 مطالعه رابطه میان آموزش کارکنان و شیوه های انگیزه با بهبود کار تیمی
جدول 2.خلاصه مدل برای اولین مدل تحقیق.
جدول 3.تست ANOVA برای اولین مدل تحقیق
10.2 هدف تحقیق دو
10.2.1 مطالعه رابطه میان شیوههای آموزش و انگیزه با بهرهوری کار
جدول 4.جدول ضریب همبستگی برای سهم هر یک از متغییرها نسبت به اولین مدل تحقیق
11. یافتهها و بحثها
جدول 5.خلاصه مدل دو تحقیق
جدول 6.تست ANOVA برای مدل دوم تحقیق
جدول 7.جدول ضریب همبستگی برای سهم هریک از متغیرها نسبت به مدل دوم
13. محدودیتهای تحقیق
A well-organised human resource development programme is a critical strategy for construction companies, as in the coming years, human capital will increasingly play a significant role in organisational success. Based on a combination of the literature appraisal and questionnaire survey, the study explores the correlation of HRD strategies in employee training and motivation practices with teamwork improvement and task efficiency in construction projects. The research analysis was completed on a sample population of 107 individuals within nominated construction firms in Iran. The analysis methods in this research were mainly descriptive and regression-based analyses and the type of investigation was a co-relational study. The research found the relationship of training and motivation practices with teamwork improvement and task efficiency in the respondents' companies by exploring the two generated research models.
Having a well-organised and effective human resource development (HRD) programme is one of the most important assets of a company, directly impacting its fruitfulness and long-term viability as a company (Chen et al., 2003). The importance of involving human resources (HRs) in development, planning and implementation of competency-based strategies has been emphasised by a number of researchers (Beatty and Schneier, 1997, Buyens et al., 2001 and Iatagana et al., 2010). The dynamic external environments, within which many businesses currently operate, require that they develop a capacity for training and learning faster than competitors. In regard to this, Buyens et al. (2001) proposed that HRs are becoming the most important asset of an organisation if they are adequately nurtured, educated and developed. Garavan et al. (2002) suggested that companies should find solutions to novel and complex problems and to enhance the quantity of what they do through effective training and motivation in HRD practices. In another study, Garavan (1997) considered training, motivation and development of employees at all levels within organisations as vital components in maintaining competitiveness in the international arena. Armstrong and Baron, 2002 and Sambrook, 2004 state that HRD is concerned with the provision of learning and development opportunities in order to support achievement of business strategies and improvement of organisational, team and individual performance. Consequently, effective training and development practices next to the employees' motivation for training in HRD strategies can make impacts on companies' project performances. Accordingly, training and motivation in HRD practices and their influences on performance of construction projects formed the main core threads of this research.
نتیجه گیری انگلیسی
Training and motivation can sustain or increase employees' current productivity, whilst, at the same time, prepare personnel for changing the organisation. If employees remain productive, career motivation and training programmes need to be available that can support an employee's task and emotional needs at each stage. Furthermore, companies train their employees to have the knowledge and skills they need to contribute personally to the project performances. As mentioned earlier, motivation can influence the willingness of an employee to follow the training programme, to exert more energy toward the programme and to transfer what they learn onto the job. Moreover, motivation should be rooted in the individual's personal needs, wants, and identities. As a result, in the case of the construction industry, workers can be more innovative as well as creative if they are encouraged by their leaders and superiors. Motivated labour and workers can make changes in the industry and ameliorate it. Consequently, exploring the relationship of training practices with task efficiency and teamwork improvement in construction companies by moderating the motivation factors formed the main objectives of the study. The research found training assignment, perceived importance of training, hygiene factors and motivating environment as the most effective training motivators for the study. In addition, perceived training as an important part of employee development by the companies, a system for developing HR assets and developing learning environment, were also chosen as the training policies of the research after analysing the pilot survey. Overall, the results of the research revealed that the motivators highly strengthened the relationship of training practices with teamwork activities and task efficiency on the respondents' companies. Therefore, the construction companies, particularly in Iran, by applying these training policies as well as the motivators for their staff and workforces, may improve their teamwork activities and obtain better task efficiency.