Quarterly Journal of Training and Development of Human Resources: 26 (26)

Open Access Article

1 - Identify and prioritize the informal learning methods of Secondary school teachers
Mohsen Dibaei saber

What is certain about formal and informal learning is a remarkable difference in the contribution of these two types of learning. So that different researches show that, the greatest share of teachers' learning is achieved through informal learning methods. Therefore, t More

What is certain about formal and informal learning is a remarkable difference in the contribution of these two types of learning. So that different researches show that, the greatest share of teachers' learning is achieved through informal learning methods. Therefore, the purpose of this research is to identify the informal learning methods of Secondary school teachers. For this purpose, using event-driven approach to narration and interviews of experience in dozens of qualified teachers has been identified in relation to their informal learning methods.After three-step coding, a total of seven categories and 15 learning methods were identified for Secondary school teachers.In order to prioritize the informal learning methods of Secondary school teachers, 356 questionnaires have been distributed and collected. Friedman test results show learning methods for engaging with experienced and empowered teachers, learning through interaction and talking with specialist friends outside the school and the region, learning through problem solving in academic circles, learning Through conducting a personalized research on the problem in the class, four priority learning methods are among Secondary school teachers. Manuscript profile

Open Access Article

2 - Presentation of Human Resource Development Model Based on the Transformational Approach (meta-synthesis study)
Hamid Zare Azadeh Rasouli porshokouh Hasan Zaree Matin Hamid Reza Yazdani

One of the important and main processes of human resource management is human resource development in the organization. Human resource development activities in organizations fall into three categories: transactional, traditional, and transformational. A transformationa More

One of the important and main processes of human resource management is human resource development in the organization. Human resource development activities in organizations fall into three categories: transactional, traditional, and transformational. A transformational approach focuses on result-oriented and performance-based strategies and helps the organization achieve business goals and strategies. While in the transactional and traditional approach, the basic processes of staff training and learning are discussed.Given the importance of human resource development measures in a transformational approach. This study seeks to answer a key question, presenting a model of human resource development based on transformational approach and four important and interrelated questions about what, why and how to develop human resources based on transformational approach as well as the inputs needed for this approach. the systematic review method has been used in collecting literature and qualitative interpretation meta-synthesis in composition and interpretation. In this study, 31 main articles, books and dissertations were analyzed during the search, composition and interpretation process Which eventually led to the answer to three important research sub-questions. On the other hand, by referring to the relevant literature on this approach and after answering the questions, an attempt was made to present a model for human resources development based on a transformational approach. Manuscript profile

Open Access Article

3 - Career Management Strategy in Human Resource Development
Amir Shahrabi Farahani Kaveh Teimoornejad

The purpose of this study is to present the job career management model of Tehran Municipality Organization as a strategy for human resource development. Research is qualitative in terms of inductive nature and qualitative in terms of method. The statistical population More

The purpose of this study is to present the job career management model of Tehran Municipality Organization as a strategy for human resource development. Research is qualitative in terms of inductive nature and qualitative in terms of method. The statistical population of the research is the experts of Tehran Municipality Organization. Using targeted snowballing technique, 11 people were selected by considering the theoretical saturation. The data collection tool was a semi-structured interview. The approach used in the present study is the Granded Theory technique, which was presented after performing the three steps of open, central and selective coding of the initial model, and then using the Delphi technique and obtaining the opinion of experts, the final research model It was based on 6 dimensions of causal factors, pivotal category, strategy, bedrock factors, intervening factors and consequences. Then, causal factors were formulated in the form of individual and organizational factors. Bedding factors include; they were hardware and software capabilities. Environmental, behavioral, and structural barriers were identified as interfering factors in the model, and development strategies and current strategies were classified as model strategies. Also, the executive consequences of the model were categorized into three dimensions: the consequences of employees, the organization, and the citizens. Manuscript profile

Open Access Article

4 - identifying the critical success factors for coaching in organizations with a meta-synthesis approach: providing a model
Sajad Gharloghi Abasalt Khorasani Gholamreza Shams Moorkani Behrooz Ghelichlee

The purpose of this study is to identify the key factors of coaching success in the organization. This study also provides a comprehensive model for coaching success factors.This study was conducted in the framework of a qualitative approach meta-synthesis methode with More

The purpose of this study is to identify the key factors of coaching success in the organization. This study also provides a comprehensive model for coaching success factors.This study was conducted in the framework of a qualitative approach meta-synthesis methode with the seven-step approach of Sandolowski and Barso (2009). The study population of the present study includes all Persian and English researches and studies published in the field of coaching between 2000 and 2020. In this regard, keywords related to the purpose of the research were searched. Then, the obtained articles and documents were examined using purposive sampling method, according to the acceptance criteria. Finally, 25 articles that met the inclusion criteria were studied. They were analyzed using three-step coding method (open, axial, selective). The reliability of the codings was confirmed using the kappa agreement coefficient in SPSS software with a value of 0.75 and to evaluate the validity of the study, the findings were provided to two qualitative research experts. Based on the results of data analysis, 129 open codes were identified, which were classified into 6 categories and 23 sub-categories, which include professional coaching competency (perceptual skills, communication skills, technical skills, knowledge And experience, personality and moral characteristics, professional credibility), cochee conditions and characteristics (desire and motivation, personal characteristics, commitment and responsibility, cognitive skills, knowledge and competency, organizational position), Coaching process (planning and organizing, evaluation methods), relationship quality (relationship level, cooperation and agreement, mutual respect and trust, professional learning), organizational context (support of top managers, organizational culture, structural And strategic factors) and external context (cultural factors, environmental factors). Manuscript profile

Open Access Article

5 - Identifying the strengths and weaknesses of e-learning courses in human resource education of the National Iranian Gas Company
Marziyeh Dehghani Farzane Tari

The purpose of this study is to investigate Strengths and Weaknesses of E-Learning courses in human resources education of Iranian National Gas Company based on the systemic model of Hao and Borich. Parallel to this aim, a qualitative research design of the phenomenol More

The purpose of this study is to investigate Strengths and Weaknesses of E-Learning courses in human resources education of Iranian National Gas Company based on the systemic model of Hao and Borich. Parallel to this aim, a qualitative research design of the phenomenological type was selected. The statistical society of this research includes the managers and technicians of the headquarter section of the Iranian National Gas Company, out of which 10 people were selected by purposeful sampling. Then, the researcher attempted to collect data through semi-structured interviews to reach theoretical saturation. The data were then analyzed by the Collaizi’s seven-step method. Deep analysis of the interviews revealed 23 related categories and 86 sub-categories. Based on the findings of the study, the strengths of administering electronic education in the Iranian National Gas Company include learners’ satisfactionnd willingness, scientific expertise of professors, the support from organization’s managers, production of high-quality context, compiling a comprehensive collection of exam questions, having a good method of administration and good design of virtual exam administration processes. As for the weak points, the resulted items included unpreparedness and insufficient expertise of professors, weakness of network connections, incomprehensive outlook in compilation of purposes, domination of lecturing method in teaching of virtual courses, and untrustworthiness of the precision of virtual exams. In the end, reevaluation and provision of appropriate mechanisms to mitigate the effects of potential threats and promote positive situations is emphasized and a few applicable recommendations have been provided. Manuscript profile

Open Access Article

6 - Identify the elements of a systematic model of competency-based training with a grounded theory approach (Case study: Ports and Maritime Organization, Shahid Rajaee Port)
Homan Shafighian Nadergholi GHourchian Mehdi Bagheri

The purpose of this study was to identify the dimensions, components and indicators of model of competency-based training of Shahid Rajaee port staff. The Research is applied in terms of purpose, in terms of data is qualitative, and in terms of nature is descriptive. Th More

The purpose of this study was to identify the dimensions, components and indicators of model of competency-based training of Shahid Rajaee port staff. The Research is applied in terms of purpose, in terms of data is qualitative, and in terms of nature is descriptive. The statistical population consisted of key experts and informants in the subject area of the research who were selected based on informed approach and purposeful and snowball method. Data collection was done by library method (surveying) and field method (interviewing and Delphi). Interviews with focal subjects and theoretical saturation techniques, specific coding procedures, and validity of data collection techniques from multiple sources, negative case analysis, and method flexibility were used to validate the findings. Finally, theoretical coding technique was used to analyze the data. The results showed that the systematic model of competency-based training of Shahid Rajaee port staff has 8 dimensions, 27 components and 83 indicators that are the components of the final paradigm model: Causal conditions (learning environment); Interfering conditions (Competency-Based Characteristics of Learners); Contextual conditions (context of learning process); Core category (competency-based training); Strategies (Developing a Competency Model, ...); Consequences (effective training, Desire for Self-Development, etc.). Manuscript profile

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