| 000 | 11823na a2202101 4500 | ||
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| 001 | 233391 | ||
| 003 | koha_MIRAKIL | ||
| 005 | 20221226090139.0 | ||
| 008 | 190118b tu 000 0 | ||
| 040 |
_aCY-NiCIU _btur _cCY-NiCIU _erda |
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| 041 | 0 | _aeng | |
| 090 |
_aYL 388 _bH23 2014 |
||
| 100 | 1 | _aHacıküçük, Onay | |
| 245 | 0 |
_aIn service training and the perceptions of the Turkish Republic Of Northern Cyprus office of deeds and cadastre employees on in service training _cOnay Hacıküçük; Supervisor: Esin Ergin |
|
| 260 |
_aNicosia _bCyprus International University _c2014 |
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| 300 |
_aXIII, 100 p. _btable _c30.5 cm _eCD |
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| 336 |
_2rdacontent _atext _btxt |
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| 337 |
_2rdamedia _aunmediated _bn |
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| 338 |
_2rdacarrier _avolume _bnc |
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| 500 | _3Includes CD | ||
| 504 | _aIncludes references (91-96 p.) | ||
| 520 | _a'ABSTRACT This survey was carried out to measure the in service training perception of the TRNC Deed Office and Cadastre Office employees. From the Deeds Office and Cadastre Head Office, and Nicosia, Famagusta, Kyrenia and Morphou Registry Districts. This survey was conducted amongst the 195 people working in the four Registry districts. The results were analyzed using SPSS software. The results of the analysis showed that 'the necessity of in service training' there seemed to be a significant difference in favor of the employees with a lycee or secondary school diploma. As a result, it was seen that, because of the level of education, the employees with a lycee or a secondary school diploma attribute more importance to the necessity of in service training than the ones with higher degrees. Furthermore, according to the analysis of other demographic characteristics, despite the significant differences amongst some of them, the results are not significant. Key Words: Deeds Office and Cadastre Office employees, in-service training. ÖZET Bu araştırma, Kuzey Kıbrıs Türk Cumhuriyeti Tapu ve Kadastro Dairesi çalışanlarının hizmet içi eğitim algılarını ölçemek amacıyla gerçekleştirilmiştir. Bu amaç doğrultusunda hazırlanan anket formu Tapu ve Kadastro Daıresı Müdürlük, Lefkoşa, Gazimağusa, Girne ve güzelyurt Kaza Tapu Dairesi çalışanlarının oluşturduğu 195 çalışana uygulanmıştır. Bu çalışma sonucunda elde edilen verıbler bilgisayar ortamında SPSS istatistik paket programı yardımıyla analiz edilmiştir. Yapılan analizler sonucunda, eğitim düzeyine göre "hizmet içi eğitim gerekliliğine ilişkin görüşler" sorulduğunda, lise ve alt düzey çalışanlar lehine anlamlı fark olduğu ortaya çıkmaktadır. Bu da bize lise ve altı düzey eğitim almış olan çalışanların kendilerini yetersiz gördüklerinden hizmet içi eğitim gerekliliğine önem verirlerken, ön lisans ve üzeri eğitim almış olan çalışanların kendilerini yeterli gördüklerinden hizmet içi eğitim gerekliliğine daha az önem verdıklerini ortaya çıkarmıştır Bunun yanında yapılan diğer demografik özelliklerin analizleri sonucunda bazı sorularda anlamlı fark ortaya çıksa da genellikle aradaki farklar önemsiz olduğundan boyut toplamlarında anlamlı fark ortaya çıkmadığı görülmüştür. Anahtar Sözcükler: Tapu ve Kadastro çalışanları, hizmet içi eğitim. ' | ||
| 650 | 0 | 0 | _aHizmet içi eğitim |
| 650 | 0 | 0 | _aIn-service training |
| 650 | 0 | 0 | _aTapu ve kadastro ofis çalışanları |
| 650 | 0 | 0 | _aDeeds office and cadastre office employees |
| 700 | 0 |
_aSupervisor: Ergin, Esin _91656 |
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| 942 |
_2ddc _cTS |
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| 505 | 1 |
_g1 _tINTRODUCTION |
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| 505 | 1 |
_g3 _tCHAPTER 1- IN SERVICE TRANING |
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| 505 | 1 |
_g3 _tEDUCATION GENERAL |
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| 505 | 1 |
_g4 _tTYPES OF EDUCATION |
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| 505 | 1 |
_g4 _tFormal Education |
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| 505 | 1 |
_g5 _tSystematic Education |
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| 505 | 1 |
_g5 _tNon-Formal (Extended) Education |
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| 505 | 1 |
_g6 _tInformal Education |
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| 505 | 1 |
_g6 _tAcademic Education |
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| 505 | 1 |
_g6 _tFamily Education |
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| 505 | 1 |
_g6 _tWorkplace Training |
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| 505 | 1 |
_g7 _tApprentice Training |
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| 505 | 1 |
_g7 _tAppreticeship and Vocational School |
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| 505 | 1 |
_g7 _tIn Service Training |
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| 505 | 1 |
_g8 _tTRAINING IN GENERAL |
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| 505 | 1 |
_g9 _tTHE IMPORTANCE AND BENEFITS OF TRAINING IN BUSINESSES |
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| 505 | 1 |
_g9 _tBenefits in Terms of The Employees |
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| 505 | 1 |
_g10 _tBenefits in Terms of The Firm |
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| 505 | 1 |
_g10 _tKeeping up with the Rapid Advances in Technology |
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| 505 | 1 |
_g10 _tOrienting New Employee to the Workplace |
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| 505 | 1 |
_g11 _tTo Sustain the Same Level of Performance |
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| 505 | 1 |
_g11 _tPreparing Human Resource for New Jobs |
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| 505 | 1 |
_g11 _tTRAINING PROGRAMS DESIGNED ACCORDING TO EMPLOYEE QUALIFICATIONS |
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| 505 | 1 |
_g12 _tTechnical Personnel Training |
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| 505 | 1 |
_g12 _tAdministrative Personnel Training |
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| 505 | 1 |
_g12 _tManagement Personnel Training |
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| 505 | 1 |
_g13 _tIN SERVICE TRAINING IN BUSINESS FIRMS |
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| 505 | 1 |
_g14 _tDefinition and Purpose of In service Training |
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| 505 | 1 |
_g14 _tDefinition of In Service Traning |
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| 505 | 1 |
_g16 _tGoals of In Seervice Traning |
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| 505 | 1 |
_g18 _tBenefits of In Service Traning |
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| 505 | 1 |
_g19 _tIndividual Benefits |
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| 505 | 1 |
_g20 _tInstitutional Benefits |
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| 505 | 1 |
_g20 _tDetermining the Priorities of In Service Training |
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| 505 | 1 |
_g20 _tSub-Level Priorities |
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| 505 | 1 |
_g21 _tMid-Level Priorities |
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| 505 | 1 |
_g21 _tTop-Level Priorities |
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| 505 | 1 |
_g21 _tAnalysis Approach Based on Affective Factors |
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| 505 | 1 |
_g21 _tIn Service Training |
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| 505 | 1 |
_g22 _tDetermine Needs of In Service Training |
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| 505 | 1 |
_g23 _tDifferences Approach |
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| 505 | 1 |
_g23 _tDemocratic Approach |
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| 505 | 1 |
_g23 _tAnalytical Approach |
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| 505 | 1 |
_g23 _tDescriptive Approach |
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| 505 | 1 |
_g23 _tInspection of Records and Reports |
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| 505 | 1 |
_g24 _tArranging Group Meetings |
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| 505 | 1 |
_g24 _tInterviewing |
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| 505 | 1 |
_g25 _tSurvey Approach |
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| 505 | 1 |
_g25 _tObservation |
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| 505 | 1 |
_g25 _tTest Application |
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| 505 | 1 |
_g25 _tDetermining In-Service Training Policy and Objectives |
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| 505 | 1 |
_g26 _tPrincible of In Service Training |
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| 505 | 1 |
_g26 _tContinuity |
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| 505 | 1 |
_g26 _tComprehensiveness |
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| 505 | 1 |
_g26 _tWillingness |
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| 505 | 1 |
_g27 _tParticipation |
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| 505 | 1 |
_g27 _tQualifications |
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| 505 | 1 |
_g27 _tEncouraging Environment |
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| 505 | 1 |
_g27 _tTypes of In Service Training |
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| 505 | 1 |
_g28 _tIn Service Training By Application Runtime |
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| 505 | 1 |
_g28 _tIn Service Training On-The-Job |
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| 505 | 1 |
_g29 _tIn Service Training Outside of Work |
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| 505 | 1 |
_g29 _tIn Service Traning By Application Site |
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| 505 | 1 |
_g29 _tIn Service Training Within the Institution |
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| 505 | 1 |
_g29 _tIn Service Traning Outside of the Institution |
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| 505 | 1 |
_g30 _tOrientation Training |
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| 505 | 1 |
_g30 _tBasic Training |
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| 505 | 1 |
_g30 _tDevelopment Training |
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| 505 | 1 |
_g30 _tCompletion Trainng |
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| 505 | 1 |
_g31 _tPromotion Training |
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| 505 | 1 |
_g31 _tSpecial Field Training |
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| 505 | 1 |
_g31 _tReplacement Training |
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| 505 | 1 |
_g31 _tFeatures and Boundaries of In Service Training |
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| 505 | 1 |
_g33 _tReasons which make In Service Training a Requirement |
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| 505 | 1 |
_g34 _tIn Service Training Enhancies the Efficiency and Quality in the Workplace |
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| 505 | 1 |
_g36 _tCHAPTER 2- THE OPERATİONS OF THE TRNC OFFICE OF DEEDS AND CADASTRE |
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| 505 | 1 |
_g36 _tHISTORICAL DEVELOPMENT OF CADASTRE |
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| 505 | 1 |
_g38 _tTHE DEFINITION AND OBJECTIVES OF CADASTRE |
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| 505 | 1 |
_g42 _tType of Cadastre |
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| 505 | 1 |
_g43 _tFinancial Cadastre |
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| 505 | 1 |
_g43 _tLegal Cadastre |
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| 505 | 1 |
_g43 _tMult-Purpose Cadastre |
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| 505 | 1 |
_g44 _tFuture of Cadastre |
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| 505 | 1 |
_g44 _tTHE BASIC CONCEPTS OF THE OFFICE OF DEEDS AND CADASTRE |
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| 505 | 1 |
_g4 _tDeeds |
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| 505 | 1 |
_g44 _tCadastre |
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| 505 | 1 |
_g44 _tOwnership |
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| 505 | 1 |
_g45 _tLand |
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| 505 | 1 |
_g45 _tPlot |
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| 505 | 1 |
_g45 _tBuilding |
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| 505 | 1 |
_g45 _tImmovable(real estate) |
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| 505 | 1 |
_g46 _tTHE ORGANIZATION OF THE TRNC OFFICE OF DEEDS AND CADASTRE |
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| 505 | 1 |
_g46 _tManagement Service |
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| 505 | 1 |
_g46 _tManager |
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| 505 | 1 |
_g46 _tAssistant Manager |
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| 505 | 1 |
_g47 _tRecord and Tenner Branch Supervisor |
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| 505 | 1 |
_g47 _tBranch Supervisor |
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| 505 | 1 |
_g47 _tAdministrative Service |
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| 505 | 1 |
_g47 _tDeeds Official |
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| 505 | 1 |
_g48 _tCadastre Official |
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| 505 | 1 |
_g48 _tMap Official |
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| 505 | 1 |
_g48 _tDeeds and Cadastre Services |
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| 505 | 1 |
_g49 _tDeeds Officer |
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| 505 | 1 |
_g49 _tFirst Degree Deeds Officer |
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| 505 | 1 |
_g49 _tSecond Degree Deeds Officer |
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| 505 | 1 |
_g49 _tThird Degree Deeds Officer |
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| 505 | 1 |
_g50 _tCadastre Officer |
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| 505 | 1 |
_g50 _tFirst Degree Casdastre Officer |
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| 505 | 1 |
_g50 _tSecond Degree Cadastre Officer |
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| 505 | 1 |
_g51 _tThird Degree Cadastre Officer |
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| 505 | 1 |
_g51 _tMap Officer |
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| 505 | 1 |
_g51 _tFirst Degree Map Officer |
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| 505 | 1 |
_g52 _tSecond Degree Map Officer |
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| 505 | 1 |
_g52 _tThird Degree Map Officer |
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| 505 | 1 |
_g52 _tPhotolithographic Officer |
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| 505 | 1 |
_g52 _tFirst Degree Photolithographic Officer |
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| 505 | 1 |
_g53 _tSecond Degree Photolithographic Officer |
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| 505 | 1 |
_g53 _tThird Degree Photolithographic Officer |
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| 505 | 1 |
_g53 _tAssistant Technician Services Class |
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| 505 | 1 |
_g53 _tFirst Lvel Assistant |
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| 505 | 1 |
_g54 _tSecond Level Assistant |
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| 505 | 1 |
_g54 _tFinancial Services Department |
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| 505 | 1 |
_g54 _tClerical Services |
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| 505 | 1 |
_g55 _tREQUIREMENT OF IN SERVICE TRAINING IN THE TRNC OFFICE OF DEEDS AND CADASTRE |
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| 505 | 1 |
_g55 _tThe Attitude of the TRNC Office of Deeds and Cadastre Employees Forward In Service Training |
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| 505 | 1 |
_g55 _tThe In Servce Training Given in the TRNC Office of Deeds and Cadastre Until Today |
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| 505 | 1 |
_g56 _tCHAPTER 3- A RESEARCH ON THE PERCEPTİONS OF THE DEED and CADASTRE OFFICE EMPLOYEE ON IN SERVICE TRAINING |
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| 505 | 1 |
_g56 _tPURPOSE OF THE RESEARCH |
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| 505 | 1 |
_g56 _tIMPORTANCE OF THE RESEARCH |
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| 505 | 1 |
_g56 _tLIMITS OF THE RESEARCH |
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| 505 | 1 |
_g57 _tMETHODOLOGY |
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| 505 | 1 |
_g57 _tResearch Model |
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| 505 | 1 |
_g58 _tPopulation of the Research |
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| 505 | 1 |
_g58 _tThe Sample Size |
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| 505 | 1 |
_g58 _tThe Collection of Research Data |
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| 505 | 1 |
_g58 _tScale of Research |
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| 505 | 1 |
_g59 _tPROBLEM STATEMENT |
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| 505 | 1 |
_g59 _tHYPOTHESES |
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| 505 | 1 |
_g60 _tDATA OBTAINED USING FACE TO FACE INTERVIEW METHOD AND THE STANDARDIZED SURVEY |
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| 505 | 1 |
_g63 _tFINDINGS AND COMMENTS ON THE RESEARCH HYPOTHESIS |
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| 505 | 1 |
_g63 _tThe Findings and comments regarding the first hypothesis of the research, ''By Various Demographic Variable There are Significant Differences on Opinions of the Necessity of In Service Training of Employees in TRNC Deed and Cadsatre Office''. |
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| 505 | 1 |
_g69 _tThe Findings and Comments regarding the third hypothesis of the research; ''By Various Demographic Variables There are Significant Differences on Opinions on the Effectiveness of In Service Training to the TRNC Deed and Cadastre Office employees'' |
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| 505 | 1 |
_g75 _tThe Findings and comments regarding the third hypothesis of the research,'By Various Demographic Variables There are Significant Differences on Opinions on the Effectiveness of In service Training to the TRNC Deed and Cadastre Office employees'' |
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| 505 | 1 |
_g80 _tThe Findings and comments regarding the Fourth hypothesis of the research ''By Various Demographic Variables There are Significant Differences on Opinions on the Probems Encountered by the TRNC Deed and Cadastre Office employees on In Service Training'' |
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| 505 | 1 |
_g85 _tRESEARCH RESULTS |
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| 505 | 1 |
_g89 _tCONCLUSION AND RECOMMENDATIONS |
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| 505 | 1 |
_g91 _tREFERANCES |
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| 505 | 1 |
_g97 _tAPPENDICES |
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| 999 |
_c444 _d444 |
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