Effective Factors on Quality of Improvement Training Social Security Workers in Isfahan from Viwepoint Employee

The purpose of this study the factours the quality of social security staff inservice training of staff was of the view. Descriptive method was used in this study. The statistical population of all employees (femalesm n-68) and (men, 217 women) in the social security isfahan (SSO) had 24 people head to the census, and 164 employees based on the determination of sample size Cochran (2001) and random sampling were selected and 53 were associated with the 7 component test buoy survey responded. The questionnaire was approved specializing in this field and validity Bazamayy 0/97 respectively. Data collection ferential statistics to test one variable t and t-test was used with two independent sings suggest that the role of the lesson plan (t=28/85, p=0/001), training (t=25/99, p=0/001), continuous scientific evaluation (t=24/68, p=0/001), consistent with the need for staff training (t=23/37, p=0/001), lead (t=25/82, p=0/001), monitoring (t=21/82, p=0/001), and human relations (t=22/99, p=0/001), in-service training to upgrade staff has been higher than average level. Among the factors to promote quality teaching staff at p0/05, there are significant differences. The highest average (4/22) related to human factors and the lowest average (3/98) factors related to the scientific evaluation is ongoing. The difference between the role of lesson plans, training, evaluation and continuous, consistent with the need for staff training, incentives to encourage and monitor the training process based on respondents' record  but there is a significant difference between the role of the demographic variables (gender, education, service, responsibility) is not significant.