Use this URL to cite or link to this record in EThOS: http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.262422
Title: Training theories and practices and their applications in the Libyan oil industry
Author: Zubi, Ramadan Yousif
ISNI:       0000 0001 3578 1386
Awarding Body: University of Hull
Current Institution: University of Hull
Date of Award: 1994
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Abstract:
The purpose of this study is to describe, analyse and evaluate the problem of shortage of well-qualified and trained personnel in the Libyan Oil Industry and to examine training policies, practices and programmes currently provided by this highly valued industry. The major goal of this study was to identify the necessary steps to be taken in order to improve the training and development programmes in this industry. A review is presented of literature on the nature and importance of training; how training can be conducted effectively; what kind of techniques should be followed to set up proper systematic training programmes; and criteria for evaluating the effectiveness of training and development programmes. The policies and practices of training currently in use in the Libyan Oil Industry are investigated, as are the current general education and training system in Libya and the role of Libyan universities and other higher education institutions. A questionnaire was applied to a sample of 101 trainees sent by the Libyan Oil Industry on training to the U.K. respondents represented different companies and projects and various fields of specialisation. Descriptive statistics were used to analyse the raw data obtained from the questionnaire responses. The results of the study indicated the following: 1. A master plan for organising and supervising training programmes is needed. 2. Training programmes should be designed after identifying training needs. 3. Training should be in job related. 4. Trainees should work in the area in which they received training. 5. Top management should receive training in their major activities and responsibilities. 6. Training should be provided for all employees. 7. Training programmes should be evaluated regularly. 8. Co-ordination and collaboration should be made between industry and the university in regard to manpower training and development. 9. Training policies should be periodically reviewed. 10. Training should be considered as a continuous process.
Supervisor: Jennings, B ; Ghazzali, A Sponsor: Not available
Qualification Name: Thesis (Ph.D.) Qualification Level: Doctoral
EThOS ID: uk.bl.ethos.262422  DOI: Not available
Keywords: Education ; Management ; Labour Education Management Labor
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