Following the preliminary analysis presented in chapter four, this chapter addresses the development of the substantive model. As already explained (see chapter four), for the purpose of this thesis, the substantive models are developed for TNA in the Iraqi construction industry. From a total of 330 questionnaires distributed, 239 questionnaires were returned to the researcher and 91 refused to participate in answering the survey. That means there was a response rate of 72.4% from the construction engineers. According to Leech, Barrett & Morgan (2005), response rates in the 70% to 80% range are viewed as very good and valid to carry out any research study. Participating engineers came from the Capital, Baghdad and various cities in the south of Iraq: Najaf, Kuit and Basra city. There are 82 site managers , 33 project leaders, 64 civil engineers and 60 architects rated their responses according to a five- point Likert scale, ranging from 1 for ‘strongly disagree’ to 5 for ‘strongly agree’ and from 1 for ‘not important’ to 5 ‘very important’. The researcher’s reasons for a non-response sample in this study are due to several factors. Firstly, the nature of respondents may differ and their disposition may vary from cheerfully cooperative to hostile. Differences may occur between cultures, social classes and demographic categories, according to Kish (1965, p. 533). The researcher has also used the Statistical Package for Social Sciences software (SPSS, V19.) for the purposes of statistical analysis. In order to have a good sample, it must be of sufficient size to reflect the full diversity of that population. Approaching 317 people is a good size in carrying out research, and this lead to accurate statistical analysis, and the results are thus would be more meaningful. The justification for these models comes from the rising interest in human resource development in construction in general, and in Iraq in particular, as a means to develop, improve and upgrade the skills and knowledge of employees in 1 8 0
construction in order to achieve the required level of effectiveness which is necessary for Iraq to remain competitive in the region. The shortage of skills and knowledge in construction motivated the researcher to undertake this study and develop models that’s help to identify the skills and knowledge gaps in today’s Iraqi construction industry. Before undertaking a full needs analysis, the divers for conducting training needs assessment must first be identified. There are four trigger for needs identification: 1) site management administration problems, 2) technical problems, 3) poor communication, 4) a shortage of skills and knowledge. When a company takes into account all four triggers in identifying their needs, the organization can be viewed as having needs assessment identification. Subsequently, there are four mechanisms within the second stage (input stage) which have an impact on conducting TNA in organizations, these are: barriers to TNA, data methods, and methods techniques and criteria. The middle level is more tactically oriented. Its focus is on meeting internal organizational needs, such as improving employee competencies. The third stage (process) is to highlight job skills needs at the three levels: organizational, task and individual; this looks at the knowledge and skills requirements of each specific job and compares these requirements to employees’ actual knowledge and skills. In the final stage, the model output leads to an efficient determination and prioritization of training needs for employees, this is performed on an individual level to determine what skills and knowledge a person must develop. Having identified the skills and knowledge needs for employees, the TNA outcome will lead to effective training results.
A systematic approach to training should begin by identifying performance problems. Therefore, needs assessment and analysis is regarded as the first step in any training program (Leigh, et al., 2000). Two different kinds of need in organizations can be identified: ‘diagnostic’ needs are linked to the skills required to perform tasks. Gaps in diagnostic needs require training to improve current performance or endeavours to identify future obstructions to performance. ‘Compliance’ needs are gaps associated with meeting federal regulations such as safety or diversity. The training needs of a company can differ within the organization. Brown and Read, 1984) propose that needs analysis should occur at three levels: Organisation analysis examines the organization’s objectives and goals, resource needs and efficiency indices in order to determine where training is needed. Task analysis requires establishing performance standards; what tasks must be performed for standards to be achieved, how tasks are performed and the requisite knowledge and skills necessary to perform those tasks, in order to determine the content of training.
Identification of training needs helps construction companies in Iraq to conduct successful training, whereas recognising non-training needs helps make management decisions regarding solutions other than training. Therefore, based on a review of the relevant literature we propose a model (see models). This study, which is descriptive in nature, is aimed at investigating the backgrounds of TNA that close skills gaps when practiced in construction organisations. The literature has been used as a foundation for developing conceptual models for TNA, as well as theories regarding the importance of drivers of TNA, and the literature indicates the variables for TNA. No studies have been conducted on aspects of Iraqi construction industry on the training requirements of the construction workforce in general or on management skills in Iraq. However, after 2003 the situation in Iraq has required new approaches and strategic plans, in order to ease the critical lack of skills and knowledge gap in the construction industry (CURT, 2006). Enabling improvements in the quality of Iraqi construction projects requires a focus on employees having more effective skills. Hence, TNA is considered to be essential for addressing the skills gap in Iraq. The Iraqi government has carried out some construction sector reforms and workshops on improving employees’ skills. The main reason for these workshops was to assess the skills and knowledge needs of construction employees; according to these assessments training is required in the area of management skills. This confirms that the need for training assessment is a pre-requisite before putting any available resources into training construction engineers. Rues & Byars (2000) reported that needs assessment is a systematic analysis of specific training activities, which are required to achieve certain objectives. A needs assessment of construction engineers was made in this study by considering the skills and knowledge requirements of Iraqi construction organizations. According to the requirements, the following conceptual models was designed for the needs assessment to identify discrepancies and skills and knowledge gaps for all participants in construction engineers groups, such as: site managers, project leaders, civil engineers and architects. The study revealed that a large majority of particpants could benefit from TNA and that there was a skills and knowledge shortage especially in construction management, and the management and administration of sites under construction organizations. Therefore, the engineering workforces do perceive the importancce of TNA and they do feel the need for training to fill the skills and knowledge gaps in their organizations. To overcome this deficiency in skills and knowledge conceptual models have to be put in place and to be followed for the training needs programme to be emperical. In this study attempts have been made to propose TNA models for construction indsutry that is based on emperical evidence.
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