Organizational training could play a significant role in keeping the knowledge, skills and attitudes of employees updated, if it is conducted based on scientific principles and methods and considered as an empowering factor. In this regard, the present study seeks to ev
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Organizational training could play a significant role in keeping the knowledge, skills and attitudes of employees updated, if it is conducted based on scientific principles and methods and considered as an empowering factor. In this regard, the present study seeks to evaluate and identify the limitations of the organizational training of engineers in the water and electricity industry. To this aim a mixed method was used including survey method in the quantitative phase and phenomenology in the qualitative phase. The research tool in the quantitative part was a researcher-made questionnaire and in the qualitative part it was a semi-structured interview. The participants in the quantitative part included trained engineers, 900 individuals in the year 2021, and in the qualitative part there were teachers and employers in the water and electricity industry. In the quantitative section, 269 individuals were selected by simple random sampling using Morgan's table, and in the qualitative section, 20 individuals were interviewed based on the theoretical saturation level. For analyzing the quantitative data, SPSS software was used and for qualitative data analysis, thematic analysis method was used. According to the findings of the quantitative part of the research, the current state of organizational training of engineers in the water and electricity industry in all 5 dimensions of education is at the average and below average levels. On the other hand, based on the findings of the qualitative part, the main limitations of the organizational occupational training system include process limitations, motivational, cultural and administrative structure. The results revealed that the organizational training of the water and electricity industry does not meet the desired quality levels; cultural problems and inattention to the academic degrees, lack of motivational incentives, structural-administrative problems and process problems and non-compliance of organizational trainings with scientific and logical approaches could be mentioned as some of the factors leading to the current situation.
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