Latest News
    Quarterly Journal of Training and Development of Human Resources ( Scientific )
  • OpenAccess
  • About the journal

    The Quarterly Journal of Human Resources Training and Development invites thinkers, scholars, experts, professors and university students to send their science research articles to the announced address for publication in order to present the latest theories and scientific findings as well as to exchange innovative ideas in the area of human resources training and development.

    Persian ISSN: 2423-3277

    English ISSN: 2476-6488


    Recent Articles

    • Open Access Article

      1 - Succession by attracting and developing academic talent in an engineering firm: A meta- synthesis study
      Abbas  abbas pour Vadood Ghasem Talebi Morteza  Taheri Hamid Rahimian Saeed Ghiasi Nodooshan
      Issue 39 , Vol. 10 , Winter 2024
      Abstract: The succession planning is an effective strategic approach to maintain and develop human resources within organizations. Although succession is an effective strategy to focus on creating a regular structure for organizations, many companies lack regular succe More
      Abstract: The succession planning is an effective strategic approach to maintain and develop human resources within organizations. Although succession is an effective strategy to focus on creating a regular structure for organizations, many companies lack regular succession planning, so that people with the necessary skills and expertise cannot be placed in specific positions. Based on this, the aim of this article is to find the effective components on succession with the approach of attracting and developing academic talents in engineering companies. In this research, a qualitative meta- synthesis method has been used. After conducting a keyword search in reputable national and international databases from 1997 to 2023, a total of 2,181 studies are identified, and 91 studies are selected for the purpose of analysis and information extraction. After conducting analysis, succession planning with a focus on attracting and developing university talents at engineering companies is categorized into 5 dimensions Including: creating commitment, determining policy, attracting and developing academic talent, leadership improvement program and program evaluation and 11factors and 30 sub-factors. Based on the finding, it is worthwhile mentioning that the components of succession planning are determined with a focus on attracting and developing university talents, due to which this research can assist companies to formulate and implement succession planning programs having employed university talents. Manuscript profile

    • Open Access Article

      2 - Designing a professional development model for managers with a data-based approach: Qualitative research in education
      younes sahranavard nashtifan Salahedin ebrahimi Bahman Gholami سیامند مولودی
      Issue 39 , Vol. 10 , Winter 2024
      The educational system is the basis for intellectual growth and development and the basis for the maturity and realization of human capacities, and education managers must be professionally developed to carry out this mission successfully, because a large part of the co More
      The educational system is the basis for intellectual growth and development and the basis for the maturity and realization of human capacities, and education managers must be professionally developed to carry out this mission successfully, because a large part of the complexity and sensitivity of the educational system. It refers to the behavior of managers and the success of the organization in achieving organizational goals and missions depends on the existence of competent and competent managers; Therefore, the present study was designed to develop a model for the professional development of education managers. To conduct the research, a qualitative approach with grand theory method was used. The study population was all experts, professors and senior managers in the field of human resources in education who were interviewed using purposive sampling with 21 experts. The research tool was a semi-structured interview. Open, axial and selective coding methods were used to analyze the qualitative findings. The results showed that "Development of cognitive-leadership-management skills and development of professional ethics" as key categories, "Professional development planning, organizational talent, educational and learning opportunities and self-development "As causal conditions", "networking, guidance, facilities and resources and career path management" as strategies, categories of "organizational values and culture, group of managers and working conditions" as a platform, "organizational factors, Learning-Improvement-Development Atmosphere and Barriers and Involvement of Managers were introduced as intervening conditions and succession can have consequences for individual and organizational development in education and positive extra-organizational effects for society. Manuscript profile

    • Open Access Article

      3 - A Learning Framework for Knowledge-Based Enterprises: A Meta-Synthesis
      Alireza javanbakht Nahid  Naderibeni Jabar Babashahi Saeid Safaei Movahhed
      Issue 39 , Vol. 10 , Winter 2024
      In knowledge-based enterprises, the main capital is knowledge, and it is necessary to benefit from this capital by having knowledgeable employees who are lifelong learners. However, traditional learning approaches do not meet the needs of these enterprises. Based on thi More
      In knowledge-based enterprises, the main capital is knowledge, and it is necessary to benefit from this capital by having knowledgeable employees who are lifelong learners. However, traditional learning approaches do not meet the needs of these enterprises. Based on this, the aim of the present study was to provide a suitable learning framework for knowledge-based enterprises. In order to achieve this goal, the meta-synthesis qualitative method of selection and in-depth analysis of the subject literature were employed based on the seven steps of Sandolowski and Barso. By reviewing the literature, 250 identified sources were analyzed using meta-synthesis method. The results indicated that the components of extra-organizational environment, organizational environment, the essence of knowledge-based enterprises and learning approaches are important aspects of the learning framework of knowledge-based enterprises. Each of these components included sub-components that affect learning in knowledge-based enterprises; therefore, considering the sub-components in the turbulent extra-organizational environment, the organizational environment is affected by the emphasis on agile structure, open culture, collaborative culture, organic job design and independent work space. The essence of knowledge-based enterprises was formed around the orientations including expertise, innovation, team, learning, communication and knowledge. Finally, the three learning approaches of interest in knowledge-based enterprises included experiential learning, self-directed learning, and collaborative learning, which in the literature were the most suitable for this kind of enterprises. Therefore, it can be concluded that paying attention to the identified components along with its sub-components could play an important role in formulating a suitable learning framework for knowledge-based enterprises. Manuscript profile

    • Open Access Article

      4 - Human Resource Development Strategies in Scientific and Technological Organizations (Case of study: JDEVS)
      saeideh samadzad javid ghahremani nahr Faramarz Nouri Akbar Ghasemi
      Issue 39 , Vol. 10 , Winter 2024
      Since the purpose of the current research is to formulate development strategies and improve the productivity of human resources in the organization of JDEVS, this study first identifies and calculates the strengths, weaknesses, opportunities and threats of human resou More
      Since the purpose of the current research is to formulate development strategies and improve the productivity of human resources in the organization of JDEVS, this study first identifies and calculates the strengths, weaknesses, opportunities and threats of human resources and then presents development strategies and formulates programs Operations and measures in accordance with the strategies in the organization have been discussed. In this regard, people have been gradually selected from among managers, experts and specialists of the Organization of Academic Jihad of Science and Industry. The technique used to analyze the results is also the approach of strategic reference points. The results of the findings show that the main and general strategy of the organization is an aggressive strategy. Also, after examining the evaluation matrix of internal and external factors in the functional areas of human resources and the opinions of experts in the field of analyzing the internal and external factors of the organization's human resources, with the investigations carried out and also considering the direction of the policy. Identified in this field, human resource strategies were formulated in the SWOT matrix. The obtained results indicate that the strategy is suitable for the main and specialized jobs in the queue, the specialized staff and general staff jobs in the organization, the committed strategy, the suitable strategy for public service jobs, the secondary strategy and the suitable strategy for certain work contract jobs, the strategy It is contractual. Manuscript profile

    • Open Access Article

      5 - Presenting a model in order to improve the professional qualification of human resources managers of National Bank of Iran
      Abbasali Samadianbarzaki mahmoud safari Masome Oladian
      Issue 39 , Vol. 10 , Winter 2024
      The current research is designing a model to improve the professional qualification of human resources managers of the National Bank of Iran. The method of this research is practical in terms of purpose and it was done by mixed-exploratory (qualitative-quantitative) met More
      The current research is designing a model to improve the professional qualification of human resources managers of the National Bank of Iran. The method of this research is practical in terms of purpose and it was done by mixed-exploratory (qualitative-quantitative) method. The statistical population in the qualitative section included senior managers of human resources and professional academic experts. Data collection was done through semi-structured interviews with 15 people from the statistical population who were selected by purposive sampling. The research data were analyzed based on the qualitative analysis process during open, central and selective triple coding through MaxQuda 2020 software. The statistical population in the quantitative part includes the managers, employees and experts of the Human Resources Unit of the National Bank of Iran. Data collection was done through a researcher-made questionnaire from among 291 members of the statistical population who were selected by random sampling. The analysis of the collected data was done in two descriptive and inferential ways through SPSS 16 and Smart PLS software.so results of the qualitative analysis of the professional qualification improvement model of human resource managers with two macro-level dimensions (banking field) including organizational infrastructure components, knowledge management system, development programs in the bank, stakeholders' participation in the design of professional qualifications, organizational attitude in the bank, banking educational strategies It included the components of managers' personality factors, managers' leadership skills, managers' technological knowledge, educational-research skills. Priority and personality factors of managers (with a factor load of 0.775) had the lowest priorityand the micro level) Manuscript profile

    • Open Access Article

      6 - Designing a knowledge management system deployment model in the social security organization of Hormozgan province
      Reza Baranimashahrani Mehdi Bagheri payam paslari
      Issue 39 , Vol. 10 , Winter 2024
      The purpose of the present research is to design a knowledge management system deployment model in the social security organization of Hormozgan province. The current research method is a qualitative type of foundation data. The study community consists of experts in th More
      The purpose of the present research is to design a knowledge management system deployment model in the social security organization of Hormozgan province. The current research method is a qualitative type of foundation data. The study community consists of experts in the field of knowledge management, employees with 10 years of experience and above, heads of departments and deputies of the social security organization of Hormozgan province. Theoretical sampling of the targeted type was used to select people. Data coding was done using Max Kyuda software. The findings of the research using the coding process showed that 177 primary codes in the form of the model of effective factors (causal and contextual, intervention, strategy and consequence) are effective on the establishment of the knowledge management system in the social security organization of Hormozgan province, and 147 primary codes as Model evaluation indicators were selected. These codes were included in the concepts and key categories according to the findings of the research, the categories of "participatory management, professional competence of employees, the organization's mission and government support" as causal conditions, the categories of "information and management systems, strategy and leadership, education and training, design of courses Training and empowerment of employees" as a strategy and 6 categories (strengthening self-regulation skills, strengthening job motivation, increasing organizational commitment, flexibility in communication, entrepreneurship and innovation, improving organizational performance) have been calculated as the consequences of establishing a knowledge management system in the social security organization. . Manuscript profile

    • Open Access Article

      7 - 4th generation industry; Develop a professional competency model for quality managers
      roya shakeri
      Issue 39 , Vol. 10 , Winter 2024
      The purpose of this study is to identify the competencies required by quality management professionals to comply with the requirements of industry 4. The researcher has tried to examine the expected changes in industry 4 from four aspects; Identify the factory (people a More
      The purpose of this study is to identify the competencies required by quality management professionals to comply with the requirements of industry 4. The researcher has tried to examine the expected changes in industry 4 from four aspects; Identify the factory (people and process), business, product and customers, technical, methodological, social and personal competencies of quality specialists to enter the industry. This is a qualitative study and with the method of content analysis, semi-structured interviews conducted with sixteen quality managers and human resource managers of companies receiving different levels of excellence in manufacturing in 1400, analysis and basic themes. Organizing themes and themes were identified. The findings show that quality professionals need technical competence to interpret big data related to processes to make strategic decisions, use digital technologies, and be aware of data security risk. Methodological competencies will be required to use the data to identify the source of problems, access to reliable learning resources, and the ability to use new tools to effectively solve complex problems. Social competencies in inter-organizational communication, communication with suppliers and customers on new shared virtual platforms, along with the ability to maintain tacit and explicit knowledge in a decentralized environment that requires leadership ability to make decisions, will be essential. . Ability to perform job duties in flexible workplaces at flexible times, as well as adaptation to frequent work-related changes are among the personal competencies required.. Manuscript profile
    Most Viewed Articles

    • Open Access Article

      1 - Studying the Challenges of Training and Development of Human Resources Based on Three Branches Model
      gholamreza shams mourkani علی  فاطمی صفت
      Issue 7 , Vol. 2 , Winter 2016
      This study aimed at identifying and ranking human resource deficiencies in training and development activities at Fajr Electronic Industries, based on three branches model (process, structure and environment dimensions). Concerning methodology, it has been adapted the c More
      This study aimed at identifying and ranking human resource deficiencies in training and development activities at Fajr Electronic Industries, based on three branches model (process, structure and environment dimensions). Concerning methodology, it has been adapted the complex method which is a combination of qualitative and quantitative methods. In qualitative phase, according to information-rich sampling method, all related documents and researches were reviewed and interview framework was developed after categorizing the identified deficiencies based on three branches model,. According to purposeful sampling method, 10people were selected to be interviewed in order to identify more deficiencies. In quantitative part, the questionnaire was developed through converting identified deficiencies to questionnaire items and then distributed among 126 of employees. They were selected from all employees (including managers) of Fajr Electronic Industries (N=250) based on stratified random sampling method. Since the content of questionnaire was based on the results of reviewing documents and interviews, its content related validity is admitted. Descriptive and inferential statistical methods (including one sample t-test, two independent sample t-test, estimation of mean, and Friedman test) were used to analyze the quantitative data. Results indicated that education office of Fajr Electronic Industries - in all studied dimensions- is at quiet defected or almost defected statues Manuscript profile

    • Open Access Article

      2 - A Pathology and Effectiveness of the Transfer of Training to Workplace
      Gholamreza  Shams Morkani Hamed Abbasi kasani
      Issue 13 , Vol. 4 , Summer 2017
      This study aimed at investigating the pathology and effectiveness of the transfer of raining to workplace. Research method was applied and developmental in terms of purpose, and was mixed (quantitative and qualitative) one in terms of data collection. The review documen More
      This study aimed at investigating the pathology and effectiveness of the transfer of raining to workplace. Research method was applied and developmental in terms of purpose, and was mixed (quantitative and qualitative) one in terms of data collection. The review documents and semi-structured interviews were used as data collection tools. In order to analyze the data, the content analysis for classifying method was used. 13 documents were investigated and interviews were conducted with 23 counselors, teachers and principals, who were selected purposefully. The results showed that there were 36 damages in the Individual, Educational and Organizational Areas of the Transfer of Training to Workplace. Then, evaluated the effectiveness of the transfer of training to workplace, through a questionnaire with 0.93 reliability administered on counselors, teachers and principals. To do so, 297 counselors, teachers and principals in Field of Humanities of Tehran secondary schools were selected through stratified random sampling technique. To evaluate the effectiveness of the Transfer of Training to Workplace, one-sample t test, t independent groups and ANOVA were applied. Finally, it was found that secondary factors, motivational elements, environmental factors and the ability factors of the transfer of training to workplace among teachers of Field of Humanities in Tehran secondary schools in Tehran were desirable. Manuscript profile

    • Open Access Article

      3 -
           
      Issue 8 , Vol. 3 , Spring 2016

    • Open Access Article

      4 - Presentation Leaders' Self-Development Model: A Synthesis of Research
      mahdi sahraei beiranvand Gholamreza  Shams Morkani Abasalt Khorasani Mohammad sadegh Khayatian yazdi
      Issue 28 , Vol. 8 , Spring 2021
      This research aims to present a model of leaders' self-development based on the synthesis of past research. The research method is qualitativeand it's kind of a synthesis. The statistical population of the study includes researches and studies conducted in the period 19 More
      This research aims to present a model of leaders' self-development based on the synthesis of past research. The research method is qualitativeand it's kind of a synthesis. The statistical population of the study includes researches and studies conducted in the period 1970-2020 in the field of self-development leadership 2890 that after various stages of elimination and reduction, 61 research samples were selected. Related resources were coded by three-step open, axial, and selective coding. Reliability, validity and credibility of the findings were used to evaluate the quality of coding, and the Kappa coefficient of coefficient for agreement between the evaluators was 0.75. According to the findings of this study, the model of leaders' self-development process is that self-development factors through one of a variety of self-development (structured, guided or individual) and using one of self-development mechanisms (self-leadership, self-management, self-regulation and self-directed learning) shapes the process of leaders' self-development. Manuscript profile

    • Open Access Article

      5 - Identifying Talent Development Mechanisms in Iranian Electric Industry
        Khodayar Abili   Aryan gholipour
      Issue 7 , Vol. 2 , Winter 2016
      The current study aimed to identify talent development mechanisms in Iranian electric industry applying a mixed method approach. In qualitative phase, statistical population included academic informants and electric industry’s human resource managers and talents from wh More
      The current study aimed to identify talent development mechanisms in Iranian electric industry applying a mixed method approach. In qualitative phase, statistical population included academic informants and electric industry’s human resource managers and talents from whom 19 people were purposefully selected and profoundly interviewed. The collected qualitative data were analyzed using thematic analysis technique and its validity was confirmed applying member checking, data source triangulation and peer debriefing techniques. In quantitative phase, statistical population consisted of 279 talents from which 134 people were selected randomly as a sample using levy and lemeshaw (1981) formula. Data was collected applying researched- administered questionnaire which contain 56 questions. Structural equation modeling with partial least squares (PLS) approach was used to analyses the collected data. So, in order to do second order confirmatory factor analysis, Smart-PLS3 was utilized. Finally, findings obtained from thematic analysis showed that the main talent development mechanisms in Iranian electric industry were categorized into Internal/external organizational sessions, vertical career path, horizontal career path, self- development, coaching, succession planning, training, performance management, job design techniques, team working, learning by doing, knowledge sharing, and networking. Results of one sample t- test indicated that all identified mechanisms were evaluated adequately by electric industry’s talents. Furthermore, confirmatory factor analysis’ results showed that all observable and latent variables’ factor loading were above 0.70 and were confirmed at 0.01 levels. In other words, the 13 mechanisms identified in qualitative phase can be considered as the fundamental factors of talent development and it can be predicted applying them Manuscript profile

    • Open Access Article

      6 - Studying the Effect of in Service Training on the Level of Human Resource Empowerment: Case Study of Institutions in the Defense Industry
           
      Issue 9 , Vol. 3 , Summer 2016
      The purpose of this study is to identify the impact of staff training on empowerment of human resources. The study is applicable in terms of goal and descriptive-survey in terms of data gathering. The population are included all employees who have a high school degree a More
      The purpose of this study is to identify the impact of staff training on empowerment of human resources. The study is applicable in terms of goal and descriptive-survey in terms of data gathering. The population are included all employees who have a high school degree and Considered to have participated in the training period, which are based on data obtained from 200 according to Morgan table, 76 people studied for sampling. Then the questionnaires were randomly distributed among the selected samples. The data-gathering tool is validated questionnaire, which has acceptable validity and reliability. For data analysis, descriptive and inferential statistical methods were used. The data were analyzed through independent T test, one sample T test, ANOVA, and Fridman test. Findings showed that employee training has a positive and significant impact on empowerment of human resources and staff training on empowerment dimensions (clear objectives ,ethical behavior, enhancing mood ,promoting team work and creating a healthy work environment) has a significant effect. However, it is unaffected on constructive communication and the spirit of participation. In addition, some factors such as age, education, work experience and organizational capacity will affect the attitude of workers but type of educational course has no effect on employees' attitude towards education effect on empowerment of human resources. Finally, prioritizing the impact of staff training on empowerment show that promoting the moral has the highest degree, and the lowest one is dedicated to communication. Manuscript profile

    • Open Access Article

      7 - Studying the Challenges of Training and Development of Human Resources Based on Three Branches Model
      gholamreza shams mourkani علی  فاطمی صفت
      Issue 7 , Vol. 2 , Winter 2016
      This study aimed at identifying and ranking human resource deficiencies in training and development activities at Fajr Electronic Industries, based on three branches model (process, structure and environment dimensions). Concerning methodology, it has been adapted the c More
      This study aimed at identifying and ranking human resource deficiencies in training and development activities at Fajr Electronic Industries, based on three branches model (process, structure and environment dimensions). Concerning methodology, it has been adapted the complex method which is a combination of qualitative and quantitative methods. In qualitative phase, according to information-rich sampling method, all related documents and researches were reviewed and interview framework was developed after categorizing the identified deficiencies based on three branches model,. According to purposeful sampling method, 10people were selected to be interviewed in order to identify more deficiencies. In quantitative part, the questionnaire was developed through converting identified deficiencies to questionnaire items and then distributed among 126 of employees. They were selected from all employees (including managers) of Fajr Electronic Industries (N=250) based on stratified random sampling method. Since the content of questionnaire was based on the results of reviewing documents and interviews, its content related validity is admitted. Descriptive and inferential statistical methods (including one sample t-test, two independent sample t-test, estimation of mean, and Friedman test) were used to analyze the quantitative data. Results indicated that education office of Fajr Electronic Industries - in all studied dimensions- is at quiet defected or almost defected statues Manuscript profile

    • Open Access Article

      8 - Studying Management Support Status of Training and Development in Tehran’s Municipality
      mahmood abolghasemi
      Issue 1 , Vol. 1 , Summer 2014
      The fundamental aim of this study is investigating level of managers’ support from employees training and development in the municipality of Tehran. The study employed a mixed method research in which qualitative and quantitative data were collected using interview and More
      The fundamental aim of this study is investigating level of managers’ support from employees training and development in the municipality of Tehran. The study employed a mixed method research in which qualitative and quantitative data were collected using interview and questionnaire. In this study, interview was conducted, by using purposive sampling, 8 training managers and questionnaires conducted by using stratified random sampling, 61 managers and 315 employees were selected. The qualitative data were analyzed using the descriptive, analytical and interpretive method. To analyze quantitative data, one-sample T test, independent T test and MANOVA was used. The research findings show that the most areas of supporting are: the resource allocation (time and proper equipment) for using learning content in workplace. The most important supporting level from the perspectives views of employees and managers are: to help to increasing the level of interest and motivation of employees to training and the opportunity use of training benefits (financial benefits, certification. Also the research findings showed that from the perspective of managers and employees, the most important barriers of managers’ support were high workload. For motivating employees to attend in training courses and sufficient support of training by managers also suggested that senior manager play as a template Manuscript profile

    • Open Access Article

      9 - Identifying and Modelling of Challenges for Implementing E-Learning in the Iranian National Gas Company: An Interpretive Structural Modeling (ISM) approach
      farzane tari  
      Issue 14 , Vol. 4 , Autumn 2017
      The purpose of the present research is to identify the framework of the relationships of progressive challenges for implementing electronic education with interpretive structural modeling approach (ISM) in the National Gas Company of Iran. The methodology of the researc More
      The purpose of the present research is to identify the framework of the relationships of progressive challenges for implementing electronic education with interpretive structural modeling approach (ISM) in the National Gas Company of Iran. The methodology of the research from the viewpoint of purpose is functional and from the viewpoint of data gathering is qualitative. In this research, first the related evidence and research were examined based on accessible sampling method. Then, identification of the items related to challenges of applying electronic education was done. In the next step, based on interactive management method and by using interpretive structural modeling (ISM) software, which is one of the methods of qualitative research, the viewpoints of 7 experts in the field of electronic education in the National Gas Company of Iran, who were selected purposefully, 7 items were determined as the final challenges of applying electronic education. Eventually, the structure of the relationships among these items and the level of their significance was depicted in the form of an interactive network. According to the final results of the survey, the most important critical factors of application of electronic education in the staff section of the national gas organization were in lack of instruction and weakness in providing laws and regulations, lack of algorithm and specific executive method, weakness in network communication, improper information giving about the capacities of electronic education, insufficient content, incorrect execution of electronic education, and lack of incentive on the side of staff members. identification of the interrelation of critical factors showed that lack of instruction and weakness in providing laws and regulations was one of the most fundamental challenges of applying electronic education in the national gas organization, which has had remarkable impact on other critical factors. The applications of the findings of the research and suggestions for future research have been provided at the end of the paper. Manuscript profile

    • Open Access Article

      10 - Studying the Challenges in the Transfer of Learning to Workplace in Public Organizations of Kurdistan Province (A Qualitative Research)
      Sirous Ghanbari gholamreza shams mourkani mahboobeh arefi khalil zandi
      Issue 12 , Vol. 4 , Spring 2017
      The current qualitative study tried to study the challenges in the transfer of learning to workplace. The field study was public organizations of Kurdistan province and its research method was Grounded Theory based on a systematic approach. A group of 48 people includin More
      The current qualitative study tried to study the challenges in the transfer of learning to workplace. The field study was public organizations of Kurdistan province and its research method was Grounded Theory based on a systematic approach. A group of 48 people including employees, supervisors, experts and education officials, senior executives, and teachers and specialists of training and human resource development were studied by purposive sampling method. Semi-structured individual interviews were used for gathering data and at the same time, the interviews were analyzed by open coding, axial coding, selective coding and annotating. The validity of analysis was confirmed using member checking and triangulation techniques. Based on the results, the most important causes of indifference to the transfer of learning included: motivational barriers, barriers related to individual characteristics, improper timing, barriers to teaching, content and evaluation, administrative barriers, supportive barriers and obstacles focused on the job. Factors underlying indifference to the transfer of learning Included: Non-supportive organizational culture, disturbing administrative system, and climate of organizational indifference. Employee strategies in the face of such a situation may be reactive behaviors, negative behaviors and positive compensatory behaviors. The consequences of such a situation, at the individual level are Job stillness, job procrastination, lack of creation and deviant behaviors; in addition to, consequences at the individual level are Loss of educational investment and reduce organizational success. Manuscript profile
    Upcoming Articles

    • Open Access Article

      1 - Determining the training needs of Pahlavi and Zorkhane Federation trainers
      Kurosh Fathi Vajargah Dr Firouz Nouri Kalkhoran reza fathi Nader Barzegar
      The development of sports coaches of any country is very important and success in the field of sports will bring important cultural, educational and economic results. The importance of this issue increases when the international federation of the studied field is inside More
      The development of sports coaches of any country is very important and success in the field of sports will bring important cultural, educational and economic results. The importance of this issue increases when the international federation of the studied field is inside the country and the main trustee of the management of this field at the international level belongs to the country of Iran. The development of coaches can lead to transformation and promotion in the field of sports. The training and development of coaches at all levels is important, and in terms of global reputation, this group has the most influence in gaining honor. The purpose of this study is to determine the educational needs of sports coaches in fields related to Zorkhaneh and Pahlavi Federation. In order to achieve such a goal, a research was conducted with a mixed approach. In the qualitative part, using the exploratory method and with two DICOM tools (9 participants) and semi-structured interview (12 participants and selected with the Snowball approach) and the test analysis method with Atride and Stirling's model, related needs It was extracted with the coaches of the Pahlavi and Zorkhane Federations, and then the educational needs were determined and prioritized by the survey method (using T-tag group tests, one-way variance analysis or ANOVA, as well as Friedman's test). Educational needs were classified and presented in the form of five main groups of moral abilities, international abilities, specialized abilities, soft abilities, and organizational alignment abilities after .examination and analysis. Manuscript profile

    • Open Access Article

      2 -
      Bahar Bandali Razieh Shahverdi Somaye Rahimi Morteza Rezaeizadeh Abasalt Khorasani
       

    • Open Access Article

      3 - Validation of the human resources development model based on the statement of the second step of the revolution
      Mohammad bagher Reza alizadeh Nasser Mirsepassi Karamollah Daneshfard
      The purpose of the current research is validation of the human resources development model based on the statement of the second step of the revolution. Accordingly, a mixed research approach has been used. The research community in the qualitative part consists of exper More
      The purpose of the current research is validation of the human resources development model based on the statement of the second step of the revolution. Accordingly, a mixed research approach has been used. The research community in the qualitative part consists of experts and specialists in the field of human resources development and the statement of the second step of the revolution. 15 people were interviewed based on the information saturation of the researcher. In the quantitative part of the research, there were employees of the human resources department of the ministries, 372 people were selected through random stratified sampling, and the research questionnaire was implemented. The analysis of the collected data was done in the qualitative part with the qualitative content analysis method, and in the quantitative part, it was done by descriptive and inferential methods using SPSS and Smart PLS software. According to the qualitative research findings, 3 basic dimensions (individual, organization, society) were identified, and these 3 dimensions had 16 components. Also, 61 sub-components or conceptual codes were identified under these components. Also, examining the quantitative method for fitting the model was an indication of the appropriate fitting of the model. Based on the findings of the research, it is necessary to coordinate the policies of human resources development with the policies of the country, including the policies presented in the statement of the second step of the revolution, and it will lead to the realization of the goals of human resources development. Manuscript profile
  • Affiliated to
    Iranian Society for Training and Development (ISTD)
    Director-in-Charge
    Editor-in-Chief
    Kourosh Fathi Vajargah (Professor, Shahid Beheshti University)
    Executive Manager
    Akram Dehbashi (دانشگاه بیرجند)
    Editorial Board
    Martin Hyden BA (Emeritus Professor, Southern Cross University) Ali Taghipoor Zahir (Professor, Faculty of Education and Psychology, Allame Tabatabayi University) Mohammad Hasan Pardakhtchi (Professor of Educational Management, Shahid Beheshti University) Arian Gholipour Seyed Hossain Abtahi Ebrahim Salehi Omran (Mazandaran University) Davoud Maasumi (Faculty of Education and Business Studies, University of Gävle)
    Print ISSN: 2423-3277
    Online ISSN:2476-6488

    Publication period: Quarterly
    Email
    journal@istd.ir
    Address
    Phone
    86036812
    Fax
    86036814

    Search

    Indexed in

    Statistics

    Last Update 3/19/2024