List of Articles
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Open Access Article
1 - Designing Talent Management Model in Banking Industry
allahvirdi habibpoor Arian Gholipour Gholamreza MemarzadehIn order to retain competent human resources as a rare and valuable organizational source and guarantee the performance, Successful organizations have considered recognizing and developing talents. The present study is done in order to "design talent management model in MoreIn order to retain competent human resources as a rare and valuable organizational source and guarantee the performance, Successful organizations have considered recognizing and developing talents. The present study is done in order to "design talent management model in the banking industry and to determine & prioritize dimensions and components". First, the literature was studied well and according to that, the elemental model was designed. Considering the purpose, the current study is applied and method of the research is mixed exploratory. Then, deep and targeted structured interview was conducted with 15 selected individuals, consisting of two groups of managers, experts and academic experts, as well as managers and banking professionals and gathered data was analyzed using content analysis method and dimensions and components were determined. After that, a researcher-made questionnaire was used to confirm and prioritize research model. For validity of questionnaire, content considered and for reliability, Cronbach's alpha was used. The questionnaire distributed between 164 people including heads and deputies of the of welfare of workers bank, national bank and Saman bank and, in order to analyze the data, the structural equation modeling method was applied using the smart P.L.S.3 software. According to the results of study, nine dimensions and 80 components were identified & prioritized. About this, talent retaining factors, talent management results, talent strategy, talent development methods, talent characteristics, talent absorb and selection methods, talent assessment, banking industry characteristics and organizational culture have significant roles in explaining talent management model in the banking industry. Manuscript profile -
Open Access Article
2 - Human Resources Training and Development as an Academic Discipline: Experiences and Perspectives
Davood Ghorooneh Fateme Sanaeipour Kobra EmamiHuman resource training and development (HRD) has become an interdisciplinary field of study as an important academic discipline. But the literature review shows that there is no consensus on components of this field. This research was conducted with the aim of studying MoreHuman resource training and development (HRD) has become an interdisciplinary field of study as an important academic discipline. But the literature review shows that there is no consensus on components of this field. This research was conducted with the aim of studying the existing situation and determining the scope of HRD, using qualitative research approach and case study method. The population in this study was all resources related to the subject, curriculum of the top universities in this field, as well as specialists of HRD. Therefore, after studying theoretical fundamentals, the curriculum of the top 10 universities was studied. Also, with seven experienced professors interviewed, and four group interviews with employers and proctors of HRD were conducted through the focus group. The interviewees were selected in a purposeful way and systematic coding was used to analyze the data. The results of these three stages of research have shown that the most important areas of study in HRD are: training design, HRD strategies, application of modern learning technologies in HRD, managing learning programs, evaluating learning effectiveness, talent management, coaching and mentoring, knowledge management, change and innovation management, and performance improvement management. Also, competencies such as leadership development, strategic human resource management, business intelligence, organizational behavior analysis, communication skills, and benchmarking of HRD have been identified as core topics in this field. Manuscript profile -
Open Access Article
3 - Identifying the Dimensions and Components of Training Based on Lean Thinking in Social Security Organization
Fatemeh Manoochehri Parivash Jaafari Nadergholi Ghorchian Amir Hosein Mohammad DavoudiThe purpose of this study was to identify the dimensions and components of training based on lean thinking in social security organization. This research is applied in terms of purpose and in terms of collecting data, descriptive-survey method. The statistical populatio MoreThe purpose of this study was to identify the dimensions and components of training based on lean thinking in social security organization. This research is applied in terms of purpose and in terms of collecting data, descriptive-survey method. The statistical population of the study consisted of managers, deputies, heads and educational experts in the headquarters and executive staff, and educational supervisors of the hospitals affiliated to the Social Security Organization (420 people). The sample size was 200 people according to Cochran formula and were selected by simple random sampling method. In order to collect information, a researcher-made questionnaire was used including 17 components and 126 items. The face validity of the questionnaire was verified through pilot implementation, content validity through comprehensive review of literature and expert judgment, and construct validity was confirmed by factor analysis and its reliability was estimated by calculating the Cronbach's alpha coefficient of 0.97. In order to analyze the data, descriptive statistics (frequency tables, mean, variance, standard deviation) and inferential statistics (Kolmogorov-Smirnov test and exploratory and confirmatory factor analysis) were used. The results of data analysis at the level of 0.01, 17 dimensions, and 117 components as dimensions and components of pure education in the social security organization showed that the overall effect of these dimensions was 63.73% and dimension of value stream (identification of waste and value-creating activities) had the highest share (84.52) and dimension of human resources management had the lowest share (0.48). Therefore, in order to eliminate education in the social security organization, it is necessary to identify the losses and create valuable activities. Manuscript profile -
Open Access Article
4 - Investigating the Role and Importance of Chief Knowledge Officers in Knowledge Management Development from the Point of View of Faculty Members (Case Study: Shahid Beheshti University)
Mahmoud Haghani Mahmoud Abolghasemi Elaheh SeyedmirzaThe present study was conducted to investigate the role and importance of chief knowledge officers in knowledge management development at Shahid Beheshti University. Of a total of 831 academic staff a random sample of 135 was selected by Stratified Random Sampling metho MoreThe present study was conducted to investigate the role and importance of chief knowledge officers in knowledge management development at Shahid Beheshti University. Of a total of 831 academic staff a random sample of 135 was selected by Stratified Random Sampling method. To collect data, a researcher-made questionnaire was developed and validated by experts. Using quantitative approach, a descriptive correlational research was conducted. The 21 items of this questionnaire addressed the components of knowledge management (maintenance, acquisition, transfer, and application of knowledge) whereas other 19 items explored the impact of the chief knowledge officer. Research data were analyzed through Structural Equation Modeling (SEM). The results showed a significant relationship between the role of chief knowledge officer and the components of knowledge management. In the light of chief knowledge officers’ position, the most important factor was the application of knowledge then the knowledge acquisition variable، knowledge transfer، and knowledge preservation were influenced by the role of chief knowledge officers in knowledge management development. Manuscript profile -
Open Access Article
5 - Investigating Individual Factors Affecting Transfer of learning Employees in the Municipality of Tehran
Maryam Hassanpour Roodbaraki Mojgan Abdollahi Alireza Araghieh Fatemeh Parasteh-GhombavaniThe Purpose of this Study is to identify and investigate the individual factors affecting transferring of learning to workplace in order to improve the performance and develop job competencies. It was a descriptive survey research. The population consisted of all staff MoreThe Purpose of this Study is to identify and investigate the individual factors affecting transferring of learning to workplace in order to improve the performance and develop job competencies. It was a descriptive survey research. The population consisted of all staff at Transportation and Traffic Department in Tehran (N= 910). The sample was selected through a single-cluster sampling method through the Cochran formula and 270 employees (employees who were at least 6 months and at most one year after passing their training courses). Data collection was carried out through library studies and field research through a researcher-made questionnaire with content validity confirmation by several researchers in education and management and reliability of the tool, with Cronbach's alpha coefficient (0.77). In order to identify individual factors, exploratory factor analysis and confirmatory factor analysis, Varimax rotation was used to determine the most appropriate factors. The results showed: self-efficacy components, expectations from performance outcomes, cognitive ability, job attitude, orientation, organizational commitment, learner readiness, personality traits, control source, positive feeling, self-awareness, demographic characteristics, reception from learning resources, openness of experience, transfer motivation, perceived usefulness and value and core purpose are individual factors affecting transfer of learning, except the resistance to change and motivation level. According to results of Friedman test, the organizational commitment with the mean of 12.76 and level of motivation (mean=4.58) had the highest and least effect on transferring of learning of staff. Manuscript profile -
Open Access Article
6 - The Study of Challenges in Higher Education System performance with an Emphasis on Human Resource Development
Negin Falah Haghighi Maryam MahmoudiThis study aimed to identify and investigate the weaknesses of higher education system performance in the field of human resource development in Yazd province using the qualitative paradigm and grounded theory principles and proposes solutions for eliminating the identi MoreThis study aimed to identify and investigate the weaknesses of higher education system performance in the field of human resource development in Yazd province using the qualitative paradigm and grounded theory principles and proposes solutions for eliminating the identified weaknesses. This research is an applied research in terms of the purpose and a descriptive and non-experimental research in terms of data collecting. Data were collected through in-depth and semi-structured interviews with 45 elites, scholars, policymakers, planners and provincial administrators, and experts involved in the process of human resource development of Yazd province via purposive sampling method. Data analysis was carried out using coding and continuous comparison inspired by Strauss and Corbin. Based on the findings of this research, inadequate resources and poor educational performance of higher education institutions of the province, inappropriate policies of knowledge and technology development and inadequate attention to higher education spatial planning were identified as the main weaknesses of higher education system performance in the field of human resources development in Yazd province. Establishment of mechanisms to connect universities and province economic sectors, implementation of land use planning studies in higher education and reconsideration the educational methods have been proposed for reducing the identified weaknesses. Manuscript profile -
Open Access Article
7 - A Comparative Study on the Missions and Methods of Training in Professional Development Centers in the World Top Universities.
بتول جمالی زواره Ahmadreza Nasr Esfahani Mohammad reza NiliPurpose of this article was comparative study the missions, goals and methods of training the faculty professional development centers in the world top universities. The 15 world top universities, based on the Shanghai ranking, was selected by targeted sampling method f MorePurpose of this article was comparative study the missions, goals and methods of training the faculty professional development centers in the world top universities. The 15 world top universities, based on the Shanghai ranking, was selected by targeted sampling method from 5 continents of the world, and studied the missions, goals and methods of training in professional development centers. The Bereday model used in this comparative study, in this method, the needed information for the research is collected by using existing documents and then, they were categorized into separate categories and analyzed and compared. The results showed that promoting the quality of teaching and learning, promoting university researches in teaching and learning and using new technologies in teaching and learning were three main goals of the establishment of learning and teaching centers in these universities. The most important training methods was workshops, conferences, seminars and counseling, mentoring and training courses. Manuscript profile