Abstract

Abstract
This study aimed to identify and rank the effective variables for the development of evaluation of applied training workshops for the employees of Parsian Bank branches in Tehran. The research method was descriptive-survey and applied. The statistical population of this study consisted of vice presidents, managers, and employees (experts) of one of the Parsian Bank branches in Tehran in 1403 (2024-2025), who had more than 5 years of work experience. The sample size in the first phase, which included professors and experts, was 20 people (including 4 university professors and 16 industry experts from the managers and vice presidents of Parsian Bank branches), and in the second phase, it was 40 people; due to the statistical population, a census sampling method was used. Data were collected using a fuzzy pairwise comparisons questionnaire and analyzed based on the Fuzzy Analytic Hierarchy Process (FAHP). The findings showed that the criterion "Evaluation and Educational Monitoring" with a weight of 0.201 was the most important variable, followed by "Educational Needs Assessment" (0.167) and "Quality of Educational Content" (0.147), respectively. Furthermore, sub-criteria such as "Analysis of employees' skill gaps" and "Using interactive methods" had the most significant impact. The results of this research can assist bank managers in designing and improving effective training programs.
Keywords: Development, Training, Training Workshop, Banking Industry, Parsian Bank.

Introduction
In today's world, human resource training and development is recognized as one of the fundamental pillars of organizational success. Banks, as financial and economic institutions, require highly skilled and capable human resources to succeed in the increasingly competitive market. Applied training workshops are considered an effective tool for improving the skills and knowledge of employees and not only help increase employee efficiency and productivity, but can also lead to improving the quality of services provided to customers. Evaluating these programs is essential in order to identify strengths and weaknesses and continuously improve training processes (Aktar, 2023)
Training and development efforts are activities that aim to improve organizational performance and increase employee knowledge and skills. Training methods are strategies or techniques for developing abilities so that employees can perform their duties flawlessly. Organizations should evaluate the nature of the job, the size of the organization, and the types of employees (Aktar, 2023). Although training and development plays an important role in organizational performance, in some organizations this activity is seen as an unnecessary or ineffective function. Its effectiveness is difficult to measure, and some organizations believe that developing training workshop evaluations does not contribute to employee commitment and is sometimes a waste of time and money (Chawduri et al., 2022; Omollo et al., 2023).
Research shows that the training and development evaluation stage faces many challenges (Imran et al., 2025). Therefore, proving the effectiveness of training in achieving organizational performance criteria is not an easy task, and several factors can affect employee performance (Agbolo et al., 2020; Qaymire et al., 2023). Training and development workshops are the most important subsystem of human resource development that helps to increase and refine the skills and knowledge of employees. Programs can be implemented in-house or by external providers, and the outcomes include skill development, familiarity with methods, and improved customer service (Anakpo et al., 2023). The importance of developing and evaluating training workshops has increased with the rapid spread of technology and the emphasis on quality and customer satisfaction (Bapurikar, 2024).
The performance of banks has a significant impact on the economy of the country, and effective human resource management is essential for their survival and success (Chovarda, 2021; Aktar, 2023). Training and development (T&D) activities enable organizations to adapt, innovate, improve services, and achieve goals. Identifying and ranking the variables affecting the development of training workshops for Parsian Bank employees can help improve the quality of training and increase organizational productivity (Adhikari, 2023).
The effectiveness of training workshops for bank employees increases when evaluation is carried out systematically and at multiple levels. Bahel et al. (2024) and Aktar et al. (2023) positively assessed the impact of training and development on the performance and satisfaction of bank employees. In Iran, Idi (2010) and Momeni et al. (2012) emphasized the role of training in improving the productivity of bank employees by examining individual, educational, and organizational dimensions. Also, Mohammadpour Zarandi and Tabatabaei Mozdabadi (2015) reported positive effectiveness of specialized courses at all levels of the Patrick model. These findings indicate that for the development of evaluation of applied training workshops in Parsian Bank, simultaneous attention to individual, organizational, and content dimensions of training is necessary.
Since practical training workshops for employees can lead to improved productivity, organizational culture, and job satisfaction (Beniveau et al., 2021; Bahel et al., 2024; Al-Ghazawi et al., 2021; Chauduri, 2022), and also given the lack of comprehensive research in this field, conducting this research can lead to identifying and ranking the effective variables in developing and evaluating practical training workshops for bank employees. Therefore, the present study seeks to answer the question of what factors are effective in developing and evaluating practical training workshops for bank employees?
Research Method: The method of conducting the present study is as follows: first, the fuzzy Delphi method was used to identify and rank the effective variables in the development of the evaluation of applied training workshops for employees of Parsian Bank branches in Tehran. In the next stage, the initial questionnaire was designed with the cooperation and guidance of supervisors, consultants, and other experts to determine the comparison criteria. The content validity ratio (CVR) was used to identify the variables for evaluating training workshops. This ratio was presented by Lavshe to estimate the validity from the experts' perspective. Experts are asked to provide their views on each indicator with three options: "The item is necessary", "The item is useful but not necessary" and "The item is not necessary". Then the content validity ratio is calculated.
Then, 40 questionnaires were distributed among the informed experts, and before distribution, due to the matrix nature of the questionnaire, a detailed explanation of how to complete the questionnaire was provided. The respondents' scores were used to form a pairwise comparison matrix, and these matrices were entered and processed in the Analytical Network Program (ANP) software environment. Next, the research instrument's compatibility rate was determined and a decision matrix was formed. The decision matrix was scaled using the smoothing method. Then, the distances from the ideals were calculated and the different sections were prioritized in the form of options.