List of Articles Mohammad  Ghahremani

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  1 - An Analysis of the Employee Training and Development System in Iranian Organizations (The Status Study)
  Mohammad عموزاد Mohammad  مقصود فراستخواه
  The main objective of this study is to evaluate the current status of the employee training and development system in Iranian organizations. The study deploys a descriptive research design and a combination of survey approaches – including field study, interviews, focus More

  The main objective of this study is to evaluate the current status of the employee training and development system in Iranian organizations. The study deploys a descriptive research design and a combination of survey approaches – including field study, interviews, focus groups, longitudinal study and trend analysis – for data collection. The main basis for data collection and analysis is a Training and Development Excellence Model, which is used for evaluating the organizations under study. The statistical population of the study is comprised of all Iranian organizations that are active in five businesses; services, manufacturing, health and medicine, finance and insurance, and education. Moreover, these organizations are categorized into (1) large and (2) small- and medium-sized enterprises (SMEs) each of which are further divided into private and public businesses. According to this algorithm and using a combinational approach, 20 organizations are selected as the sample population from the four categories described above via purposeful single-stage cluster sampling. Apart from literature review, methods such as interviews and focus groups are conducted in the evaluation process. The collected data are analyzed for descriptive statistics including the indicators of central tendency and dispersion. Furthermore, levels of excellence are analyzed with radar logic. The results indicate that the status of training situation differs for types of business, sizes of enterprise and types of organizational ownership. Of the five types of business, organizations active in the banking and financial sector scored highest on three key indicators of training performance: the average direct cost of training per employee, hours of training per employee, and the ratio of trained employees to the total staff. Organizations active in the manufacturing sector had the highest performance only in the key indicator of the ratio of trained employees to the total staff. Moreover, large-sized organizations had a better performance than SMEs and private organizations had a better performance than public organizations in all the four indicators of performance. The findings also suggest that organizations active in banking and finance, manufacturing, health and medicine, education, and services have shown the lowest degree of overall satisfaction with training performance. Manuscript profile
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  2 - Validation for Faculty Member Development Model in Universities of Tehran
  yousef mohebzadegan   Mohammad   
  To modernize any society, in particular in developing countries it is necessary to focus and to be concerned with educational institutions. The quality of these institutions and their anticipation to fulfill the present and future needs of the society throughout Educati More

  To modernize any society, in particular in developing countries it is necessary to focus and to be concerned with educational institutions. The quality of these institutions and their anticipation to fulfill the present and future needs of the society throughout Education, Research and Proficiency Services are important. Faculty Development is an organized, goal-directed process to achieve progression and growth of skills that enable one to contribute in a meaningful way to the advancement of the field of interest, whether educational, operational, or scientific. This Research relied on mixed method Research and has been done based on Grounded Theory approach. research participants include 17 higher education Experts including full time faculty members and granted PhD students for qualitative part and 307 faculty members in Tehran universities for quantitative part. In this research type of data generated throughout semi structured interview and questionnaire. In validating the gathered data used two methods including member checking and external audit for Qualitative part and Alpha Cronbach for quantitative part. Data Analysis: The Gathered data were analyzed using the content analysis approach using by LISREL and SPSS software. The results Indicate that 13 General Categories Paradigm Model, Including Causal Conditions, Core phenomena (Participation in Decision Making), Contextual Conditions, the Intervening Conditions, Strategies for Faculty Development (Academic Freedom, Set up the Faculty Development Center) and Outcomes Obtained that Factors Affecting the Faculty Development Process. Manuscript profile
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  3 - Developing Professional Development Programs for Managers and Staff in the Branch of Monetary and Banking
  hasan asheghi Mohammad 
  The objective of this research was to train and develop from a professional perspective. Qualitative research and focus group techniques were applied in order to achieve this. Indeed, the first step was to study the literature on professional development by researching More

  The objective of this research was to train and develop from a professional perspective. Qualitative research and focus group techniques were applied in order to achieve this. Indeed, the first step was to study the literature on professional development by researching databases, library resources, high-level documents, and domestic reports. Afterwards, by holding focus group interviews and consulting with the participants who were experts, a professional education and development plan was designed. The research statistical population (both of academy and bank) included 12 experts who were well acquainted with Human Resource Development in banking industry. Data collection instruments involved interview protocols and questionnaires which were analyzed by the application of a content analysis method. Research findings included identification of job competencies at the level of branch, i.e. bank manager, deputy, chief officer, bank-teller, and caretaker, by applying a model which included both the individual and the organization and aspects of personality, viewpoint, knowledge, and skill. Through application of this two-dimensional model and four-field approach, educational modular courses were developed for each job in accordance with the level of competency required, perceptional, human, or technical. The findings of this research indicated that in order to develop branch managers and staff professionally in monetary and banking fields, competency-based training programs focusing on required skills for each position should be developed. For instance, in modular courses to be attended by the managers and deputies, management and perceptional skills should be highlighted; whereas in case of bank-tellers a more emphasis was put on job competencies and technical skills. Manuscript profile
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  4 - Identifying and Explaining the Dimensions, Components and Indicators in Competency Development for Banking Industry Managers
  hasan asheghi Mohammad  Nadergholi GHourchian
  The purpose of this study was to identify and explain the dimensions, components and indicators in competency development for bank managers. To achieve this goal, the qualitative research approach and semi-structured interview method have been used. To formulate the res More

  The purpose of this study was to identify and explain the dimensions, components and indicators in competency development for bank managers. To achieve this goal, the qualitative research approach and semi-structured interview method have been used. To formulate the research framework, literature and the history of managerial development were developed with emphasis on study management competencies and frameworks and interview questions. The interviews were conducted in the statistical society of the managing of the tose,e taavan Bank and implemented through a targeted sampling method. The study population was bank managers and statistical sample of 21 people. The data collection tools were interview forms and analytical method, content analysis. Findings of the research showed that for the development of managers' competency, five dimensions, twenty components and one hundred and thirty-two indicators should be considered by educational planners. The five dimensions are: 1) mental -value dimension, 2) communication dimension, 3) technical - specialized dimension, 4) managerial dimension and 5) ability dimension. Twenty components include public values, organizational values, insights and attitudes, personal characteristics, individual communication, interpersonal communication, banking communication, leadership, professionalism, financial-banking knowledge, technology knowledge, educational-research skills, self-management, management of others, business management, emotional ability, mental ability, experiential ability, academic ability and physical ability. The one hundred and thirty-two indices are presented in the final model. The results of this research indicate that for competency development of managers in the field of money and banking, a model consisting of a central core should include the elements that form the competencies of management and the community supporting the development of managers, the second layer affects the managers' developmental plans, and the five dimensions, twenty components, and one hundred and thirty-two Indicators. Manuscript profile