Manager

Open Access Article

1 - Determining the Consistency in Competencies of Human Resource Managers Based on Ulrich Competencies Model: A Case Study (Mobarake Steel Co.)
iraj soltani

The current research was performed in Mobarake Steel Co. in order to determine the required competencies in human resources entitled “competencies of human resource managers in companies based on Ulrich competency model”. The statistical society of the study comprises o More

The current research was performed in Mobarake Steel Co. in order to determine the required competencies in human resources entitled “competencies of human resource managers in companies based on Ulrich competency model”. The statistical society of the study comprises of 16 human resource managers among 32 and also 90 operational managers among 120 that were randomly selected using the Morgan table. Then two kinds of questionnaires were designed in order to compare the viewpoints of human resource managers about their own performance and also operational managers’ viewpoints about human resource managers’ performance using Ulrich competencies model. The data were analyzed through SPSS software, ANOVA, normality test, one sample T test, two independent sample T test, simple regression, multivariate regression and Pearson correlation. Finally the following results were estimated: Credible Activist 3.12 ,Culture & Change Steward 2.98, Talent manager/organization designer 3.04, Strategy architect 2.89, Operational executor 2.98, Business ally 2.96, and the mean was 3.00. Manuscript profile

Open Access Article

2 - Educational Need Assessment and Investigating the Needed Skills of Independent Auditors, Financial Managers and Financial Analysts in Iran Based on Katz Model
Saber Sheri Anaghiz Nezam Aldin Rahimeian Jamshid Salehi Sadaghiyani Abotaleb Khorasani

The present study was conducted to investigate the needed skills of independent auditors, financial managers and financial analysts in Tehran Stock Exchange. In this research, a "Katz skills model", which includes technical, human, and conceptual skills, is used to asse More

The present study was conducted to investigate the needed skills of independent auditors, financial managers and financial analysts in Tehran Stock Exchange. In this research, a "Katz skills model", which includes technical, human, and conceptual skills, is used to assess the required skills. This research is a descriptive-survey method. The statistical population consists of all independent auditors, financial managers and financial analysts employed in the accepted companies of Tehran Stock Exchange between 1382 and 1392. The sample size was 456 people. The research instrument was a questionnaire whose reliability was calculated by SPSS software and Cronbach's alpha coefficient was 92%.The results of the research showed that in first question, the need for the population of research in technical is more than other needs. In the second question, there was no relationship observed between education and the skills of people. The results of the third question showed that there was no relationship between the years of service and the skills of people. Also, the results of question 4 indicated that there was no relationship between the field of professional activity domain and the skills of people. Manuscript profile

Open Access Article

3 - Injuries, Solutions and a Model for Employees Training System of Islamic Republic of Iran Customs
Morteza Yarahmadi Reza Najafbagy Karamollah Daneshfard Akbar Alamtabriz

The purpose of this research is to identify of Instructional Competency Evaluation Indicators in Tehran Municipality Managers. The method of this research is descriptive as survey type and in terms of purpose it is considered as an applied research. The statistical popu More

The purpose of this research is to identify of Instructional Competency Evaluation Indicators in Tehran Municipality Managers. The method of this research is descriptive as survey type and in terms of purpose it is considered as an applied research. The statistical population are the managers of Tehran municipality. Sample selection was done by random sampling method that included 15 senior managers, 45 middle managers, and 62 executive managers. To collect the research data, we used a questionnaire based on Robert-El-Katz's theory that made by researchers. The questionnaire had 66 questions and was in accordance with Likert scale. Validity of the questionnaire was confirmed by the professors and experts of the field and its reliability coefficient was estimated using Cronbach's alpha (0/964). In order to analyze the collected data, One Sample T-Test and Friedman Test were used. The results of the analysis of data indicate identification of criteria and indicators of each of the instructional competencies of managers as well as the conceptual model of instructional competencies of municipality managers. In addition, the results showed that all indicators of perceived, human and technical competence evaluation at all levels of managers including senior managers, middle and executives are optimal, Except for the perceived competency of mid-level managers who have been moderately evaluated. Manuscript profile

Open Access Article

4 - Identification of Instructional Competency Evaluation Indicators in Tehran Municipality Managers
Maryam Hafezy fatemeh moradi

The purpose of this research is to identify of Instructional Competency Evaluation Indicators in Tehran Municipality Managers. The method of this research is descriptive as survey type and in terms of purpose it is considered as an applied research. The statistical popu More

The purpose of this research is to identify of Instructional Competency Evaluation Indicators in Tehran Municipality Managers. The method of this research is descriptive as survey type and in terms of purpose it is considered as an applied research. The statistical population are the managers of Tehran municipality. Sample selection was done by random sampling method that included 15 senior managers, 45 middle managers, and 62 executive managers. To collect the research data, we used a questionnaire based on Robert-El-Katz's theory that made by researchers. The questionnaire had 66 questions and was in accordance with Likert scale. Validity of the questionnaire was confirmed by the professors and experts of the field and its reliability coefficient was estimated using Cronbach's alpha (0/964). In order to analyze the collected data, One Sample T-Test and Friedman Test were used. The results of the analysis of data indicate identification of criteria and indicators of each of the instructional competencies of managers as well as the conceptual model of instructional competencies of municipality managers. In addition, the results showed that all indicators of perceived, human and technical competence evaluation at all levels of managers including senior managers, middle and executives are optimal, Except for the perceived competency of mid-level managers who have been moderately evaluated. Manuscript profile

Open Access Article

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

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

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

Open Access Article

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

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

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

Open Access Article

7 - Leadership self-development structural model of managers at universities and higher education centers (Case: University of Tehran)
Khodayar Abili Ebrahim Mazari Javad Pourkarimi

The purpose of this study was to providing SEM of leadership self-development for University of Tehran managers. Accordingly, the present study has focused on the self-development of academic leadership. For this purpose, descriptive-correlation method was used. Structu More

The purpose of this study was to providing SEM of leadership self-development for University of Tehran managers. Accordingly, the present study has focused on the self-development of academic leadership. For this purpose, descriptive-correlation method was used. Structural equation modeling and LISREL software were used to analyzed. The statistical population of the study included 524 university managers of Tehran University. In order to collect the research sample by using proportional stratified sampling method, 217 university managers were selected using Morgan table. The purpose of this study was to study the managers of departments, deputies and heads of faculties, general, deputies and president of universities. A researcher-made questionnaire with reliability (α = 0.97) was used to collect data, which evaluated 56 components in 112 questions. The results of SEM showed that individual contextual factors (γ = 0.97) influenced the self-development process of academic leaders. The self-development process (β = 0.92) also influenced the self-development strategies. Strategies also influenced self-development achievements (β = 0.91). However, in the present study, organizational context factors (γ = 0.09) did not influence the process of academic leaders' self-development, although in many studies the role of organizational contextual factors as an organizational readiness for self-development has been effective. Manuscript profile

Open Access Article

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

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

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

Open Access Article

9 - Analysing the competency criteria of the staff managers of the education headquarter in the level of leadership and management subsystem: a qualitative study report
عباس محمدی Rashid Zolfaghari zaferani Heidar Tourani Mehdi Navidadehm

Staff managers of education have a key role in policy-making, macro-planning, and monitoring the performance of the education system, which is why the selection of this category of managers is particularly sensitive. Considering the emphasis of the Fundamental Evolution More

Staff managers of education have a key role in policy-making, macro-planning, and monitoring the performance of the education system, which is why the selection of this category of managers is particularly sensitive. Considering the emphasis of the Fundamental Evolution Document on the selection of managers at different levels based on meritocracy in the 6-22 strategy of "Leadership and Management Subsystem", this article identifies the competency criteria of education staff managers at the level of this document, from the perspective of the authors of Fundamental Evolution Document, and attitudes of specialists in this field. Due to the nature of the question and the purpose of this research, its approach is qualitative and has been with data-based theory and Charlmers constructivism design. The data required for the study were collected through semi-structured interviews with 22 experts, including nine compilers of Fundamental Evolution Document, seven experts and executives of the leadership and management subsystem, and six educational management faculty members. The text of the interviews was implemented and analysed using thematic analysis. A total of 63 competencies were identified as competencies required for education staff managers in the form of 17 sub-categories and 6 main factors including; values and attitudes, managerial skills and abilities, personality traits, personal knowledge and skills, organizational knowledge and skills, and monitoring and control, and finally two specialized and general dimensions were determined and defined Manuscript profile

Open Access Article

10 - Designing a competency model for middle managers in Tehran Municipality and validating it with a Structural Equation Model
Seyed Reza Razavi Saeedi

The type of management in municipalities, which are typically service organizations, is different from other organizations. Therefore, the competencies of the managers of such organizations will be different from other organizations. The purpose of this study is to ide More

The type of management in municipalities, which are typically service organizations, is different from other organizations. Therefore, the competencies of the managers of such organizations will be different from other organizations. The purpose of this study is to identify and validate the competency model of middle managers of the municipality, which has been done in twenty-two districts of Tehran Municipality. In this study, 20 organizational experts in 8 different departments were interviewed. And the initial model of competencies of middle managers of the municipality was obtained. By performing three stages of Delphi panel among 7 experts, a modified model of competencies was obtained. In the second phase, the Structural Equation Model was used to validate the model. A questionnaire was developed and distributed among 274 middle managers of the municipality. Finally, the competency model of municipal middle managers was presented with 3 dimensions, 6 components and 45 indicators. Manuscript profile

Open Access Article

11 - Identify Mechanisms and Barriers to Employing Coaching for Managers' Succession (Case Study: Khorasan Razavi Relief Committee)
Farzad Mashhadi Davood Ghorooneh

10.52547/istd.31185.8.28.168

20.1001.1.24233277.1400.8.28.10.8

The present study examines the process of employing coaching to replace managers in the General Office of the Khorasan Razavi Relief Committee. The research approach has been qualitative and the case study method has been used for this purpose. Data collection tools inc More

The present study examines the process of employing coaching to replace managers in the General Office of the Khorasan Razavi Relief Committee. The research approach has been qualitative and the case study method has been used for this purpose. Data collection tools included semi-structured interviews with twelve managers and heads of the organization as well as analysis of organizational documents. In order to analyze the data, the coding method was used in two stages of open and axial coding. The results of data analysis indicate that coaching can provide a substitute for managers through mechanisms. The main mechanisms are: on-the-job learning, improving problem-solving skills, providing growth opportunities, foresight, delegation, rotation and career advancement, and risk-taking opportunities. The results of this study also show that the process of applying coaching in the organization has faced structural, legal, financial, cultural and individual challenges. Manuscript profile

Open Access Article

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

10.52547/istd.31201.8.28.115

20.1001.1.24233277.1400.8.28.3.1

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

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

Open Access Article

13 - 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

14 - Designing a Model for Developing the Competencies of Iranian Managers in Governmental Organizations with Emphasis on Islamic Management: A Qualitative Research in Education
Hossein Khanifar Salahedin Ebrahimi Faeze Mohammadesmaeely Bahman Gholami

10.52547/istd.31331.8.30.47

20.1001.1.24233277.1400.8.30.4.6

Managers need to have the capabilities and abilities to lead them to a successful performance that not only meets internal needs but also be able to direct external needs. And in any society, the educational system is an important and significant part. This institution More

Managers need to have the capabilities and abilities to lead them to a successful performance that not only meets internal needs but also be able to direct external needs. And in any society, the educational system is an important and significant part. This institution is the basis for intellectual growth and development and the basis for maturity and realization of human capacities. Therefore, education managers must have the necessary competencies to do this successfully. Therefore, the present study was designed to develop a model for developing the competencies of Iranian Islamic managers in government organizations with an emphasis on Islamic management in education. To conduct the research, a qualitative approach of phenomenological type and grand theory method was used to conduct the research. The study population was all experts, professors and senior managers in the field of human resources and Islamic management in education, and 19 people were interviewed using purposive sampling. The research tool was a semi-structured interview. Coding method was used to analyze the qualitative findings. The results showed that "development of Islamic competencies and development of leadership and managerial competencies" as a central category, "succession, continuous evaluation, continuous training and learning and talent management" as causal conditions, "learner-centeredness" Organization (learning organization), justice in the selection, appointment and promotion, planning and program-oriented and career development "as strategies, categories of" organizational culture and staff group "as a platform," Islamic attitude to Management, human resources, and organizational structure were introduced as intervening conditions, and the development of the competencies of Iranian-Islamic managers in government organizations can have positive individual and organizational consequences in education. If the managers of education are developed by using the competencies and according to the appropriate Iranian Islamic model, and have sufficient knowledge and skills, the organization will be able to achieve the goals of the organization by raising the morale of the employees and motivating them to work and work. Spend fewer resources and better quality and increase the productivity of the organization. Manuscript profile

Open Access Article

15 - Barriers and Challenges of Managers Coaching Success in the Petrochemical Industry
Akbar Hassanpoor Yusuf Vakili Saeed Jaafari Nia Raha Farhadi

10.52547/istd.31333.8.30.161

20.1001.1.24233277.1400.8.30.5.7

The purpose of the current study is to identify barriers and challenges of managers coaching success in the petrochemical industry for which mixed methodology is utilized. In the qualitative section, Clarke and Braun’s (2006) thematic analysis was used to extract the in More

The purpose of the current study is to identify barriers and challenges of managers coaching success in the petrochemical industry for which mixed methodology is utilized. In the qualitative section, Clarke and Braun’s (2006) thematic analysis was used to extract the indicators of such barriers; it means that by studying current studies in this regard, basic, organizing and pervasive barriers were coded. Ultimately, a 40 – item questionnaire was obtained by using thematic analysis while the third-order factor analysis with partial lease squares approach was utilized to test the questionnaire. The research population consists of 167 petrochemical managers, deputies, and heads of whom 116 were selected by using the Cochran formula and simple random sampling method while the SMART PLS software package was used to analyze data. The third-order factor analysis findings indicated weakness in communicative and problem-solving skills. Weakness in feedback providing skills, improper managerial style, lack of setting pragmatic goals and obliging to them, improper coach’s behavior and vision, coachee’s propensity to commanding style, lack of trust to coaches, lack of coachee’s motivation, improper organizational culture and unawareness, structural weakness and lack of senior managers’ support, improper HR supportive systems and lack of supports by natural culture can be seen as the barriers on managers coaching success in the petrochemical industry. Additionally, findings indicate that barriers related to coach (0.91), intra-organizational barriers (0.81), inter-organizational barriers (0.68) and barriers related to coachee (0.55) have the highest and lowest impact on managers coaching success respectively. The final result is that the barriers to managers coaching success-tested model enjoys proper validity and reliability and can be used in the petrochemical industry. Manuscript profile

Open Access Article

16 - recognition and rankings of the competencies of the strategic managers of khorasan behzisti (shannon entropy analysis)
kazem Nasirpour Moslem Cherabin Ahmad Akbari Davoud Kaveh

10.52547/istd.31358.8.28.218

20.1001.1.24233277.1400.8.28.7.5

Because there is no standard list of competencies, various organizations, companies and institutions, ministries and government agencies around the world all define a framework for their expected competencies, depending on their circumstances and needs. The aim of this More

Because there is no standard list of competencies, various organizations, companies and institutions, ministries and government agencies around the world all define a framework for their expected competencies, depending on their circumstances and needs. The aim of this study was to identify and rank the competencies of strategic managers of Khorasan Razavi Welfare Organization. The research method is mixed exploration (qualitative-quantitative) which in the qualitative part is content analysis and in the quantitative part is a survey. Statistical sample In the qualitative section, 15 faculty members in the field of management were selected by theoretical sampling method and in the quantitative section, 12 professors working in Khorasan Razavi universities were selected by random sampling method. The method of analyzing the interview data has been selected in the qualitative part, the network of topics and in the quantitative part of Shannon entropy analysis. Findings of the research in the qualitative section include 25 organizational themes in the form of 4 comprehensive themes (individual, strategic, organizational and leadership) and the results of the quantitative section showed that strategic competence was identified as the most important and individual competence as the least important indicator. According to the research findings, it can be said that the identified components can be considered to assess the competence of strategic welfare managers Manuscript profile

Open Access Article

17 - 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

18 - Presenting a Model of managers' Competencies in Complex Organizations
Seyed Reza Razavi Saeedi

10.52547/istd.31418.8.30.199

20.1001.1.24233277.1400.8.30.11.3

Today organizations are more complex than in the past, and managers need to acquire new and important competencies to help organizations achieve their goals. The purpose of this study is to provide a model of managers' competencies in complex organizations, which is app More

Today organizations are more complex than in the past, and managers need to acquire new and important competencies to help organizations achieve their goals. The purpose of this study is to provide a model of managers' competencies in complex organizations, which is applied research. This research has been done in two phases, in the first phase, the model is designed and in the second phase, its validation is done. In the first stage of the first phase, based on the frequency of complexities observed in the research literature and by systematically studying the theoretical foundations and also based on interviews with experts, three types of structural, technological, and environmental complexity were considered as the basis for evaluating organizational complexity. In the second stage, which had a quantitative approach and the goal was to identify and select a complex organization, a 21-item questionnaire was designed and its validity was confirmed by experts, and its reliability was confirmed by calculating Cronbach's alpha and distributed among 291 middle managers of the municipality. A one-sample, complex organization t-test was selected. In the next stage, which had a qualitative approach, a semi-structured interview was conducted with 18 experts who were selected by the snowball method, and the initial model of managers' competencies appropriate to any complexity was obtained. In the fourth stage, which had a quantitative approach, a questionnaire was designed based on the initial model and distributed among 5 experts by the Delphi method and after performing three round trip steps, the modified model was obtained. In the second phase of the research, which aimed to validate the modified model and had a quantitative approach, a questionnaire was designed based on the modified model. and distributed among 15 organizational experts, including municipal managers with at least a master's degree and a history of more than twenty-five years, and by calculating the relative content validity coefficient, the final model of managers' competence was developed for any complexity. Manuscript profile

Open Access Article

19 - Designing a Model of Training Managers for Future
Hoda Jajarmi Ali Asghar Pourezzat Kamal Dorrani

10.52547/istd.31441.8.31.177

20.1001.1.24233277.1400.8.31.3.7

This research focuses on the need to develop meaningful training programs as a part of the reform of the secondary education system. Given that preparing the future managers is a responsibility we all share today, this study aims at designing a model for training future More

This research focuses on the need to develop meaningful training programs as a part of the reform of the secondary education system. Given that preparing the future managers is a responsibility we all share today, this study aims at designing a model for training future managers. This study adopted a qualitative exploratory approach. Accordingly, subsequent to reviewing the related literature, the semi-structured interviews with 15 selected senior managers in the Ministry of Education as well as experts and elites of the field were done. Participants were selected based on the snowball method. The interviews continued until the saturation level was achieved. Then, interviews were analyzed using the thematic analysis method. After analyzing the data and extracting the codes, they were classified into three major categories: 47 basic concepts, 18 organizers, and 5 inclusive themes, as the components of the model. The five inclusive themes were named as self-management, social factors, management of others, planning and the education system policy, and educational skills. Then, the model was designed based on the relationships among the themes. Finally, the research findings suggested that teaching management skills to adolescents, based on the recommended model of secondary school education system transformation, would lead to changes in the educational policy and development of such management skills as communication skills, critical thinking, leadership, and teamwork. At the end, recommendations are made based on the sub-themes obtained in each area and the key points raised by the experts of the field. Manuscript profile

Open Access Article

20 - Designing the competency model of training managers of higher education centers with a professional skills approach (Case study: Islamic Azad University, Mashhad Branch)
Atefe Razavi elham fariborzi Mahmood Ghorbani

20.1001.1.24233277.1401.9.35.1.0

Introduction: Since higher education centers and universities are among the large and complex organizations that are more specialized and efficient than the other human resources organizations in providing and manpower training, they have a special sensitivity. Also, c More

Introduction: Since higher education centers and universities are among the large and complex organizations that are more specialized and efficient than the other human resources organizations in providing and manpower training, they have a special sensitivity. Also, considering that human development in line with coordination and harmony with the great changes of society, is the main task of the higher education system, this requires universities to have the necessary qualifications of educational administrators (Ismaili et al., 1397). The purpose of this study was to design a competency model for training managers of higher education centers to apply professional skills Methods: This study was conducted in an applied type and in a combined method of exploratory mixed type (qualitative-quantitative). Expert concurrence was used to determine the dimensions of competency components and professional skills based on theoretical foundations. Findings: Six dimensions for professional skills, which include: 1. Technical, human, 3. Perceptual, 4. Communication, 5. Cartesian skills, 6. Innovative skills. Managerial skills 3. Organizational factors 4. Entrepreneurial competence 5. Business competence 6. Leadership 7. Decision making 8. Collaboration. Explain and predict. Professionals are 75% effective in training competitors. Conclusion: The results showed that higher education centers in order to achieve these categories step by step and gradually according to a roadmap and long-term strategic plan and in order to implement it, it is necessary to formulate an action plan. It helps. Manuscript profile

Open Access Article

21 - Identifying and Explaining the Competencies of the Managers of Entrepreneurial Universities with an Organizational Learning Approach (Case Study: Azad Universities of Khorasan Razavi)
Fatemeh Toosi Elham Fariborzi Mahmood Ghorbani

20.1001.1.24233277.1401.9.34.1.8

The aim of this study was to identify and explain the competencies of entrepreneurial university managers in the framework of qualitative approach and content analysis. The statistical population consisted of 20experts in the field of entrepreneurship education or activ More

The aim of this study was to identify and explain the competencies of entrepreneurial university managers in the framework of qualitative approach and content analysis. The statistical population consisted of 20experts in the field of entrepreneurship education or active members in entrepreneurship centers. Delphi questionnaire, dimensions and components were compiled based on the consensus of experts. The questionnaire was distributed among the statistical community. Entrepreneurial University and the number of 11 dimensions and 11 components for the organizational learning variable were obtained. Finally, after the end of the third year, the conceptual model of the research included 22 dimensions and 34 components for the entrepreneurial university variable and 6 dimensions and 6components for the organizational learning variable that formed the final questionnaire.Managers of entrepreneurial universities in the behavioral dimension of entrepreneurial university and in the components of managers with teamwork skills, manager There are creative and innovative, managers with the spirit of adaptation to the environment, managers with the spirit of risk-taking and innovative and creative faculty members. Behavioral dimension in entrepreneurial university from the point of view of experts: 1. Managers with the spirit of extraversion and adaptation to the environment 2.Kartimi encouragement in the university 3. Managers with a spirit of risk-taking 4. Managers with teamwork skills 5. Managers with a spirit of creativity and innovation 6. Managers with the characteristics of innovative people. In terms of prioritizing the components of the behavioral dimension in organizational learning according to experts: 1. Encourage members to work in a team. Manuscript profile

Open Access Article

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

10.52547/istd.31557.8.31.273

20.1001.1.24233277.1400.8.31.12.6

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

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

Open Access Article

23 - Designing and explaining the competency model of managers with the aim of creating a competitive advantage in the organization
esmaeil abdolali ozhan karimi سعید عبدالمنافی Berouz Lari Semnani

20.1001.1.24233277.1401.9.32.6.9

The main purpose of this study is to present a model of managers' competencies to create a competitive advantage in the organization and this research is a combination and the qualitative part is exploratory and the quantitative part is descriptive-survey and the qualit More

The main purpose of this study is to present a model of managers' competencies to create a competitive advantage in the organization and this research is a combination and the qualitative part is exploratory and the quantitative part is descriptive-survey and the qualitative data is collected through semi-structured interviews of 20 managers, experts and faculty members by purposeful and judgmental sampling method until theoretical saturation and To check the reliability of qualitative data, a sample of texts was given to another expert for coding and his coding results were compared with the researcher's coding. There was about 86% agreement between the two codings. In the quantitative part, research data were collected through a researcher-made questionnaire from 322 samples based on the Cochran method determined from the statistical population of the research, which included managers of industrial and manufacturing companies in Qazvin province. The results of the reliability of the questionnaire show that the calculated Cronbach's alpha coefficients in all cases is greater than 0.7. The research model is based on qualitative findings including the categories of individual competence with 30 concepts, interpersonal competence with 15 concepts, managerial competence with 18 concepts, professional competence of managers with 18 concepts, and the category of competitive advantage with 15 concepts identified and determined using Structural equations have been fitted and tested. Based on the results of the research, managers' competencies in the categories of individual and interpersonal, managerial and professional competencies of managers with specific concepts and sub-categories of each category are identified and their effects on the competitive advantage category are examined separately. The results show that they have a significant effect on competitive advantage in the organization. Manuscript profile

Open Access Article

24 - 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

25 - Identifying the causal factors affecting the training of entrepreneur-oriented human resources from the perspective of managers and educational policy makers
hadi barati hamideh jalili

20.1001.1.24233277.1401.9.33.3.8

Entrepreneurship and enterprising behavior as subject fields and frames of understanding can only happen concurrent with a transformation of the universities from ivory tower into entrepreneurial university. Therefore; the institutions of higher education and the univer More

Entrepreneurship and enterprising behavior as subject fields and frames of understanding can only happen concurrent with a transformation of the universities from ivory tower into entrepreneurial university. Therefore; the institutions of higher education and the universities in particular play a highly central part in the innovative and entrepreneurial process. Identifying the causal factors affecting the training of entrepreneur-oriented human resources from the perspective of managers and educational policy makers. This research, based on the purpose, following the applied research that has done by the qualitative method. The participants study included all experts and activists in the field of entrepreneurship and policy-making in the field of human resources at Farhangian University in the academic year of 2019-2020, that by using purposive sampling method, 19 people were selected as participants. To collect the data, a semi-structured interview used.The validity of the measurement tool has confirmed through Coders agreement. The results of the research showed that the causal factors affecting the training of entrepreneur-oriented human resources from the perspective of managers and educational policy makers could be classified form of 3 components (Management, tangible and intangible resources, and strategies) and 56 indicators. The most important factors affecting the training of entrepreneur-oriented human resources are: institutionalization of the entrepreneurship debate; Improving the career path system and succession planning; Strengthen teamwork spirit; Strengthen strategic vision and transformational leadership; tangible and intangible support and Use of new generations of education. Manuscript profile

Open Access Article

26 - The Role of Critical Success Factors in Empowering Managers (Case Study: Isfahan Municipality Contracting Companies)
reihanehalsadat hashemi ahmadreza shekarchizadeh Mohammad shekarchian khouzestani

20.1001.1.24233277.1401.9.35.5.4

Capable human source is one of the important components of organizations entering the complex areas.On the other hand, capable employees are the result of the presence of skilled management. Although several factors play role in managers' empowerment. Examining the comm More

Capable human source is one of the important components of organizations entering the complex areas.On the other hand, capable employees are the result of the presence of skilled management. Although several factors play role in managers' empowerment. Examining the common ground of these factors identifies and reveals the vital factors of success in empowering managers. Empowerment is considered as one of the useful tools to improve the quality of employees and increase organizational effectiveness.Therefore, considering the importance of managers' empowerment, the present study was conducted to identify the critical success factors in empowering managers of Isfahan Municipality contracting companies. The present study is an applied research which has been done by descriptive (survey) method. Its statistical population included the managers of Isfahan Municipality contracting companies and the sample size was estimated to be 120 people using Cochran's formula. The data collection tool in this study was a researcher made Delphi questionnaire. To analyze the data, SPSS software and descriptive statistics indicators as well as one sample t-test were used. The critical success factors have an effect on empowering the managers of Isfahan Municipality contracting companies and play a role above the average (4.179). The results of this study showed that six factors: Motivation, education, managerial skills, focus on human resource development, awareness raising and analytical thinking, play a vital role in the success of empowering managers.The role of these factors was confirmed at a higher than average level in empowering the managers of these companies.the managers of these companies Manuscript profile

Open Access Article

27 - Provide a model for nurturing and developing the competencies of international marketing managers in free trade zones
Farzaneh Zare Mehrjerdi

20.1001.1.24233277.1401.9.33.5.0

Given the central role of international marketing in the development and success of free trade zones, international marketing managers must have special skills and competencies. The present study aimed to provide a design model and accreditation model for international More

Given the central role of international marketing in the development and success of free trade zones, international marketing managers must have special skills and competencies. The present study aimed to provide a design model and accreditation model for international marketing managers in free trade zones. The present study is an applied-developmental research that has been done by heuristic mixed method. It is also a cross-sectional survey in terms of data collection method and time period. The statistical population of the quality sector includes 23 managers of free trade zones. In a small part, the views of 186 international marketing managers of free trade zones have been used. Data collection tools are semi-structured interview and researcher-made questionnaire. The content analysis method and partial least squares were used to analyze the data. The results show that the competencies of international marketing managers include knowledge, skills, personal characteristics, ability and credibility. Skills competencies include professional skills and interpersonal skills. Knowledge competence includes specialized knowledge, general knowledge and international knowledge. Creditworthiness is divided into two categories: public credit and professional credit. Ability competence includes managerial, marketing and emotional ability. Finally, personal competencies also include moral, personality, and professional characteristics. moral, personality, and and professional characteristics. Manuscript profile

Open Access Article

28 - 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

29 - Providing an e-learning pattern for Tejarat Bank managers
Seyede zahra sadat Kiyaei fatemeh hamidi far baharak shirzad kebria

20.1001.1.24233277.1401.9.34.7.4

The purpose of this research is to provide an e-learning pattern for Tejarat Bank managers. This research is qualitative and quantitative (exploratory mix) in terms of applied purpose, in terms of how to collect data. The sample size in the qualitative to theoretical sa More

The purpose of this research is to provide an e-learning pattern for Tejarat Bank managers. This research is qualitative and quantitative (exploratory mix) in terms of applied purpose, in terms of how to collect data. The sample size in the qualitative to theoretical saturation section was 21 people and in the quantitative section according to Morgan table from the 300 managers of Tejarat Bank headquarters in the five districts of Tehran, 169 people were selected and distributed by stratified random sampling questionnaire. The researcher-made questionnaire in the form of 6 dimensions of paradigm model consisted of 19 components and 147 indicators. In order to identify and confirm the measurement factors, the validity of the questionnaire was tested separately for each dimension by first-order confirmation factor analysis (dimensions consisting of two components) and second-order (dimensions consisting of more than two components). The results show that confirmatory factor analysis confirmed the quantitative results of the Strauss and Corbin Foundation data model to a large extent and the e-learning model of Tejarat Bank managers with 6 dimensions, 19 components and 134 indicators was obtained. Including cultural readiness, technical readiness, educational readiness, environmental readiness; Causal factors include human factors, educational structure and policies, management; Interfering factors include individual approaches, managerial approaches; Strategies included educational approaches, pedagogical and andragogical approaches, educational assessment and evaluation, ease of access, targeted educational quality, innovation and creativity, integrated management and finally the consequences included educational success and meritocracy, foresight, increasing effectiveness and improving organizational performance. Manuscript profile

Open Access Article

30 - 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

31 - Principles and Standards of Professional Ethics of Educational Managers: A Mixed-Method Study
hamid falahi rasoul saedi

20.1001.1.24233277.1402.10.37.4.4

This study seeks to investigate and discover the principles and standards of professional ethics for educational managers along with the related challenges. The research approach was quantitative-qualitative (mixed method). The statistical population in the qualitative More

This study seeks to investigate and discover the principles and standards of professional ethics for educational managers along with the related challenges. The research approach was quantitative-qualitative (mixed method). The statistical population in the qualitative phase included the principals of boys' high schools in one district of Sanandaj (Iran). Consequently, 8 individuals were selected as the study sample using the purposeful sampling method and phenomenological strategy. The study data were collected through conducting interviews including open-ended questions. The findings revealed: a) the concepts of professional ethics that educational managers adhere to with regard to the specific regulations of a profession, religious principles and values, and social norms; b) principles such as self-management, having a vision, professional capabilities, respect, commitment, and responsibility in the job; c) challenges such as structural challenges (lack of comprehensive standard, contradiction between administrative regulations, centralized management, ambiguity of goals) and individual challenges (passivity, limited visions). In order to collect the data, interviews were conducted with managers to obtain their views toward principles and standards of professional ethics, and they were asked if they adhere to these principles. Next, the data obtained from interviews were compiled and implemented in the form of a researcher-made questionnaire which was divided into two aspects: occupational principles and the other pedagogical principles. In the quantitative phase, the community (n=283) included all the teachers, assistants, and principals of boys' high schools in one district of Sanandaj. Using convenience sampling method, 163 individuals were selected as the study sample. Confirmatory factor analysis, one-sample t-test, and Friedman's test were used for data analysis. Finally, according to the results of the one-sample t-test, higher than average level of commitment was reported for managers. Also, the researcher-made questionnaire. Additionally, the results obtained through the questionnaire confirmed the results of the interviews. Manuscript profile

Open Access Article

32 - 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

33 - Presenting a model in order to improve the professional qualification of human resources managers of National Bank of Iran
Abbasali Samadianbarzaki mahmoud safari Masome Oladian

The current research is designing a model to improve the professional qualification of human resources managers of the National Bank of Iran. The method of this research is practical in terms of purpose and it was done by mixed-exploratory (qualitative-quantitative) met More

The current research is designing a model to improve the professional qualification of human resources managers of the National Bank of Iran. The method of this research is practical in terms of purpose and it was done by mixed-exploratory (qualitative-quantitative) method. The statistical population in the qualitative section included senior managers of human resources and professional academic experts. Data collection was done through semi-structured interviews with 15 people from the statistical population who were selected by purposive sampling. The research data were analyzed based on the qualitative analysis process during open, central and selective triple coding through MaxQuda 2020 software. The statistical population in the quantitative part includes the managers, employees and experts of the Human Resources Unit of the National Bank of Iran. Data collection was done through a researcher-made questionnaire from among 291 members of the statistical population who were selected by random sampling. The analysis of the collected data was done in two descriptive and inferential ways through SPSS 16 and Smart PLS software.so results of the qualitative analysis of the professional qualification improvement model of human resource managers with two macro-level dimensions (banking field) including organizational infrastructure components, knowledge management system, development programs in the bank, stakeholders' participation in the design of professional qualifications, organizational attitude in the bank, banking educational strategies It included the components of managers' personality factors, managers' leadership skills, managers' technological knowledge, educational-research skills. Priority and personality factors of managers (with a factor load of 0.775) had the lowest priorityand the micro level) Manuscript profile

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