أثر فاعلية التدريب علي أداء المنظمات الطوعية: دراسة حالة منظمة الدعوة الاسلامية في الفترة من 2000م - 2015 م

Abstract

traininTgh ios ns ttuhdey P cearmfoerm uanndceer othf eV otiltulne”ta rTyh Oer igmanpiazcatt ioofn sth- ea cEaffseec tsitvuednye sosn o “f aThimee Ids ltaom sictu Cdya llt hOer igmanpiazcatt i oonf ”t hien etfhfee cptievreinoeds s2 0o1f 5tr a–i n2in0g0 0a nTdh ken roewseleadrgche konf oewff ictiheen cey,l eimn epnetrsf oarnmdin gco tmrapinoinnegn tins tohfe e fofircgieanncizya tiino nt ruanindienrg ,s tauldsyo, ttoo trhevei eewff etchteiv leitneersast uorfe t ohne tphreo gsruabmjesc itm opf lsetmudeyn,t eand di nt ot hfein do roguatn itzhaeti oenxt einn tt hoef tpheartio idn coref asstue dtyh,e i ne fafidcdieitnicoyn atnod f ienfdfeincgti voeunte stsh eo f wtraaiynsi nmge, atanrsg eatnidn gm theteh foadcst tbhuatt athlseo tr ation irnagi sseh otuhled nmootr aolnel yo lfe athde t ot rkaninoewel,e dagse a a n dw eaxyp etort icshea tnragnes ftehre, tbheeh agvaiopr abnedt wtoe egna int hceo ndtiensuiroeuds lyp enrefwor m waanycse ofa nwdo rk itnhge saoc atusa tlo, barsi dagne icnatpeagbrailitteieds a,wcthivicihty a. reT raabinlein tgo h aarinme siss altlo t h eb kunioldw lsecdiegnet aifnicd aacnhdi evperamcetinctasl tcoh aspetrevres ; t hteh eo bfijresct tcivaems eo uf nthdee r otrhgea ntiitzlaet i“o ntr a.Tinhien gr ecsoenacrecpht sin “c,l uitd eindc l ufdoeudr trheqreueir etompeicnst,s t,h e t hceo npcreepvti ooufs tsratuindiinegs, aitnsd tthypee cso anncde pfto romf se,f ftihciee ntcrayi nainndg .einffcelcutdivinegn e tshsr eoef ttroapinicisn g; ,d tehseig nse acnodn dim cphlaepmteern t adtiisocnu sosfe tdr a itnrianing,i nkgn othweloedrigees tohf irtdra icnhinagp treers udlitssc u, sasnedd ksntroawtelegdicg ec oonf c eepftfsic, ieinncclyu dainndg etfhfreeceti vteonpeicsss., Tthhee ssttrraatteeggiyc, cthoen cfeoputr, tthh ec hcaopntceer,p tws aosf atbhoe uttr atihnein gf isetlrda tsetguyd,y t, yipt eisn coluf dtreadi ntihneg iptr odgisracumsss eodf ttrhaein iandgm iminpisltermateivnet etdr ainin itnhge pperorigorda muns d eor fs ttuhdey o2r0g0a0n i-z a2t0io1n5 (hIyslpaomthice sCeasl,l a n d Othreg acnoiznactliuosnio) na isn cal ucdainseg fsitnuddinyg s,i ta nadls ore icnocmlumdeedn dtaetsiot nosf, of the most important findings that; the identification of training needs would be more accurate and realistic if it was institutions which ask for training and not the implem ceanrtriinegd ionustt itbuyt itohne, aonf dt hteh a tt rtahien ekne o,wis lemdogree o ifm thpeo rrteasnutl tf o arn tdh iem opragcatn oizf attriaoinn inagn da fnteort ptrhaec tficoer tarnadin eaere , t hreeqreu easrtee d rbeya dtyh epmro ,g trhaemsse dinesstiigtunteido nbsy binrisntgit u tthioen st rauinndeersr s-t uthdiys imndaiyc a tbioen ssu aitraeb lael wfoayr st hlienikre nde weditsh ,tohre citl amritayy onfo tth e, rgaotiaolss oafn dtr asitnaitnisgt,i citasl dpeuvrpeolospem eanntd is cnoonts edqouneen cbeys . theef fe icntsivtiet utmioenas suanredm eanlsto tohfe i mtpraacint inogf ttrhaei noirngga nefizfeactitoivne .ness and knowledge of the trainees, is not measured by the Organization