مدیریت منابع انسانی

Open Access Article

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

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

Open Access Article

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

Open Access Article

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

Open Access Article

5 - Analysis of human resource management performance in identifying and meeting the needs of professional development of faculty members (case study: Shahid Beheshti University)
Farnoush Aalami Abasalt Khorasani Hamed Kamali Armita Shiroodi

by adopting a quantitative approach and using the survey method, the present study sought to analyze the performance of human resources management in identifying and addressing the needs of faculty members' professional development. finally, out of 850 faculty members More

by adopting a quantitative approach and using the survey method, the present study sought to analyze the performance of human resources management in identifying and addressing the needs of faculty members' professional development. finally, out of 850 faculty members of the Shahid Beheshti University, 270 members were selected as sample size and were sampled in a relative sampling process. A researcher-made questionnaire was used to collect data. Validity of the questionnaire was confirmed by the experts and its reliability was calculated using Alpha coefficient of Kornbach .89. The data were analyzed in two levels of descriptive and inferential statistics. The findings of the research indicated that the faculty members' knowledge of the needs for research, educational, personal, organizational and ethical development was reported to be high. However, HRM has only been reported to meet the needs of the training professional development and has been reported at a disadvantage in addressing other needs. Therefore, the fundamental gap between the needs of faculty members' professional development and the HRM function is evident in meeting these needs. Such a gap reflects the need to modify and modify HRM procedures in the needs assessment and planning of professional development of Such a gap reflects the need to modify and modify HRM procedures in the needs assessment and planning of professional development of faculty members.faculty members. Manuscript profile

Open Access Article

6 - 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

Open Access Article

7 - Designing a coaching model for operational managers of Persian Gulf Petrochemical Company in order to motivate human resources
Hajat hajizadeh Foad Makvandi Ghanbar Amirnejad

10.52547/istd.31193.8.29.52

20.1001.1.24233277.1400.8.29.2.2

Contemporary organizations operate in an increasingly complex and changing environment. Therefore, they are seeking a new approach in management and leadership to meet the needs of employees and organizations to thrive in today's highly dynamic environment. Coaching of More

Contemporary organizations operate in an increasingly complex and changing environment. Therefore, they are seeking a new approach in management and leadership to meet the needs of employees and organizations to thrive in today's highly dynamic environment. Coaching of managers is defined as a strategy for human resource development and is a dynamic process that improves job performance.The present study was aimed to design a coaching model for operational managers of the Persian Gulf Petrochemical Company for motivating human resources. The statistical population of the study included 18 experts of senior managers and human resource managers of the Persian Gulf Petrochemical Company, faculty, or university teachers. In this qualitative study, from the foundation data strategy and saturation sampling method was used and the interviews were coded using maxqda software. The results indicated that out of 805 extracted concepts, 145 basic codes were identified in 23 categories including communication, strategy, and objectives of the organization, legal requirements, human resource motivation, organizational training, empowerment, teamwork, succession planning, organizational agility, job satisfaction, organizational structure, human resource management performance, organizational culture, participatory management, talent management, knowledge management, coaching, skills, and competencies of managers, service compensation system, job characteristics, staff features, organizational characteristics, and learning. Manuscript profile

Open Access Article

8 - Designing a model for human resource empowerment in the National Standard Organization of Iran
Ali Abazari Sivandi

20.1001.1.24233277.1401.9.32.10.3

Today, human resources empowerment is considered as an essential and important process in leading organizations. One of the basic needs of the third millennium organizations, considering the difference and variety of definitions and interpretations in the field of human More

Today, human resources empowerment is considered as an essential and important process in leading organizations. One of the basic needs of the third millennium organizations, considering the difference and variety of definitions and interpretations in the field of human resources empowerment, is developing a valid and executable model. Therefore, the present study aimed to design a human resource empowerment model in the National Iranian Standards Organization. For this purpose, a qualitative and quantitative mixed approach has been used to design and develop a comprehensive model. Also, the present study is an exploratory, survey, causal, applied and fundamental research in terms of the purpose and method. The research statistical population consists of the staff of the Iranian National Standards Organization (400 persons) as well as experts and academics in the field of human resources empowerment and human resources managers of the Iranian National Standards Organization. In the first step, the categories were extracted by interviewing human resources and human resources empowerment Managers of the Iranian National Standards Organization to design the model; then, the research questionnaire was distributed among the staff of the organization that 302 questionnaires (75.5% rate of return) were returned and analyzed. The results, obtained from the analysis, showed the importance of relationships and components of the proposed model. Manuscript profile

Open Access Article

9 - Designing a professional development model for managers with a data-based approach: Qualitative research in education
younes sahranavard nashtifan Salahedin ebrahimi Bahman Gholami سیامند مولودی

The educational system is the basis for intellectual growth and development and the basis for the maturity and realization of human capacities, and education managers must be professionally developed to carry out this mission successfully, because a large part of the co More

The educational system is the basis for intellectual growth and development and the basis for the maturity and realization of human capacities, and education managers must be professionally developed to carry out this mission successfully, because a large part of the complexity and sensitivity of the educational system. It refers to the behavior of managers and the success of the organization in achieving organizational goals and missions depends on the existence of competent and competent managers; Therefore, the present study was designed to develop a model for the professional development of education managers. To conduct the research, a qualitative approach with grand theory method was used. The study population was all experts, professors and senior managers in the field of human resources in education who were interviewed using purposive sampling with 21 experts. The research tool was a semi-structured interview. Open, axial and selective coding methods were used to analyze the qualitative findings. The results showed that "Development of cognitive-leadership-management skills and development of professional ethics" as key categories, "Professional development planning, organizational talent, educational and learning opportunities and self-development "As causal conditions", "networking, guidance, facilities and resources and career path management" as strategies, categories of "organizational values and culture, group of managers and working conditions" as a platform, "organizational factors, Learning-Improvement-Development Atmosphere and Barriers and Involvement of Managers were introduced as intervening conditions and succession can have consequences for individual and organizational development in education and positive extra-organizational effects for society. Manuscript profile

Open Access Article

10 - 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

11 - 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

12 - 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

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