ارائه الگوی آموزش با رویکرد مدیریت دانش در بانک‌ها و نهادهای مالی

هدف از انجام این تحقیق ارائه الگوی آموزش با رویکرد مدیریت دانش در بانک ملی ایران است. از این رو، یک پژوهش کاربردی – توسعه ای است که در سایر بانک ها و نهادهای مالی کاربرد دارد. روش تحقیق کمی از نوع پیمایشی- تحلیلی است. جامعه آماری 1156 نفر شامل کارشناسان و مدیران میانی بخش ستاد بانک ملی در استان تهران بودند. برای محاسبه حجم نمونه از فرمول کوکران استفاده شد که 288 نفر تعیین و با روش نمونه گیری تصادفی طبقه ای انتخاب شدند. ابزار گردآوری داده ها پرسشنامه محقق ساخته است. برای اعتبار پرسشنامه از روش اعتبار صوری یا محتوایی استفاده شد و برای پایایی از روش آلفای کرونباخ که با توجه به مقدار آلفای 9/0 تایید شد. داده ها به کمک دو نرم افزار آماری اس‌پی‌اس‌اس 26و نرم افزار معادلات ساختاری پی ال اس 4 پردازش شد. برای تحلیل شکاف از آزمون ناپارامتری ویلکاکسونبرای شناسایی وضع موجود و مطلوب شاخص های آموزش با رویکرد مدیریت دانش در بانک ملی، برای تعیین اولویت بین مقوله ها از آزمون فریدمن و برای تحلیل عامل تاییدی و ساخت مدل از معادلات ساختاری استفاده شد. طبق یافته ها بین میانگین وضع موجود و مطلوب شاخص ها در جامعه هدف، تفاوت معنی داری می باشد. در نهایت الگوها در دو بخش وضعیت موجود و مطلوب بررسی شده و مدل ترکیبی ارائه گردیده است. براساس نتایج حاصل مدیران بانک ملی برای اجرای آموزش کارکنان با رویکرد مدیریت دانش باید در تمامی مولفه های مدل که در وضعیت موجود دارای بارعاملی کمتر نسبت به وضعیت مطلوب هستند تلاش مضاعفی نمایند.

providing a training model with knowledge management approach in banks and financial institutions

the purpose of this research is to provide a training model with knowledge management approach in the national bank of iran. therefore, it is an applied-developmental research that can use in other banks and financial institutions. the quantitative research method is survey-analytical. the statistical population of 1156 people included experts and middle managers of national bank headquarters in tehran province. cochran’s formula was used to calculate the sample size, and 288 people were determined and selected by stratified random sampling method. the tool of data collection is a researcher-made questionnaire. for the validity of the questionnaire, face or content validity methods were used, and for reliability, cronbach’s alpha method was used, which was confirmed with an alpha value of 0.9. the data were processed with the help of spss26 statistical software and pls4 structural equation software. to analyze the gap, the non-parametric wilcoxon test was used to identify the current and desired status of training indicators with the knowledge management approach in national bank, and also friedman test was used to determine the priority between categories, and structural equations were used to analyze the confirmatory factor and build the model. according to the findings, there is a significant difference between the average of the current and desired status of the indicators in the target community. finally, the models were examined in two sections: the current, and the desired status; and a combined model was presented. based on the results, the managers of national bank should make extra efforts in all the components of the model, which in the current status have less factor loading than the desired status, in order to implement employee training with knowledge management approach.extended abstractintroductiontoday, the development of the world economy is focused on creating knowledge and competency-based economy. in this process a key role belongs to the skilled workforce that meets the needs of the labor market, and is a driver of economic and social progress, as well as improving competitiveness of the country in general (sekerin et al., 2018). therefore, training and development of employees with the aim of increasing the productivity in the organization has become very important (ismael et al., 2021). organizations make huge investments on employee training and development each year. however, transfer of knowledge acquired through training programs to company stakeholders is not as easily achieved. a learning environment needs to be produced in organizations such that employees are motivated to actively learn new things and then share their knowledge with their peer (banerjee, gupta bates, 2017). knowledge management processes implemented at the organizational level can play a vital role in the transfer of knowledge thereby, increasing the effectiveness of training (abd rahman et al., 2013): because human resources training is the primary approach to elicit and reinforce employees’ knowledge and proficiency. certainly, both knowledge and human resources are being increasingly regarded as key levers of improving of organizational performance in today’s global, dynamic and complex organization environment (khaksar et al., 2011). organizations striving in today’s fast changing marketplace are facing the need to have employees who know how to learn and who can quickly retool and be ready for new challenges (ho, 2008). in this regards, the adoption of appropriate knowledge management approaches which is recognized to be a way to achieve sustainability goals (kassaneh, bolisani cegarra-navarro, 2021) has become an important tool for enhancing and supporting education (alosaimi, 2016). so far, various models have been presented for the training systems of the employees of the organizations. but considering the importance and promotion of knowledge and the importance of increasing the efficiency and competitive environment among organizations, especially in banks and financial institutions due to being exposed to changes,, a suitable model is needed to achieve this important. it can be institutionalized the teaching and learning process which is the goal of effective education. therefore, the current research aims to provide a model of training with a knowledge management approach in the national bank of iran, in which the following questions are examined and answered:what is the current status and the desired status of training indicators with knowledge management approach in national bank of iran according to the experts and managers of this bank?what is the ranking of training indicators with knowledge management approach in national bank of iran?what is training model with the knowledge management approach in national bank of iran?theoretical frameworkaccording to goldstein (1986), training is defined as “the systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance” (abd rahman et al., 2013). the main purpose of employee training is to increase efficiency. individuals rely on training to improve their current skills and to learn new skills (renukappa, suresh alosaimi, 2021).davidson and philip voss (2003) state that knowledge management is the way based on which the organizations manage their employees, identify and store existing knowledge, and share it with teams to improve the quality and value of that knowledge to create knowledge-based innovations (kurniawan et al, 2023). the real focus of knowledge management is on “doing the right thing” instead of “doing things right”. it provides a framework within which the organization views business processes as knowledge processes which involves creation, dissemination and application of knowledge towards organizational sustenance and survival (dhamdhere, 2015).the benefit and application of new methods and approaches of training and learning of employees is accompanied by a change in the paradigm of education towards learning opportunities (mogharab elahi jafari, 2022). knowledge management will lead educational organizations to identify all the needed processes that add value to learning experience (alosaimi, 2016).methodologythe research method is quantitative, survey-analytical, and an applied-developmental research in terms of its sed, which