(LISCO) Ali Radwan Abdallah

258 Pages·2015·2.02 MB·English

by  Radwan, Ali

An Investigation into the Approaches to the Evaluation of
Training in Libyan Iron and Steel Company (LISCO)

A Thesis Submitted to the University of Gloucestershire in Accordance with the
Requirements of the Degree of Doctor of Philosophy in the Faculty of Business,
Education & Professional Studies

Ali Radwan Abdallah Radwan

PhD

December 2014
Declaration

I declare that the work in this thesis was carried out in accordance with the
regulations of the University of Gloucestershire and is original except
where indicated by specific reference in the text. No part of the thesis has
been submitted as part of any other academic award. The thesis has not
been presented to any other education institution in the United Kingdom or
overseas.

Any views expressed in the thesis are those of the author and in no way
represent those of the University.

Ali Radwan

Signed …………………………………...Date ……....................................

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Acknowledgements

Praise to Allah, who has guided me through this task and has given me the good health
and the strength of determination to enable me to carry out this work. Doctoral study is
a collective endeavour; we do act with others, and derive support and encouragement
from our social relationship with them. Therefore I would like to thank the people who
have supported me over the past four years. First my sincere thanks are extended to my
supervisors Dr. Sue Williams and Dr. Tony Agathangelou. I consider myself very
fortunate to have worked with mentors who have guided, challenged, and encouraged
me over the duration of this study. Also, I am very grateful to the workers and managers
from Libyan Steel and Iron Company who participated in this study and who shared
their perspectives with me. The efforts of all staff in the research office, library, and
international office in the University of Gloucestershire are gratefully appreciated. and
finally, my heartfelt thanks must go to my consistent family, especially to my father
RADWAN ABDALLAH RADWAN who instilled in me the love of learning , how I
wish he was alive to witness this great moment in my life. I must also thank my mother
who missed me for four years, I pray to Allah to reward her with good health and long
life. Lastly, thanks to my children Radwan, Mohamed, Abdallah, Omayma and my
wife, for her patient understanding, and practical and emotional support that has
sustained me through four long years of doctoral study.

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Dedication

This work is dedicated to my father RADWAN ABDALLAH RADWAN who instilled
in me the love of learning, how I wish he was alive to witness this great moment in my
life. To my family, whose love, encouragement and understanding over this period of
study has meant so much to me.
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Abstract

This thesis investigated the approaches concepts and techniques concerning Training
Evaluation within organisations as a means of contributing to the assertion that training
and development can provide added value for an organisation in a non-western context.
In light of this the HRD policies and strategies available and the barriers which can exist
to these strategies in those countries in the Arab world, like Libya, where considered.
Additionally the paradigm that in transitional countries emphasise should be placed on
encouraging training and improving performance is investigated.

An interpretive research philosophy was applied and led to a qualitative design being
chosen for this research as it required the creation of researchable questions which were
salient to target respondents. The case chosen to be studied is the Libyan Iron and Steel
Company (LISCO). An exploratory study was carried out involving a review of
documentary evidence acquired from LISCO which included a survey of employees’
views on training within the company. The questioning of respondents to this study
involved the use interviews managers of departments and professional training staff in
the company were asked for their views to compare with those of the employees. In this
study certain factors were grouped into themes, Arab Culture and the difficulties facing
many transitional economies given the nature of the national and organisational culture
in countries like Libya show that Western developed models of training and training
evaluation cannot be universally applied. Organisations in Libya are typically state
controlled and operate on strict hierarchical basis. This study proposes that in the
current level of economic development Libyan organisations would benefit from a
training evaluation model that focuses on a performance improvement perspective.

The Training evaluation for transitional countries model proposed contributes to
knowledge because it comes from the Libyan context. Any model of training
evaluation considered for Libya or any transitional economy must combine the positive
attribute of Western theoretical models with new elements specific to countries
environment. This thesis is unique as it contributes to our understanding of models of
HRD, and Evaluation practice by exploring their implementation and barriers to their
use in an Arabic country that is in transition from a centralised economy to a more
privatised one. Furthermore it investigates the transferability of western training
evaluation practices to the Libyan environment

A conclusion reached from this study is that any national policy that is introduced by
the new Libyan government needs to include some radical reforms at national, sectoral
and local levels. The Training evaluation for transitional countries model, although only
a theory will serve as a guide to others embarking on similar research.

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TABLE OF CONTENTS

Declaration Page ii
Acknowledgements Page iii
Dedication Page iv
Abstract Page v
Figures and Tables Page ix

Chapter One
Background to the area of Research
PAGE
1.0 Introduction 1
1.1 Research Background 2
1.1.1 Culture 3
1.1.2 HRM and HRD 4
1.1.3 The Importance of Training and Development 5
1.1.4 Training Evaluation 6
1.1.5 The Libyan context 7
1.2 Research aims and Objectives 8
1.3 Rationale and importance of the Research 9
1.4 Research Approach 10
1.5 The Research Design 10
1.6 The Research Contribution 11
1.7 The Structure of this Thesis 12

Chapter Two
Culture and Human Resource Development (HRD) in Transitional
Countries

2.0 Introduction 14
2.1 National and Organisational Culture 16
2.2 HRD Policy and Strategy in Transitional Societies 17
2.2.1 HRD Policy and Strategy in Transitional Societies 20
2.2.2 HRD in African Countries 22
2.3 Economic liberalisation in Libya 23
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2.4 The Libyan Economy and Business environment 25
2.5 Libya in Transition 29
2.6 Summary 36

Chapter Three
HRD and its Evaluation

3.0 Introduction 37
3.1 Reflexive practice in interpretive research 39
3.2 National Human Resource Development (NHRD) 41
3.3 Strategic nature of HRD 43
3.4 The various training models available 44
3.4.1 Approaches to the Training Evaluation process 49
3.4.2 Models of Training Evaluation 51
3.4.3 Resistance to Training Evaluation 53
3.5 Conclusions from the literature reviewed 56

Chapter Four
Research Methodology

4.0 Introduction 57
4.1 Research Philosophy 58
4.2 Research Methodological Approaches 59
4.2.1 Designing an Exploratory Study 61
4.2.2 Interpretive research as a reflexive researcher 61
4.2.3 Collecting the research data 66
4.2.4 Documentary Evidence 68
4.2.5 Piloting the interviews 70
4.2.6 Sample and the form of the Interview 72
4.2.7 Credibility of Research Methodology 74
4.3 Analysing the data collected 75
4.4 Summary 85

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Chapter Five
Analysis and Discussion

5.0 Introduction 86
5.1 Method of Analysis for this Research 88
5.2 Defining the Themes 88
5.3 Findings from documentary evidence 92
5.3.1 Credibility of the documentation from LISCO 94
5.4 Developing Human Resources 96
5.4.1 National/Organisational Culture 107
5.4.2 National/International Human Resource Development 112
5.4.3 Transitional economies 113
5.5 Resource Based Theory/Human Capital Theory 116
5.6 Training Programs 120
5.6.1 Training evaluation models 124
5.6.2 Return on Investment 132

5.7 Summary of Discussion 135

Chapter Six
Discussion of Conclusions

6.0 Introduction 136
6.1 How is off-the-job training evaluated? 139
6.2 Are LISCO’s evaluation methods aligned
with its business strategy? 141
6.3 Is there a different perspective to the evaluation of
training in a Libyan context when compared to
the Western models? 147
6.4 Summary 158
6.5 Limitations of the Study 161
6.6 Contribution to Knowledge 163

6.7 Personal reflection on the interpretive research process 171

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Figures and Tables

Figure 2.1 Conceptual model developed from a study of the literature 15

Table 4.1 Themes 75
Table 4.2 Additional Themes 76
Table 4.3 Developed Themes 76
Table 4.4 Respondent Groups 78
Table 5.1 Themes Revisited 88
Table 6.1 Themes that Link to the Data 137

Figure 6.1 The Training Evaluation for Transitional Countries Model 166

REFERENCES 179

APPENDICES 195

Table 2.4 Population figures for African/Arabian
and Middle eastern countries 196
Table 2.5 The Global Competitiveness Index (GCI) 2008-2009
Basic requirements 197

Table 2.6 The Global Competitiveness Index (GCI) 2008-2009
Efficiency enhancers 198

Table 2.7 The Global Competitiveness Index (GCI) 2008-2009
Innovation and sophistication factors 199

Figure 2.1Score Dispersion among African Countries
and OECD comparison 199

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Table 2.8 Top Three African performers in each pillar of the GCI 200

Figure 2.2 The Global Competitiveness Index Libya 201

Figure 2.3 The most problematic factors for doing business in Libya 201

Figure 2.4 GDP per Worker in Libya 1991-2003 202
Figure 2.4a GDP and Employment per Sector 2003 202

Figure 2.5 GDP (PPP Adjusted) 1999-2004 Libya Relative to Peers 203

Table 2.9 Business Competitiveness Index Ranking
Libya vs Selected Countries 203
Appendix Two A: Various LISCO Training Document 204

Appendix Two B: Internal Report on LISCO Training and
Evaluation 2010 216

Appendix Three A: Guided Conversation (English Version) 232

Appendix Three B: Guided Conversation (Arabic Version) 237

Appendix Four: Sample Transcripts of Conversations 241

Appendix Five: LISCO Chart 252

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