Designing an effective training process a case study at Sohar Development Office Sultanate of Oman

Sohar Development Office (SDO), in the Sultanate of Oman, has invested time and
resources on administrative training. Seemingly, this study explores the extent to which the seven conditions for a training process are being implemented at SDO so as to make the training effective. It specifically examines the relationship between the seven
conditions which represent the independent variables and the training process. This
research employed both quantitative and qualitative techniques, a questionnaire and an
in-depth interview employing items that attempt to identify the respondents‘ perceptions of training. The seven conditions are needs assessment analysis (NA), readiness for training (RT), the learning environment (LE), transfer of training (TT), evaluation plan (EP), training method (TM) and monitoring and evaluation of training (ME). Based on regression analysis, NA, RT, EP, and TM are significantly related to effective training process while LE, TT and ME are not significant, thus confirming an earlier assumption that a poor traditional training design tends to thwart innovation and change. The study finally recommends an improved training process, with an action plan to overcome the deficiencies, among them include an improved job description that defines the job in terms of its purposes, key functions, and required tasks and competences that are
necessary to carry it out. The study equally proposes that future research should look into the socio-cultural factors that impact training processes in the designing of effective training programmes. The investigation equally highlights the importance of on-the-job training, as a less costly and more effective alternative to off-the-job training, technical training, and e-training in matching high-end information technological tools such as modelling, instructions, and repairs.