List of Articles مدیریت منابع انسانی

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  1 - The Mediatory Role of Organizational Learning in the Relationship between Human Resources Management Practices and Organizational Innovation
  Ghasem Salimi
  The purpose of current research is to investigate the effect of human resource management practices on organizational innovation with mediatory role of organizational learning in Shiraz University. The research method was descriptive – correlation and the statistical po More

  The purpose of current research is to investigate the effect of human resource management practices on organizational innovation with mediatory role of organizational learning in Shiraz University. The research method was descriptive – correlation and the statistical population consisted of the whole staff of Shiraz University that among them 201 employees were selected by using Cluster sampling method. Three following questionnaires were used as research tools ; human resource management practices (Raj & Srivastava, 2013), organizational innovation (Shoham, 2012) and organizational learning (Ju, 2006). After estimating the reliability and validity, questionnaires were distributed. Results indicated that human resource management practices weren't a significant predictor of organizational innovation directly but it affected organizational innovation by mediatory role of organizational learning. Finally, the current paper offers guidelines to HR managers in regard to organizational learning and its importance to achieve organizational innovation. Manuscript profile
• Open Access Article
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  2 - The Mediatory Role of Organizational Learning in the Relationship between Human Resources Management Practices and Organizational Innovation
  Ghasem Salimi
  The purpose of current research is to investigate the effect of human resource management practices on organizational innovation with mediatory role of organizational learning in Shiraz University. The research method was descriptive – correlation and the statistical po More

  The purpose of current research is to investigate the effect of human resource management practices on organizational innovation with mediatory role of organizational learning in Shiraz University. The research method was descriptive – correlation and the statistical population consisted of the whole staff of Shiraz University that among them 201 employees were selected by using Cluster sampling method. Three following questionnaires were used as research tools ; human resource management practices (Raj & Srivastava, 2013), organizational innovation (Shoham, 2012) and organizational learning (Ju, 2006). After estimating the reliability and validity, questionnaires were distributed. Results indicated that human resource management practices weren't a significant predictor of organizational innovation directly but it affected organizational innovation by mediatory role of organizational learning. Finally, the current paper offers guidelines to HR managers in regard to organizational learning and its importance to achieve organizational innovation. Manuscript profile
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  3 - Presenting Sustainable Human Resource Management Scorecard in Knowledge-based ICT Companies in Iran
    ebrahim salehi omran Soheila Hashemi  
  Specialized and skilled human resources in information and communication technology (ICT) companies are the most significant sources of organizational capital as companies offering knowledge and expertise services, that are also critical for long-term survival of the or More

  Specialized and skilled human resources in information and communication technology (ICT) companies are the most significant sources of organizational capital as companies offering knowledge and expertise services, that are also critical for long-term survival of the organizations. Sustainable approach in human resource management (HRM) plays an important role in attracting and retaining talented and specialized individuals through establishing changes in HRM practices. The purpose of this qualitative study was to provide sustainable HRM scorecard based on HRM processes in knowledge-based ICT companies in Iran. The population of this research was the scholars and experts with relevant scientific and research experience in Irisa, System group and Rayvarz software engineering companies. These three companies were selected for the study using intensity sampling. The data was collected through semi-structured interviews with experts and were analyzed using thematic analysis technique. Through the results of data analysis, goals, evaluation criteria and the consequences of sustainable HRM in each of the HRM functions (recruitment, training and development, retention, compensation and turnover) were identifyed. The findings of this study suggested the high potential of sustainable HRM in improved sustainable competitive advantage, organizational sustainability, increased productivity and strategic position for organizations. Manuscript profile
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  4 - Analysis of Quantum Learning for Optimizing Human Resources Training
  fariborz mohammad hadi
  Excellent advances of interdisciplinary studies have provided a suitable opportunity for researchers to gain a better understanding of the application of the physics in Management knowledge. Scientific influence of quantum theory, has led to the principles and concepts More

  Excellent advances of interdisciplinary studies have provided a suitable opportunity for researchers to gain a better understanding of the application of the physics in Management knowledge. Scientific influence of quantum theory, has led to the principles and concepts of this science as an approach in other disciplines including Educational science and Human Resources training and development, used to get. The study focused on application of the concepts of Quantum physic theory to explain the conceptual and practical issues of main core of educational systems in the area of instruction and learning. It seems that quantum approach in teaching and learning, as one of the newest and most advanced of teaching – learning systems, could solve many problems of human resources training. The main objective of this research was to explain the interpretation of quantum mechanics to improve training systems. This interpretation can be used to improve theory and practice of human resources training. The methodology used in this study is hermeneutic method and analysis of theoretical bases. The results showed that that quantum approach is an effective way to optimize the functionality of educational systems in ambiguity and complex situations; therefore, this approach can be used to improve human resources training. Manuscript profile
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  5 - Emerging the Model of Social Media Usage in employee's training based on the Grounded Theory (Case Study: Banking Industry)
  Hasan boudlaie ali noghreh abbas nargesian
  Nowdays, training is recognized as one of the most important factors that increase the effectiveness and efficiency of employees. Social media has been also increasingly used in employee training in recent years. Therefore, the purpose of this study is to identify the v More

  Nowdays, training is recognized as one of the most important factors that increase the effectiveness and efficiency of employees. Social media has been also increasingly used in employee training in recent years. Therefore, the purpose of this study is to identify the value of social media in organizational learning through finding the perspectives of training managers and experts, then to emerge a model of social media usage in employee’s training. This qualitative study is based on grounded theory approach. The research data were collected through semi-structured interviews with 15 managers and training experts of banks in Tehran who were selected by random sampling. Data analysis was performed in three stages of open coding, axial coding, and selective coding, and based on this a qualitative model of research was designed. The results of this study reveal the extraction of over 110 initial codes of interviews and 78 concepts and 18 categories in the paradigmatic paradigm including: central category (interactive technology-based learning), causal conditions (senior management support, change management, Competency-based HRM, Audience-driven approach), Contextual Conditions (corporate organizational culture, organizational agility, organizational policies, technological infrastructure), Interventional Conditions (Poor Technological Infrastructure, Inadequate Financial Resources, Lack of Staff Awareness), Strategies (Knowledge Management, Teamwork activities), Consequences (Reducing training costs, Improving employee performance, Training effectiveness, continuous learning). Manuscript profile
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  6 - 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
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  7 - 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