per Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882025-081244137articlehabibollah ranaeiranaei@shirazu.ac.ir1Nazanin Kashanizadenazanin.kashanizade96@gmail.com2Moslem Alimohammadlomslmaml@gmail.com3Associate Professor, Department of Management, Faculty of Economics, Management and Social Sciences, Shiraz University, Shiraz, IranMaster's degree, Department of Management, Faculty of Economics, Management and Social Sciences, Shiraz University, Shiraz, IranProfessor, Department of Management, Faculty of Economics, Management and Social Sciences, Shiraz University, Shiraz, Iran<p style="text-align: left;">With the expansion of knowledge and technology, e-learning has found its way into organizations which allows employees to update their knowledge and improve their productivity and efficiency within the organization. The purpose of this study was to investigate the impact of e-learning on human resource productivity at the Abadan Oil Refinery. In the first part of the study, the method was a systematic review of the scientific texts which was conducted through relevant keywords, searching the national (SID, Google Scholar, IRANDOC) and International data bases (Web of Science, Scopus, and Google Scholar) for the data published between 1998 and 2021. In the second part, the impact of e-learning on human resource productivity was examined using a two-part fuzzy inference system. The statistical corpus in the first part included studies conducted in the field of e-learning, from which samples were selected purposefully and judgmentally. In addition, the statistical population in the second part consisted of two groups: experts and administrative staff (460 individuals). Samples were selected purposefully and judgmentally from the expert group, and 210 individuals were selected from the administrative staff based on the Morgan Table. The findings indicated that the factors influencing e-learning consist of five components: learner-related factors (learner&rsquo;s knowledge, interaction, interest, ability, trust, and attitude); instructor-related factors (instructor&rsquo;s expertise and academic credibility, feedback, continuous assessment, and interaction with learners); educational content characteristics (content quality, multimedia usage, goal orientation, appropriate utilization of available resources, and easy accessibility); necessary infrastructure (technology and infrastructure within the organization, financial resources, and technical support services), and organizational factors (management support, organizational culture, and provision of professional certificates). Ultimately, the results from the designed fuzzy inference system revealed that any change (increase or decrease) in the factors influencing e-learning has a corresponding impact on human resource productivity, leading to measurable changes.</p>http://istd.saminatech.ir/Article/49491E-learning human resource productivity Abadan Oil Refinery fuzzy inference system.per Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882025-0812443864articlemina mousakhaniMina.mousakhani@yahoo.com1Abasalt Khorasanidrkhorasanitr@gmail.com2massomehalsadat abtahim.abtahi2030@gmail.com3PhD student in the field of Curriculum Planning, Department of Educational Sciences, Faculty of Islamic Education, Science and Research Branch, Islamic Azad University, Tehran, IranAssociate Professor, Faculty Member, Shahid Beheshti University, Tehran, IranAssistant Professor, Faculty Member, Department of Educational Sciences, Faculty of Islamic Education, Science and Research Branch, Islamic Azad University, Tehran, Iran<p>Identifying the educational needs of the medical community and encouraging their engagement could result in enhancing efficiency and improving the quality of medical knowledge. This study aimed to assess the educational needs of physicians involved in the blood transfusion process. The study population consisted of expert physicians working in hospitals across the country, and the sampling method was a combination of stratified, criterion-based, and random sampling. The research tool was a researcher-designed questionnaire, integrating two standard methods: the Standard Skill approach and the DACUM (Developing A Curriculum) method. From among the physicians selected by hospitals, a target group was chosen through interviews. Educational sessions were held at the Blood Transfusion Organization to complete the tool for the selected physicians. Using this tool, general duties, sub-tasks, and their prioritization were identified. In addition, the necessary knowledge, skills, and attitudes related to competencies, educational content, and behavioral objectives were determined. Subsequently, educational courses aligned with the duties and activities were defined. The data were cross-referenced with the <strong>O*NET</strong> website. After data compilation, a focus group session&mdash;comprising selected expert physicians and blood transfusion specialists&mdash;was conducted to validate the findings. Following review, revision, and finalization, the results were evaluated and approved by an assessment committee consisting of key organizational stakeholders. According to the final results, 8 main duties and 52 sub-tasks were identified, along with their prioritization and the specification of required competency domains and levels. Ultimately, 10 educational course titles were extracted for the development of targeted training programs.</p>http://istd.saminatech.ir/Article/44626educational needs needs assessment DACUM standard skill training program design focus groups.per Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882025-0812446597articleFatemeh Monemimonemi.fa@gmail.com1Mojgan Abdollahimabdollahi49@gmail.com2Kurosh Fathi Vajargahkouroshfathi2@gmail.com3Fatemeh Parasteh-Ghombavanifatemeh.parasteh@yahoo.com.sg4Associate Professor, Islamic Azad University, Karaj Branch.Assistant Professor, Islamic Azad University, Karaj BranchProfessor at Shahid Beheshti UniversityAssistant Professor, Islamic Azad University, Karaj Branch<p style="text-align: left;">Abstract Urban management and urban development services are considered important areas in urban life. Therefore, the development of practitioners in this field is one of the main strategies for organizational development. The approach of this research was mixed. The qualitative research was organized into two parts. The first part included implementation of the DACUM workshop and12 urban development experts participated in the DACUM workshop. In this part, the purposive sampling method was used. In the second part of the qualitative study, which involved specialized interviews, the interviewers consist of 8 individuals. And the interview was conducted in a semi-structured manner. The interviews continued until theoretical saturation was reached and the desired items were extracted. The survey method was used to statistically determine the competencies. The study population included all experts and managers of the urban development sector (n=25). The desired samples were selected based on the census method, and the designed questionnaires were distributed and collected. In addition, Kolmogorov-Smirnov test, t-test and ANOVA (one-way analysis of variance) were used for analysis. The results revealed that familiarity with the regulations of laws and approvals related to the criteria and regulations of urban planning and architecture, familiarity with the law establishing and approvals of the Supreme Council of Urban Planning and Architecture of Iran, and familiarity with the regulations on how to evaluate consulting engineers are among the most important urban planning competencies.</p>http://istd.saminatech.ir/Article/46517DACUM urban planning competencies urban planning Karaj Municipality.per Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882025-08124498117articleDr Firouz Nouri Kalkhoranfnouri1979@gmail.com1Mahdi Rahbarirahbarimahdi@gmail.com2Maedeh Mohabbati Someesaraeem.mohabati90@gmail.com3Assistant Professor, Department of Educational Sciences, Bu Ali Sina UniversityMaster of Executive Management, Islamic Azad University, Science and Research Branch, Tehran, Iran.Master of Education and Human Resources Development, Faculty of Psychology and Educational Sciences, Shahid Beheshti University, Tehran, Iran.<p>The shortage of specialized human resources in the labor market and the limitations of government organizations to recruit and employ new human resources on the one hand, and the need to increase the motivation of human resources with promotion tools from within the organization, have made it necessary to provide and develop human resources from internal sources in organizations. In order to provide and develop human resources, it is necessary for each organization to manage this process with a local model. The present study provided the human resources of IMPASCO Company with the approach of designing a mentoring model. The approach of this research was mixed. In the qualitative part, the exploratory method was employed, and in the quantitative part involved using the survey method. First, the elements of the mentoring model were extracted through specialized interviews with experts. After identifying the elements, a questionnaire was designed and distributed in the element determination stage, and data were collected by distributing the questionnaire among internal experts and decision-makers (all members of the research community). The test was confirmed by calculating Cronbach's alpha (68%) and the data were analyzed using SPSS software and a one-group t-test, where all the elements identified in the previous stage were confirmed. After that, the data was determined and presented in the form of a final model using ISM software in the form of a focus group session. The elements in the model included preparing a cognitive profile of the mentee, developing a personal development plan, determining important functional areas for the company, identifying, evaluating and providing mentors, preparing a cognitive profile of the mentor, determining key jobs and determining talents, planning the development of mentors, registering and arranging a learning contract between the mentee and the mentor, implementing the effectiveness of the mentoring process for different individuals, implementing the mentoring program, evaluating the mentoring process and improving it, and registering a financial contract for mentoring with the mentor. This model, known as SDTP, is presented in the article.</p>http://istd.saminatech.ir/Article/46476mentoring elements of the mentoring model SDTP mentoring model.per Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882025-081244118143articleMeysam Gholampourm.gholampour@hsu.ac.ir1Mohammad Mahmoodi Boorengm.mahmoodibooreng@gmail.com2Mohammadi Hosseini Seyed Ahmad sa.mohammadi@hsu.ac.ir3Assistant Professor, Department of Educational Sciences, Faculty of Literature and Humanities, Hakim Sabzevari University, Sabzevar, IranPhD in Curriculum Planning Studies, University of Birjand, Birjand, IranAssistant Professor, Department of Educational Sciences, Faculty of Literature and Humanities, Hakim Sabzevari University, Sabzevar, Iran.<p>The present study aimed to explore the requirements and contexts for the self-development process of organization employees based on the heutagogical learning approach. This qualitative research was conducted through a descriptive phenomenological method. The research population included all primary school teachers, school principals, and subject matter experts, selected through criterion-based purposive sampling. The data for this study were collected through semi-structured interviews with 8 university professors, 10 primary school teachers, and 4 primary school principals. For data analysis, thematic analysis was used at three levels: basic themes, organizing themes, and global themes. To ensure validity and reliability, Lincoln and Guba&rsquo;s trustworthiness criteria were employed.</p> <p>The findings revealed fifteen core organizing themes across four overarching dimensions: behavioral requirements (including themes such as motivation, commitment, personality traits, and professional expertise); programmatic requirements (including pedagogical knowledge management, workplace curriculum, organizational succession planning, and peer mentoring); structural requirements (including network-based management, support and supervision, and needs assessment); contextual requirements (including attitude enhancement, quality orientation, cultural development, and career path renewal). With regard to these findings, it can be concluded that fostering teachers' self-development requires attention to individual, organizational, and cultural dimensions within the education system.</p>http://istd.saminatech.ir/Article/50081self-development heutagogy employees teachers.per Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882025-081244144163articleReza Baranimashahranirezabarani13991399@gmail.com1Mehdi Bagherimbagheri.sub@gmail.com2payam paslaripayam.paslari@gmail.com3PhD Student, Department of Management, Qeshm Branch, Islamic Azad University, Qeshm, IranAssociate Professor, PhD in Public Administration, Faculty of Humanities, Islamic Azad University of Bandar Abbas, Bandar Abbas, IranAssistant Professor, Management, Faculty of Humanities, Bandar Abbas Islamic Azad University, Bandar Abbas, Iran.<p style="text-align: left;">The aim of the present study was to identify the factors affecting the establishment of a knowledge management system in the Hormozgan Province Social Security Organization. This study was quantitative in nature, non-experimental in terms of the amount of control of variables, and applied in terms of its purpose. In the first step, in order to identify, various scientific sources were studied, including books, articles, and existing reputable scientific databases, as well as interviews with some experienced and prominent experts. After determining the factors affecting the establishment of a knowledge management system, a questionnaire was designed with the aim of measuring the options based on a five-point scale. The statistical population of this study, which was conducted using a survey method, was the employees of the Hormozgan Province Social Security Administration. The sample size was determined using random sampling and the Cochran formula to be 150 individuals. In order to analyze the data, descriptive statistics were used, and at the level of inferential statistics, Bartlett's test, factor analysis, correlation coefficient and matrix, and chi-square test were used. The research findings showed that the categories of "participatory management, professional competence of employees, organization's mission and government support" were considered as causal conditions, the categories of "information and management systems, strategy and leadership, purposeful forgetting, competitive atmosphere and technology infrastructure" were considered as background conditions, the categories of "organizational structure, organizational participation, organizational vision, degree of delegation and supervision and control" were considered as intervening conditions, the categories of "reverse engineering, education and training, design of training courses and employee empowerment" were considered as strategies, and 6 categories (strengthening self-regulation skills, strengthening job motivation, increasing organizational commitment, flexibility in communication, entrepreneurship and innovation, improving organizational performance) were considered as consequences of establishing a knowledge management system in the Social Security Organization.</p>http://istd.saminatech.ir/Article/49172knowledge management system social security organization Hormozgan province.