Analysis of factors affecting student absenteeism in organizational training programs and providing exit solutions

In spite of the attention, sensitivity and concern of the custodians of learning and development to identify and cooperate with the professors and also to spend a lot of expenses on conducting training courses, the rate of participation in class-based training programs is low, hence The purpose of this study was to investigate the causes of student absenteeism in courses and outline strategies.

The research method in this study is a mixed type of exploration (a design tool for collecting data). Explain that in the data collection sequence, qualitative data and then quantitative data were collected. In the qualitative section, the deep interview method and the focused group were used and in the quantitative section, researcher-made questionnaire was used. The content validity of the questionnaire was confirmed with the help of five experts and professors in the field of education and its reliability was calculated 0.84 using Cronbach's alpha. The study population consisted of all employees of one of the industrial companies of Isfahan province, based on the Morgan table, 196 were calculated.

The results of the present study showed that the impact of all three groups of individual, educational and organizational factors in the absence of learners was more than average. Also, the results of the interview showed that lack of incentive, non-payment of mission and work overtime due to training, lack of calculation of educational privilege, lack of relevance of education records in other human resources systems, high work volume, lack of knowledge transfer mechanisms, limited support of knowledge transfer due to the type of managerial thinking, personal and familial problems are other factors affecting the increase in absenteeism rates and thus reducing the rate of participation in training courses.

According to the participants in the research, organizational factors have had the greatest impact on the absenteeism, which is necessary to correct this problem in salary systems. Also, in the educational dimension, it is necessary to improve the design and planning of courses, which it is suggested to use modern teaching methods, classes with less number and relatively strict policies against absenteeism in the classroom. Also, at the individual level, it is suggested that the sense of belonging to the courses in the learners be strengthened through peer mentoring.