List of Articles استعداد

• Open Access Article
  • Abstract Page
  • Full-Text
  
  1 - Determining the Consistency in Competencies of Human Resource Managers Based on Ulrich Competencies Model: A Case Study (Mobarake Steel Co.)
  iraj soltani
  The current research was performed in Mobarake Steel Co. in order to determine the required competencies in human resources entitled “competencies of human resource managers in companies based on Ulrich competency model”. The statistical society of the study comprises o More

  The current research was performed in Mobarake Steel Co. in order to determine the required competencies in human resources entitled “competencies of human resource managers in companies based on Ulrich competency model”. The statistical society of the study comprises of 16 human resource managers among 32 and also 90 operational managers among 120 that were randomly selected using the Morgan table. Then two kinds of questionnaires were designed in order to compare the viewpoints of human resource managers about their own performance and also operational managers’ viewpoints about human resource managers’ performance using Ulrich competencies model. The data were analyzed through SPSS software, ANOVA, normality test, one sample T test, two independent sample T test, simple regression, multivariate regression and Pearson correlation. Finally the following results were estimated: Credible Activist 3.12 ,Culture & Change Steward 2.98, Talent manager/organization designer 3.04, Strategy architect 2.89, Operational executor 2.98, Business ally 2.96, and the mean was 3.00. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  2 - Evaluating Talent- based Development in Saipa Automobile Manufacturing Company
  Khodayar Abili سارا رحمتی
  The aim of this study was to determine the status of talent- based development process in the human resources department of Saipa automobile manufacturing company. In terms of purpose this study is an applied research, and research evaluation for data collection. Statis More

  The aim of this study was to determine the status of talent- based development process in the human resources department of Saipa automobile manufacturing company. In terms of purpose this study is an applied research, and research evaluation for data collection. Statistical society was staff of Saipa Company’s human resources department to 260 people using the random sampling method, 155 of them were selected and questioned. A researcher-made questionnaire consisted of 20 closed questions was used to collect data. The validity of this was reviewed and approved by using view point of university professors and its reliability was calculated 94/5% by using Cronbach's alpha. After gathering and summarizing data, were used descriptive and inferential statistics to analyze and interpret the research questions. The results showed that from the organization's employees point of views the situation of talent based development process is in a favorable level. Moreover, the results indicate a significant gap between the current situation and the desired situation in all components of talent based development process. Solutions for lowering this gap were suggested. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  3 - Identifying Talent Development Mechanisms in Iranian Electric Industry
   
  The current study aimed to identify talent development mechanisms in Iranian electric industry applying a mixed method approach. In qualitative phase, statistical population included academic informants and electric industry’s human resource managers and talents from wh More

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

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

  The current study aimed to identify talent development mechanisms in Iranian electric industry applying a mixed method approach. In qualitative phase, statistical population included academic informants and electric industry’s human resource managers and talents from whom 19 people were purposefully selected and profoundly interviewed. The collected qualitative data were analyzed using thematic analysis technique and its validity was confirmed applying member checking, data source triangulation and peer debriefing techniques. In quantitative phase, statistical population consisted of 279 talents from which 134 people were selected randomly as a sample using levy and lemeshaw (1981) formula. Data was collected applying researched- administered questionnaire which contain 56 questions. Structural equation modeling with partial least squares (PLS) approach was used to analyses the collected data. So, in order to do second order confirmatory factor analysis, Smart-PLS3 was utilized. Finally, findings obtained from thematic analysis showed that the main talent development mechanisms in Iranian electric industry were categorized into Internal/external organizational sessions, vertical career path, horizontal career path, self- development, coaching, succession planning, training, performance management, job design techniques, team working, learning by doing, knowledge sharing, and networking. Results of one sample t- test indicated that all identified mechanisms were evaluated adequately by electric industry’s talents. Furthermore, confirmatory factor analysis’ results showed that all observable and latent variables’ factor loading were above 0.70 and were confirmed at 0.01 levels. In other words, the 13 mechanisms identified in qualitative phase can be considered as the fundamental factors of talent development and it can be predicted applying them Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  6 - 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
  • Abstract Page
  • Full-Text
  
  7 - A Model of Talent Search for Faculty Members in Comprehensive Universities with Regional Performance Level based on Human Resources Development Strategies (A Case Study: Lorestan University)
  unes romiani Khodayar abili javad porkarimi saeid frahbakhsh
  20.1001.1.24233277.1402.10.36.1.9
  Talent management is one of approaches that could assure the universities that competent and talented individuals could receive appropriate job positions and focuses on the significance of managing people and situations at different organizational levels. The current re More

  Talent management is one of approaches that could assure the universities that competent and talented individuals could receive appropriate job positions and focuses on the significance of managing people and situations at different organizational levels. The current research was conducted with the aim of designing a model of talent search for academic staff members in comprehensive universities with regional performance level based on the principles of human resources development. The research method of this study was applied in terms of purpose and exploratory in terms of data collection. In the qualitative phase, the statistical population consisted of academic and executive experts, 19 of whom were purposefully selected and interviewed in a semi-structured manner. In the quantitative part, the statistical population included all the academic staff members of Lorestan University, (n=307) and 110 individuals were selected as a sample using stratified random sampling. The tool of data collection in the qualitative part was semi-structured interviews and in the quantitative part two researcher-made questionnaires used for the purpose of accreditation and validation of the exploratory model. The results showed that the educational component (scientific mastery, effective teaching, learning), the research component (application of knowledge, research ability, scientific writing and publication, analysis), and the consulting component (consulting business environments, consulting students and advice to the community) constitute the main dimensions of the model, in addition, the results of the t-test in the validation section of the model indicated that all components have sufficient validity to be included in the final model. Furthermore, the findings of the research revealed that all observable and immediate variables had a factor load higher than 0.70 on their current variable; therefore, it was significant at the 0.01 level. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  8 - Succession by attracting and developing academic talent in an engineering firm: A meta- synthesis study
  Abbas  abbas pour Vadood Ghasem Talebi Morteza  Taheri Hamid Rahimian Saeed Ghiasi Nodooshan
  Abstract: The succession planning is an effective strategic approach to maintain and develop human resources within organizations. Although succession is an effective strategy to focus on creating a regular structure for organizations, many companies lack regular succe More

  Abstract: The succession planning is an effective strategic approach to maintain and develop human resources within organizations. Although succession is an effective strategy to focus on creating a regular structure for organizations, many companies lack regular succession planning, so that people with the necessary skills and expertise cannot be placed in specific positions. Based on this, the aim of this article is to find the effective components on succession with the approach of attracting and developing academic talents in engineering companies. In this research, a qualitative meta- synthesis method has been used. After conducting a keyword search in reputable national and international databases from 1997 to 2023, a total of 2,181 studies are identified, and 91 studies are selected for the purpose of analysis and information extraction. After conducting analysis, succession planning with a focus on attracting and developing university talents at engineering companies is categorized into 5 dimensions Including: creating commitment, determining policy, attracting and developing academic talent, leadership improvement program and program evaluation and 11factors and 30 sub-factors. Based on the finding, it is worthwhile mentioning that the components of succession planning are determined with a focus on attracting and developing university talents, due to which this research can assist companies to formulate and implement succession planning programs having employed university talents. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  9 - Succession Planning in Schools and Educational Centers: A Synthesis Research Approach
  Behzad Jahanshiri hadi pourshafei Hossain Momenimahmouei
  Efficient human resource is a major indicator of the superiority of an organization over other organization. One of the indicators of retention, empowerment and development of employees in organizations is to pay attention to the replacement of people for the future pos More

  Efficient human resource is a major indicator of the superiority of an organization over other organization. One of the indicators of retention, empowerment and development of employees in organizations is to pay attention to the replacement of people for the future positions of the organization. This is of special significance in educational organizations considering their goals, hence the aim of the current research was to identify the indicators and components of the replacement of managers in schools and educational centers. The approach of the current research was qualitative and the method was synthetic. The research corpus included all the articles published in the last decade (2006-2023), of which 24 articles were selected as samples based on thematic content monitoring. The research data were collected by qualitative analysis of the studied documents. By analyzing the data, key factors in 4 dimensions, 11 factors and 54 categories including the dimension of succession management (components such as competence-oriented, knowledge management, transformational and creative leadership, strategic planning); cultural organizational dimension (components such as strengthening the culture of cooperation and teamwork, delegating authority, maintaining talented human resources), approaches and strategies of parenting dimension (components such as approaches based on self-development and approaches based on cooperative learning), and monitoring and evaluation dimension (components such as program monitoring and evaluation of individual competencies) were classified. The results showed that in order to design succession planning patterns, in addition to the personal components of the succession, organizational culture, attention to effective approaches in education, proper management in succession planning, and appropriate evaluation should be considered. Manuscript profile