Competency

Open Access Article

1 - Designing a Business Management Competency Model for Managerial Jobs of Ansar Bank
حسین زاهدی

This study aims to design a causal business management competency model for managerial jobs of Ansar Bank. This study uses a descriptive-survey method in which 150 Ansar Bank managers were sampled by purposive sampling and then studied in 2012. Data collection was made More

This study aims to design a causal business management competency model for managerial jobs of Ansar Bank. This study uses a descriptive-survey method in which 150 Ansar Bank managers were sampled by purposive sampling and then studied in 2012. Data collection was made by a researcher-made questionnaire. The instrument validity was assessed and verified based on the comments of university professors who were dealing with the subject of this study, while taking advantage of principal component analysis method and latent variables measurement fitting using confirmatory factor analysis. The reliability was measured by Cronbach’s alpha which revealed a reliability of (R=864%), and as it can be claimed the instrument enjoys a good reliability. To test the hypotheses of this research, structural equation modeling was used. The results verify all primary and secondary hypotheses of this study and reveal the effectiveness of competencies included in Business Management Competency Model for Managerial Jobs of Ansar Bank.The variable of customer-orientation enjoys the highest level of effectiveness. In other words, it enjoys the most significant relationship with business management and afterwards the variables of communications, modifications, resource management come respectively. Manuscript profile

Open Access Article

2 - Explaining and Presenting Superintendent Competency Model for Iran’s General Inspection Office: with Grounded Theory Approach
Manijeh Ahmadi Ali Delaware

The main objective of this paper is the presentation of superintendent competency model for Iran’s General Inspection Office. Thus exploratory mixed method was used and the qualitative research methods is based on grounded theory approach. Data collection tool was Inter More

The main objective of this paper is the presentation of superintendent competency model for Iran’s General Inspection Office. Thus exploratory mixed method was used and the qualitative research methods is based on grounded theory approach. Data collection tool was Interview (structured and semi-structured) with 15 managers and superintendents that were selected using snowball sampling and the method for data analysis is content analysis. Competency codes and components (155 key concept, 33 sub-categories, 11 main categories) were extracted from interviews and a conceptual grounded model was developed. The central concept is "personal characteristics of the superintendents" in the four dimensions of characteristics: personality, moral, insight and analysis. The model was prepared and completed according to causal conditions (personal factors, organizational factors), contextual conditions (individual conditions, organizational conditions), intervening conditions (constraints, environmental conditions), strategies (superintendent’s personal development, organizational development) and consequences (superintendent competency development at the individual level, improving the quality of the organization). With use of the Delphi research methodology, a questionnaire was designed and the model was modified and approved by experts. The test for research hypotheses were formulated and the tested questionnaire was designed and completed by 170 managers and superintendent and the collecting and analyzing of the data and testing of the hypotheses were done by using confirmatory factor analysis and path analysis using SPSS, and PLS. The results of the quantitative phase showed that the relations in the model were confirmed with a satisfactory impact coefficient except 4 out of 16 cases as follows: the impact of the organizational factors on the personal factors, impact of the personal factors on the organization development strategies, personal conditions on the personal development of the superintendents, and environmental conditions on the organizational development strategies. Therefore, the above mentioned factors were not significant and these routes were not consistent with the designed model in the quality department and was not verified as for the quantitative aspect. Manuscript profile

Open Access Article

3 - 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

Open Access Article

4 - Designing a Competency Model for Instructors of Automotive Industry
morteza karami hossein momeni mahmouei akram abedian avval tahereh rozeh

Today, human resources are the most important and strategic resource for any organization and updating the knowledge and information of employees is one of the success factors for organizational activities. For this reason, the important role of education can’t be ignor More

Today, human resources are the most important and strategic resource for any organization and updating the knowledge and information of employees is one of the success factors for organizational activities. For this reason, the important role of education can’t be ignored in the training of skilled and expert staff. Meanwhile, the use of competent instructors helps organizations to achieve their educational goals. In this regard, the present study aimed to design a model of competency for instructors of the automotive industry. The research method was a case study. The study population consisted of all the documents related to the field of education and human resource development in the automotive industry group and all the teaching staff of this group. In the documents section, all documents were counted and in the teacher’s section, the sample was selected for interview by using a purposive sampling method. The competency model design was done by using five steps. Accordingly, in the first, literature, scientific resources, organizational experiences and existing documents were examined. A list of 56 competencies from the perspective of 44 experts and organizations was identified and in the next stage, a list of 26 competencies was identified from existing document. Then, the interview was conducted with seven successful organization instructors and a list of 24 competencies was identified. The competencies selected in the focus groups were validated by the experts. Finally, 25 competencies were organized in the form of five domains, professional foundations, planning and preparation, methods and educational strategies, Guiding education, Supervision, and continuous evaluation. Manuscript profile

Open Access Article

5 - Designing a Competency-Based Training Program for Managers at the Ferdowsi University of Mashhad
Razvan Hosseingholizadeh Aliye Matagi akbar amrahi

The main purpose of this study was to design a Competency-Based Training Program for managers at the Ferdowsi University of Mashhad (FUM). To achieve this goal, mixed research method was used. Document analysis, interview, and questionnaire were used to collect data. Th More

The main purpose of this study was to design a Competency-Based Training Program for managers at the Ferdowsi University of Mashhad (FUM). To achieve this goal, mixed research method was used. Document analysis, interview, and questionnaire were used to collect data. The population was comprised of all the managers at the different organizational levels. Adaptation-design approach was used to design. For this, a list of expected competencies of managers in academic and non-academic environments was identified and extracted based on research literature review. In addition, interview with experts was done and documents related to the position of managers at the university were analyzed. According to results, 71 competencies were identified and then categorized into five categories including organizational, conceptual, change and innovation, individual and interpersonal competencies. They include 22 organizational competencies, 12 interpersonal competencies, 6 competencies of change and innovation, 7 conceptual competences, and 24 individual competencies. Also, the findings showed that the competencies of the managers at FUM vary according to their type of responsibility and management level. Therefore, competencies were ranked in the competency questionnaire according to these two characteristics. In general, results indicated that the highest rank has been attributed to organizational, interpersonal, and then conceptual, and change-innovation. Subsequently, based on the proposed model of competency, 34 topics were identified for designing curriculum. Finally, components of the curriculum were developed based on the recommended framework. Manuscript profile

Open Access Article

6 - Identifying the Competencies of Teacher Assistants the Process of Online Learning- teaching: A Qualitative Research
Khodayar Abili Zeinab Sadat Mostafavi Fatemeh Narenji thani

20.1001.1.24233277.1397.5.16.1.4

The purpose of this study was to identify the dimensions and competency components of teacher assistants in electronic learning context. It was an applied research with exploratory qualitative Methodology. The statistical population of the study was specialist assistant More

The purpose of this study was to identify the dimensions and competency components of teacher assistants in electronic learning context. It was an applied research with exploratory qualitative Methodology. The statistical population of the study was specialist assistants with experience in the e-learning environment. To achieve the goal of research, the theoretical and empirical literature of the research were studied. The data were collected, using a semi-structured interview method with 22 experts in the subject area, and analyzed using content analysis method. Based on the results of the research, the competency model of the assistants in four dimensions was as follows: professional-professional competencies (educational, research, subject knowledge, class management), interpersonal communication competencies (teamwork and interactivity), competencies related to information and communication technology (thinking Information and communication technology, ICT knowledge, ICT skills) and general and individual competencies (perceptual, creativity, innovation, ethics and behavior) were identified and designed. Manuscript profile

Open Access Article

7 - Formulating the Pattern of Individual Development Plan for Human Resource Managers in Banking Industry
Arian Gholipour abolhassan faghihi MOHAMMAD ALI SHAHHOSSEINI baharak sefidgaran

managers, especially human resource managers, are recognized as the most important guides in development programs and they can do this in a desirable way if they, themselves have the learning spirit and have a documentary individual planning for development and excellen More

managers, especially human resource managers, are recognized as the most important guides in development programs and they can do this in a desirable way if they, themselves have the learning spirit and have a documentary individual planning for development and excellence. In our country, despite the attention to the development of managers in different fields, the approach of determining how to implement this development is not very relevant in terms of the specific competencies associated with the organizational domain and business environment and this issue has also been neglected in the banking system. The purpose of this research was to provide a pattern of the individual development plan for HR managers of the banking industry and to explain the components of the development plan and the relationships between them. To provide this framework, the literature and background, models, views and research on the individual development plan were widely studied and the primary pattern was designed, using the results of this step. Then, semi-structured interviews were conducted with 14 senior HR managers in the banking system, and the data were analyzed by using the software analysis (QSR Nvivo). In the following, A group interview was conducted in the form of a focus group with six human resource specialists in the banking industry and professors in this field to validate the proposed framework. Finally, in order to validate and prioritize these components, distribution of the questionnaire has been considered among 32 high-ranking HR managers of the banking system as another step of research. In the presented pattern in this study, the influential factors (strategy, culture and organizational texture), success factors (organizational requirements, design requirements and individual requirements), and Results (cognitive, attitude, skill and performance) are as the components of the individual development planning. Also, expected competencies and competency-based dimensions and how implementation of development measures for the HR managers of the banking industry are identified. Manuscript profile

Open Access Article

8 - Designing the Competency Model of Public Relations Managers (Case study: National Iranian Gas Company and its Subsidiaries)
Hamidreza Arasteh Akbar Hassanpoor Ahmad Izady Tahmoores Bostani Amlashi

The general purpose of this research was to design a competency model for Public Relations managers. The statistical population of this research included all managers and directors of the National Iranian Gas Company and its Subsidiaries. The sampling method was carried More

The general purpose of this research was to design a competency model for Public Relations managers. The statistical population of this research included all managers and directors of the National Iranian Gas Company and its Subsidiaries. The sampling method was carried out in two parts of qualitative (10 specialists) and quantitative (324 persons). Data were gathered through interview and questionnaire. For data analysis, exploratory factor analysis, confirmatory factor analysis, ANOVA, correlation matrix, variance-covariance matrix was used. The results of this study showed that the seven competencies of personality credibility, skill, ability, general validity, attitude and insight, knowledge, professional credentials constitute the most important competency of managers working in public relations unit. According to the achieved results, Managers of the National Iranian Gas Company must consider these competencies in order to select, appoint and promote managers who has the most efficiency and effectiveness in the field of public relations. Manuscript profile

Open Access Article

9 - Higher Education Managers: Identifying the competencies and capabilities required and providing a competency assessment model
Hossein Khanifar Salahedin Ebrahimi Bahman Gholami Marjan Fayyazi

Education is a very complex and sensitive issue, and the sustainability of a society depends largely on the efficiency and effectiveness of the education system. If the education system can properly fulfill its mission of individual and social development, it will also More

Education is a very complex and sensitive issue, and the sustainability of a society depends largely on the efficiency and effectiveness of the education system. If the education system can properly fulfill its mission of individual and social development, it will also provide a favorable environment for cultural, economic, political and social development in society. It goes without saying that a great deal of the complexity and sensitivity of the education system goes back to the competencies of senior education managers. One of the challenges of HRM in organizations, especially in education, is how to select and promote managers. In this regard, the evaluation process process is used as a guideline for evaluating and effectively developing competencies in workplace-like conditions. Therefore, the present study was designed to identify the competencies of higher education managers and to present managers' competency models for use in evaluation centers. Mixed research approach was used to conduct the study. The research population in the qualitative section was all experts, professors and senior managers in the field of education, who were interviewed with 17 experts using snowball based sampling and the statistical population was all of the education managers in Tehran. 462 individuals were selected using cluster sampling method. The research instrument was a researcher-made questionnaire in the quantitative phase. Its validity was confirmed by experts and its reliability was confirmed by Cronbach's alpha test. Semi-structured interviews were used in the qualitative part. In the second step, quantitative method was used in descriptive-analytical method. Based on this, competencies of education managers for use in evaluation center were identified and then the model of competency of higher education managers for use in evaluation center was presented. To estimate the validity of the proposed model, second-order confirmatory factor analysis and structural equation modeling with partial least squares method were used. The results showed that the components of the model of education managers competency for use in the evaluation center are: knowledge competence, professional competence, personality competence, executive performance competence, leadership and guidance competence, communication competence and perceptual competence. Manuscript profile

Open Access Article

10 - Providing a Model to develop a model for school principals based on a competency-based approach (Case Study: Tehran Secondary School
Mozhgan Farhadfar abolghasem delkhosh kasmayi Mahmoud Safari

10.52547/istd.31103.8.30.73

20.1001.1.24233277.1400.8.30.2.4

The present study is the design of a model for the development of school principals based on a competency-based approach (Case study: secondary schools in Tehran). The method of this research is applied in terms of purpose and has been done by the exploratory method. Th More

The present study is the design of a model for the development of school principals based on a competency-based approach (Case study: secondary schools in Tehran). The method of this research is applied in terms of purpose and has been done by the exploratory method. The data collection method is mixed (quantitative and qualitative) and the data collection tool is interviews with experts by conducting specialized interviews using the Delphi method and a questionnaire. After executing the questionnaire, data analysis in the qualitative part by coding method (open, axial and selective) and in the quantitative part analyzed the collected data in two descriptive and inferential methods through SPSS 16 and Smart PLS software. In this study, descriptive statistics including frequency, frequency percentage, frequency distribution table, and graphs and also describing the characteristics of the respondents to the questionnaire were used to describe the data. In inferential analysis, data analysis was performed using factor analysis. The results showed components: interpersonal, personality traits, operational management, cognition of the environment, parental involvement, professional knowledge, human resource management, and finally general knowledge because none of the components had a factor load of less than 0.3. They were not removed from the process of factor analysis and finally, all 8 components, with their indicators, were accepted under the title of dimensions and components of the development model of school principals based on the competency-based approach in secondary schools in Tehran. Pattern fit indicators in factor analysis confirm pattern to fit. Manuscript profile

Open Access Article

11 - Identifying and explaining the dimensions, components and indicators of managers' competencies and comparing them with the current situation of the tax affairs organization
Ahmad Ali Sadeghi Mohamad Ali Hosseni kamran mohammad khani

10.52547/istd.31201.8.28.115

20.1001.1.24233277.1400.8.28.3.1

Nowadays, organizations and companies demand employee competence in a wide range of essential knowledge, skills and attitudes because competencies are considered as important predictors of employee performance and success. The purpose of this study is to present the man More

Nowadays, organizations and companies demand employee competence in a wide range of essential knowledge, skills and attitudes because competencies are considered as important predictors of employee performance and success. The purpose of this study is to present the managerial competencies of managers in the Tax Affairs Organization and compare it with the current situation of these competencies. For this purpose, in the quantitative part, using Morgan table, 356 managers of the country's tax affairs organization were selected by simple random method, and in the qualitative part, 30 people were selected as a sample by purposeful method. The data of this research were collected using library studies, interviews and questionnaires. In the qualitative part, MAXQDA software has been used and in quantitative part, SPSS software have been used. Due to the normality of data distribution, one-sample t-test was used to analyze the data of the questionnaire. According to the research findings, the dimensions of mental health, perfectionism, communication, commitment, individual ability, mental and social health in the field of general competencies, dimensions of managerial personality, managerial communication, managerial skills and leadership in the field of managerial competencies, Dimensions of tax intelligence and tax knowledge in the field of specialized skills were counted. Of the total components, 48% were undesirable and 52% were favorable. In other words, 42% are related to general competencies, 41% are related to managerial competencies and 17% are related to specialized competencies. Manuscript profile

Open Access Article

12 - 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

Open Access Article

13 - Designing a Specialized Competency Model and proposing Training Courses for Deans of University of Tehran
Ali Bozorgi Amiri Zahra احتشام Iman Shokr

10.52547/istd.31327.8.31.209

20.1001.1.24233277.1400.8.31.1.5

The purpose of this research is to develop specialized competencies for dean of faculties of University of Tehran. Also, their counterpart training courses and that of details are provided by which the university is able to empower dean effectively. The methodology is q More

The purpose of this research is to develop specialized competencies for dean of faculties of University of Tehran. Also, their counterpart training courses and that of details are provided by which the university is able to empower dean effectively. The methodology is qualitative by which content analysis and systematic review are adapted. Job descriptions of the deans are coded qualitatively through which competencies are extracted. Afterwards, extracted competencies are modified by systematic review and Meta-synthesis methods. Finally, the results are validated by expert opinions. The proposed model categorized as 9 competencies including 17 sub categories. Competencies are presented in the form of communication and support, education and research, and human resource management. The communication and support competency includes factors such as ability to effectively represent and defend the faculty and ability to interact effectively. Educational and research competency consists of leadership and scientific credibility, ability to provide services to the society, ability to improve teaching-learning processes in the faculty, and ability to enhance faculty research processes and mindfulness of faculty policies, rules and programs. Moreover, human resource management competency includes ability to promote programs related to staff and students, and ability to recruit and develop faculty members effectively. Finally, to improve deans performances based on the competency model, training courses are provided. Notably, results are compatible with other universities and they may utilizes the results well enough. Manuscript profile

Open Access Article

14 - DESIGNING a PROFILE of HUMAN CAPITAL COMPETENCY (CASE STUDY: TECNICIANS and CALL CENTERS STAFFS of ENTEKHAB SERVICE INDUSTRIAL GROUP).
Ali Kafami Ladani nahid Amrolahi Biuki Mohammad Shaker Ardakani Mehdi Golverdi

20.1001.1.24233277.1401.9.33.1.6

Abstract Given the importance of the competency approach as a tool in the hands of organizations and human resource managers in order to provide, maintain and develop human resources, and align them with the strategies and goals of the organization, design a compe More

Abstract Given the importance of the competency approach as a tool in the hands of organizations and human resource managers in order to provide, maintain and develop human resources, and align them with the strategies and goals of the organization, design a competency profile model for large companies today, become an essential demand. This research has been done with the aim of providing a competency profile model for employees in the Entekhab service industrial group and focusing on call center and technician’s staffs. This research is applied in terms of purpose and qualitative in terms of method. Qualitative data of this study were collected through semi-structured interviews with managers, supervisors and senior experts, technicians, from different provinces and supervisors and managers of the call center of the Entekhab service industrial group. After identifying the competency codes, and compiling the sub-main and main themes, a questionnaire was prepared and approved by experts in order to ensure that these codes fit with the themes. 35 codes, 8 sub-themes and 2 main themes were the findings of this study. After validation of experts, the final competency profile model was designed. The main themes of the competency profile model of the call center staff and technicians of the Entekhab service industrial group include two main themes of individual competence and organizational competence and 8 sub-competencies including: personality traits, communication skills, systems thinking and decision making, professional ethics, carte blanche and Participation, leadership ability, organizational improvement and development, and executive and operational capacity were determined Manuscript profile

Open Access Article

15 - Metaheuristic Optimization of Competencies of Strategic Managers in State Organizations
Gholamreza Abbaspasha davood kia kojoree Mohammad javad Taghipourian Gilani

10.52547/istd.31557.8.31.273

20.1001.1.24233277.1400.8.31.12.6

The aim of the present research was to optimize the competencies of strategic managers in state organizations. This applied research was conducted quantitatively to collect the data. A researcher-made questionnaire was used to determine the level of consensus among res More

The aim of the present research was to optimize the competencies of strategic managers in state organizations. This applied research was conducted quantitatively to collect the data. A researcher-made questionnaire was used to determine the level of consensus among respondents on the priority of the proposed indicators for the competency of strategic managers. The relationship between the components of the metaheuristic model was determined by 122 senior and middle managers who were selected by random stratified sampling from the studied organizations: Tehran Governor's Office, Administrative and Recruitment Affairs Organization, Supreme Audit Court, Welfare Organization, Iran Health Insurance Organization (IHIO). Data were analyzed using the metaheuristic approach method based on genetic algorithm and decision tree, using the WEKA and RAPIDMINER software programs. Based on the results of the Shannon’s method, ethics earned the highest priority. Furthermore, 11 out of the 16 extracted factors affecting competency were selected as the optimal characteristics of strategic managers in state organizations using metaheuristic algorithms. These were knowledge competencies, skill competencies, basic competencies, psychological competencies, ethics, general competencies, interactions and communications, resource management, strategic thinking, transformism, and leadership. The findings also show that the most effective factors must be examined to identify and evaluate the competencies of strategic managers in state organizations. Manuscript profile

Open Access Article

16 - Identifying the individual factors affecting the competency of leaders to tolerate ambiguity with using the approach of Theme analysis; A step towards developing leaders
Vajiheh Saadat Behrooz Ghlichlee Ali Rezaee Gholamali Tabarsa

20.1001.1.24233277.1401.9.34.12.9

Ambiguity Tolerance is mentioned as one of the strategic leaders’ competencies that plays a significant role in the effectiveness of their decisions in ambiguous situations.The aim of this study was to identify the individual factors affecting the leaders' ambiguity tol More

Ambiguity Tolerance is mentioned as one of the strategic leaders’ competencies that plays a significant role in the effectiveness of their decisions in ambiguous situations.The aim of this study was to identify the individual factors affecting the leaders' ambiguity tolerance, design a comprehensive model of these factors and provide solutions to develop this competency on identified factors. In order to obtain more evidence to understand the phenomenon, a qualitative approach was taken and data were collected through interviews with nineteen experts. The statistical population of study includes academic experts and executive experts of the Ministry of Petroleum who have experience in management and decision¬¬ making in ambiguous situations. Sampling of research has been done purposefully. Attride stirling method was used for coding and Themes network analysis method for data analysis. After analyzing the data, the individual factors affecting the leaders' ambiguity tolerance were categorized into six comprehensive themes : demographic characteristics, personality traits, competencies, motivations and needs, perceptions and emotions. Findings showed that demographic characteristics including general and occupational characteristics, personality traits including extraversion, conscientiousness, agreeableness, openness to experience, emotional stability, being intuitive, locus of control, risk-taking and patience, competencies including knowledge, skills, abilities and experience, motivations and needs including respect and self-fulfillment, perceptions including perceptions of ambiguity, job, organization and life and emotions including emotions in the face of ambiguity and general emotions as individual factors interacting with each other are effective at the level of leaders' ambiguity tolerance and can use them to develop this leadership competency. Manuscript profile

Open Access Article

17 - Designing a core competency model for Iranian gas industry managers based on the results of EFQM by artificial intelligence method
Ali reza Zamanian Majid Jahangirfard Farshad Haj alian

20.1001.1.24233277.1401.9.34.5.2

The success of organizations in achieving strategic goals is highly dependent on how the managers of that organization perform, and this success is more directly related to the selection and appointment of competent and knowledgeable managers at the top of the organizat More

The success of organizations in achieving strategic goals is highly dependent on how the managers of that organization perform, and this success is more directly related to the selection and appointment of competent and knowledgeable managers at the top of the organizational pyramid. Competency-based management is a strong approach to developing and maintaining the organization's human capital in the long run, and competency models are a useful tool for identifying and developing the knowledge, skills and abilities needed by managers. In general, competency is a set of knowledge, skills, attitudes, abilities, interests and personality traits that enable employees to perform job-related activities effectively and perform job performance as expected or beyond expectations. Do." In accordance with the competencies defined in the evaluation center of the managers of the National Iranian Gas Company and according to the nature of trainable competencies, three categories of communication competencies, managerial and leadership competencies, cognitive and one category of untrained personality competencies have been defined. In this article, we have tried to achieve a set of core competencies in the field of competencies of gas industry managers, which has been achieved based on the performance of managers in organizational excellence. These core competencies are the beacon of the organization in achieving strategic goals and can be purposefully effective in the shortest time and with the least cost in the development process of the managers of the organization. Manuscript profile

Open Access Article

18 - Educational needs assessment of justice staff in Zabol city based on competency analysis
Manijeh Ahmadi Zahra Rahimi

20.1001.1.24233277.1401.9.32.13.6

The development and improvement of human resources requires identifying the training needs appropriate to each job for its employees. The competency approach is an important milestone that clarifies what is needed for successful performance. Therefore, the purpose of th More

The development and improvement of human resources requires identifying the training needs appropriate to each job for its employees. The competency approach is an important milestone that clarifies what is needed for successful performance. Therefore, the purpose of this study is to assess the educational needs of justice staff in Zabol based on competency analysis. Type of research in terms of purpose; Applied, it is descriptive-survey in terms of nature and method of data collection. The statistical population of justice employees of Zabol city is 79. Due to the small size of the society, all members of the society were selected as a sample by whole number method. Research tools; A researcher-made questionnaire whose validity was verified by content method using the opinions of professors and organizational experts. Reliability was also obtained through Cronbach's alpha method (0.91). Descriptive statistics (demographic data analysis of statistical sample) and inferential statistics (Kolmogorov-Smirnov tests, exploratory factor analysis, confirmatory factor analysis and one-sample t-test) were used to analyze the data. The results showed that the educational needs of justice staff in three dimensions of knowledge and awareness, skills and personal characteristics in the form of 10 components, which are: skill skills and social interactions with an average (2,517), information knowledge with an average ( 2.711), reasoning knowledge with average (2.717), technical knowledge with average (2.825), personality and value traits (2.963), communication knowledge with average (2.983), leadership skills with average (3.027), awareness (3.067) ), Individual competencies (3.131), problem solving skills (3.158). Manuscript profile

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