Human Resources Development

Open Access Article

1 - Promoting Quality of Human Resources Training in Higher Education with Emphasis on Social Capital Development
ebrahim salehi omran

Development of social capital as a macro-policy in higher education may result from high quality human resource training. Educational systems can provide quality training opportunities, laying the groundwork for people to get involved in social events. In this respect, More

Development of social capital as a macro-policy in higher education may result from high quality human resource training. Educational systems can provide quality training opportunities, laying the groundwork for people to get involved in social events. In this respect, various theoretical conceptions of training qualification should be, however, taken into consideration. In recent decades, the relevance and development of quality training or social capital development has been a theoretical conception influencing Human Resource training quality. Thus, the present paper explores this idea, using a descriptive, analytical, qualitative approach. Analysis of social capital and its relation to the quality of educational skills, which is required for human resources, can be regarded as a genuine policy in promoting higher education quality. Finally, it can be claimed that wise policies in higher education is a prerequisite for offsetting cultural and economic aspects. Manuscript profile

Open Access Article

2 - Designing a National Human Resource Development Model Using System-Dynamic Approach
Rahmatollah Pakdel Aryan gholipour Syed Hosain Hosseini

20.1001.1.24233277.1397.5.16.3.6

Redesigning the systems and processes associated with each of them can have a significant effect on the guidance and management of the human resources of the country towards the goals and aspirations of the country's development and also prevent parallel and non-systemi More

Redesigning the systems and processes associated with each of them can have a significant effect on the guidance and management of the human resources of the country towards the goals and aspirations of the country's development and also prevent parallel and non-systemic actions & activities. This article designed with the purpose of providing a model for explaining the components and the way in which communication and interaction between policies, strategies, plans along with actions of each of these organizations and relevant ministries in the development of human resources. Based on the exploratory method, the required qualitative data for analysis is extracted for analysis based on the systemic approach, the interactions between national human resources components & subsystems and also system variables. The results of this study indicated that the National Human Resources Development System (NHRDS) has the main sub-systems of training and supply of human resources and labor market. These two subsystems are subordinated to HRM and Economic Development. In other words, the HR policies of the country act as inputs for the supply and labor market subsystem. Also, the causal circles derived from the six subsystems of this model, trace the effective variables and how to interact with each other and propose it as a basis for the solution presentation. Manuscript profile

Open Access Article

3 - Formulating the Pattern of Individual Development Plan for Human Resource Managers in Banking Industry
Arian Gholipour abolhassan faghihi MOHAMMAD ALI SHAHHOSSEINI baharak sefidgaran

managers, especially human resource managers, are recognized as the most important guides in development programs and they can do this in a desirable way if they, themselves have the learning spirit and have a documentary individual planning for development and excellen More

managers, especially human resource managers, are recognized as the most important guides in development programs and they can do this in a desirable way if they, themselves have the learning spirit and have a documentary individual planning for development and excellence. In our country, despite the attention to the development of managers in different fields, the approach of determining how to implement this development is not very relevant in terms of the specific competencies associated with the organizational domain and business environment and this issue has also been neglected in the banking system. The purpose of this research was to provide a pattern of the individual development plan for HR managers of the banking industry and to explain the components of the development plan and the relationships between them. To provide this framework, the literature and background, models, views and research on the individual development plan were widely studied and the primary pattern was designed, using the results of this step. Then, semi-structured interviews were conducted with 14 senior HR managers in the banking system, and the data were analyzed by using the software analysis (QSR Nvivo). In the following, A group interview was conducted in the form of a focus group with six human resource specialists in the banking industry and professors in this field to validate the proposed framework. Finally, in order to validate and prioritize these components, distribution of the questionnaire has been considered among 32 high-ranking HR managers of the banking system as another step of research. In the presented pattern in this study, the influential factors (strategy, culture and organizational texture), success factors (organizational requirements, design requirements and individual requirements), and Results (cognitive, attitude, skill and performance) are as the components of the individual development planning. Also, expected competencies and competency-based dimensions and how implementation of development measures for the HR managers of the banking industry are identified. Manuscript profile

Open Access Article

4 - Designing an Individual Human Resources Development Plan and Elaboration of its Role in the Organizational Performance (Case Study: Social Security Organization, Tehran Branch)
Naeimeh Tazakori Mohammad Feizi Mohammad Rouhi Eisalou Eshagh Rasouli

The study is of the basic-applied research type that uses a combined exploratory research method. The study population is comprised of 16 human resources development experts and social security organization’s managers in the qualitative section and 351 staff members wor More

The study is of the basic-applied research type that uses a combined exploratory research method. The study population is comprised of 16 human resources development experts and social security organization’s managers in the qualitative section and 351 staff members working in social security organization as the study sample volume in the quantitative section. Purposive sampling was the method of choice in the qualitative section and simple randomized sampling was utilized in the quantitative part. The data collection instrument was semi-structured interviews in the qualitative section and Heresy and Goldsmith’s organizational performance questionnaire and a researcher-constructed human resources development questionnaire in the quantitative section. To analyze the data in the qualitative section, use was made of NVivo11 in the qualitative section and SPSS19 was employed in the quantitative section. The data analysis method included a qualitative grounded theory method (open, pivotal and selective coding) and Pearson correlation and simultaneous regression in the quantitative section. The study results resulted in the formation of an individual HR development pattern in the qualitative section for Tehran’s social security organization; in the quantitative section, the effect of the pattern on the organizational performance was investigated and the results signified the positive effect of the individual HR development on the organizational performance. The present study’s findings can offer applied and operational implications in line with individual HR development and organizational performance improvement in social security organization. Manuscript profile

Open Access Article

5 - Integrative Review of HRD Theory Building Literature: Thinking Proceedings and Applied Learnings
Rasool Rasayi Fard

This article aims to conduct an integrative review of the theory building literature of human resource development in order to identify thinking Proceedings and applied learnings in the 28-year history of theory building. Literature Thematic analyze based on Creswell (2 More

This article aims to conduct an integrative review of the theory building literature of human resource development in order to identify thinking Proceedings and applied learnings in the 28-year history of theory building. Literature Thematic analyze based on Creswell (2008) procedure and Callahan (2010) method has used for getting research goal. Research data has been scientific work about Human Resource Development include scientific article, paper, book chapter and conferences paper that published from 1990 to 2018. Criteria for choosing data has been theory building research in Human Resource Development, role of other scientific disciplines in Human Resource Development and theory development in Human Resource Development. Research data has been searched and selected in scientific databases. Data has included 183 article, paper and book chapter. In the next round articles and book chapters has studied and themes has extracted. Entirely 341 themes has extracted. The next step has been Coding, analyzing and recognizing the communicational model among the codes. The criteria for themes analyze has been Toulmin Intellectual Evolution Theory of Scientific Community (for identifying thinking Proceedings), Christopher Mabey Model (for identifying expectations from theory) and First Four Steps of Dubin’s Theory Building Model (for identifying HRD Functional framework in practice). The results include thinking Proceedings of theory building in Human Resource Development (Creating and Keeping Productivity, Increasing Productivity, Progressive Human, Progressive Institute, Creating Social Content), Expectations from Human Resource Development Theory in Practice (Instituting Development Thinking, Being in Adaption with Predominant Rationality, Being in Adaption with Diversity, Being Purposefully Synergic, Being Operative, Ethical Agency) and Functional framework Human Resource Development in Practice (Development Foundation, Development Approach, Development Methodology, Development Plan). Manuscript profile

Open Access Article

6 - 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

7 - Investigating the Impact of Green Human Resources Development on Sustainable Production in Manufacturing Companies (Case Study: Shiraz Industrial Town)
Mohammad Saeed Mozafari Mehr

20.1001.1.24233277.1401.9.33.6.1

Green human resource development is a new approach to job design that is based on employee innovation and if it is done based on economic, social and environmental goals, it can ultimately lead to sustainable production. Due to the importance and scope of the subject More

Green human resource development is a new approach to job design that is based on employee innovation and if it is done based on economic, social and environmental goals, it can ultimately lead to sustainable production. Due to the importance and scope of the subject of this study, the purpose of this study was to investigate the impact of green human resource development on sustainable production in manufacturing companies. The present study is a cross-sectional research in terms of exploratory purpose and method and time period of data collection. The statistical population in the qualitative part includes 19 experts in the field of human resource development and active managers of Shiraz Industrial Park and in the quantitative part includes the staff of Shiraz Industrial Park. The sample size was estimated to be 212 people using Morgan table and sampling was done by simple random method. The data collection tool was a semi-structured interview and a questionnaire that was validated by structural validity, convergent validity and divergent validity. Using Cronbach's alpha and combined reliability, the reliability of the questionnaire was as desirable. The partial least squares method and Smart PLS software were used to validate the green HR development model. Based on the results, it was found that the development of green human resources affects green self-efficacy, green behavior of employees and green citizenship behavior. Green behavior of employees as an important factor in this regard also affects green citizenship behavior and self-efficacy and affects sustainable production. Manuscript profile

Open Access Article

8 - 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

9 - The Effects of Training and Human Resource Development on Employees’ Productivity with a Focus on Motivational and Psychological Empowerment
Mahdi Jabbari Maysam Chegin

The purpose of the current research was to investigate the effects of training and human resource development on employee's productivity, emphasizing the mediating role of motivational and psychological empowerment in Kashan Amir Kabir Steel Company. This study also sou More

The purpose of the current research was to investigate the effects of training and human resource development on employee's productivity, emphasizing the mediating role of motivational and psychological empowerment in Kashan Amir Kabir Steel Company. This study also sought to propose conceptual model accordingly. This research was applied in terms of purpose and descriptive and survey in terms of collecting and analyzing data. The statistical population included 380 employees of Kashan Amir Kabir Steel Company from whom 191 individuals were selected using Cochran's formula and available sampling methods. To collect the research data, a researcher-made questionnaire was used, the validity of which was confirmed after applying the supervisor's comments, and its reliability was obtained with Cronbach's alpha coefficient (0.82). Next, structural equations method and Lisrel software were used to analyze the collected data. The findings of this research showed that training and human resource development could lead to employee's productivity and also enhance the motivational and psychological empowerment of employees. Consequently, motivational and psychological empowerment has an impact on employee's productivity. Manuscript profile

Open Access Article

10 - 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

11 - 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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