List of Articles human resources management

• Open Access Article
  • Abstract Page
  • Full-Text
  
  1 - Designing of Human Resources Development Strategies Model of Private Banks of Iran
  Akbar Eydi abdolrahim navehebrehim Saeed Jaafari Nia Akbar Hasanpour
  In recent years, the use of strategic management has been widespread in various fields, including the field of human resources. many organizations are working to identify their desired future and focus on achieving their goals. In this regard, the purpose of this resear More

  In recent years, the use of strategic management has been widespread in various fields, including the field of human resources. many organizations are working to identify their desired future and focus on achieving their goals. In this regard, the purpose of this research was to design a model for the development of human resources strategies at the level of private banks in the country using a mixed research method. The statistical population in the qualitative section included all available resources and documents in 278 cases, which was selected by systematic extra-systematic method of 141 sources. The participants in the quantitative section included 402 private key bankers who, based on the Morgan table, 196 were selected by stratified random sampling. In the qualitative section with exploratory approach, documents were examined in the framework of the method of the analysis of the subject. to collect information in a quantitive section, a researcher made questionnaire whose validity was calculated by Cronbach's alpha. The results of the first question was identification of 817 key propositions, 32 basic themes, 17 themes and 7 main themes including "strategic insight, strategic analysis, timely decision making, strategic culture, strategic leadership, strategic management of knowledge and strategic monitoring". Which was used to validate them (second question of research) from confirmatory factor analysis and structural equations. The results obtained after the removal of non-significant pathways indicated RMSEA (0.052), NFI, CFI, GFI (0.09), and Chi-square to degree of freedom is 3.14, which indicates the optimal fit of the model and the conformance of the conceptual model of the research to observed data. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  2 - Introducing Mentoring Model By Improving Human Resources Practices Approach, (Case Study: National Iranian South Oilfields Company)
  Ali Ghasemi Ghasemvand Vahid Chenari Mehrdad  Hamrahi aliakbar ahmadi
  20.1001.1.24233277.1401.9.34.6.3
  The purpose of this research is introducing mentoring model by improving Human Resources Practices approach in National Iranian South Oilfields Company. This research is done according to qualitative and quantitative approach (Mixed method). In qualitative step finding More

  The purpose of this research is introducing mentoring model by improving Human Resources Practices approach in National Iranian South Oilfields Company. This research is done according to qualitative and quantitative approach (Mixed method). In qualitative step finding necessary factors and bases for model were done by use of interview with 11 people of experts that were chosen by use of snowball sampling method and theme analysis was used and this research is an exploratory research. To survey the validation of the research qualitative data gathering tool expert`s opinions were used and to survey the reliability of the theme analysis findings Kappa Index was used and 96 initial codes in the form of 12 themes and in fact necessary bases for designing model were found that consists of: organizational relationships, mentoring assessment, organizational education, organizational commitment, personnel empowerment, organizational chart, organizational factors, knowledge management, career path management, human resources management, organizational performance results and mentor`s individual characteristics. In quantitative step for model validation Structural Equations were used. In this research by use of stratified random sampling and according to Cochran formula, out of 105 people in the statistical population, the number of sample should be 83 people that 100 questionnaires were distributed for precaution. Research model according to qualitative analysis findings and results of Structural Equations and according to finding necessary bases for implementation of mentoring and by use of Partial Minimum Square Technique was examined and finally mentoring model by improving Haman Resource Practices Approach and suggestions for creating the necessary conditions and context for the implementation of mentoring were introduced. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  3 - 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