Model

Open Access Article

1 - The Feasibility of Implementing Knowledge Management (Pawlowsky Model) in Islamshahr Azad University
Mahmoud Haqqani فریبا بیگی

The present article aims to study the feasibility of implementing knowledge management as well as investigating the difference in views of scientific board members and personnel of Islamshahr Azad University. For this purpose, Pawlowsky model has been used to measure th More

The present article aims to study the feasibility of implementing knowledge management as well as investigating the difference in views of scientific board members and personnel of Islamshahr Azad University. For this purpose, Pawlowsky model has been used to measure the dimensions and components of knowledge management, due to cultural consistency and identifiable evident dimensions with structures of Iran’s organizations. Measurement tool is a researcher-made questionnaire approved by 5 persons of scholars in field of management. Its validity was determined 95% through Cronbach’s alpha test, and it was implemented among scientific board members and personnel. Single sample T test was used for studying the feasibility of knowledge management implementation. According to the obtained results of subjects: there is not the possibility to implement the components of knowledge identification, knowledge generation, knowledge publication, knowledge integration, and knowledge transmission in 3 dimensions of organizational structure, information and communication technology, and human resources in Islamshahr Azad University. 2 groups average comparison test has been used for investigating the difference between views of scientific board members and personnel on necessary preparations to implement knowledge management system. The results show that there is not a significant difference between the views of scientific board members and personnel in any of dimensions and components. It was found by Freedman degree test with regarding to the goals of the research that there is difference between indexes in terms of preparation degree, and knowledge generation is more prepared rather than other indexes. Manuscript profile

Open Access Article

2 - Feasibility Study of Education Implementation through Mobile in Tehran Municipality
Seyed Mohsen Tabatabaei Mozdabadi

Modern methods of education such as distance education are considered nowadays due to numerous and varied educational needs of organizations on the one hand and the high costs and spending lots of time for education on the other hand . In the meantime it has been accel More

Modern methods of education such as distance education are considered nowadays due to numerous and varied educational needs of organizations on the one hand and the high costs and spending lots of time for education on the other hand . In the meantime it has been accelerated by rapid progresses in technology. This research attempts to study the implementation feasibility of education through mobile as one of subsets of distance education in Tehran municipality. Statistical population of the research was consisted of financial and administrative staff in Tehran municipality. 330 persons were selected among the statistical population as the sample size randomly. The tool for data collection was questionnaire which its validity and reliability has confirmed by standard methods. The single-sample T-test and Friedman test were used for analyzing the data. The results show that Tehran municipality has essential preparation for education implementation through mobile respectively from learner, social and instrumental aspects. Manuscript profile

Open Access Article

3 - 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

4 - 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

5 - Studying the Effective Factors on Transfer of Training through In-Service Trainings of University of Tehran’s Non-faculty Staff: Based on Holton’s Model
مهدی وفایی‌زاده abbas abbaspour

The current research has been done to investigate the effective factors on transfer of training among non-faculty staff of Tehran University. The population of this study was all employees of Tehran University who have been attended through in-service trainings in the s More

The current research has been done to investigate the effective factors on transfer of training among non-faculty staff of Tehran University. The population of this study was all employees of Tehran University who have been attended through in-service trainings in the summer of 2013. A sample of 291 employees has been chosen for this research. In order to gather the data, the Holton’s questionnaire (LTSI) was used. The validity of this instrument has been estimated by confirmatory factor analysis (CFA) and its reliability has been achieved using the Cronbach's alpha test. The courses were evaluated using Kirkpatrick model, and after implementing the third level of this model and detecting the low level of change in behavior (training transfer), Holton’s instrument has been implemented to realize the main causes. In order to analyze the data of LTSI the following tests were used: descriptive and analytic statistics, t-test, Pearson Correlation. The results showed that Individual factors (2.68), organizational factors (3.47), and program factors (3.07) which affecting transfer of training were its barriers in Tehran University. Manuscript profile

Open Access Article

6 - A Diagnostic Approach to Organizational Training: Using a Trichotomy Model
علی اصغر محمودی کوچکسرایی مهدی فراهانی آرش رسته‌مقدم

The influential factors of organizational training in a holding company affiliated to the ministry of energy examined by a diagnostic trichotomy model. Using a descriptive research inquiry a content analysis of organizational characteristics was applied. The sample was More

The influential factors of organizational training in a holding company affiliated to the ministry of energy examined by a diagnostic trichotomy model. Using a descriptive research inquiry a content analysis of organizational characteristics was applied. The sample was included all managers and experts that worked at the training and development department of all 90 affiliated companies which are under the holding company's directions. The means of gathering data was a series of structured, semi-structured, and unstructured/open questions and interviews. In order to content analysis, after extracting relevant concepts, themes, and contents, each items classified into one of the three (structural, behavioral, environmental/context) dimensions of the model. The results show that structural component has a more influential effect on explanation of strength and weakness of training and development activities than the other two components. In this regard, the article concluded that structural/process aspect of organizational training met with more difficulties than behavioral and context so need to pay more attention. Finally, it seems that the trichotomy model of analysis is a useful diagnostic approach to the organizational pathology and could lead to appropriate applied results. Manuscript profile

Open Access Article

7 - Evaluating the Curricular Effectiveness of Oil Mini MBA Programs in National Iranian Oil Company (NIOC)
علی حسینی خواه

This research aims to evaluate the effectiveness of MBA programs that were held in National Iranian Oil Company from 1392 to 1393. In order to achieve the aim, first three levels of the Kirk Patrick’s Model (Reaction, Learning, and Behavior) have been selected as the ev More

This research aims to evaluate the effectiveness of MBA programs that were held in National Iranian Oil Company from 1392 to 1393. In order to achieve the aim, first three levels of the Kirk Patrick’s Model (Reaction, Learning, and Behavior) have been selected as the evaluation basis of this study. The mixed method approach with triangulation research design has been used; this design consisted of two simultaneous processes, described here as collecting qualitative and quantitative data at the same time by use of different research tools. Research Participants were 30 high-ranked managers of NIOC who attended in oil mini MBA Programs. Research data gathered by different tools: quantitative data was derived from three questionnaires of Attitude Scale, Learning Self-evaluation, and Behavior Rating Scale; qualitative data was gained through a protocol which designed for doing semi-structured interviews. The collected data have been analyzed through quantitative/qualitative methods: Quantitative data has been examined by Effectiveness Rate and Pearson’s Correlation Coefficient; and qualitative information has been explored and interpreted through the procedure of Thematic Analysis. It is worth noting that the results validation has been done by Peer Review Audit (member checking). The overall findings show that the MBA programs of NIOC were not been effective and successful: effectiveness rate of level 1 (Reaction) is below desired point; for level 2 (Learning) it is a little above the desired point; and in level 3 (Behavior), like level 2, is below desired point. We definitely conclude that the MBA programs have not been successfully adapted to company context and needs, so not been accepted among top-level managers for whom the courses been developed. Therefore, transformation of learning (level 2) to behavior (level 3) was not occurred. It is also true that the participants’ dissatisfaction (level 1) with curricular aspects of programs led to insignificant learning. Manuscript profile

Open Access Article

8 - Presenting a Model to Explain the Empowerment of Knowledge Capitals with Using Interpretative Structural Modeling
Ebrahim Rajabpour

With the emergence of the knowledge economy, human capabilities known as the most unique and sustainable competitive advantage for organizations in the current rapidly changing environment. Therefore, in this period it is essential and undeniable to paying special atten More

With the emergence of the knowledge economy, human capabilities known as the most unique and sustainable competitive advantage for organizations in the current rapidly changing environment. Therefore, in this period it is essential and undeniable to paying special attention in the knowledge and skills of human resources and empowerment of these unmatched capitals in organizations. The aim of this study was to identify factors influencing the empowerment of knowledge capitals and ultimately provide a model for Research Institution of Petroleum Industry, using interpretative structural modeling. With comprehensive review of the literature, eight factors were identified to explain the empowerment of the Petroleum Industry Research; then using interpretation of structural modeling, factors graded at five levels. Then, after determining the levels each of the factors and taking into account the availability of the final matrix, the final model of interpretation were drawn. The results showed that factors such as training and development, characteristics of personality, organizational structure and the nature of the job effect more than other factors in relation to empowerment in Research Institute of Petroleum Industry. Manuscript profile

Open Access Article

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

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

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

Open Access Article

10 - The Analyses of In-service Training Programs for Personnel of Kerman National Gas Company based on SWOT Model

The purpose of this study was to analyze the in-service training courses for personnel of Gas National Company of Kerman province based on SWOT model. This study is an applied and descriptive-survey research. The statistical population consists of all Personnel of Natio More

The purpose of this study was to analyze the in-service training courses for personnel of Gas National Company of Kerman province based on SWOT model. This study is an applied and descriptive-survey research. The statistical population consists of all Personnel of National Gas Company of Kerman province who has participated in in-service training courses (122) and the sample includes 100. The instrument was a researcher made questionnaire. The validity of instrument determined 0.88 via experts’ opinions and the reliability estimated 0.86 according to Cronbach's alpha. In order to data analysis, SPSS software and SWOT analysis were used. Results showed that the highest priority of strengths, weaknesses, opportunities and threats were as followed respectively: high outcome of training courses in out of company with primary coefficient of 419, inequality of knowledge level of participants at the beginning of a training course with primary coefficient of 387, influence of out of province training courses on increasing knowledge of personnel and their happiness and changing their moods with primary coefficient of 430, and inattention to evaluation results and do not pay persuasive reward harmonizing to personnel’s needs to their participations in out of company training courses with primary coefficient of 329. Accordingly, the best strategy for this company is attacking one, so that the authorities, using the attacking strategies that have presented in this research, could maximize the opportunities. At the end, we presented the most important ways to improve in-service training courses of personnel of Gas National Company of Kerman province based on the research results. Manuscript profile

Open Access Article

11 - Evaluating the Effectiveness of Training Program: Case study, Ferdowsi University of Mashhad
Kolsumeh Shojaa Morteza Karami Mohammad Reza Ahanchian Mojtaba Nadi

The present study investigated on the effectiveness of training programs held in the first eight months of 2011 in Ferdowsi University of Mashhad. Research method was evaluation. Evaluation and goal-oriented approach of Kirkpatrick's model was used to do this study. The More

The present study investigated on the effectiveness of training programs held in the first eight months of 2011 in Ferdowsi University of Mashhad. Research method was evaluation. Evaluation and goal-oriented approach of Kirkpatrick's model was used to do this study. The population study included all 421 of employees in Ferdowsi University of Mashhad. In order to evaluate the reaction level Karami (1386) Questionnaire was used, and to evaluate the learning, pre-test and post- test was applied, and also to evaluate the behavior, a researcher-made questionnaire was used. Findings indicated that the learners were satisfied with the training programs. Also learning in all training programs was in a desirable status. But, in the third level (behavior) result showed that the effectiveness of training courses was doubted. Manuscript profile

Open Access Article

12 - Assessing the Current Situation of Training Courses and Providing a Qualitative Model for Improving the Effectiveness of training courses (case study: State Tax Organization)
Mitra Ezati Alireza Youzbashi Karim Shateri

This research tried to assess the situation of training courses and provide a qualitative model for improving the effectiveness of State Tax Organization, using a mixed method approach. First, the current situation of training was investigated and training courses were More

This research tried to assess the situation of training courses and provide a qualitative model for improving the effectiveness of State Tax Organization, using a mixed method approach. First, the current situation of training was investigated and training courses were assessed. In quantitative part, statistical population included all state audit assistants, assistants, and lead auditors who were selected by cluster sampling method in the some provinces as research samples. Regarding intended training courses, it was specified to assess tax-training courses which were held for experts in the last two years. To collect data, a researcher-made questionnaire was used. The validity of questionnaire was confirmed by educational experts and by using Cronbach’s alpha, reliability was reported equal to 0.96. Data analysis indicated that current situation of training courses need-assessment, goals of training courses, content of training course; instructors of training courses, organizing training courses, assessment of training courses, motivation were moderate. Given the above results and interview with tax experts, the results indicated the major training system damages of State Tax Organization included need-assessment (systematic, non-scientific, non-comprehensive, non-functional, and lack of cooperation of staff in need-assessment), goals of courses (lack of information, general, inappropriate content), content damages (the extent of topics, lack of specified team to formulate content, and theoretical content), instructors (incompetence, improper payment, poor teaching method, and faulty system of selecting instructors), environment and condition of holding courses (poor facilities and equipment, and inconvenient time of holding courses), damages of implementing courses (lack of trainees’ separation i.e. co-educational system, lack of managers’ support, time of courses, and non-executive courses), training evaluation (not caring about training effectiveness, unreal assessment scores, and lack of supervisors’ cooperation regarding assessment), motivation (lack of mechanism to encourage and punish trainees, trainees’ insufficient incentive, instructors’ insufficient motivation), cultural problems (supervisors do not believe in training and inappropriate attitude of senior managers to training), manpower(lack of manpower and incorrect use of expertise in training). Manuscript profile

Open Access Article

13 - A Causal Model of Acceptance and Utilization to Virtual Learning among Staffs: The Role Task-Technology Fit, self- Efficacy and Subjective Norm
Reza Fathi Mohammad Hasan Saif

The purpose of this study was to present a causal model of acceptance and utilization in the usage of virtual learning among oil industrial staffs. It has been tried to investigate the factors such as subjective norm, computer self- efficacy, task-technology fit and the More

The purpose of this study was to present a causal model of acceptance and utilization in the usage of virtual learning among oil industrial staffs. It has been tried to investigate the factors such as subjective norm, computer self- efficacy, task-technology fit and their relations to variables associated with the technology acceptance model, perceived usefulness, perceived ease of use and intention to use of virtual learning among staffs. In terms of objectives, this study was an applied research and in terms of the method of collecting and analyzing data, it was a descriptive and correlational research. The populations of this study were Oil Company employees who are familiar with virtual learning (330) included. The sample were 172(based on Morgan table), who, were selected through the simple-random sampling methods and Several questionnaires were completed by the participants, such as subjective norm Ajjan & Hartshorn (2008), task-technology fit Vatanasakdakul & et al (2010), perceived ease of use Moon & kim (2001), perceived usefulness Kim & et al (2007), and intention to use Samiento (2009) and computer self-efficacy Wolters & Daugherty (2007.To examine the research hypotheses, the path analysis was used. Findings indicated that computer self- efficacy, task-technology fit and Subjective norm have a significant effect on intention to use of virtual learning directly or indirectly, through the intermediate role of the variables perceived ease of use and perceived usefulness. The greatest total effect on intention to use of virtual learning were related to the Task-technology fit and perceived ease of use and the least total effect was related to the subjective norm. Manuscript profile

Open Access Article

14 - 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

15 - 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

16 - Identifying and Modelling of Challenges for Implementing E-Learning in the Iranian National Gas Company: An Interpretive Structural Modeling (ISM) approach
farzane tari

The purpose of the present research is to identify the framework of the relationships of progressive challenges for implementing electronic education with interpretive structural modeling approach (ISM) in the National Gas Company of Iran. The methodology of the researc More

The purpose of the present research is to identify the framework of the relationships of progressive challenges for implementing electronic education with interpretive structural modeling approach (ISM) in the National Gas Company of Iran. The methodology of the research from the viewpoint of purpose is functional and from the viewpoint of data gathering is qualitative. In this research, first the related evidence and research were examined based on accessible sampling method. Then, identification of the items related to challenges of applying electronic education was done. In the next step, based on interactive management method and by using interpretive structural modeling (ISM) software, which is one of the methods of qualitative research, the viewpoints of 7 experts in the field of electronic education in the National Gas Company of Iran, who were selected purposefully, 7 items were determined as the final challenges of applying electronic education. Eventually, the structure of the relationships among these items and the level of their significance was depicted in the form of an interactive network. According to the final results of the survey, the most important critical factors of application of electronic education in the staff section of the national gas organization were in lack of instruction and weakness in providing laws and regulations, lack of algorithm and specific executive method, weakness in network communication, improper information giving about the capacities of electronic education, insufficient content, incorrect execution of electronic education, and lack of incentive on the side of staff members. identification of the interrelation of critical factors showed that lack of instruction and weakness in providing laws and regulations was one of the most fundamental challenges of applying electronic education in the national gas organization, which has had remarkable impact on other critical factors. The applications of the findings of the research and suggestions for future research have been provided at the end of the paper. Manuscript profile

Open Access Article

17 - Developing the Strategies of Educational Management in Iranian Red Crescent
Fatemeh Narenji thani mehrab sharifi sedeh seyed hamid jamaleddini

This study intends to investigate the necessity and importance of education in the Red Crescent Society of the Islamic Republic of Iran, with SWOT model, to provide effective strategies for of education system in Iranian Red Crescent. For this purpose, a number of exper More

This study intends to investigate the necessity and importance of education in the Red Crescent Society of the Islamic Republic of Iran, with SWOT model, to provide effective strategies for of education system in Iranian Red Crescent. For this purpose, a number of experts were interviewed and then determined appropriate strategies in four categories SO, ST, WO, WT. Then, the quantitative Strategic Planning Matrix (QSPM) was used to select the best strategy for developing the education system in the Red Crescent Society. To determine the weight of SWOT factors, a questionnaire based on Likert scale was developed and completed by some organizational experts. The results of the research show that conservative strategies are the most appropriate strategies for the development of the education system. The strategy of "Establishing a Planning and Educational Management System in the Population" with a score of 6.02 was proposed as the best strategy. Manuscript profile

Open Access Article

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

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

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

Open Access Article

19 - Presenting the Quality Improvement Model of Virtual Education for Human Resource Development: Farhangian University (Qualitative Study)
mozhgan esmaeilnia Hosseinali Kouhestani Ali Maghool Hassan nodehi

The purpose of this research was to present the Quality Improvement Model of virtual education for Human Resource Development at Farhangian University. This research has been carried out in the framework of a qualitative approach based on the Grounded theory method. In More

The purpose of this research was to present the Quality Improvement Model of virtual education for Human Resource Development at Farhangian University. This research has been carried out in the framework of a qualitative approach based on the Grounded theory method. In this regard, semi-structured interviews were conducted using purposeful approach and application of theoretical saturation criterion with 18 experts and professors and students of Farhangian University of North, South and Razavi Khorasan. To evaluate the validity and reliability of data, two methods are implemented; the members' matching methods as well as peer review. Open and axial coding method was used to analyze the data. Finally, the categories are categorized into 14 main categories in the six dimensions of the paradigm model as causal (teaching and learning activities, human actors, management), phenomenon: quality improvement in virtual education of Farhangian University, strategies (micro level, intermediate level, macro level), contextual conditions (nature of virtual education of Farhangian University), intervening conditions (1. internet, 2. hardware facilities, 3.web) and consequences (individual, organizational and transactional outcomes). Manuscript profile

Open Access Article

20 - 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

21 - Designing Talent Management Model in Banking Industry
allahvirdi habibpoor Arian Gholipour Gholamreza Memarzadeh

In order to retain competent human resources as a rare and valuable organizational source and guarantee the performance, Successful organizations have considered recognizing and developing talents. The present study is done in order to "design talent management model in More

In order to retain competent human resources as a rare and valuable organizational source and guarantee the performance, Successful organizations have considered recognizing and developing talents. The present study is done in order to "design talent management model in the banking industry and to determine & prioritize dimensions and components". First, the literature was studied well and according to that, the elemental model was designed. Considering the purpose, the current study is applied and method of the research is mixed exploratory. Then, deep and targeted structured interview was conducted with 15 selected individuals, consisting of two groups of managers, experts and academic experts, as well as managers and banking professionals and gathered data was analyzed using content analysis method and dimensions and components were determined. After that, a researcher-made questionnaire was used to confirm and prioritize research model. For validity of questionnaire, content considered and for reliability, Cronbach's alpha was used. The questionnaire distributed between 164 people including heads and deputies of the of welfare of workers bank, national bank and Saman bank and, in order to analyze the data, the structural equation modeling method was applied using the smart P.L.S.3 software. According to the results of study, nine dimensions and 80 components were identified & prioritized. About this, talent retaining factors, talent management results, talent strategy, talent development methods, talent characteristics, talent absorb and selection methods, talent assessment, banking industry characteristics and organizational culture have significant roles in explaining talent management model in the banking industry. Manuscript profile

Open Access Article

22 - Identification and Prioritizing the barriers to effective utilization of Mechanisms of ‎United Nations Framework Convention on Climate Change (UNFCCC)‎‏ ‏by Emphasizing on organizational training based on the Three-Dimensional Model
Somayeh Oryan Seyed Mohammad Shobeiri Mehran Farajollahi

This study aimed at investigating‏ ‏and prioritizing the pathology of organizational training on financial and ‎non-financial mechanisms of United Nations Framework Convention on Climate Change (UNFCCC) by a ‎diagnostic trichotomy model. This study was exploratory resea More

This study aimed at investigating‏ ‏and prioritizing the pathology of organizational training on financial and ‎non-financial mechanisms of United Nations Framework Convention on Climate Change (UNFCCC) by a ‎diagnostic trichotomy model. This study was exploratory research and its methodology was developmental ‎and applied research method. In terms of data collection was combined (quantitative and qualitative) ‎research. The review documents and semi-structured interviews were used as data collection tools. In order to ‎analyze the data, the content analysis for classifying method was used and interviews were conducted with 40 ‎elite and specialists, who were selected purposefully. At the first stage, After extracting 212 barriers and ‎removing repeated elements, 44 relevant concepts and contents classified into one of the three (structural, ‎behavioral, environmental/context) dimensions of the model as a questionnaire.‎‏ ‏Through Lawshe content ‎validity, 36 barriers were selected and reliability by 0.812 Cronbach coefficient alpha‎ were confirmed. ‎Thereafter, this obstacles were prioritized by Fuzzy Delphi method. At the third stage, it was examined how ‎each barriers related legal, economic, political, administrative and environmental conditions‏ ‏influenced each ‎other’s through ISM and MICMAC techniques.‎‏ ‏The results demonstrated that after international and national ‎laws and legal issues, educational process was second effective item. Need assessment for different levels and ‎stakeholders, lack of instructors familiar with the subject and lack of appropriate educational contents as the ‎priority issues had been recognized.‎ Manuscript profile

Open Access Article

23 - 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

24 - 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

25 - 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

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

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

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

Open Access Article

27 - 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

28 - Presenting a conceptual model of a comprehensive system of training for specific jobs of the supervisory organization Based on data theory
Masoomeh Bagheri Fardin Batmani Fardin Abdollahi

10.52547/istd.31291.8.30.1

20.1001.1.24233277.1400.8.30.3.5

The aim of this study was to provide a conceptual model of a comprehensive education system for the specific jobs of the regulatory organization. In terms of the type of qualitative research and research method, it was systematically derived from Strauss and Corben data More

The aim of this study was to provide a conceptual model of a comprehensive education system for the specific jobs of the regulatory organization. In terms of the type of qualitative research and research method, it was systematically derived from Strauss and Corben data. Potential research participants were all experts, elites and professors working in the specific jobs of the regulatory body. Theoretical purposive sampling was used. The number of participants was 33 people with whom a semi-structured interview was conducted and the individuals who provided the most information and data to answer the questions were selected and the interviews continued until reaching the saturation point and maximum information. Open, axial and selective coding methods, as well as MAXQDA software were used to analyze the information. The results showed: The obtained conceptual model has 673 concepts, 126 components and 18 categories and its categories include: causal conditions with categories: identification of effective factors in poor education, review of the current situation, quantitative status and qualitative factors of training, review In the job description, background conditions with categories: necessity of education, economic, social and legal factors, intervention conditions with categories: policy-making and review of job descriptions and categories of strategies, including: monitoring and evaluation, realistic needs assessment, review of training content and targeting, Implications are also with the categories: developing a comprehensive training system, motivating employees and purposeful planning. Manuscript profile

Open Access Article

29 - 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

30 - Explaining the organizational health model of education staff in Fars province
Maasume Jaafari Mojgan Amirianzadeh reza zarei moslem Salehi

10.52547/istd.31375.8.29.78

20.1001.1.24233277.1400.8.29.9.9

The aim of this study was to provide an organizational health model in education staff in Fars province. The present study is qualitative and data based. The statistical population of the present study consists of experts and managers of the Education Organization of Fa More

The aim of this study was to provide an organizational health model in education staff in Fars province. The present study is qualitative and data based. The statistical population of the present study consists of experts and managers of the Education Organization of Fars Province. Purposeful sampling method (desirable cases) was used to interview experts in the field of Farhangian University. In this regard, purposeful theoretical saturation was obtained in the data by in-depth interviews with 14 people. These participants had valuable information on the subject of research and often held managerial and planning positions in the field. Findings showed that the organizational health model of education staff in Fars province and its components are developed in the form of six paradigms of central phenomenon, contextual conditions, causal conditions, intervening conditions, strategies and consequences. In this model, the relationships between components indicate that the organizational health model is performed during a process of interaction between components. Manuscript profile

Open Access Article

31 - Designing a model of managerial competencies based on succession planning using the structural equation model approach
Mohammad Reza Javidi Hadi pourshafei Mehdi Zirak Hossein Momeni Mahmavi

10.52547/istd.31398.8.29.196

20.1001.1.24233277.1400.8.29.6.6

The main purpose of this study is to design a competency model for managers based on the succession of the Education Organization of Khorasan Razavi Province. This research is applied in terms of purpose and descriptive-correlational in terms of data collection. First, More

The main purpose of this study is to design a competency model for managers based on the succession of the Education Organization of Khorasan Razavi Province. This research is applied in terms of purpose and descriptive-correlational in terms of data collection. First, the competency model of managers with emphasis on succession breeding has been tested by structural equation modeling. The research community has been used for the structural interpretive modeling section of the group of experts including 15 experts, university professors and management researchers. Also, in a small part, the views of 180 experienced employees in this field have been used. They were selected by stratified random sampling. According to the theoretical literature of research and study of models along with the opinions of experts, changing the environment of government organizations significantly requires updating the necessary competencies and competencies of a manager. To manage and organize, competence is a set of behaviors that achieve a functional goal. In total, the model obtained in the present study consists of 9 dimensions, 23 components and 80 indicators, respectively. The research examined and related to the competence of managers with emphasis on succession breeding, showed that firstly, the research conducted was not systematically mixed. This means that 9 factors affecting managerial competencies based on succession planning have not been identified and mentioned; Secondly, from all aspects such as individual, family, social, occupational, cultural, economic, physical, etc., they have not looked at the issue of managerial competencies based on succession breeding, while all the aforementioned aspects have been addressed in the present study and for each Which indicators and components have been identified that indicate the comprehensiveness of the model. But in general, research in this field has to some extent confirmed the indicators and components obtained in this research. Manuscript profile

Open Access Article

32 - Developing a model of professional competencies of engineers for industrial modern organizations
Fatemeh Narenji thani Zeinab Sadat Mostafavi

10.52547/istd.31401.8.29.142

20.1001.1.24233277.1400.8.29.7.7

The present study industrial modern organizations industrial organizations. The research method was applied in terms of purpose and a little descriptive-analytical in terms of data collection. The statistical population of the study includes; 1) Expert faculty members i More

The present study industrial modern organizations industrial organizations. The research method was applied in terms of purpose and a little descriptive-analytical in terms of data collection. The statistical population of the study includes; 1) Expert faculty members in engineering and active in the field of industry, 2) Managers and experts working in industrial organizations with experience of 5 years or more and have an engineering degree from 46 universities and 4 top industrial organizations to 467 people. Using Cochran's sampling formula, a sample size of 216 people was selected by stratified random sampling. In order to identify the professional competencies of engineers to enter industrial organizations, the background of the researches and the onet site have been examined, then the qualifications of extraction and based on it into two general categories; General and specialized were classified. In order to collect data, a 42-item researcher-made questionnaire was used and the Cronbach's alpha coefficient for all underlying indices was 82.3. To evaluate the validity of the questionnaire, the opinions of relevant experts as well as the validity of the structure were used. The results showed that: 1- The required professional competencies include; General competencies (personality competence, planning, cognitive competence) and specialized competencies (systematic, applied, professional ethics and strategic. 2- The general model of the research was fitted by using confirmatory factor analysis. 3. All indicators were significantly related to their underlying factor and the measurement model was desirable during the evaluation of minor indicators. Manuscript profile

Open Access Article

33 - Designing a Model for Empowering the Social Security Organization Employees based on the Teachings of Nahjul Balagha
Ali Akbar Esmaeilzadeh Seyed Ali Akbar Ahmadi Hamed FazliKebria

10.52547/istd.31419.8.31.149

20.1001.1.24233277.1400.8.31.2.6

The aim of this study was to present a model of empowerment of employees of the Social Security Organization based on the teachings of Nahj al-Balagheh. On this basis, first, using the documentary analysis approach of Nahj al-Balaghah, Dashti translation, which includes More

The aim of this study was to present a model of empowerment of employees of the Social Security Organization based on the teachings of Nahj al-Balagheh. On this basis, first, using the documentary analysis approach of Nahj al-Balaghah, Dashti translation, which includes 625 pages, 241 sermons, 79 letters ,and 480 wisdoms, was analyzed and the items that were in line with the intended themes were extracted. Then, the indices were selected from the extracted themes and the components were selected from the indices. The analysis performed in this study was inductive qualitative content analysis. The extracted themes were then presented to the experts using the Delphi technique. After Delphi approval, the model was designed. To validate the designed model, the model was developed in the form of a suitable questionnaire and the questionnaire was provided to 281 employees of the Social Security Organization of Chaharmahal and Bakhtiari province. The results were analyzed based on the structural equation model. Therefore, according to factor analysis, 8 factors and 45 items were extracted, which include: factor 1: independence (including 4 items); factor 2: responsibility (including 6 articles); factor 3: self-control (including 8 items); factor 4: self-esteem (including 6 items); factor 5: building trust (including 4 articles); factor 6: Modeling (including 5 items); factor 7: knowledge enhancement (including 6 items) ,and factor 8: work discipline (includes 6 items). Finally the results of path analysis using PLS Smart software indicate the structural fit of the model. Manuscript profile

Open Access Article

34 - Pathology of training and improvement of human resources : The case of the insurance organization
Talat Diba Vajari Frouz Nouri

10.52547/istd.8.28.0

20.1001.1.24233277.1400.8.28.9.7

The purpose of this article is to develop the model and identify the damages of training and improvement of human resources and provide improvement programs in the Agricultural Insurance Fund. The research approach is mixed and in this research quantitative and qualitat More

The purpose of this article is to develop the model and identify the damages of training and improvement of human resources and provide improvement programs in the Agricultural Insurance Fund. The research approach is mixed and in this research quantitative and qualitative approaches are used. The method of this study is evaluation. The interview has been used to identify and select indicators. The selection of participants in the interview process was conducted using a targeted sampling method. Structural Interpretation Modeling Software (IMS) was used for weighting the pathology axes. After determining the axes, they were placed in the pathology model of the MTM. After planning and organizing the pathology, an assessment of human resources training and improvement processes was performed and improvement programs for repair or reduction of injuries were determined and using the RPN technique, Prioritized Manuscript profile

Open Access Article

35 - Study of the role of knowledge management in technological learning by considering the mediating variable of R&D activities in the oil industry
Hamid Babadinia Tahmoores Sohrabi Hossain Adab

10.52547/istd.31494.8.31.232

20.1001.1.24233277.1400.8.31.7.1

Current need for oil products and their applications in various fields, plus Iran’s potential has attracted significant investment in this field as the strategy of the Islamic Republic of Iran is to become self-sufficient and localize oil and gas industry.This study aim More

Current need for oil products and their applications in various fields, plus Iran’s potential has attracted significant investment in this field as the strategy of the Islamic Republic of Iran is to become self-sufficient and localize oil and gas industry.This study aimed to investigate the role of knowledge management in technological learning through the mediating variable of research and development activities in an oil and gas organization.To this end, a research model was presented based on theoretical studies, which yielded three hypotheses. A valid and reliable questionnaire was used to collect data to test the research hypotheses. The statistical population of the study included managers and experts of the company under study (n > 100). Due to the abnormality of data distribution, Smart PLS software was used to test the hypotheses. According to the software outputs, knowledge management affects research and development activities, research and development activities affect technological learning, and knowledge management affects technological learning. Therefore, better implementation of technological learning requires special attention to the creation, sharing and application of knowledge and experience that exists in the organization. Manuscript profile

Open Access Article

36 - 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

37 - 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

38 - Clustering Iranian Gas Industry Managers and Ranking Their Competencies via the EFQM Excellence Model-based Evaluation with an Artificial Intelligence Approach
Ali reza Zamanian Majid Jahangirfard Farshad Hajalian

10.52547/istd.31542.8.31.51

20.1001.1.24233277.1400.8.31.10.4

This study attempted to lay the ground for linking human resources data based on the results of the organizational excellence model for about 51 parent and subsidiary companies of the National Iranian Gas Company using artificial intelligence (AI) and machine learning m More

This study attempted to lay the ground for linking human resources data based on the results of the organizational excellence model for about 51 parent and subsidiary companies of the National Iranian Gas Company using artificial intelligence (AI) and machine learning methods. The goal was to present a model for clustering chief organizational managers based on the companies’ evaluation using the European Foundation for Quality Management (EFQM)-based excellence model. The unique characteristic of this method is that it is formed based on the actual performance and output of successful organizations, headed by successful managers and leaders. Accordingly, a performance-based excellence model can be achieved in the future. The outcomes of model evaluation for 2017, 2018, and 2019 for 51 companies affiliated with the National Iranian Gas Company were first clustered. Clustering was performed for 3776 pieces of data via AI-based methods, and coding was done in Python. This applied study aimed to design and develop a novel method for discovering the experts and scientifically classifying the organization’s human resources based on credible data. It also aimed to integrate novel scientific domains of AI, including clustering, to pave the ground for human resources research. In the applied dimension, the results were used in organizational planning and decision-making to generate a tool whereby the future managerial performance of the organization and staff can be predicted based on appropriate human resources data. Finally, a ranking is presented based on the competency gap by using Fisher discriminant ratio (FDR). Manuscript profile

Open Access Article

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

20.1001.1.24233277.1401.9.33.1.6

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

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

Open Access Article

40 - Identify the Prerequisites for Implementation a Formal Mentoring Program in the Organization
Mahnaz Akbari Ebrahim Rajabpour Aryan gholipour

20.1001.1.24233277.1401.9.32.7.0

Given the importance and necessity of mentoring, as one of the methods of human resource development in Iranian organizations and the fact that the successful implementation of formal mentoring requires a proper platform and the necessary maturity in the organization. T More

Given the importance and necessity of mentoring, as one of the methods of human resource development in Iranian organizations and the fact that the successful implementation of formal mentoring requires a proper platform and the necessary maturity in the organization. Therefore, the purpose of this study is to identify the prerequisites for the successful implementation of the formal mentoring program. The statistical population of the research is university professors and experts familiar with human resource development and especially mentoring method. The research method is qualitative and based on the paradigm of interpretiveness. To achieve this, after reviewing the mentoring literature community, interview questions were ‎designed and after confirming the validity of the questions, ‎‏15‏‎ people with expertise in the ‎field of human resource development, especially mentoring, were interviewed by purposive ‎sampling. Then, the results of the interviews were analyzed using the theme analysis method using Brown and Clark approach and the necessary prerequisites for mentoring were categorized in the form of McKenzie 7S model. The results showed that factors such as; a culture based on learning, the maturity of human resource processes, the financial strength of the organization and the existence of a strategic vision in the organization are the main prerequisites for implementing a formal mentoring program in the organization. Manuscript profile

Open Access Article

41 - Designing a model of critical success factors in human resource training
حیدریه naser gholami Hadi Ramezanian Fahndari Hossein momenimahmouei mehdi zirak

20.1001.1.24233277.1401.9.35.2.1

The purpose of this study is to design a model of critical success factors in human resource education. The purpose of this research is applied research and in terms of research method is mixed. On the other hand, the type of research in terms of data collection is fiel More

The purpose of this study is to design a model of critical success factors in human resource education. The purpose of this research is applied research and in terms of research method is mixed. On the other hand, the type of research in terms of data collection is field type. In the qualitative part, interviews were used to collect data. Since semi-structured interviews were used in the qualitative stage, the three-stage coding method of Strauss and Corbin (1998) was used to analyze the data. In the second stage of research and construction of the questionnaire, a quantitative method was used to test the proposed model and in this stage, structural equation modeling was used. The statistical population of the employees of Iran State Trading Company and its affiliated offices was 2756 people. The calculated alpha coefficient for the researcher-made questionnaire was 0.867, which confirms the reliability of the research tool. Mean and standard deviation were used to analyze the data and in the inferential statistics section, confirmatory factor analysis was used with the help of Lisrel 8.80 software. The results of factors ﻋﻠ ای, contextual, strategic, intervening, ﭘﯿﺎﻣﺪﻫﺎ and ﻣﻮﺛﺮ ﻣﻮﺛﺮ on the success of human resource training of the State Trading Company of Iran were identified. Also, factors ﻣﺪﻣﺪ ﮔﺮ, زﻣﯿﻨﻪ ای, رادی and ﻋﻠﻋﻠ تاثیر have an effect on the success of human resources training of Iran State Trading Company. Manuscript profile

Open Access Article

42 - Providing a model of empowerment of administrative system employees based on organizational intelligence components and interpersonal organizational relationships (Case study of electricity industry in Sistan and Baluchestan province
Fatemeh khoshhal Alireza sargolzaie Zahra Vazife

20.1001.1.24233277.1402.10.36.3.1

Manpower is the main focus of behavior and performance in the organization. In today's organizations, new paradigms are based on empowering human capital to take advantage of the ability of individuals to deal with uncertain and complex conditions and achieve their plan More

Manpower is the main focus of behavior and performance in the organization. In today's organizations, new paradigms are based on empowering human capital to take advantage of the ability of individuals to deal with uncertain and complex conditions and achieve their plans and goals and contribute to the survival and success of the organization.Considering the importance of the performance of the electricity industry, the purpose of this study is to provide a model of empowerment of administrative system employees based on the components of organizational intelligence and interpersonal organizational relationships. The research method is descriptive in terms of applied nature and in terms of data collection and survey in terms of implementation method. It is a tool for compiling questionnaire information. Interpretive structural modeling methodology, relationships between dimensions and specifics were determined and analyzed.The results showed that in the seventh level, there is a performance management index, which is the most important index. The basis of employee empowerment is based on performance management and in any action to empower employees, the high impact of this index on macro variables of the organization should be considered. Also in the first level, the role impact index was placed, which has the highest dependence. Manuscript profile

Open Access Article

43 - 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

44 - 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

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

20.1001.1.24233277.1401.9.34.5.2

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

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

Open Access Article

46 - 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

47 - An Investigation of Effectiveness of Online Development Courses for Faculty Members based on Principles of Education Science
Bahar Bandali Razieh Shahverdi Somaye Rahimi Morteza Rezaeizadeh Abasalt Khorasani

20.1001.1.24233277.1402.10.37.8.8

In our country we face the fact that many faculty members of the universities have not received formal teacher training but they teach and this has been one major concerns in the field of education. On the other hand, many courses that are held in person or virtual with More

In our country we face the fact that many faculty members of the universities have not received formal teacher training but they teach and this has been one major concerns in the field of education. On the other hand, many courses that are held in person or virtual with the purpose of training teaching to the professors do not serve the expected effectiveness. Hence, this study was conducted with the aim of examining the effectiveness of an electronic off-line course for development of faculty members which was held in one of the high-rank universities of Iran. This course titled "Teaching Competencies in the Virtual Classroom" was designed and implemented in order to improve the competencies of the professors in the three fields of teaching, assessment and electronic content development in the virtual classroom. The current research design was quantitative and the research strategy was a quasi-experiment of the pre-test and post-test type. The participants of this course were 33 university faculty members who completed the course in 5 weeks. In order to collect data, several self-report questionnaires were used, which were designed based on the level one and two components of Kirkpatrick's model. The results of the research showed that the reaction of the participants (satisfaction, involvement and relationship with the job) was positive towards the course and also this course had a significant effect on the perceived knowledge and skills of the participants. However, in the dimension of attitude, it had a negative effect on the attitude of the participants towards teaching. In addition, the self-confidence and commitment of the participants did not show any significant changes. These results have been discussed in relation to the eight pedagogical and andragogical features of the course, and the reasons this course has not been able to have the expected effects on the attitude, self-confidence and commitment of the professors has also been discussed. Also, the effects and application of these findings in both theoretical and practical fields are presented. Manuscript profile

Open Access Article

48 - 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

49 - 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

50 - An Investigation and Pathology of Organizational Training for Engineers in Water and Electricity Industry Based on ADDIE
zainab sharaf Mohammad reza Nili Ahmadabadi Mohammad Javad Liaghatdar

Organizational training could play a significant role in keeping the knowledge, skills and attitudes of employees updated, if it is conducted based on scientific principles and methods and considered as an empowering factor. In this regard, the present study seeks to ev More

Organizational training could play a significant role in keeping the knowledge, skills and attitudes of employees updated, if it is conducted based on scientific principles and methods and considered as an empowering factor. In this regard, the present study seeks to evaluate and identify the limitations of the organizational training of engineers in the water and electricity industry. To this aim a mixed method was used including survey method in the quantitative phase and phenomenology in the qualitative phase. The research tool in the quantitative part was a researcher-made questionnaire and in the qualitative part it was a semi-structured interview. The participants in the quantitative part included trained engineers, 900 individuals in the year 2021, and in the qualitative part there were teachers and employers in the water and electricity industry. In the quantitative section, 269 individuals were selected by simple random sampling using Morgan's table, and in the qualitative section, 20 individuals were interviewed based on the theoretical saturation level. For analyzing the quantitative data, SPSS software was used and for qualitative data analysis, thematic analysis method was used. According to the findings of the quantitative part of the research, the current state of organizational training of engineers in the water and electricity industry in all 5 dimensions of education is at the average and below average levels. On the other hand, based on the findings of the qualitative part, the main limitations of the organizational occupational training system include process limitations, motivational, cultural and administrative structure. The results revealed that the organizational training of the water and electricity industry does not meet the desired quality levels; cultural problems and inattention to the academic degrees, lack of motivational incentives, structural-administrative problems and process problems and non-compliance of organizational trainings with scientific and logical approaches could be mentioned as some of the factors leading to the current situation. Manuscript profile

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