Development

Open Access Article

1 - Studying Management Support Status of Training and Development in Tehran’s Municipality
mahmood abolghasemi

The fundamental aim of this study is investigating level of managers’ support from employees training and development in the municipality of Tehran. The study employed a mixed method research in which qualitative and quantitative data were collected using interview and More

The fundamental aim of this study is investigating level of managers’ support from employees training and development in the municipality of Tehran. The study employed a mixed method research in which qualitative and quantitative data were collected using interview and questionnaire. In this study, interview was conducted, by using purposive sampling, 8 training managers and questionnaires conducted by using stratified random sampling, 61 managers and 315 employees were selected. The qualitative data were analyzed using the descriptive, analytical and interpretive method. To analyze quantitative data, one-sample T test, independent T test and MANOVA was used. The research findings show that the most areas of supporting are: the resource allocation (time and proper equipment) for using learning content in workplace. The most important supporting level from the perspectives views of employees and managers are: to help to increasing the level of interest and motivation of employees to training and the opportunity use of training benefits (financial benefits, certification. Also the research findings showed that from the perspective of managers and employees, the most important barriers of managers’ support were high workload. For motivating employees to attend in training courses and sufficient support of training by managers also suggested that senior manager play as a template Manuscript profile

Open Access Article

2 - Identifying and Prioritizing the Factors Affecting the Faculty Development in the University of Tehran
داود قرونه Seyyed Mohammadi Mirkamali عباس بازرگان سیدکمال خرازی

This study intends to identify and prioritize the factors affecting the faculty development (FD) in the University of Tehran. An exploratory mixed method study was conducted in two phases: qualitative and quantitative. In the qualitative phase, the factors affecting the More

This study intends to identify and prioritize the factors affecting the faculty development (FD) in the University of Tehran. An exploratory mixed method study was conducted in two phases: qualitative and quantitative. In the qualitative phase, the factors affecting the development of faculty members were identified and categorized through semi-structured interviews with 15 experts who were selected by purposive sampling. In the quantitative phase, the viewpoints of 282 persons of faculty members of Tehran University who were selected by stratified relative sampling procedure were collected in the form of descriptive research method and the measurement tool is a researcher-made questionnaire. Two general categories of factors were identified as a result of qualitative phase, through open and axial coding method: 1. Personal factors and 2.Organizational factors. Then, in quantitative phase, data were analyzed by using Analytic Hierarchy Process (AHP) method, and also factors affecting the FD were prioritized. The results indicate that among personal factors, the personality characteristics of faculty members with the relative weight of 0.302 has the greatest impact on FD and then motivation, academic background, professional commitments, and responsibility are respectively with the relative weight of 0.251, 0.194, 0.135, and 0.118. The highest priority among organizational factors is organizational culture and climate with the relative weight of 0.277 and then factors such as career promotion system, management, development opportunities, and also structural factors and economic factors are in the relative ratios of 0.216, 0.18, 0.138, 0.104, and 0.85. Manuscript profile

Open Access Article

3 - Study and Present a Proper Framework for Standardizing Human Resource Development in Education Systems
رمضان جهانیان

The purpose of the current study is to provide a framework for standardizing human resource development in educational systems. The descriptive survey method was conducted. The population consists of all professors and teachers in the field of educational sciences in Is More

The purpose of the current study is to provide a framework for standardizing human resource development in educational systems. The descriptive survey method was conducted. The population consists of all professors and teachers in the field of educational sciences in Islamic Azad University in region 12 of Iran who were 255 persons. The sample is also equal to population that were selected using census sampling and also the census methods used. Data was collected via a researcher made questionnaire. The results show that, the framework for standardizing human resource development have four dimensions and twenty-three components, which are as follows: component of commitment including explicit commitment to the development of people in all levels, all staff awareness of the vision and main objectives, comprehensive business plan, designing the training and development needs of staff, all staff awareness of their role in the organizational success, relationship within managers and employee representatives. Dimensions of planning includes as follows: developing the necessary resources for training and development, assessing the training needs and development according to the goals, designing the process of development and training need analysis, determining the responsibilities of individuals throughout the organization, competency of managers for staff development, appropriateness of goals and development standards and also joining learning goals with international standards. Dimensions of action Includes as follows: introducing new staff and identifying their training and development needs, developing of employee skills according to the goals, informing staff from development opportunities, encouraging staff to determine the training needs and the way of providing them, effective proceeding for goal achievement of education, and the development and effective proceeding for achieving training and development goals. Dimensions of evaluation includes: evaluating the role of staff development for achieving goals, evaluating the results of training and development for the individual, group, organizational levels and senior management knowledge from the costs and benefits of individuals development. Manuscript profile

Open Access Article

4 - Strategies for Training and Development of Social Entrepreneurs in Iran
farnosh allami hamid rahimian

The purpose of this study is to present strategies for training and development of social entrepreneurs in Iran. A mixed method study was conducted in two phases: qualitative and quantitative. In the qualitative phase twelve social entrepreneurs were interviewed in-dept More

The purpose of this study is to present strategies for training and development of social entrepreneurs in Iran. A mixed method study was conducted in two phases: qualitative and quantitative. In the qualitative phase twelve social entrepreneurs were interviewed in-depth. The interviews were conducted based on the theatrical saturation and purposeful sampling. Then “Grounded Theory” and “Narrative Method” used for analysis. Five general categories of factors were identified as a result of qualitative phase in order to expand training and development of social entrepreneurs: public awareness and culture building, comparing study and benchmarking, more effective strategies of political and social institutions, developing entrepreneurs’ activities with training of social entrepreneurs, and initializing entrepreneurship in educational systems. In quantitative phase, 5 hypotheses were formulated based on obtained qualitative results in order to verify and generalize them. The sample size for quantitative phase of this study contains 58 CEOs or founders of NGOs using convenience sampling method. Then the data were analyzed using one sample t-test and Friedman. All components were verified except two sub-components. Manuscript profile

Open Access Article

5 - 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

6 - Identification of the Principal Components of Distance Education and Human Resource Development in Payame Noor University and Presenting a Model
مهران فرج‌اللهی

The purpose of the present research was to identify the role of distance education system in human resource development in Payame Noor University (PNU) as the pioneer university in Iran and presenting a model using descriptive survey method. . Statistical population co More

The purpose of the present research was to identify the role of distance education system in human resource development in Payame Noor University (PNU) as the pioneer university in Iran and presenting a model using descriptive survey method. . Statistical population consists of all Ph.D. students of PNU in 1390-1391 who were 1082 people, so 321 people were chosen among them using stratified random sampling. The main instrument of the research was two researcher-made questionnaires which were designed based on the theoretical and literature review of distance education and human resource development. Validity of the questionnaires were verified by experts and its reliability by using Cronbach’s alpha was 0.898 for distance education and 0.872 for human resource development. In this survey, the findings show that distance education had three main components (i.e. technology, interaction, and facilities) and human resource development had four main components (i.e. knowledge, attitude, skill, and behavior). By ranking the components and indices of distance education and human resource development using LISREL 8.53, a theoretical model was proposed which suggests that, if administered properly, distance education can lead to development of human resources and its components, i.e. knowledge, attitude, skill, and behavior. Manuscript profile

Open Access Article

7 - The Effect of Vocational Training on the Human Development Indexes
رمضان جهانیان

The primary aim of this study was to identify the impact of vocational training on human development index in Alborz Province free institutions. The study was quasi-experimental, single-group using pre-test and post-test and population of this study formed on 30 frees v More

The primary aim of this study was to identify the impact of vocational training on human development index in Alborz Province free institutions. The study was quasi-experimental, single-group using pre-test and post-test and population of this study formed on 30 frees vocational Institute with 3,800 students in these schools that have registered in the last course of 1391. According to Morgan’s table of selecting sample, 246 samples (numbers of males and females are equal) were selected by a cluster random sampling technique. The research tool is a researcher-made questionnaire. The reliability of questionnaire was examined using the Cronbach's alpha coefficient test. (0.85). the results showed that vocational training has an impact on reducing unemployment and poverty. It also increases hope to the life and improves enabling and mental health of individuals who have been trained. This study shows that, there is a significant difference between the average impacts of vocational training on components of the human development index with different gender. The results obtained in this study indicate that the vocational trainings have impact on components of the Human Development Index as follows: reduce the unemployment and poverty, increase hope to the life and living conditions, also increase enabling and psychological health. Thus all research hypothesis were approved with 99% confidence level using appropriate statistical significance 0.001 (T-dependent) and analysis of variance. Manuscript profile

Open Access Article

8 - Evaluating Talent- based Development in Saipa Automobile Manufacturing Company
Khodayar Abili سارا رحمتی

The aim of this study was to determine the status of talent- based development process in the human resources department of Saipa automobile manufacturing company. In terms of purpose this study is an applied research, and research evaluation for data collection. Statis More

The aim of this study was to determine the status of talent- based development process in the human resources department of Saipa automobile manufacturing company. In terms of purpose this study is an applied research, and research evaluation for data collection. Statistical society was staff of Saipa Company’s human resources department to 260 people using the random sampling method, 155 of them were selected and questioned. A researcher-made questionnaire consisted of 20 closed questions was used to collect data. The validity of this was reviewed and approved by using view point of university professors and its reliability was calculated 94/5% by using Cronbach's alpha. After gathering and summarizing data, were used descriptive and inferential statistics to analyze and interpret the research questions. The results showed that from the organization's employees point of views the situation of talent based development process is in a favorable level. Moreover, the results indicate a significant gap between the current situation and the desired situation in all components of talent based development process. Solutions for lowering this gap were suggested. Manuscript profile

Open Access Article

9 - The Effects of Social Capital on Human Resource Development
مصطفی عسکریان منصور دهقان نجم‌آبادی mohamad ali borjikhani avanaki

The current research aimed at studying the effects of social capital components (according to Ghoshal and Nahapyt) on human resources development elements in Saipa companies using training experts’ viewpoints in that company. This is an applied research in which descrip More

The current research aimed at studying the effects of social capital components (according to Ghoshal and Nahapyt) on human resources development elements in Saipa companies using training experts’ viewpoints in that company. This is an applied research in which descriptive survey was used as the data collecting method. The statistical population consists of training experts in Saipa companies and 104 persons of them were selected as a sample for this research by ratio cluster and table sampling in Krejcie- Morgan method. The data was analyzed through descriptive statistics and inferential statistics. The validity and reliability of questionnaire were confirmed by academicians and the Cronbach’s Alpha, respectively. The result of this research shows that social capital components has effect on human resources development in SAIPA Companies using training experts of viewpoint in that companies, so that by increasing and preserving social capital, human resources develop more efficiently. Manuscript profile

Open Access Article

10 - Impact of Training for Authentic Leadership Behaviors on Enhancement of Employees’ Performance
Nasrin Arshadi Mohammad فروهر

The purpose of this study was to investigate the effectiveness of training for positive leadership behaviors of managers on job performance of employees. The experimental research design was through pre-test and post-test with control group. The participants were 42 man More

The purpose of this study was to investigate the effectiveness of training for positive leadership behaviors of managers on job performance of employees. The experimental research design was through pre-test and post-test with control group. The participants were 42 managers in NIPC who were selected by random sampling method and then divided randomly in experimental and control groups (each 21 employees). Furthermore in order to evaluate the impact of educational programs, 2 to 3 employees per manager were randomly selected then a pre-test was tested on control groups. After 3 days (20 hours training) educational interventions related to the main treatment were performed on managers and after 6 months the experimental test have been done on control groups. Data has been collected by using from two questioners: authentic leadership questionnaire (by Walumbwa and et al, 2008) and job performance questionnaire (by Heilman and et al, 2000(. Data analysis with ANCOVA indicated that the training of positive leadership behaviors of managers increases employees’ job performance. Manuscript profile

Open Access Article

11 - The Effect of Vocational Training on the Human Development Indexes
رمضان جهانیان

The primary aim of this study was to identify the impact of vocational training on human development index in Alborz Province free institutions. The study was quasi-experimental, single-group using pre-test and post-test and population of this study formed on 30 frees v More

The primary aim of this study was to identify the impact of vocational training on human development index in Alborz Province free institutions. The study was quasi-experimental, single-group using pre-test and post-test and population of this study formed on 30 frees vocational Institute with 3,800 students in these schools that have registered in the last course of 1391. According to Morgan’s table of selecting sample, 246 samples (numbers of males and females are equal) were selected by a cluster random sampling technique. The research tool is a researcher-made questionnaire. The reliability of questionnaire was examined using the Cronbach's alpha coefficient test. (0.85). the results showed that vocational training has an impact on reducing unemployment and poverty. It also increases hope to the life and improves enabling and mental health of individuals who have been trained. This study shows that, there is a significant difference between the average impacts of vocational training on components of the human development index with different gender. The results obtained in this study indicate that the vocational trainings have impact on components of the Human Development Index as follows: reduce the unemployment and poverty, increase hope to the life and living conditions, also increase enabling and psychological health. Thus all research hypothesis were approved with 99% confidence level using appropriate statistical significance 0.001 (T-dependent) and analysis of variance. Manuscript profile

Open Access Article

12 - Identifying Talent Development Mechanisms in Iranian Electric Industry

The current study aimed to identify talent development mechanisms in Iranian electric industry applying a mixed method approach. In qualitative phase, statistical population included academic informants and electric industry’s human resource managers and talents from wh More

The current study aimed to identify talent development mechanisms in Iranian electric industry applying a mixed method approach. In qualitative phase, statistical population included academic informants and electric industry’s human resource managers and talents from whom 19 people were purposefully selected and profoundly interviewed. The collected qualitative data were analyzed using thematic analysis technique and its validity was confirmed applying member checking, data source triangulation and peer debriefing techniques. In quantitative phase, statistical population consisted of 279 talents from which 134 people were selected randomly as a sample using levy and lemeshaw (1981) formula. Data was collected applying researched- administered questionnaire which contain 56 questions. Structural equation modeling with partial least squares (PLS) approach was used to analyses the collected data. So, in order to do second order confirmatory factor analysis, Smart-PLS3 was utilized. Finally, findings obtained from thematic analysis showed that the main talent development mechanisms in Iranian electric industry were categorized into Internal/external organizational sessions, vertical career path, horizontal career path, self- development, coaching, succession planning, training, performance management, job design techniques, team working, learning by doing, knowledge sharing, and networking. Results of one sample t- test indicated that all identified mechanisms were evaluated adequately by electric industry’s talents. Furthermore, confirmatory factor analysis’ results showed that all observable and latent variables’ factor loading were above 0.70 and were confirmed at 0.01 levels. In other words, the 13 mechanisms identified in qualitative phase can be considered as the fundamental factors of talent development and it can be predicted applying them Manuscript profile

Open Access Article

13 - Identifying Talent Development Mechanisms in Iranian Electric Industry
Khodayar Abili

The current study aimed to identify talent development mechanisms in Iranian electric industry applying a mixed method approach. In qualitative phase, statistical population included academic informants and electric industry’s human resource managers and talents from wh More

The current study aimed to identify talent development mechanisms in Iranian electric industry applying a mixed method approach. In qualitative phase, statistical population included academic informants and electric industry’s human resource managers and talents from whom 19 people were purposefully selected and profoundly interviewed. The collected qualitative data were analyzed using thematic analysis technique and its validity was confirmed applying member checking, data source triangulation and peer debriefing techniques. In quantitative phase, statistical population consisted of 279 talents from which 134 people were selected randomly as a sample using levy and lemeshaw (1981) formula. Data was collected applying researched- administered questionnaire which contain 56 questions. Structural equation modeling with partial least squares (PLS) approach was used to analyses the collected data. So, in order to do second order confirmatory factor analysis, Smart-PLS3 was utilized. Finally, findings obtained from thematic analysis showed that the main talent development mechanisms in Iranian electric industry were categorized into Internal/external organizational sessions, vertical career path, horizontal career path, self- development, coaching, succession planning, training, performance management, job design techniques, team working, learning by doing, knowledge sharing, and networking. Results of one sample t- test indicated that all identified mechanisms were evaluated adequately by electric industry’s talents. Furthermore, confirmatory factor analysis’ results showed that all observable and latent variables’ factor loading were above 0.70 and were confirmed at 0.01 levels. In other words, the 13 mechanisms identified in qualitative phase can be considered as the fundamental factors of talent development and it can be predicted applying them Manuscript profile

Open Access Article

14 - Identifying Talent Development Mechanisms in Iranian Electric Industry
Khodayar Abili Aryan gholipour

The current study aimed to identify talent development mechanisms in Iranian electric industry applying a mixed method approach. In qualitative phase, statistical population included academic informants and electric industry’s human resource managers and talents from wh More

The current study aimed to identify talent development mechanisms in Iranian electric industry applying a mixed method approach. In qualitative phase, statistical population included academic informants and electric industry’s human resource managers and talents from whom 19 people were purposefully selected and profoundly interviewed. The collected qualitative data were analyzed using thematic analysis technique and its validity was confirmed applying member checking, data source triangulation and peer debriefing techniques. In quantitative phase, statistical population consisted of 279 talents from which 134 people were selected randomly as a sample using levy and lemeshaw (1981) formula. Data was collected applying researched- administered questionnaire which contain 56 questions. Structural equation modeling with partial least squares (PLS) approach was used to analyses the collected data. So, in order to do second order confirmatory factor analysis, Smart-PLS3 was utilized. Finally, findings obtained from thematic analysis showed that the main talent development mechanisms in Iranian electric industry were categorized into Internal/external organizational sessions, vertical career path, horizontal career path, self- development, coaching, succession planning, training, performance management, job design techniques, team working, learning by doing, knowledge sharing, and networking. Results of one sample t- test indicated that all identified mechanisms were evaluated adequately by electric industry’s talents. Furthermore, confirmatory factor analysis’ results showed that all observable and latent variables’ factor loading were above 0.70 and were confirmed at 0.01 levels. In other words, the 13 mechanisms identified in qualitative phase can be considered as the fundamental factors of talent development and it can be predicted applying them Manuscript profile

Open Access Article

15 - ICT Integration in Teacher Education with Meta-Synthesis Approach
داود معصومی روح اله مهدیون بتول معصومی

This article looks at the integration of ICT in teacher education in the wider perspective of school development, which puts on focus both in-service and pre-service teacher education. To prepare teacher-education students for work in a rapidly changing, information ric More

This article looks at the integration of ICT in teacher education in the wider perspective of school development, which puts on focus both in-service and pre-service teacher education. To prepare teacher-education students for work in a rapidly changing, information rich and technology based society, the key strategies in integration of ICT in teacher education programs and provides implications and directions for future analyses of ICT integration efforts are analyzed. A meta-synthesis exercise was undertaken, to analyze and synthesize the studies and examples of best practice to integrate ICT in education particularly in teacher education. The results were provided into two main parts including: - ICT in in-service teacher education; - ICT in pre-service teacher education. Discussing the examples of practices and strategies, it is argued that addressed strategies are complementary, thus a combination of the given strategies may be more efficient way in integrating ICT in teacher education programs Manuscript profile

Open Access Article

16 - Studying the Challenges of Training and Development of Human Resources Based on Three Branches Model
gholamreza shams mourkani علی فاطمی صفت

This study aimed at identifying and ranking human resource deficiencies in training and development activities at Fajr Electronic Industries, based on three branches model (process, structure and environment dimensions). Concerning methodology, it has been adapted the c More

This study aimed at identifying and ranking human resource deficiencies in training and development activities at Fajr Electronic Industries, based on three branches model (process, structure and environment dimensions). Concerning methodology, it has been adapted the complex method which is a combination of qualitative and quantitative methods. In qualitative phase, according to information-rich sampling method, all related documents and researches were reviewed and interview framework was developed after categorizing the identified deficiencies based on three branches model,. According to purposeful sampling method, 10people were selected to be interviewed in order to identify more deficiencies. In quantitative part, the questionnaire was developed through converting identified deficiencies to questionnaire items and then distributed among 126 of employees. They were selected from all employees (including managers) of Fajr Electronic Industries (N=250) based on stratified random sampling method. Since the content of questionnaire was based on the results of reviewing documents and interviews, its content related validity is admitted. Descriptive and inferential statistical methods (including one sample t-test, two independent sample t-test, estimation of mean, and Friedman test) were used to analyze the quantitative data. Results indicated that education office of Fajr Electronic Industries - in all studied dimensions- is at quiet defected or almost defected statues Manuscript profile

Open Access Article

17 - Studying the Challenges of Training and Development of Human Resources Based on Three Branches Model
gholamreza shams mourkani

This study aimed at identifying and ranking human resource deficiencies in training and development activities at Fajr Electronic Industries, based on three branches model (process, structure and environment dimensions). Concerning methodology, it has been adapted the c More

This study aimed at identifying and ranking human resource deficiencies in training and development activities at Fajr Electronic Industries, based on three branches model (process, structure and environment dimensions). Concerning methodology, it has been adapted the complex method which is a combination of qualitative and quantitative methods. In qualitative phase, according to information-rich sampling method, all related documents and researches were reviewed and interview framework was developed after categorizing the identified deficiencies based on three branches model,. According to purposeful sampling method, 10people were selected to be interviewed in order to identify more deficiencies. In quantitative part, the questionnaire was developed through converting identified deficiencies to questionnaire items and then distributed among 126 of employees. They were selected from all employees (including managers) of Fajr Electronic Industries (N=250) based on stratified random sampling method. Since the content of questionnaire was based on the results of reviewing documents and interviews, its content related validity is admitted. Descriptive and inferential statistical methods (including one sample t-test, two independent sample t-test, estimation of mean, and Friedman test) were used to analyze the quantitative data. Results indicated that education office of Fajr Electronic Industries - in all studied dimensions- is at quiet defected or almost defected statues Manuscript profile

Open Access Article

18 - Studying the Challenges of Training and Development of Human Resources Based on Three Branches Model
gholamreza shams mourkani علی فاطمی صفت

This study aimed at identifying and ranking human resource deficiencies in training and development activities at Fajr Electronic Industries, based on three branches model (process, structure and environment dimensions). Concerning methodology, it has been adapted the c More

This study aimed at identifying and ranking human resource deficiencies in training and development activities at Fajr Electronic Industries, based on three branches model (process, structure and environment dimensions). Concerning methodology, it has been adapted the complex method which is a combination of qualitative and quantitative methods. In qualitative phase, according to information-rich sampling method, all related documents and researches were reviewed and interview framework was developed after categorizing the identified deficiencies based on three branches model,. According to purposeful sampling method, 10people were selected to be interviewed in order to identify more deficiencies. In quantitative part, the questionnaire was developed through converting identified deficiencies to questionnaire items and then distributed among 126 of employees. They were selected from all employees (including managers) of Fajr Electronic Industries (N=250) based on stratified random sampling method. Since the content of questionnaire was based on the results of reviewing documents and interviews, its content related validity is admitted. Descriptive and inferential statistical methods (including one sample t-test, two independent sample t-test, estimation of mean, and Friedman test) were used to analyze the quantitative data. Results indicated that education office of Fajr Electronic Industries - in all studied dimensions- is at quiet defected or almost defected statues Manuscript profile

Open Access Article

19 - The Role of Knowledge Management in Human Resource Development in Tehran Municipality, Region 4
Shahram Khalil Nezhad

This study investigated the effect of knowledge management on human resource development in Tehran Municipality Region 4 to provide practical suggestions for increasing the capabilities of human capital in the organization through knowledge management. The literature re More

This study investigated the effect of knowledge management on human resource development in Tehran Municipality Region 4 to provide practical suggestions for increasing the capabilities of human capital in the organization through knowledge management. The literature review identified four components consisting of identifying, acquiring, developing and sharing for knowledge management concept and four components consisting of attitude, knowledge, behavior and skill for human resource development concept. Following the positivism philosophy, deductive (quantitative) approach, and the survey method, a questionnaire (consisting of 45 questions) was used to collect field data. Face and content validity of the questionnaire were confirmed through selecting a standard questionnaire and submitting it to the experts, construct validity through confirmatory factor analysis and reliability through Cronbach's alpha coefficient (0.91). The number of population including undergraduate, graduate and managers of the organization, was 1,100 and the sample volume of 285 randomly selected. Data normality through the Kolmogorov-Smirnov test and relationships between variables and conceptual models through Pearson correlation and structural equation model approved. It turned out that knowledge management plays a significant role in the development of human resources (The correlation coefficient: 0.875; load factor: 0.81). It also became clear that identifying, acquiring, developing and sharing knowledge have impact on the development of knowledge, attitudes, behaviors and skills of human capital. As a result, one of the expected outcomes of knowledge management system can be development of human capital in all dimensions. Also, it can be concluded that one of the tools of human resource development is the establishment of a knowledge management system. Manuscript profile

Open Access Article

20 - Promoting Quality of Human Resources Training in Higher Education with Emphasis on Social Capital Development
ebrahim salehi omran

Development of social capital as a macro-policy in higher education may result from high quality human resource training. Educational systems can provide quality training opportunities, laying the groundwork for people to get involved in social events. In this respect, More

Development of social capital as a macro-policy in higher education may result from high quality human resource training. Educational systems can provide quality training opportunities, laying the groundwork for people to get involved in social events. In this respect, various theoretical conceptions of training qualification should be, however, taken into consideration. In recent decades, the relevance and development of quality training or social capital development has been a theoretical conception influencing Human Resource training quality. Thus, the present paper explores this idea, using a descriptive, analytical, qualitative approach. Analysis of social capital and its relation to the quality of educational skills, which is required for human resources, can be regarded as a genuine policy in promoting higher education quality. Finally, it can be claimed that wise policies in higher education is a prerequisite for offsetting cultural and economic aspects. Manuscript profile

Open Access Article

21 - 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

Open Access Article

22 - Recognizing the Effective Factors Affecting Human Resource Development (Case study: A Single Provincial Agency SID)

With the emergence of the knowledge economy, human capabilities known as the Attitude change and variety of insight may enhance or reduce development of human resource in organization. Thus it needs rethinking how to provide human resource development. The aim of curren More

With the emergence of the knowledge economy, human capabilities known as the Attitude change and variety of insight may enhance or reduce development of human resource in organization. Thus it needs rethinking how to provide human resource development. The aim of current paper is to reorganize effective mental factors and patterns or to explain the dominant mental paradigm for human resource development. The statistical society is experts of SID Organization in a province of Iran. According to the aim of study Q methodology was used and its performance of steps presented 7 effective factors. Based on the results of factor analysis, statistical or new roles for community research unit or experts are provided. Weaknesses that leads to a decrease in human resource development, has also been explained. Manuscript profile

Open Access Article

23 - Studying the Effect of Training on Human Resources Strategies with Emphasis on Intermediary Role of Professional Development and Knowledge Sharing

The present study aimed to evaluate the effect of education on human resources strategies with emphasis on the intermediary role of professional development and knowledge sharing by structural equations. To do this, 230 employees and managers of district 7 of Gas transm More

The present study aimed to evaluate the effect of education on human resources strategies with emphasis on the intermediary role of professional development and knowledge sharing by structural equations. To do this, 230 employees and managers of district 7 of Gas transmission operation in Iran were participated in the present study. They responded questionnaires of education, professional development, knowledge sharing and human resources strategies. For data analysis, structural equations model with LISREL software was applied. The results showed that learning-oriented training has positive and significant direct effect on knowledge sharing, professional development and human resources strategies. There is a positive and significant direct effect of knowledge sharing on professional development and human resources strategies. There is an indirect, positive and significant effect of learning-oriented training on human resources strategies via professional development and knowledge sharing. Findings emphasized the role of education, knowledge sharing and professional development on human resources strategies. Manuscript profile

Open Access Article

24 - 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

Open Access Article

25 - Identifying and Ranking Teachers' Barriers in a Virtual Human Resource Development Environment
Zohreh Jaafari far Abasalt Khorasani Morteza Rezaeizadeh

E-learning is one of the appropriate tools to train employees in the organization due to some advantages such as flexibility of time and place. However, realizing these benefits and removing the barriers are in need of optimal use of e-learning. Thus the current study t More

E-learning is one of the appropriate tools to train employees in the organization due to some advantages such as flexibility of time and place. However, realizing these benefits and removing the barriers are in need of optimal use of e-learning. Thus the current study tried to identify and rank the barriers of teachers in virtual training and development of organizations. Therefore, this study was conducted in a sample of 115 of Shahid Beheshti University staff in Tehran who attended in e-learning courses through the last year. In order to collect data, a researcher-made questionnaire was used. Reliability of the questionnaire was 95% based on Cronbach’s alpha and its validity was confirmed by scholars and experts of virtual education. The Results of this study identified and ranked barriers of e-learning as follows: Educational, Infrastructural, moral and Cultural barriers. The implications of the current study on how virtual education can be properly used in HRD is also discussed and outlined in the paper. Manuscript profile

Open Access Article

26 - Studying and Prioritizing Effective Factors on Succession Planning Success in Banking Industry Using Multi-Criteria Decision Making Methods (Case Study: Refah Bank)
Behrooz Ghlichlee Shahram Mashoufi Saeed Ghahremani

The purpose of this research is to study and prioritize factors which are effective on succession planning success in banking industry. This is an applied and descriptive research. Statistical sample of research is 15 persons including Refah Bank managers and experts. D More

The purpose of this research is to study and prioritize factors which are effective on succession planning success in banking industry. This is an applied and descriptive research. Statistical sample of research is 15 persons including Refah Bank managers and experts. Data gathering was done by Delphi method, asking experts’ opinions. Opinions were gathered by a researcher-made questionnaire including factors affecting the success of succession planning. After that, data were analyzed using Spss and Excel software and also fuzzy TOPSIS method for prioritizing factors, which is one of the multi-criteria decision making methods. Results showed that “support and participation of senior managers” and “justice” are the most important factors in the success of succession planning with the approach of assessment and development center. Manuscript profile

Open Access Article

27 - Identifying the Model and Designing the Competencies of the Faculty Members of Universities and Higher Education Institutions of Iran: A Qualitative Study
Hedieh Mohabbat Kurosh Fathi Vajargah Parivash Jaafari

faculty members are considered as key factors in universities and higher education institutions. Future developments of universities also depend on the competencies, innovations and professional development programs of faculty members. The present study aims to investig More

faculty members are considered as key factors in universities and higher education institutions. Future developments of universities also depend on the competencies, innovations and professional development programs of faculty members. The present study aims to investigate the model and competencies of faculty members in the framework of qualitative approach and content analysis. The research population is composed of all the professors and higher education students in Iran’s universities. Sampling, similar to most sampling types in qualitative studies, is a purposive one, through a criterion and network sampling strategies. The number of informants, based on the principle of saturation in qualitative studies, is 23 who come from diverse universities and institutes. Semi- structured interviews were employed to gather the data, which subsequently were analyzed in several stages using the thematic analysis method. The validity of the analyses was ensured by peer audit and peer debriefing. Results indicated that the competencies of faculty members in six dimensions of educational, research, organizational, ethical, individual and professional competencies and 44 subspecialties were classified. Manuscript profile

Open Access Article

28 - Determining the Management Development Dimensions in Supplying Automotive Parts Company (SAPCO)
Mahshid Firouz Abadi Marjan Fayazi Mehrdad Estiri

The purpose of this study is to recognize the dimensions affecting the management development in SAPCO. This study is an applied research, and was carried out through a survey. The data used in this survey is a combination of qualitative and quantitative data gathered f More

The purpose of this study is to recognize the dimensions affecting the management development in SAPCO. This study is an applied research, and was carried out through a survey. The data used in this survey is a combination of qualitative and quantitative data gathered from the managers and the top-level supervisors in this company. Qualitative analysis was performed using content analysis and for quantitative analysis t-test was used. Sample group at the first stage (qualitative phase) consisted of 10 managers at supervisor level in SAPCO (saturation level) and at the second stage (qualitative phase) consisted of 53 participants who were asked to fill out a questionnaire. The results indicated that training, performance appraisal, succession planning, top manager’s support, and strategic orientation is recognized as the effective factors on the management development. Manuscript profile

Open Access Article

29 - 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

30 - Structural Modeling of the Impact of Organizational Factors on the Human Resource Development with the Mediating Role of Knowledge Management Process and Transfer of Training
Kolsoom Nami mir mohmmad seyed abbaszadeh Mohammad Hassani Abbas Bazargan

The aim of the present study determines the relationship between organizational factors and human resources development with the mediating role of knowledge management process and transfer of training in the Islamic Azad Universities of Hormozgan. This study was a corre More

The aim of the present study determines the relationship between organizational factors and human resources development with the mediating role of knowledge management process and transfer of training in the Islamic Azad Universities of Hormozgan. This study was a correlational research using methods of structural equation modeling. The statistical population included all employees of Islamic Azad University of Hormozgan province, which includes 560 employees that 228 people were selected as statistical sample of the research. To collect data from questionnaires of Shekarzade knowledge management process (2012), Halton, Bates & Rona Transfer of Training (2002), Manus Organizational Factors (2004), Najafi human resource development (2012) were used, Structural validity through confirmatory factor analysis confirmed. Reliability of questionnaires was reported using Cronbach's alpha coefficient as 0.93, 0.89, 0.89 and 0.91, respectively. The results showed that organizational factors have a direct impact on the knowledge management process. Transfer of Training has a direct impact on the development of human resources. knowledge management process has a direct impact on the human resource development. The process of knowledge management has an indirect impact on the human resource development of employees through transfer of training. organizational factors have an indirect and significant impact on the human resource development through the process of knowledge management and the transfer of training. Manuscript profile

Open Access Article

31 - Designing a Performance Management Model with a Human Resources Development Approach in the Public Sector
Mohammad mohammadi

Over the past few decades, the implementation and application of performance management methods to improve service provision and the acquisition of key impacts have been key elements in the development of human resources development in governments. Considering the state More

Over the past few decades, the implementation and application of performance management methods to improve service provision and the acquisition of key impacts have been key elements in the development of human resources development in governments. Considering the state of the country's administrative system regarding performance management for the development of human resources and considering that the model being implemented today does not have the ability to properly assess employees, the main objective of this research is to design a model of performance management with the approach of HR development in the administrative sector was considered. This research has been implemented with qualitative content analysis method in the field of model extraction and based on a field survey to evaluate it, which led to the design of performance management model for human resource development in government agencies. The main dimensions of this model include the impact of human capital strategy on organizational strategy and reference laws; the coordination of accountability process; the relationship of responsibility and authority with employee performance appraisal; the impact of evaluation strategies on the process of employee performance evaluation; the existence of a significant relationship between the individual characteristics of employees and their evaluation process; Finally, the effect of the relationship of labor relations on employee performance management. Manuscript profile

Open Access Article

32 - Designing a National Human Resource Development Model Using System-Dynamic Approach
Rahmatollah Pakdel Aryan gholipour Syed Hosain Hosseini

20.1001.1.24233277.1397.5.16.3.6

Redesigning the systems and processes associated with each of them can have a significant effect on the guidance and management of the human resources of the country towards the goals and aspirations of the country's development and also prevent parallel and non-systemi More

Redesigning the systems and processes associated with each of them can have a significant effect on the guidance and management of the human resources of the country towards the goals and aspirations of the country's development and also prevent parallel and non-systemic actions & activities. This article designed with the purpose of providing a model for explaining the components and the way in which communication and interaction between policies, strategies, plans along with actions of each of these organizations and relevant ministries in the development of human resources. Based on the exploratory method, the required qualitative data for analysis is extracted for analysis based on the systemic approach, the interactions between national human resources components & subsystems and also system variables. The results of this study indicated that the National Human Resources Development System (NHRDS) has the main sub-systems of training and supply of human resources and labor market. These two subsystems are subordinated to HRM and Economic Development. In other words, the HR policies of the country act as inputs for the supply and labor market subsystem. Also, the causal circles derived from the six subsystems of this model, trace the effective variables and how to interact with each other and propose it as a basis for the solution presentation. Manuscript profile

Open Access Article

33 - Studying the Effect of E-Learning Courses of Universities and Non-profit Institute on Knowledge Development
alireza jazini

20.1001.1.24233277.1397.5.16.7.0

Nowadays, virtual learning as a new approach is in the development stage and studies on this related learning and also result of them can increase the quality of learning and teaching in the universities. This study is done with the reach of the impact the education of More

Nowadays, virtual learning as a new approach is in the development stage and studies on this related learning and also result of them can increase the quality of learning and teaching in the universities. This study is done with the reach of the impact the education of courses on the virtual universities and nonprofit institutes. This research is in the Descriptive survey group and in terms of goals it is functional. The method of the procedure is survey and, questionnaire is used for data collection. The population of this study is 4000 students who studied in the Shahab Danesh institute. 351 students were selected randomly by Morgan table. The employed method is stratified random sample. The data analyzed by statistical software Spss and for proving the hypotheses independent T test were used. The results of tests confirmed at a significance level of 0.05 from basic hypotheses and it was found that virtual education courses effect on the development of knowledge in universities and nonprofits and also for-profit universities and institutes of learning in content, organizing course material, flexibility, workload and evaluation methods, elements of teaching and learning, presented feedback, helping and motivating students. The results proved that the use of information technology and the development of virtual education in universities and higher education institutions, especially the Institute of that we study, affects in teaching and learning of students Manuscript profile

Open Access Article

34 - Professional development model of faculty member’s online learning: qualitative research
javad Poorkarimi Ensieh Ramezanpour

Professional development of faculty members is considered as a key component of the quality of teaching and learning process improvement. The present study was aimed at designing a model for professional development of e-learning instructors. The methodology of the rese More

Professional development of faculty members is considered as a key component of the quality of teaching and learning process improvement. The present study was aimed at designing a model for professional development of e-learning instructors. The methodology of the research was applied to the purpose and the method of data collection was of a qualitative type which was performed using the data approach of the foundation with a Emergence approach (Glaser approach). The tool used was semi-structured interview and the statistical population of the faculty members was in the field of e-learning. Using a targeted sampling method, 22 of them were sampled and the data were saturated. Findings The study eventually comprised 659 open codes, 57 primary and 15 secondary categories. The results showed that for the development of faculty members, e-learning should focus on five main dimensions: the dimension of knowledge development (with 4 dimensions), skill development (with 3 dimensions), ability development (with 2 dimensions), development of attitude (with 3 dimensions) and development Features (with 3 dimensions). Manuscript profile

Open Access Article

35 - BOM Model; Designing and Presenting Learning Services based on Cloud Computing by Learning Service Providers
Dr Firouz Nouri Kalkhoran Kurosh Fathi Vajargah Abasalt Khorasani Amir reza Asnafi

20.1001.1.24233277.1397.5.17.4.9

Cloud computing and cloud services, as a technological solution to the development of educational services, can be very useful in accelerating and expanding services for this type of activities. This study aims to provide a coherent model for the design and delivery of More

Cloud computing and cloud services, as a technological solution to the development of educational services, can be very useful in accelerating and expanding services for this type of activities. This study aims to provide a coherent model for the design and delivery of services provided by Learning Service Providers (LSPs) based on the capabilities of cloud computing for human resources training and learning. To achieve this, a mixed approach and the theoretical research method were adopted. To identify the elements of the model for designing and delivering cloud-based learning services, we organized semi-structured interviews with specialists in organizational learning and business education. The participants in the interview process were selected using the theoretical sampling method. The interviews were organized using the open coding method. The test-retest reliability method was used in this study to measure the reliability of the coding process used in the specialized interviews. The consistency level (PAQ) was equal to 0.83, indicating a high level of internal consistency. In the second phase, the structure and method of Interactive Management (IM) and the Interpretive Structural Modeling (ISM) software were used for integrating the data and determining the relationship between the elements of the model. In the third section, related to the quantitative part of the research, the Analytic Hierarchy Process (AHP) and Expert Choice software were used to weigh the model design and cloud computing-based learning service delivery elements. Then, a comprehensive model called BOM was presented for the delivery of cloud computing-based learning services. The main elements of the model in the order of weight and level of importance in the model include the tools and mechanisms of technological learning (0.215), establishment of a curriculum planning system (0.208), design of learning services (0.151), learning support services (0.105), learning system performance evaluation (0.074), incentive mechanisms and tools for the use of cloud space for learning (0.068), legal dimensions of the use of cloud space (0.046), learning services business management (0.040), curriculum assessment (0.038), and marketing , advertising and sales of learning services (0.033). Manuscript profile

Open Access Article

36 - Examining the Effect of Unlearning in the Organization on Human Resource Development
Fahimeh Doosthosseini ***** ***** mehdie Safi

20.1001.1.24233277.1397.5.17.7.2

In today's world, organizations always face different environmental and technical changes; in order to adapt to these changes, they need to learn and apply new knowledge and technology, but they must consciously acquire knowledge that is obsolete and obsolete for any re More

In today's world, organizations always face different environmental and technical changes; in order to adapt to these changes, they need to learn and apply new knowledge and technology, but they must consciously acquire knowledge that is obsolete and obsolete for any reason. Identify and take proper measures to cut or end the degree of dependence on it. The main purpose of the research is the effect of learning dehumanization on the development of employees of the organization of work and social welfare of Alborz province. Learning outcomes include awareness, stopping the development of obsolete knowledge, leaving, isolating, integrating, and encouraging the use of new knowledge. In this study, the impact of these components on the development and development of employees has been addressed. The present research is applied in terms of purpose and based on nature and method of descriptive - correlation. The statistical population of the research includes supervisors, managers and employees in the Labor and Social Security Organization of the Alborz Province in 1230 people. Morgan table was used to decide the sample size. Based on the amount of statistical population, the sample size is estimated to be 293 people based on the Morgan table. The instrument of gathering in this research is a researcher made questionnaire. To analyze the collected data, the emulsion structural equation modeling software (Amos) was used. The results of the research showed that learning depletion and its dimensions have a positive and significant effect on employee development. Manuscript profile

Open Access Article

37 - 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

38 - Studying the Challenges of Faculty Development Programs at Shahid Beheshti University
Bahar Bandali Mahmood Abolghasemi MohammadHassan Pardakhtchi Morteza Rezaeizadeh

Paying attention to faculty development programs is one of the strategies to enhance the quality of universities. For this reason, universities try to offer various faculty development programs. Faculty members, however, have not welcomed such programs, as expected. Thu More

Paying attention to faculty development programs is one of the strategies to enhance the quality of universities. For this reason, universities try to offer various faculty development programs. Faculty members, however, have not welcomed such programs, as expected. Thus, finding the reasons needs researches and studies. Therefore, the current study seeks to identify the weaknesses of faculty development programs from academic staffs’ viewpoints. Using a phenomenological and qualitative design, semi-structured interviews were conducted with 29 lecturers at Shahid Beheshti University. The transcribed interviews were coded in 3 stages using the Strauss and Corbin framework. As a result of this study, 14 weaknesses in the current FD programs were identified, as follows: “negligence in different dimensions of faculty development”, “lack of needs assessment”, “negligence in intrinsic motivators”, “negligence in individual differences”, “low frequency and quantity of programs”, “inflexible schedules”, “weak promotion and dissemination of programs”, “disorganized programs”, “irrelevant subjects”, “irrelevant content”, “ineffective teaching-learning methods”, “low interaction and participation of faculty members”, “lack of effectiveness for evaluation mechanisms”, and “weaknesses in feedback channels”. In order to get a comprehensive view of faculty development programs, the identified weaknesses were categorized and discussed in accordance with the different curriculum components. In General, based on the findings, it can be said that faculty development programs at this university call for a major revision in the four following components: Goal, Content, Teaching-Learning method, and Assessment methods. Manuscript profile

Open Access Article

39 - The Study of Effective Development Factors on Establishment of Organizational Quality Management System in Universities (with Emphasizing the Development of Human Resources)
azam molamohamadi koroush fathi vajargah maghsood farasatkhah

This research aimed at the study of effective developmental factors on establishment of organizational quality management system in universities with emphasizing the development of human resources using grounded theory (GT) as a qualitative approach. Accordingly, to col More

This research aimed at the study of effective developmental factors on establishment of organizational quality management system in universities with emphasizing the development of human resources using grounded theory (GT) as a qualitative approach. Accordingly, to collect data 27 experts from this field were interviewed with purposive sampling method using in depth – semi- structured in three groups: professors, decision makers and key informants in the field of academic quality. Data analysis was performed during open coding stages, orientation and selection by MAXQUDA 12 software. In order to validate the data, collaborative research technique, member checking, and researcher review and reliability index between two coders (Inter-rater reliability) were used. According to the findings of the research, the effective factors on the establishment of the quality management system of the university can be described in the form of 9 main categories and 35 sub categories, as follows:(1) Expected outcomes from higher education (3 sub categories), (2) University education (3 sub categories), (3) Resources and facilities (3 sub categories), (4) University Assessment System (3 sub categories), (5) University management ( 4 sub categories), (6) Great Leadership in higher education (5 sub categories), (7) Internationalization of university (6 sub categories), (8) Conditions governing society (4 sub categories), (9) Interrelation between industry and university (4 sub categories). Manuscript profile

Open Access Article

40 - Designing an Individual Human Resources Development Plan and Elaboration of its Role in the Organizational Performance (Case Study: Social Security Organization, Tehran Branch)
Naeimeh Tazakori Mohammad Feizi Mohammad Rouhi Eisalou Eshagh Rasouli

The study is of the basic-applied research type that uses a combined exploratory research method. The study population is comprised of 16 human resources development experts and social security organization’s managers in the qualitative section and 351 staff members wor More

The study is of the basic-applied research type that uses a combined exploratory research method. The study population is comprised of 16 human resources development experts and social security organization’s managers in the qualitative section and 351 staff members working in social security organization as the study sample volume in the quantitative section. Purposive sampling was the method of choice in the qualitative section and simple randomized sampling was utilized in the quantitative part. The data collection instrument was semi-structured interviews in the qualitative section and Heresy and Goldsmith’s organizational performance questionnaire and a researcher-constructed human resources development questionnaire in the quantitative section. To analyze the data in the qualitative section, use was made of NVivo11 in the qualitative section and SPSS19 was employed in the quantitative section. The data analysis method included a qualitative grounded theory method (open, pivotal and selective coding) and Pearson correlation and simultaneous regression in the quantitative section. The study results resulted in the formation of an individual HR development pattern in the qualitative section for Tehran’s social security organization; in the quantitative section, the effect of the pattern on the organizational performance was investigated and the results signified the positive effect of the individual HR development on the organizational performance. The present study’s findings can offer applied and operational implications in line with individual HR development and organizational performance improvement in social security organization. Manuscript profile

Open Access Article

41 - Human Resources Training and Development as an Academic Discipline: Experiences and Perspectives
Davood Ghorooneh Fateme Sanaeipour Kobra Emami

Human 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 More

Human 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

42 - The Study of Challenges in Higher Education System performance with an Emphasis on Human Resource Development
Negin Falah Haghighi Maryam Mahmoudi

This 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 More

This 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

43 - 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 Nili

Purpose 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 More

Purpose 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

Open Access Article

44 - Calculating the Training Return on Investment (ROI) In Pars Oil & Gas Company (P.O.G.C)
Frouz Nouri Saeid Safaee Movahed Hamideh Bafandeh

10.52547/istd.7.24.0

Training and development advisors and experts are working hard today to gain a position for training procedures as equal as other organizational procedures. This effort has turned into a huge challenge for such practitioners. Under such circumstances, return-of-investme More

Training and development advisors and experts are working hard today to gain a position for training procedures as equal as other organizational procedures. This effort has turned into a huge challenge for such practitioners. Under such circumstances, return-of-investment can be deemed both as an opportunity (if carried out properly) and a threat (if implemented improperly). Some believe that such an approach can help us integrate training into other mainstream procedures. Anyway, it is believed that formulating and conceptualizing such a strategy is a brave enterprise which needs to be managed reasonably.This paper aims at estimating the return-of-investment rate for project management training programs at Pars Oil and Gas Company (POGC). To analyze data, AHP strategy is used through Expert Choice software. The final rate was calculated as %59976. The calculated ROI sounds logically reasonable and indicates that the training program has been effective in essence. Manuscript profile

Open Access Article

45 - Professional Identity of Human Resource Training and Development of Graduate Students at Tabriz University: A Phenomenological Study
Ali Imanzadeh vahideh jafariyan

This research aims to study professional identity in the mutual experiences of human resources training and development of graduate students at Tabriz University. In this research, a qualitative approach with a phenomenological method was used. The population of the stu More

This research aims to study professional identity in the mutual experiences of human resources training and development of graduate students at Tabriz University. In this research, a qualitative approach with a phenomenological method was used. The population of the study consisted of all human resources training and development students studying at Tabriz University who are familiar with the field of education and human resource development. So based on purposeful sampling, semi-structured interviews were conducted with 21 students and to ensure the reliability, accuracy, and correctness of the data, the interview questions reviewed and approved by the experts and repeated study, compare continuous data, summarize and categorize information methods was used. Data were analyzed by the Smith method proposed. Results include five main themes of the role of discipline, reasons of choosing discipline, nature of discipline, limitations of discipline, promotion the status of the discipline was obtained that each main themes also has several sub- themes. Results showed that introduction of discipline, reinforcing its position, providing the necessary and related professional resources and determination of the boundaries of disciplines can be useful steps in achieving professional identity of human resources training and development graduate students. Manuscript profile

Open Access Article

46 - The Role of Continuing E-Learning on Professional Development: A Case Study of the Telecom Industry
Farnoush Aalami Reza Sajady Mohammad Khalajghasemabadi

Learning is the only source of sustainable strategic advantage for companies. New technologies, including e-learning, have created a variety of training opportunities for corporate employees. But the continuity of these courses is of great importance. The main purpose o More

Learning is the only source of sustainable strategic advantage for companies. New technologies, including e-learning, have created a variety of training opportunities for corporate employees. But the continuity of these courses is of great importance. The main purpose of this research is the effect of continuing e-learning on the professional development of employees. The research method is descriptive and correlational. The statistical population of this research was 924 employees of Communication Services Company, 272 people were selected by random sampling and completed 260 standard electronic questionnaires. To analyze the data, independent t-test, ANOVA, correlation coefficient, and linear regression were used. The mean score of e-learning and professional development of the staff of Communication Services Company is higher than the average. The interest in the continuity of e-learning (4.61) shows that perceived applicability and integrity have the highest score and perceived merit lower score. Also, e-learning in the three subscales of user satisfaction, perceived intimacy, and interest in continuing learning has had the most significant impact on the increase of professional development of employees. The continuity of e-learning in communication services company has relatively high effectiveness. Perceived communication component, usability, internal motivation, interest in perceived self-retention e-learning, user satisfaction, information quality, and perceived competence have the highest mean. Manuscript profile

Open Access Article

47 - Identifying Challenges to Development of Distance Education from the Perspective of Payame Noor University Professors
Manijeh Ahmadi

The purpose of the research is to identify the challenges of distance education development from the perspective of professors of Payame Noor University. The research method is qualitative in terms of purpose and in terms of data collection. In this research, after purp More

The purpose of the research is to identify the challenges of distance education development from the perspective of professors of Payame Noor University. The research method is qualitative in terms of purpose and in terms of data collection. In this research, after purposeful sampling and reviewing documents and research, the process of interviewing key and informed experts continued until the full identification, description, and characterization of the dimensions, components and indices and theoretical saturation were achieved. In order to determine the logical framework of the collected data, the steps of identifying, taking notes and classifying the concepts were performed. To this end, the collected information and texts were reviewed and categorized into major categories. Finally, the categories were reviewed and the duplicates removed, similar and smaller mergers and dimensions of the specific topic were categorized within the obtained components and indices. Based on the results, two-dimensional extraction model, 7 components, and 45 indices were extracted for university e-learning challenges. After finalizing the data analysis and extracting the conceptual model, the validity of the model was evaluated with 10 experts and university experts in a focus group on dimensions, components and indicators of agreement. Manuscript profile

Open Access Article

48 - Integrative Review of HRD Theory Building Literature: Thinking Proceedings and Applied Learnings
Rasool Rasayi Fard

This article aims to conduct an integrative review of the theory building literature of human resource development in order to identify thinking Proceedings and applied learnings in the 28-year history of theory building. Literature Thematic analyze based on Creswell (2 More

This article aims to conduct an integrative review of the theory building literature of human resource development in order to identify thinking Proceedings and applied learnings in the 28-year history of theory building. Literature Thematic analyze based on Creswell (2008) procedure and Callahan (2010) method has used for getting research goal. Research data has been scientific work about Human Resource Development include scientific article, paper, book chapter and conferences paper that published from 1990 to 2018. Criteria for choosing data has been theory building research in Human Resource Development, role of other scientific disciplines in Human Resource Development and theory development in Human Resource Development. Research data has been searched and selected in scientific databases. Data has included 183 article, paper and book chapter. In the next round articles and book chapters has studied and themes has extracted. Entirely 341 themes has extracted. The next step has been Coding, analyzing and recognizing the communicational model among the codes. The criteria for themes analyze has been Toulmin Intellectual Evolution Theory of Scientific Community (for identifying thinking Proceedings), Christopher Mabey Model (for identifying expectations from theory) and First Four Steps of Dubin’s Theory Building Model (for identifying HRD Functional framework in practice). The results include thinking Proceedings of theory building in Human Resource Development (Creating and Keeping Productivity, Increasing Productivity, Progressive Human, Progressive Institute, Creating Social Content), Expectations from Human Resource Development Theory in Practice (Instituting Development Thinking, Being in Adaption with Predominant Rationality, Being in Adaption with Diversity, Being Purposefully Synergic, Being Operative, Ethical Agency) and Functional framework Human Resource Development in Practice (Development Foundation, Development Approach, Development Methodology, Development Plan). Manuscript profile

Open Access Article

49 - Identify the results and functions of Web 2.0 tools in staff development (Higher and Continuing Education)
Somaye Rahimi Abasalt Khorasani Morteza Rezaeizadeh

Today, organizations including academic centers face many changes and challenges. Among these changes is the emergence of emerging technologies. Thus, lack of awareness of the emergence and strategic application aspects of existing technologies can lead organizations to More

Today, organizations including academic centers face many changes and challenges. Among these changes is the emergence of emerging technologies. Thus, lack of awareness of the emergence and strategic application aspects of existing technologies can lead organizations to irreversible crises. Among these technologies are Web 2.0 tools that have been the focus of this research. The purpose of this study was to identify the functions of Web 2.0 tools in human resource professional development. Therefore, this study has reviewed 22 articles in a systematic review of the literature and qualitative content analysis technique among the sources collected from the Scopus Scientific Database. The findings suggest that Web 2.0 technology has four major functions: strategies change of human resources learning process, strategies change of human resource knowledge management, strategies change of human resource interactions and communications, and strategies change of HR development perspectives in organizations. Also service provider organizations including educational, medical, and librarians were leading in using such tools for their employees' professional development processes. Finally, a conceptual framework for the function of Web 2.0 tools in the professional development of human resources in organizations is presented. Finally, the present study emphasizes the interaction of researchers and human resource development experts in universities and organizations. Human resource development experts are aware of the existence such tools and technologies in the course of learning and professional development of human resources and take steps to apply them. Manuscript profile

Open Access Article

50 - Analysis of human resource management performance in identifying and meeting the needs of professional development of faculty members (case study: Shahid Beheshti University)
Farnoush Aalami Abasalt Khorasani Hamed Kamali Armita Shiroodi

by adopting a quantitative approach and using the survey method, the present study sought to analyze the performance of human resources management in identifying and addressing the needs of faculty members' professional development. finally, out of 850 faculty members More

by adopting a quantitative approach and using the survey method, the present study sought to analyze the performance of human resources management in identifying and addressing the needs of faculty members' professional development. finally, out of 850 faculty members of the Shahid Beheshti University, 270 members were selected as sample size and were sampled in a relative sampling process. A researcher-made questionnaire was used to collect data. Validity of the questionnaire was confirmed by the experts and its reliability was calculated using Alpha coefficient of Kornbach .89. The data were analyzed in two levels of descriptive and inferential statistics. The findings of the research indicated that the faculty members' knowledge of the needs for research, educational, personal, organizational and ethical development was reported to be high. However, HRM has only been reported to meet the needs of the training professional development and has been reported at a disadvantage in addressing other needs. Therefore, the fundamental gap between the needs of faculty members' professional development and the HRM function is evident in meeting these needs. Such a gap reflects the need to modify and modify HRM procedures in the needs assessment and planning of professional development of Such a gap reflects the need to modify and modify HRM procedures in the needs assessment and planning of professional development of faculty members.faculty members. Manuscript profile

Open Access Article

51 - Explanation of the Role of Gamification on Job Satisfaction and Employee Motivation (case study: cosmetic industry(
Shahin Rouhani Rad Mehdi Sabokrou Maasoumeh Mohammadi

The purpose of this study is the explanation of the role of gamification on job satisfaction and employee motivation in the cosmetic industry. This research is a positivist nature with a quantitative approach. Also, this research is descriptive and in the type of field More

The purpose of this study is the explanation of the role of gamification on job satisfaction and employee motivation in the cosmetic industry. This research is a positivist nature with a quantitative approach. Also, this research is descriptive and in the type of field studies, and in terms of research approach, is quantitative research. The target population of this study is all staff of marketing and sales units in the member of Iran cosmetic industries association whose scope of activity is in Tehran province. In this study for sampling, cluster sampling method has been used. Also, we used Krejcie and Morgan tables to determine the sample size, and 350 members of the target population have been investigated. In this research, two methods of library and field methods (a standard questionnaire consisting of 13 items) have been used for data collection. In order to assure the reliability of the measurement instruments, Cronbach's alpha was used. And for validation, content validity (content validity ratio and content validity index) was used. Also, in order to investigate the relationship between variables and data analysis, paired-samples T-test and SPSS software have been used. The results showed that gamification has an effect on job satisfaction and employee motivation Manuscript profile

Open Access Article

52 - The LRTCI Model: A Solution for Establishing Individual Development Program System in Organizations
Kurosh Fathi Vajargah Frouz Nouri

Individual development program is one of the key tools in directing human resources development and thus, is constantly an attractive field in human resources training and development. Developing models and operational paradigms in this area is a requirement for the man More

Individual development program is one of the key tools in directing human resources development and thus, is constantly an attractive field in human resources training and development. Developing models and operational paradigms in this area is a requirement for the management of human resources training and development. This study aims to propose a model for establishing and developing individual development program in pioneering organizations. The study adopted a qualitative approach using a theoretical study method. In order to identify the model elements, the authors employed expert interviews and afterwards, used nominal groups to establish the said elements. Finally, in order to integrate the data in a model and determine element relationships, the interpretative structural model (ISM) program was utilized. The interviewees were selected via theoretical sampling. The interviews were organized using open and axial coding and the data were classified using content analysis. Subsequently, the required contents and parameters were used as the input of interactive management sessions (based on nominal group approach) for the modeling process. According to the resulting consensual opinion and organizing, the model consists of five key components: institutional legitimization (L), financial, credential, and regulatory requirements and infrastructures (R), technical requirements and infrastructures (T), clinical information gathering for individual development program document (C), implementation and optimization of the individual development system (I). For easier naming of the model, the key words of each component were combined and the resulting LRTCI model was proposed as a comprehensive model and a solution for establishing individual development systems. Manuscript profile

Open Access Article

53 - 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

54 - 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

55 - 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

56 - 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

57 - The effect of organizational learning on organizational change with regard to the mediating role of staff professional development (Case study: Central Bank of the Islamic Republic of Iran)
Manijeh Ahmadi Samad Barani

10.52547/istd.31217.8.28.26

20.1001.1.24233277.1400.8.28.4.2

Organizational learning is the most important asset to facilitate the professional development of employees as well as organizational transformation. Purpose of the research; Investigating the effect of organizational learning on organizational change with regard to the More

Organizational learning is the most important asset to facilitate the professional development of employees as well as organizational transformation. Purpose of the research; Investigating the effect of organizational learning on organizational change with regard to the mediating role of professional development of employees in the Central Bank of the Islamic Republic of Iran. The research method is descriptive-applied and structural equations. Statistical population of all managers and management experts of high levels of the Central Bank and its affiliated organizations (429 people) from which 203 people were selected by simple random sampling. The standard questionnaire of organizational learning (Azizi; 2014), organizational transformation (John Gutter and Peter Drucker; 2005) and staff professional development (Long et al., 2015) were used to collect data. Its validity was assessed through face validity and reliability by Cronbach's alpha (organizational learning: 0.95, organizational transformation: 0.92, staff professional development: 0.88). Data were analyzed using SPSS and AMOS software. The results showed that organizational learning has a direct effect on staff professional development and organizational change and staff professional development has a significant mediating role in the relationship between organizational learning and organizational change. Manuscript profile

Open Access Article

58 - Designing and explaining the professional development model of the departments chairs of the University of Tehran based on a Lean approach
mojtaba hajkhozeymh Khodayar Abili javad pourkarimi

10.52547/istd.31242.8.28.91

20.1001.1.24233277.1400.8.28.5.3

Purpose: The main purpose of this study is to design and explain the professional development model of the departments chairs of the University of Tehran based on a Lean approach. Method: This research was carried out in two qualitative and quantitative stages, using More

Purpose: The main purpose of this study is to design and explain the professional development model of the departments chairs of the University of Tehran based on a Lean approach. Method: This research was carried out in two qualitative and quantitative stages, using the mixed exploratory research method. The qualitative part of the research was done in two stages. In the first stage of the qualitative section, the existing research background related to the components of professional development of department heads based on a lean approach in Persian and English between 2000 and 2020 was reviewed. After searching, screening and qualitative evaluation of the studies, the final synthesis was performed on 72 studies. In the second stage of the qualitative section, semi-structured interviews were conducted with 20 experts and experts in the field of higher education who were purposefully selected to identify the appropriate pattern of the context of the University of Tehran. Qualitative data analysis was performed using open and axial coding (theme analysis) and its reliability and validity were evaluated. In the quantitative stage, the descriptive-analytical research method and the statistical population included all the managers of the departments of the University of Tehran with 252 people who using Cochran's sampling formula, 152 people were selected as the sample. Sampling method in this study was stratified random sampling method. In the quantitative part, the required data were collected using a researcher-made questionnaire. To evaluate the validity of the quantitative research instrument, content validity and construct validity were used and to evaluate the reliability of the instrument, Cronbach's alpha was used, which confirmed the appropriate reliability and validity of the research instrument. Results: The results showed that the professional development of the managers of the departments of the University of Tehran based on a lean approach has five main components (1. Lean leadership / management skills, 2. Lean student skills, 3. Lean research skills, 4. Lean behavioral skills and 5. Skills Lean individual) and 19 indicators. The results of the second-order confirmatory factor analysis showed that the five identified components have a sufficient factor load to predict the professional development of department heads of the University of Tehran based on a lean approach. The results of one-sample t-test showed that the managers of the departments of the University of Tehran evaluated the general situation of their professional development based on a lean approach at a moderate level. Conclusion:The five main components of this research can be an effective model for the professional development of department heads in university of Tehran and have beneficial results in promoting quality, efficiency, effectiveness and waste reduction in university of Tehran. Manuscript profile

Open Access Article

59 - Designing and explaining the professional development model of senior managers of Iran's telecommunications industry Case study: companies MCI, Irancell, Rightel
Saeed Hadavand Afsaneh Zamanimoghadam Ali Taghipoorzahir

10.52547/istd.31250.8.28.194

20.1001.1.24233277.1400.8.28.6.4

The aim of this study was to design and explain the model of promoting the professional development of senior managers in the Iranian telecommunications industry. For this purpose, the exploratory mixed research method was used. In the qualitative section, in order t More

The aim of this study was to design and explain the model of promoting the professional development of senior managers in the Iranian telecommunications industry. For this purpose, the exploratory mixed research method was used. In the qualitative section, in order to be aware of the main components of the research, semi-structured interviews with 17 senior managers of the telecommunications industry and faculty members of the university who potentially had more information about the professional development of managers. By analyzing the information through systematic coding method, the findings were identified as 5 main components including "individual maturity, organizational maturity, educational maturity, research maturity and professional maturity" and 25 sub-factors. In the quantitative part of the research and based on qualitative findings, a researcher-made questionnaire was designed and administered on a sample of 172 senior managers who were selected using the non-probability sampling method. The validity of the questionnaire was confirmed by four experts and its reliability was calculated by Chronbach’s alpha with a coefficient of / 876. Indicates the coherence of the questions and the significant lack of dispersion between them. Data were analyzed by confirmatory factor analysis using AMOS software. The results confirmed the dimensions of the extracted model. Finally, the current situation of professional development of senior managers in each of the dimensions of the model was studied, which according to the results, it was found that there is a significant difference between all calculated means and the hypothetical average. Calculating the difference between the means also showed that research maturity and professional maturity have a negative difference and senior managers of Iran's telecommunications industry have a significantly lower-than average level of growth that should be in the program. Educational considerations to be considered. Manuscript profile

Open Access Article

60 - Analysis of human resource development process and development of appropriate model in higher education system
Masumeh Oladian Maryam Golipour Mahmoud Safari

20.1001.1.24233277.1399.7.27.5.4

The purpose of this study was to analyze the process of human resource development and to develop an appropriate model in the higher education system and its method in a mixed way (qualitative and quantitative). The research community in the qualitative part consisted o More

The purpose of this study was to analyze the process of human resource development and to develop an appropriate model in the higher education system and its method in a mixed way (qualitative and quantitative). The research community in the qualitative part consisted of professors, specialists and experts in this field and in the quantitative part consisted of professors, experts, experts and managers of the higher education system. In the qualitative section, which was purposefully selected, 12 professors, specialists and experts were selected, and in the quantitative section, 382 experts and managers of the higher education system were selected using the Cochran's formula. The research tools were semi-structured interview and researcher-made questionnaire. Analysis of collected data, in the qualitative part by grounded theory method and through coding using MAXQDA software and in the quantitative part by descriptive and inferential methods using SPSS 16 software And Smart PLS was done. The results showed that twelve components are involved in explaining the human resource development process and developing an appropriate model in the higher education system, which are: Self-efficacy, self-esteem, motivation, empowerment, organizational learning, organizational culture, knowledge management, technology, job satisfaction, community development, facilitating networking, and ultimately human capital development. To check the fit of the model, check the X2, R and RS; It was discussed that the presence of low X2 and the ratio of chi-square to the degree of freedom less than three, as well as the coefficient of determination and the adjusted coefficient of determination were calculated; Indicates the proper fit of the model. Manuscript profile

Open Access Article

61 - Validation of the Cultural Security Model in Knowledge-Based Sustainable Development
Saeide Zare ramezan jahanian mahtab salimi

20.1001.1.24233277.1399.7.27.6.5

This research validates the model of cultural security in sustainable knowledge-based development. The research method is applied in terms of purpose and descriptive-survey in terms of data collection method and mixed (quantitative-qualitative) in terms of the type of d More

This research validates the model of cultural security in sustainable knowledge-based development. The research method is applied in terms of purpose and descriptive-survey in terms of data collection method and mixed (quantitative-qualitative) in terms of the type of data. The statistical population in the qualitative section (interview section) comprised 15 experts and specialists familiar with cultural and scientific issues in the Ministry of Science, Research and Technology, who were selected by purposive sampling. The statistical population in the quantitative part included 551 experts and managers of the Ministry of Science, Research and Technology in 2019-20, from among whom, some 226 persons were selected by stratified random sampling. Both library research and field observation methods were employed for data collection. In the field observation method, in order to collect the qualitative part, interviews were conducted with a number of mangers enaged in cultural affairs, and in the quantitative part, the data was collected through a researcher-made questionnaire. The reliability of this questionnaire was estimated based on 0.86 Cronbach's alpha coefficient. Confirmatory factor analysis was used in relation to the validity of the obtained indices and also a questionnaire was designed to assess the validity of the model, which measured the dimensions of the final model using a single sample t-test. The results showed that the model was valid and the model of cultural security in the knowledge-based sustainable development gained the required validity with cultural, economic, social, environmental, political as well as national and religious factors. Manuscript profile

Open Access Article

62 - Choosing the Most Desirable Manager Development Learning Methods Using TOPSIS Technique(Case study: National Iranian Oil Refining & Distribution Company (NIORDC)
Yasamin Javadi Mahdieh Asadi Hamidreza Yazdani

10.52547/istd.31359.8.30.359

20.1001.1.24233277.1400.8.30.7.9

The present research was conducted to select desirable learning methods for managerial development based on effective criteria and dimensions using TOPSIS technique. Given the purpose, an applied method of research is used. To collect data, a survey descrip More

The present research was conducted to select desirable learning methods for managerial development based on effective criteria and dimensions using TOPSIS technique. Given the purpose, an applied method of research is used. To collect data, a survey descriptive method of research is used. The National Iranian Petroleum Refining and Distribution Company (NIORDC) was selected as the statistical population and 15 managers and experts in the field related to managers' learning and development were selected for interviews using purposive sampling. Data collection is performed using both library or documentary methods to review the literature and field study includes structured interviews, distribution and collection of the questioner. The validity of the questioner has been assessed and also approved by the experts due to its consistency with the literature. The reliability of the questioner has been approved by repeat testing. Best Worst method (BWM) as well as Expert choice software have been used for analyzing data and determining the coefficiency of influencing criteria of needs assessment methods and identification of their priorities. TOPSIS technique and Excel have been also used to determine Closeness Coefficient and the priority of each learning methods. Research Findings indicate that the game and simulation method is the most desirable learning method to implement the development programs of managers in the company. Manuscript profile

Open Access Article

63 - Reviewing a systematic of the concept and theories of critical human resource development
hamed dehghanan Mahya Mohammadi

10.52547/istd.31360.8.29.31

20.1001.1.24233277.1400.8.29.4.4

The purpose of this article is to study the existing literature in the field of critical human resource development, which leads to the creation of a framework including concepts and theories related to this field. For this purpose, this research is written based on a s More

The purpose of this article is to study the existing literature in the field of critical human resource development, which leads to the creation of a framework including concepts and theories related to this field. For this purpose, this research is written based on a systematic review method on existing research in this field. First, a large number of articles entitled Human Resource Development (HRD) were selected from reputable databases such as SAGE, Emerald Insight, Google Scholar, ScienceDirect, and then articles with the keyword critical or perspectives were selected and the rest were removed. After studying the remaining articles, 6 articles with richer literature were selected for review. The results showed that the critical human resource development approach means that learning and development activities are pursued with sufficient awareness of power relations, emotions and organizational policy in the form of the concept of critical learning. Also theories related to this approach include theories of self and work, learning at work, and emotion. Finally, in order to implement critical human resource development, organizational contexts, stakeholders, methods and processes in each of the four areas involved in critical human resource development, including relating, learning, changing and organizing, should be examined. Manuscript profile

Open Access Article

64 - Structural model of individual development of managers of Iran Telecommunication Company
Hassan Saddoghi Mahmood Abolghasemi Seyfollah Fazlollahi ghomshi

10.52547/istd.31367.8.29.175

20.1001.1.24233277.1400.8.29.5.5

This research is prepared to present a structural model for personal development in TCI. Personal development is an effective procedure in developing and empowering managers in a systematic way. Methods: The descriptive research method is correlational in which the co More

This research is prepared to present a structural model for personal development in TCI. Personal development is an effective procedure in developing and empowering managers in a systematic way. Methods: The descriptive research method is correlational in which the correlations between the components are examined. The research community consists of 220 TCI managers selected using random sampling and another 140 selected from Morgan Table. We collected the relevant data using a personal development questionnaire for managers with reliability of 0.96. Of the components, 16 in three dimensions of development is reviewed including “the effective factors in personal development” and “actions performed in personal development” and “managers’ individual competencies”. Conclusion: Results extracted from LISREL and “structural equations modeling analysis” demonstrated that structural model for development of managers consists of “three dimensions in personal development”, “the processes and actions in personal development” and “the managers’ individual competencies” in TCI. Each dimension has its set of components and the model has suitable fitness. Consequently, managers’ personal development was examined with a systematic structure. Additionally, the effective individual factors have an influence on process and actions with a path coefficient of 0.37. Process and actions have an influence on individual competencies with a path coefficient of 0.17. The relationship between the components is indicative of a clear process and a correlation so that factors effective in the process and actions will have an influence on individual competencies. The validity of model will be approved using structural equations and quantitative relationships between dimensions of model. Manuscript profile

Open Access Article

65 - In Search of an Effective Framework for the Professional Development of Primary School Principals
Esmat Elzami Abbas Abbaspour Ali Khorsandi Taskoh Javad Pourkarimi Hamid Rahimian

10.52547/istd.31395.8.30.109

20.1001.1.24233277.1400.8.30.9.1

The present study is qualitative research with a phenomenological approach that has been conducted to identify the dimensions and components of professional development of primary school principals and to develop its framework. The statistical population of the study wa More

The present study is qualitative research with a phenomenological approach that has been conducted to identify the dimensions and components of professional development of primary school principals and to develop its framework. The statistical population of the study was the principals of public primary schools in Tehran in the academic year of 2019-2020. In two stages of sampling, samples were selected by quota and then purposive sampling methods. Semi-structured interviews were used to collect data. The interview continued until the data exploration and data collection process reached a theoretical saturation point after interviewing 14 people. Data were analyzed by open and axial coding steps. Two methods of verifying the interviewees and verifying an external expert were used to control the validity. Two methods of verifying the interviewees and verifying an external expert were used to control the validity. To determine the reliability, two methods of reviewing the writings and also the method of recoding were used. The agreement was calculated in the coding homogeneity and the agreement coefficient was 86%. Findings showed that the professional development framework for primary school principals has 3 dimensions, 14 components with 117 indicators which include: the content dimension of professional development (with components of general management knowledge, specialized management knowledge, interactive skills, resource management skills, professional skills, personal inclinations, managerial attitude, physical and mental ability and intellectual ability), the dimension of the professional development process (with the components of self-development actions and developer relations) and the dimension of organizational requirements (with the components of knowledge acquisition and acquisition of skills, modification of selection and appointment methods of managers, improvement of organizational structure and processes). Manuscript profile

Open Access Article

66 - Design and Validation of Strategic Training Model to develop Human Resources in the Automotive Industry (Case study: Saipa Automotive Group)
Mohamad ali Borjikhani avanaki Esmat Masoudy Nadoshan Zahara Taleb Naiereh Shahmohammady

10.52547/istd.31410.8.30.307

20.1001.1.24233277.1400.8.30.10.2

The present study was conducted to design a strategic training model and explain its role in human resource development. This research is applied research that has used the mixed exploratory method as the research method. The community of participants in the quality sec More

The present study was conducted to design a strategic training model and explain its role in human resource development. This research is applied research that has used the mixed exploratory method as the research method. The community of participants in the quality section of 27 people and a small number of 400 experts in the field of training and development of human resources and strategy of Saipa Automotive Group has been used as a participant. Purposeful sampling method was used in qualitative and stratified random section in the quantitative section. Data collection tools in the qualitative part included semi-structured interviews and in the quantitative part included a researcher-made questionnaire. Excel data were used for data analysis in the qualitative part and AMOS and 19SPSS software were used for the quantitative part. Data analysis method In the qualitative part, including the basic data method(Grounded Theory) (open, axial and selective coding) in the quantitative part, the method of path analysis, Pearson correlation and factor analysis have been used. The results of this research in the qualitative part led to the formation of a strategic training model to develop human resources in Saipa Automotive Group and in a quantitative part, the impact of the strategic training model in explaining human resource development was investigated. The results show that strategic training has a direct and significant effect on factors such as personal development and empowerment, knowledge sharing and improving individual performance and employee well-being. These results confirm the compliance of this study with previous research. The findings of this study can provide practical and operational tools for the development of human resources in the Saipa Automotive Group. Manuscript profile

Open Access Article

67 - Providing a Model of Workforce Development and Agility Using a Mixed Method of Meta-Analysis and Fuzzy DEMATEL in Maskan Bank of Iran
Ali Aali Mohammad Zia Al Dini mostafa hadavinejad

10.52547/istd.31473.8.31.20

20.1001.1.24233277.1400.8.31.5.9

The aim of this research is to identify the antecedents and components of workforce development and agility and also to offer a mixed model of meta-analysis and Fuzzy DEMATEL method in Maskan Bank. Workforce agility development antecedents of quantitative studies were e More

The aim of this research is to identify the antecedents and components of workforce development and agility and also to offer a mixed model of meta-analysis and Fuzzy DEMATEL method in Maskan Bank. Workforce agility development antecedents of quantitative studies were extracted by Meta –Analysis. Then the effect size of antecedents (consequent of components) was calculated by CMA3 software. 3 out of 19 identified antecedents, were obtained with the effect size equal or greater than 0.5. The 3 antecedents include the intertwinement and the relationship between training and the system of recruitment and employment, the use of experts in training and development, and the pay and reward system. Afterwards the first questionnaire was given to experts for reviewing and screening the qualitative components as well as the components of interview. In the last phase acquired components of 3 antecedents with others acquired components of the first questionnaire were sent to experts via the second questionnaire. According to this, 4 components including "organizational intelligence", "low formalization," “perceptual skills” and "creative problem solving" had the most impact on other components. Components of “promptitude”, “organizational commitment”, “accountability” and “flexibility”, were the most influential components identified. In terms of the importance, “Adaptability” was identified as the most important component and “proactivity” was identified as the least important one. Manuscript profile

Open Access Article

68 - Identifying factors affecting the professional development of school principals based on futures study approach
هادي براتي

20.1001.1.24233277.1401.9.32.2.5

The purpose of this study was identifying factors affecting the professional development of school principal’s futures study approach. This research, based on the purpose, following the applied research and based on the nature of the research, is an explanation that has More

The purpose of this study was identifying factors affecting the professional development of school principal’s futures study approach. This research, based on the purpose, following the applied research and based on the nature of the research, is an explanation that has done by the combined method and sequential explanatory design. In this study using purposive sampling method (18 people) and were studied The views and perspectives of the managers of the education staff of South Khorasan province in relation to the factors affecting the future professional development of school managers. Then, for the confirmation of the dimensions specified in the research, a researcher-made questionnaire was distributed among 201 principals and deputies of secondary schools in South Khorasan province. The validity of the measurement tool has confirmed in the qualitative part using the coders' agreement method and in the quantitative part through convergent and divergent validity. In addition, the reliability of the researcher-made questionnaire has evaluated based on three criteria: factor load coefficients, Cronbach's alpha (0.81) and combined reliability (0.87) using PLS software. To test the research questions, MAXQDA10 software and PLS3 software were used. The results of the qualitative part of the research showed 39 basic themes, 6 organizing themes and 3 comprehensive themes. The results of the quantitative part of the research showed that the factors affecting the professional development of schools in the future could be classified form of three dimensions (individual, organizational and environmental) and 6 components (managerial, communication, behavioral, psychological, religious, environmental and contextual factors) and 39 indicators. The most important dimension came out to be organizational, which has a more effective role in explaining the professional development of secondary education managers in South Khorasan province. Therefore; based on the findings of this study, in order to planning for improving professional development of managers in the future, the first step; must consider the organizational components Manuscript profile

Open Access Article

69 - Designing a Marketing and Advertising Model of the Institute of Education and Human Resources Development
Ahmad Shanian Reza Shafei Tohfeh Ghobad Lamuki Behrooz Bayat Marzieh Bayat

10.52547/istd.31512.8.30.257

20.1001.1.24233277.1400.8.30.15.7

The present study was conducted using the qualitative approach and the grounded theory method to design the marketing model of the Institute of Education and Human Resources Development. The study population included the managers of educational institutions who were sel More

The present study was conducted using the qualitative approach and the grounded theory method to design the marketing model of the Institute of Education and Human Resources Development. The study population included the managers of educational institutions who were selected through purposive sampling. The data was collected through interviews. The findings showed that factors such as identifying large organizations and industries and knowing their issues and problems, skills of the staff of the educational institution, staffs’ motivation, strong databases, use of new educational technologies, proper packaging of educational services, attractive ancillary services in the institution, providing examples successful previous work, experienced instructors, having educational standards, appropriate training environment, customer satisfaction system, competitors, political, social and biological crises and prices affect marketing the Institute of Education and Human Resources Development. In the research model, increasing revenue, developing a brand, increasing power in developing instructors and educators, and developing national credibility were the consequences of the use of appropriate strategies for marketing the Institute of Education and Human Resources Development. Manuscript profile

Open Access Article

70 - Presenting a model for attracting human resources with a human resources development approach in government organizations (Case study: Khorasan Razavi province)
Saeed Keramati Tavalllaei habibolah doaei Abolfazl Kazemi

20.1001.1.24233277.1401.9.35.3.2

This article aims to provide a model of human resource absorption with the development of human resources in government organizations. In terms of purpose, the present study is an applied-developmental research and in terms of data collection method, it is a cross-secti More

This article aims to provide a model of human resource absorption with the development of human resources in government organizations. In terms of purpose, the present study is an applied-developmental research and in terms of data collection method, it is a cross-sectional research. To achieve the research goal, a mixed exploratory design has been used. The statistical population in the qualitative section includes managers of government organizations in Khorasan Razavi province. Purposeful sampling was performed and 15 people achieved theoretical love. The statistical population also includes 6000 human resources of government organizations, which with the Cochran's formula is estimated at a sample size of 345 people. The required sample size was provided by stratigraphic sampling method in four regions of Khorasan Razavi province. Interviews and questionnaires were used to collect data. The basic categories of human resource development were identified by content analysis method and the final model was identified by validation equation modeling method. Qualitative data analysis was performed with Maxqda software and quantitative data with LISREL. The results of comprehensive categories are categorized in terms of technical, human and value factors. Organizing factors also include skill, knowledge, attitude, behavior, adherence to values, pragmatism, economic, technological, social, cultural, revolutionary, powerful. Technical factors consist of knowledge, skills, economic factors and technology. Human factors include attitudes, behaviors, social and cultural factors. Finally, value factors include adherence to values, pragmatism, revolutionary factors, and authority. Manuscript profile

Open Access Article

71 - Needs assessment of human resources soft skills learning and development programs in public organizations
mina boustanirad سید مهدی الوانی Ali Hamidizadeh

20.1001.1.24233277.1401.9.32.8.1

Needs assessment is a first step in the process of human resources soft skills learning and development programs designing, and paying attention to it, will increase the effectiveness of them. this study addresses the need assessment for learning, and development progra More

Needs assessment is a first step in the process of human resources soft skills learning and development programs designing, and paying attention to it, will increase the effectiveness of them. this study addresses the need assessment for learning, and development programs of human resources soft skills in public organizations. Lack of attention to the essential differences between soft and hard skills in the needs assessment stage, will cause problems in the later stages of the personnel development process. Based on this, first the components of human resources soft skills were identified using the systematic review method; Then in order to identify other components of the needs assessment, semi-structured interviews were conducted with 23 experts in the field of human resources training and development, and content analysis was performed. Then, the findings validity of the content analysis, was calculated using the Delphi method, and descriptive statistics, and was confirmed by reaching the maximum consensus of the panelists participating in the study. Finally, soft skills were identified in two categories of individual, and social soft skills with 20 components, and needs assessment components with two main themes, four sub-themes and eight codes. Lack of proper attention to soft skills by public organizations indicates their need to designing these programs. It is also worthwhile to pay attention to the codification of soft skills in the jobs description in the needs assessment stage, and the necessary .classification between managerial and non-managerial jobs in terms of the type of their need for soft skills. Manuscript profile

Open Access Article

72 - Design a succession planning modelin the Hajj and Pilgrimage Organization with the human resource development approach
saeed koozehgaran Malikeh Beheshtifar Mohammad Ziaaddini

20.1001.1.24233277.1401.9.32.9.2

The purpose of this study was to design a succession planning model with the human resource development approach in the Hajj and Pilgrimage Organization using a meta-analysis. To do this, after studied the research literature and identifying the components of substituti More

The purpose of this study was to design a succession planning model with the human resource development approach in the Hajj and Pilgrimage Organization using a meta-analysis. To do this, after studied the research literature and identifying the components of substitution breeding from its heart, they were classified and separated and the components were extracted. This research was based on the purpose of applied research and based on descriptive and exploratory nature. In terms of method, meta-analysis technique has been used to extract the results, which was a qualitative study. In the present study, articles published in domestic and Latin journals have been used. At the beginning of the study, in the first stage, 81 studies were collected. In the second stage, those articles that had p-value, t-value and other statistics were separated from each other. Of these, 43 accepted articles were used. Based on the findings of this study, Hajj and Pilgrimage Organization was prone to successful implementation of succession planning and The strategic improvement of human resources, and on the other hand, organizational commitment to succession planning, Senior management support in the Hajj and Pilgrimage Organization. It is also possible to provide the necessary platform to improve the other components associated with this condition. Manuscript profile

Open Access Article

73 - Presenting a model for human resource development in Shiraz Municipality using a mixed exploration plan
Masoud paydari

20.1001.1.24233277.1401.9.32.11.4

This article aims to provide a model for human resource development in Shiraz Municipality. In terms of purpose, it is an applied-developmental research and in terms of data collection method, a cross-sectional research. To achieve the research goal, a mixed exploratory More

This article aims to provide a model for human resource development in Shiraz Municipality. In terms of purpose, it is an applied-developmental research and in terms of data collection method, a cross-sectional research. To achieve the research goal, a mixed exploratory design has been used. The statistical population in the qualitative section includes human resources professors and managers with a history of Shiraz Municipality. Purposeful sampling was performed and 15 subjects achieved theoretical saturation. The statistical population of the quantitative section also includes 3400 employees of Shiraz Municipality, which with the Cochran's formula, the sample size was estimated at 345 people. The required sample size was provided by stratified sampling method in four regions of Shiraz. Interviews and questionnaires were used to collect data. The basic categories of human resource development were identified by content analysis method and the final model was validated by partial least squares method. Qualitative data analysis was performed with Maxqda software and quantitative data with Smart PLS. The results show that inclusive categories are categorized in terms of strategic, educational, and growth factors. Strategic marketing factors are organizational factors that form the underlying elements of the model. Organizational categories of strategic factors include human resource management strategy and employee performance management. Organizing categories of educational factors also include organizational needs assessment, human resource needs assessment, and human resource training. Organizational categories related to growth and development also include the development of staff careers and the perceptual development of staff and the improvement of human resources. Manuscript profile

Open Access Article

74 - Designing a Curriculum Model for the Development of Elementary School Teachers of the Iran's Educational System
mohsen abdolahi Mahbubeh Arefi KOUROSH FATHI VAJARGAH Abasalt Khorasani

20.1001.1.24233277.1401.9.32.12.5

The main purpose of this study was to design a Curriculum Model for the Development of Elementary School Teachers of the Iran's Educational System. This study used a qualitative research approach and was conducted based on the classical grounded theory. The statistical More

The main purpose of this study was to design a Curriculum Model for the Development of Elementary School Teachers of the Iran's Educational System. This study used a qualitative research approach and was conducted based on the classical grounded theory. The statistical population consisted of Faculty members and experts in the field of Teachers development that was selected through snowball sampling. A total of 21 people, including 14 Faculty Members and 7 Teachers development specialists, were interviewed. Semi-structured interviews were used to collect data. The data from interviews were analyzed during three stages of open, selective and theoretical coding, and the conceptual model was formed based on the drawing of the ratio between the main categories or elements of the Teachers development curriculum. The conceptual model was formed as follows: causes and necessity (achieving the goals of the educational system, updating teacher skills, complex and flexible teacher role, reform, teacher growth and improving student learning), principles and conditions (teacher-centered, continuity and Sustainability, school-centered and job-oriented, content-oriented and based on student needs), components (content, context and process), correlated factors (personal, environmental, importance and priority, quantity, quality and time) and outcomes (teachers, Programs and students). To ensure validity and reliability, Guba and Lincoln approaches were used, including: acceptability, transferability, reliability and verifiability. Finally, based on the findings and results, guidelines for the implementation of the program are provided. Manuscript profile

Open Access Article

75 - Designing a professional development model for managers with a data-based approach: Qualitative research in education
younes sahranavard nashtifan Salahedin ebrahimi Bahman Gholami سیامند مولودی

The educational system is the basis for intellectual growth and development and the basis for the maturity and realization of human capacities, and education managers must be professionally developed to carry out this mission successfully, because a large part of the co More

The educational system is the basis for intellectual growth and development and the basis for the maturity and realization of human capacities, and education managers must be professionally developed to carry out this mission successfully, because a large part of the complexity and sensitivity of the educational system. It refers to the behavior of managers and the success of the organization in achieving organizational goals and missions depends on the existence of competent and competent managers; Therefore, the present study was designed to develop a model for the professional development of education managers. To conduct the research, a qualitative approach with grand theory method was used. The study population was all experts, professors and senior managers in the field of human resources in education who were interviewed using purposive sampling with 21 experts. The research tool was a semi-structured interview. Open, axial and selective coding methods were used to analyze the qualitative findings. The results showed that "Development of cognitive-leadership-management skills and development of professional ethics" as key categories, "Professional development planning, organizational talent, educational and learning opportunities and self-development "As causal conditions", "networking, guidance, facilities and resources and career path management" as strategies, categories of "organizational values and culture, group of managers and working conditions" as a platform, "organizational factors, Learning-Improvement-Development Atmosphere and Barriers and Involvement of Managers were introduced as intervening conditions and succession can have consequences for individual and organizational development in education and positive extra-organizational effects for society. Manuscript profile

Open Access Article

76 - Designing and presenting a model for human resource development with a succession approach in universities (Case study: Universities in Region 9 of the country)
hadi keikhosravi Farshad Faezi Razi Seyed Abdollah heydariyeh

20.1001.1.24233277.1401.9.35.6.5

Human resource development is one of the important tasks or in other words the most important task of human resource management in organizations, which plays a vital role in the survival of organizations by focusing on training and helping the development of employees. More

Human resource development is one of the important tasks or in other words the most important task of human resource management in organizations, which plays a vital role in the survival of organizations by focusing on training and helping the development of employees. One of the best ways to develop employees and the organization is to use the succession system in the career development of employees, which will have numerous benefits for both the employee and the organization. This research has been done with the aim of designing and presenting a model of human resource development with a succession approach in universities.The research is based on data theory and is descriptive and exploratory in nature and method, and data collection is qualitative and based. It is based on semi-structured and purposeful interviews. The data required for this study were obtained by interviewing 14 university administrators in the country who had experience or expertise in the field of human resource management. Data analysis was performed using SPSS and Atlas.ti software in three stages of open coding, axial coding and selective coding inspired by the systematic paradigm model of Strauss and Corbin and the validity and reliability of the data using participants' review methods. And review obtained by experts. The central phenomenon of the present study is the development of employees based on the system of succession planning "which according to the causal, contextual, intervening conditions and its consequences, strategies have been formulated and the final model has been presented. Manuscript profile

Open Access Article

77 - Investigating the Impact of Green Human Resources Development on Sustainable Production in Manufacturing Companies (Case Study: Shiraz Industrial Town)
Mohammad Saeed Mozafari Mehr

20.1001.1.24233277.1401.9.33.6.1

Green human resource development is a new approach to job design that is based on employee innovation and if it is done based on economic, social and environmental goals, it can ultimately lead to sustainable production. Due to the importance and scope of the subject More

Green human resource development is a new approach to job design that is based on employee innovation and if it is done based on economic, social and environmental goals, it can ultimately lead to sustainable production. Due to the importance and scope of the subject of this study, the purpose of this study was to investigate the impact of green human resource development on sustainable production in manufacturing companies. The present study is a cross-sectional research in terms of exploratory purpose and method and time period of data collection. The statistical population in the qualitative part includes 19 experts in the field of human resource development and active managers of Shiraz Industrial Park and in the quantitative part includes the staff of Shiraz Industrial Park. The sample size was estimated to be 212 people using Morgan table and sampling was done by simple random method. The data collection tool was a semi-structured interview and a questionnaire that was validated by structural validity, convergent validity and divergent validity. Using Cronbach's alpha and combined reliability, the reliability of the questionnaire was as desirable. The partial least squares method and Smart PLS software were used to validate the green HR development model. Based on the results, it was found that the development of green human resources affects green self-efficacy, green behavior of employees and green citizenship behavior. Green behavior of employees as an important factor in this regard also affects green citizenship behavior and self-efficacy and affects sustainable production. Manuscript profile

Open Access Article

78 - Providing a World Class Model for National Iranian Oil Company Manager's Development
Sogol Ranvar Mohammad Ghahramani Abasalt Khorasani shahrokh ghasemi

20.1001.1.24233277.1401.9.33.7.2

Given (considering) the importance of human resource development, especially the development of managers as the key to the development of the country, the present study aims to provide a model for the development of managers of the National Iranian Oil Company. In the r More

Given (considering) the importance of human resource development, especially the development of managers as the key to the development of the country, the present study aims to provide a model for the development of managers of the National Iranian Oil Company. In the research, the mixed method has been used. In the qualitative section, using Delphi method and purposeful sampling, a semi-structured interview was conducted with 15 senior managers of national Iranian oil company in order make a questionnaire, which was thematically analyzed and coded in MAXQDA software. In the quantitative section after collecting information about 156 questionnaires from the spatial territory of all training and development units in the national Iranian Oil Company, to confirm and test the conceptional model, confirmatory factor analysis of the SPSS and LISREL software has been used. The results showed that among the dimensions of development of world-class managers, the individual dimension has the highest correlation with the latest variable and we do not see a significant difference with the desire level. After that, the group dimension is less different from the desired level, but in the organizational dimension with a global level, we see a significant difference. Given (considering) the importance of human resource development, especially the development of managers as the key to the development of the country, the present study aims to provide a model for the development of managers of the National Iranian Oil Company Manuscript profile

Open Access Article

79 - Personal development plan (PDP) Model for primary school Managers
hamid rahimian morteza badri morteza taheri abas abaspoor

20.1001.1.24233277.1401.9.35.7.6

The purpose of this study was to identify the process of personal development in order to provide a model of personal development program for primary school principals. The main framework of the research is qualitative and semi-structured interview tools were used to c More

The purpose of this study was to identify the process of personal development in order to provide a model of personal development program for primary school principals. The main framework of the research is qualitative and semi-structured interview tools were used to collect data. The research method is qualitative in terms of the nature of the data and applied in terms of purpose. The research participants consisted of professors and management specialists and managers and experts of the education system after theoretical saturation of 22 people who were selected by purposive sampling. Data analysis was performed using thematic analysis technique. The results indicate the identification of 6 main steps as a process for the model of individual development plan of primary school principals including drawing the desired situation, analyzing the current situation, analyzing the gap between the two situations, determining needs and goals, actions and activities of the development plan and Evaluation, feedback and recording of development program results. Also, the prerequisites for the personal development program of primary school principals, the effective factors of the program (individual, organizational and environmental), the requirements (skills, abilities, knowledge and attitude) of the development program, and the strategies of this program in the form of components. Some were identified. Based on the research findings, adopting a practical approach and mechanism to design and implement an individual development plan is inevitable and it is suggested that the research model be used as a tool for this purpose. Manuscript profile

Open Access Article

80 - Determining the factors of the decision making model for choosing training and learning methods in human resources development
Dr Firouz Nouri Kalkhoran

20.1001.1.24233277.1402.10.37.9.9

Providing an operational guide for the selection and implementation of learning methods in organizations as one of the tools used by managers and training professionals has a significant impact in effective knowledge transfer and optimal improvement of educational proce More

Providing an operational guide for the selection and implementation of learning methods in organizations as one of the tools used by managers and training professionals has a significant impact in effective knowledge transfer and optimal improvement of educational processes. The theoretical model gap in this area and the increasing demand of organizations for decision-making are the main motivations for the author's research. For its theoretical model, this mixed research employed a theoretical research method in the qualitative section and a survey method in the quantitative section. In the qualitative section, after purposeful selection of experts from among managers and training professionals (using a snowball sampling method), the main factors influencing decision-making models were determined using a semi-structured approach. The participants in this section included twelve experts, and the results of the qualitative research section were extracted using thematic analysis. For the quantitative section, the validity of the questions was first confirmed by experts using the CVR method. Following the distribution and collection of questionnaires, they were analyzed using the Kolmogorov-Smirnov test, T-test, and central indices. Afterwards, the influential factors in determining training methods and human resource development were identified. Analytical Hierarchy Process (AHP) and Expert Choice software were used for weighting these factors. The influential factors, after identification with their weight coefficients, include Audience Level (0.161), Competency Development Program Scope (0.162), Competency Coverage Level (0.139), Competency Development Objective (0.044), Cost Allocation for Competency Development (0.284), Desired Competency Development Duration (0.067), Feasibility of Learner's Real Experience with Competency Phenomena (0.076), and Desired Learning Transfer Duration (0.064). To make the findings practical and direct their practical application, the results were presented in the form of fully functional decision-making software that aims to empower the organization in decision-making. Manuscript profile

Open Access Article

81 - Presenting a model for developing the coaching competencies of the education managers of the 22 districts of the mayor of Tehran
nasim madahi afsaneh zamani moghadam Parivash Jaafari

20.1001.1.24233277.1401.9.35.9.8

The purpose of this study is to provide a model for developing the coaching competencies of education managers in 22 districts of Tehran Municipality. Due to the nature of the subject, this research is descriptive and survey type. The tools used in this study are open i More

The purpose of this study is to provide a model for developing the coaching competencies of education managers in 22 districts of Tehran Municipality. Due to the nature of the subject, this research is descriptive and survey type. The tools used in this study are open interviews and a structured questionnaire. In order to collect information, Delphi interview was conducted with 30 national coaching experts using purposive sampling method. Then, the final model was distributed among 210 managers and education officials of Tehran Municipality using a questionnaire and was evaluated more extensively using structural equations in Amos24 software and validation factor analysis. Based on the results, the variables of coaching action competencies, behavioral-coaching competence, coach-executive competence and coach-monitoring competence were identified as variable dimensions of coaching competency development in Tehran Municipality education managers. The dimensions of the competitor's competencies are: individual and strategic analysis, setting strategic goals and developing operational plans. Transformational leadership, trust, active listening and strong questioning as components of the coach's behavioral competence, empowerment, development and encouragement and guidance in the performance as components of the coach's executive competence, as well as positive monitoring, negative monitoring and feedback as components The coach's ability to monitor was recognized. Manuscript profile

Open Access Article

82 - Determining the training needs of Pahlavi and Zorkhane Federation trainers
Kurosh Fathi Vajargah Dr Firouz Nouri Kalkhoran reza fathi Nader Barzegar

The development of sports coaches of any country is very important and success in the field of sports will bring important cultural, educational and economic results. The importance of this issue increases when the international federation of the studied field is inside More

The development of sports coaches of any country is very important and success in the field of sports will bring important cultural, educational and economic results. The importance of this issue increases when the international federation of the studied field is inside the country and the main trustee of the management of this field at the international level belongs to the country of Iran. The development of coaches can lead to transformation and promotion in the field of sports. The training and development of coaches at all levels is important, and in terms of global reputation, this group has the most influence in gaining honor. The purpose of this study is to determine the educational needs of sports coaches in fields related to Zorkhaneh and Pahlavi Federation. In order to achieve such a goal, a research was conducted with a mixed approach. In the qualitative part, using the exploratory method and with two DICOM tools (9 participants) and semi-structured interview (12 participants and selected with the Snowball approach) and the test analysis method with Atride and Stirling's model, related needs It was extracted with the coaches of the Pahlavi and Zorkhane Federations, and then the educational needs were determined and prioritized by the survey method (using T-tag group tests, one-way variance analysis or ANOVA, as well as Friedman's test). Educational needs were classified and presented in the form of five main groups of moral abilities, international abilities, specialized abilities, soft abilities, and organizational alignment abilities after .examination and analysis. Manuscript profile

Open Access Article

83 - Proposing a Cognitive Model for the Development of Creative Industries Employees (Case Study: IRIB )
Ilya Monzavi Mehdi Sharifi freshteh Amin

20.1001.1.24233277.1401.9.35.10.9

Cognitive science can create mechanisms that facilitate and accelerate the process of human resource development. For this purpose, the present article has been done with the aim of compiling and validating the cognitive model of development of creative industry employe More

Cognitive science can create mechanisms that facilitate and accelerate the process of human resource development. For this purpose, the present article has been done with the aim of compiling and validating the cognitive model of development of creative industry employees in the news section of the Islamic Republic of Iran TV. In terms of research approach, heuristic blending method has been used. In the first stage of this research, an analytical method was used, based on which a specific classification of the research process conducted inside and outside the country in the field of organizational repository was done, and then the interview protocol was based on the dimensions and components of The results were compiled from the theoretical foundations and background of the research and the researcher, through the content analysis method, interviewed experts in the field of human resources and using the content analysis steps, a conceptual model in five conceptual layers, category O and codes were obtained. It includes all the experts in the news section of the Islamic Republic of Iran TV and a statistical sample was made available to 20 experts of this organization. The results of the research showed that according to the interviews conducted and the process of content analysis, the dimensions include: 1- Psychological development of employees, 2- Behavioral development of employees, 3- Skills development of employees, 4- Development Employee analysis and 5-Employee support development, which was presented in the form of a schematic model. Manuscript profile

Open Access Article

84 - Presenting a model for human resource development based on the statement of the second step of the revolution: a qualitative research
Naser Mirsepassi Mohammad bagher Reza alizadeh Karam alah danehfard

20.1001.1.24233277.1402.10.36.8.6

Human resources is an important and influential factor in the success and development of organizations and societies, and the development of human resources is a process that updates this important capital and keeps it equipped with the required competencies. On the oth More

Human resources is an important and influential factor in the success and development of organizations and societies, and the development of human resources is a process that updates this important capital and keeps it equipped with the required competencies. On the other hand, the coordination and compatibility of human resources development policies and the general policies of the country is an undeniable necessity. The purpose of the current research is to provide a model for the development of human resources based on the statement of the second step of the revolution. For this purpose, the qualitative research method and the content analysis method of the interviews and the text of the second step statement have been used. Based on the findings in the axis of dimensions, 3 basic dimensions (individual, organization, society), in the dimension of components 16 main components (empowerment, career planning, needs, motivations, needs assessment, goal setting, education design, information and communication system, maintenance, selection and application, content of training, implementation of programs, evaluation, culture, values and requirements of the society/organization) and in terms of indicators, 9 basic indicators (all-round growth, proper management of the material and spiritual capacities of the country , emphasizing the ideals of the revolution, justice-oriented, anti-corruption, research-oriented and science-oriented, coordination and coherence of actions and policies, participation and cooperation and realism) were identified for the human resources development model based on the second step statement. Manuscript profile

Open Access Article

85 - The Effects of Training and Human Resource Development on Employees’ Productivity with a Focus on Motivational and Psychological Empowerment
Mahdi Jabbari Maysam Chegin

The purpose of the current research was to investigate the effects of training and human resource development on employee's productivity, emphasizing the mediating role of motivational and psychological empowerment in Kashan Amir Kabir Steel Company. This study also sou More

The purpose of the current research was to investigate the effects of training and human resource development on employee's productivity, emphasizing the mediating role of motivational and psychological empowerment in Kashan Amir Kabir Steel Company. This study also sought to propose conceptual model accordingly. This research was applied in terms of purpose and descriptive and survey in terms of collecting and analyzing data. The statistical population included 380 employees of Kashan Amir Kabir Steel Company from whom 191 individuals were selected using Cochran's formula and available sampling methods. To collect the research data, a researcher-made questionnaire was used, the validity of which was confirmed after applying the supervisor's comments, and its reliability was obtained with Cronbach's alpha coefficient (0.82). Next, structural equations method and Lisrel software were used to analyze the collected data. The findings of this research showed that training and human resource development could lead to employee's productivity and also enhance the motivational and psychological empowerment of employees. Consequently, motivational and psychological empowerment has an impact on employee's productivity. Manuscript profile

Open Access Article

86 - A Competency Development Model for Managers of Tehran Municipality: A Mixed Approach
Vahid Alamdari Mohammadnaghi Imani Jalil Younesi Borujeni Asghar Sharifi

Designing the competency model is one of the approaches that have been suggested for improving the adaptability of modern organizations with ongoing changes in the work environment. A defined model could offer an ideal ground for those seeking higher positions and more More

Designing the competency model is one of the approaches that have been suggested for improving the adaptability of modern organizations with ongoing changes in the work environment. A defined model could offer an ideal ground for those seeking higher positions and more convenient performance management goals. Also, it could serve as a reliable infrastructure and framework for the integration of human resources processes. In this line, the aim of the study was to design competence development model for Tehran municipality managers with a combined approach. This study could be considered as interpretative-affirmative in terms of philosophical foundations, and qualitative-quantitative type, developmental and applied, and inductive-comparative. The statistical population of the research included academic and executive experts in the field of urban management. In the qualitative part, the competences of Tehran municipality managers were identified in two general and specific parts through content analysis. The general competences included: professional ethics, change management, cognitive skills, and data management. The specific competences included: problem solving skills, leadership of people, individual ability, specialized knowledge and skills, communication skills and performance management. In the quantitative phase, through AHP technique, perceptive skill and data management and among specific skills, problem solving skill and leadership of people were proposed as the most important competencies of Tehran municipality managers from the viewpoint of experts. Finally, the development solutions and strategies for each competency were classified by the experts through the identified matrix for managers' development methods. New and reliable approaches such as the recent research could lead to improvement of human resources and serve as a strategic partner, and in this way human resources could be promoted as one of the strategic units of organizations. Manuscript profile

Open Access Article

87 - Human Resource Development Strategies in Scientific and Technological Organizations (Case of study: JDEVS)
saeideh samadzad javid ghahremani nahr Faramarz Nouri Akbar Ghasemi

Since the purpose of the current research is to formulate development strategies and improve the productivity of human resources in the organization of JDEVS, this study first identifies and calculates the strengths, weaknesses, opportunities and threats of human resou More

Since the purpose of the current research is to formulate development strategies and improve the productivity of human resources in the organization of JDEVS, this study first identifies and calculates the strengths, weaknesses, opportunities and threats of human resources and then presents development strategies and formulates programs Operations and measures in accordance with the strategies in the organization have been discussed. In this regard, people have been gradually selected from among managers, experts and specialists of the Organization of Academic Jihad of Science and Industry. The technique used to analyze the results is also the approach of strategic reference points. The results of the findings show that the main and general strategy of the organization is an aggressive strategy. Also, after examining the evaluation matrix of internal and external factors in the functional areas of human resources and the opinions of experts in the field of analyzing the internal and external factors of the organization's human resources, with the investigations carried out and also considering the direction of the policy. Identified in this field, human resource strategies were formulated in the SWOT matrix. The obtained results indicate that the strategy is suitable for the main and specialized jobs in the queue, the specialized staff and general staff jobs in the organization, the committed strategy, the suitable strategy for public service jobs, the secondary strategy and the suitable strategy for certain work contract jobs, the strategy It is contractual. Manuscript profile

Open Access Article

88 - Validation of the human resources development model based on the statement of the second step of the revolution
Mohammad bagher Reza alizadeh Nasser Mirsepassi Karamollah Daneshfard

The purpose of the current research is validation of the human resources development model based on the statement of the second step of the revolution. Accordingly, a mixed research approach has been used. The research community in the qualitative part consists of exper More

The purpose of the current research is validation of the human resources development model based on the statement of the second step of the revolution. Accordingly, a mixed research approach has been used. The research community in the qualitative part consists of experts and specialists in the field of human resources development and the statement of the second step of the revolution. 15 people were interviewed based on the information saturation of the researcher. In the quantitative part of the research, there were employees of the human resources department of the ministries, 372 people were selected through random stratified sampling, and the research questionnaire was implemented. The analysis of the collected data was done in the qualitative part with the qualitative content analysis method, and in the quantitative part, it was done by descriptive and inferential methods using SPSS and Smart PLS software. According to the qualitative research findings, 3 basic dimensions (individual, organization, society) were identified, and these 3 dimensions had 16 components. Also, 61 sub-components or conceptual codes were identified under these components. Also, examining the quantitative method for fitting the model was an indication of the appropriate fitting of the model. Based on the findings of the research, it is necessary to coordinate the policies of human resources development with the policies of the country, including the policies presented in the statement of the second step of the revolution, and it will lead to the realization of the goals of human resources development. Manuscript profile

Open Access Article

89 - Factors and Solutions Affecting Success of Development and Improvement Programs for Faculty Members
Mohammad taghi Roodi

Investigating factors and solutions that affect development and improvement programs for faculty members could influence the effectiveness of these programs and improve the quality of higher education services. Therefore, the aim of this research is to identify the effe More

Investigating factors and solutions that affect development and improvement programs for faculty members could influence the effectiveness of these programs and improve the quality of higher education services. Therefore, the aim of this research is to identify the effective factors and solutions that play an important role in development and improvement programs of faculty members. The present research was conducted with the qualitative content analysis method. The research participants included faculty members of universities and higher education institutions in Tehran and 15 individuals were selected as the study sample and semi-structured interviews were conducted. The participants were selected by purposeful and criterion sampling and the data were analyzed with Thematic analysis method. According to the findings of the research, 6 effective factors and 20 solutions were identified, including: background factor (including: providing facilities, creating and strengthening growth centers, persuading managers and attracting professors' participation), planning factor (including: adjusting the workload of professors, revitalizing and strengthening all kinds of methods, using all kinds of teaching delivery methods and scheduling), the content factor (including: providing practical content, the communication of educational topics and the regulation of all-round promotion and development) the communication factor and cooperation (including: creating learning styles, creating opportunities for cooperation and participation, and improving communication between planners and professors), motivational factor for development (including: salaries and wages, providing training and development incentives and persuading professors), support factor and follow-up (including: supporting training in practice, continuity of development and evaluation programs). Attending to the factors which determine the level of success for these programs and using the solutions presented in the current research could lead to higher effectiveness and improvement of the programs. Manuscript profile

Open Access Article

90 - Succession by attracting and developing academic talent in an engineering firm: A meta- synthesis study
Abbas abbas pour Vadood Ghasem Talebi Morteza Taheri Hamid Rahimian Saeed Ghiasi Nodooshan

Abstract: The succession planning is an effective strategic approach to maintain and develop human resources within organizations. Although succession is an effective strategy to focus on creating a regular structure for organizations, many companies lack regular succe More

Abstract: The succession planning is an effective strategic approach to maintain and develop human resources within organizations. Although succession is an effective strategy to focus on creating a regular structure for organizations, many companies lack regular succession planning, so that people with the necessary skills and expertise cannot be placed in specific positions. Based on this, the aim of this article is to find the effective components on succession with the approach of attracting and developing academic talents in engineering companies. In this research, a qualitative meta- synthesis method has been used. After conducting a keyword search in reputable national and international databases from 1997 to 2023, a total of 2,181 studies are identified, and 91 studies are selected for the purpose of analysis and information extraction. After conducting analysis, succession planning with a focus on attracting and developing university talents at engineering companies is categorized into 5 dimensions Including: creating commitment, determining policy, attracting and developing academic talent, leadership improvement program and program evaluation and 11factors and 30 sub-factors. Based on the finding, it is worthwhile mentioning that the components of succession planning are determined with a focus on attracting and developing university talents, due to which this research can assist companies to formulate and implement succession planning programs having employed university talents. Manuscript profile

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