Training

Open Access Article

1 - The Challenges of Training Outsourcing to Companies Providing Training from the Viewpoints of Managers and Training Experts
خالد میر احمدی

The current research aimed at studying the challenges of training outsourcing to companies providing training from the viewpoints of managers and experts. This is an applied research in which descriptive survey was used as the data collecting method. Population included More

The current research aimed at studying the challenges of training outsourcing to companies providing training from the viewpoints of managers and experts. This is an applied research in which descriptive survey was used as the data collecting method. Population included all managers and training experts in charge of organizations in the top100 companies in Tehran, among which 83 persons were randomly selected. A researcher-made questionnaire with 55 multiple-choice tests was used for data collection. The validity and reliability of questionnaire were confirmed by academicians and the Cronbach’s Alpha, respectively. The data were analyzed through descriptive statistics and inferential statistics.The findings illustrate that experts and managers supported the quality of training services in selected companies. In addition, they had a positive view about the outsourcing of training and there was no significant relationship between their views on outsourcing of training in regard to demographic variables. The most salient strengths in outsourcing of training in companies can be named as enhancing facilities, improving performance, reducing expenses and concentrating on main purposes whereas the most important weaknesses can be listed as follow: not accessing to appropriate information about companies, missing competitive advantages, facing the difficulties in working with new contractors and increasing required resources for communication management. Finally, the major solutions have been presented in order to improve outsourcing in the companies. Manuscript profile

Open Access Article

2 - Studying Management Support Status of Training and Development in Tehran’s Municipality
mahmood abolghasemi

The fundamental aim of this study is investigating level of managers’ support from employees training and development in the municipality of Tehran. The study employed a mixed method research in which qualitative and quantitative data were collected using interview and More

The fundamental aim of this study is investigating level of managers’ support from employees training and development in the municipality of Tehran. The study employed a mixed method research in which qualitative and quantitative data were collected using interview and questionnaire. In this study, interview was conducted, by using purposive sampling, 8 training managers and questionnaires conducted by using stratified random sampling, 61 managers and 315 employees were selected. The qualitative data were analyzed using the descriptive, analytical and interpretive method. To analyze quantitative data, one-sample T test, independent T test and MANOVA was used. The research findings show that the most areas of supporting are: the resource allocation (time and proper equipment) for using learning content in workplace. The most important supporting level from the perspectives views of employees and managers are: to help to increasing the level of interest and motivation of employees to training and the opportunity use of training benefits (financial benefits, certification. Also the research findings showed that from the perspective of managers and employees, the most important barriers of managers’ support were high workload. For motivating employees to attend in training courses and sufficient support of training by managers also suggested that senior manager play as a template Manuscript profile

Open Access Article

3 - Impact of Learner’s Characteristics, Training Design and Work Environment on the Transfer of Learning in Banking Industry

The aim of this study was conducted to determine the impact of trainee characteristics, training design and working environment on the transfer of learning in banking industry. The research method was descriptive, non-experimental causal study. The population was includ More

The aim of this study was conducted to determine the impact of trainee characteristics, training design and working environment on the transfer of learning in banking industry. The research method was descriptive, non-experimental causal study. The population was included 74 employees who have participated in the Banking 1 training courses for 80 hours in 1391 at Fereshtegan Finance & Credit Institute. To this aim, a random sample of 55 employees who participated in the course, were selected. To measure trainee characteristics, training design and work environment, a researcher-made questionnaire was applied. The Validity of the questionnaire was approved by scholars in the field of Management and also Educational Sciences. Its reliability was found to be 0.85. To measure the transfer of learning a researcher-made questionnaire used and its validity was verified by organization’s experts and was finally confirmed by academicians of educational sciences and its reliability was 0.75. Analyzing data was performed by using single-sample t-test, Pearson correlation coefficient and simple and multiple regressions. Results showed that behavior change in Fereshtegan Finance & Credit Institute is undesirable and has a gap with the ideal mean. Main findings showed that there is not a significant relationship between the transfer of learning and trainee characteristics with components such as individual conditions, motivation, self-efficacy and the perception of training productivity and so cannot predict the transfer of learning. Regarding sub-hypotheses, there is a significant relationship between training design and the transfer of learning and as a result it can be predicted. No significant relationship was found between the transfer of learning and working environment with components of “supports for working environment” and “environmental incentives” and so cannot predict the transfer of learning. Manuscript profile

Open Access Article

4 - Investigating the Transfer of Learning in the in-Service- Learning in Education Department: Case Study (Khorasan Razavi Province)
سید محمدتقی سجادی

The purpose of this study is to investigate the transfer of learning in the in-service training courses of Education Department. Thus, the study went on to identify those training courses which failed, how this failure took place and what repercussions occurred and then More

The purpose of this study is to investigate the transfer of learning in the in-service training courses of Education Department. Thus, the study went on to identify those training courses which failed, how this failure took place and what repercussions occurred and then to design the process of the justification model. Participants of this study consisted of those teachers who had participated in development courses. These participants were 23 teachers from Khorasan Razavi Province, selected purposefully on the basis of data saturation. This study was conducted within qualitative approach using grounded theory method. In order to gather the sine quo non data, semi-structured interviews were used. Afterwards, the interviews were recorded and transcribed. To analyze the gathered narrative data, Strauss and Corbin's method came to help. Consequently, two core phenomena, namely Learning and Learning Transfer emerged which emanated from contextual conditions such as learners, trainers, content, facilities and equipment, time and space, evaluation and feedback. These two phenomena culminated in outcomes which can be categorized as "consequences for Teachers" (such as negative attitude towards training, wastage of time, lack of quality teaching) and "Consequences for Students" (such as disorder and congestion, facing the same old stereotypical methods, lack of updated knowledge, apathy and monotony). At the end, to validate the emerged paradigm, the following criteria were applied: appropriateness (member check), comprehensiveness (member check), understanding (external audit and member check), and clarity (process description). Manuscript profile

Open Access Article

5 - Investigating the Transfer of Learning in the in-Service- Learning in Education Department: Case Study (Khorasan Razavi Province)
سید محمدتقی سجادی

The purpose of this study is to investigate the transfer of learning in the in-service training courses of Education Department. Thus, the study went on to identify those training courses which failed, how this failure took place and what repercussions occurred and then More

The purpose of this study is to investigate the transfer of learning in the in-service training courses of Education Department. Thus, the study went on to identify those training courses which failed, how this failure took place and what repercussions occurred and then to design the process of the justification model. Participants of this study consisted of those teachers who had participated in development courses. These participants were 23 teachers from Khorasan Razavi Province, selected purposefully on the basis of data saturation. This study was conducted within qualitative approach using grounded theory method. In order to gather the sine quo non data, semi-structured interviews were used. Afterwards, the interviews were recorded and transcribed. To analyze the gathered narrative data, Strauss and Corbin's method came to help. Consequently, two core phenomena, namely Learning and Learning Transfer emerged which emanated from contextual conditions such as learners, trainers, content, facilities and equipment, time and space, evaluation and feedback. These two phenomena culminated in outcomes which can be categorized as "consequences for Teachers" (such as negative attitude towards training, wastage of time, lack of quality teaching) and "Consequences for Students" (such as disorder and congestion, facing the same old stereotypical methods, lack of updated knowledge, apathy and monotony). At the end, to validate the emerged paradigm, the following criteria were applied: appropriateness (member check), comprehensiveness (member check), understanding (external audit and member check), and clarity (process description). Manuscript profile

Open Access Article

6 - The purpose of this study is to investigate the transfer of learning in the in-service training courses of Education Department. Thus, the study went on to identify those training courses which failed, how this failure took place and what repercussions occurred and then to design the process of the justification model. Participants of this study consisted of those teachers who had participated in development courses. These participants were 23 teachers from Khorasan Razavi Province, selected purposefully on the basis of data saturation. This study was conducted within qualitative approach using grounded theory method. In order to gather the sine quo non data, semi-structured interviews were used. Afterwards, the interviews were recorded and transcribed. To analyze the gathered narrative data, Strauss and Corbin's method came to help. Consequently, two core phenomena, namely Learning and Learning Transfer emerged which emanated from contextual conditions such as learners, trainers, content, facilities and equipment, time and space, evaluation and feedback. These two phenomena culminated in outcomes which can be categorized as "consequences for Teachers" (such as negative attitude towards training, wastage of time, lack of quality teaching) and "Consequences for Students" (such as disorder and congestion, facing the same old stereotypical methods, lack of updated knowledge, apathy and monotony). At the end, to validate the emerged paradigm, the following criteria were applied: appropriateness (member check), comprehensiveness (member check), understanding (external audit and member check), and clarity (process description).
سید محمدتقی سجادی مرجان کیان

The purpose of this study is to investigate the transfer of learning in the in-service training courses of Education Department. Thus, the study went on to identify those training courses which failed, how this failure took place and what repercussions occurred and then More

The purpose of this study is to investigate the transfer of learning in the in-service training courses of Education Department. Thus, the study went on to identify those training courses which failed, how this failure took place and what repercussions occurred and then to design the process of the justification model. Participants of this study consisted of those teachers who had participated in development courses. These participants were 23 teachers from Khorasan Razavi Province, selected purposefully on the basis of data saturation. This study was conducted within qualitative approach using grounded theory method. In order to gather the sine quo non data, semi-structured interviews were used. Afterwards, the interviews were recorded and transcribed. To analyze the gathered narrative data, Strauss and Corbin's method came to help. Consequently, two core phenomena, namely Learning and Learning Transfer emerged which emanated from contextual conditions such as learners, trainers, content, facilities and equipment, time and space, evaluation and feedback. These two phenomena culminated in outcomes which can be categorized as "consequences for Teachers" (such as negative attitude towards training, wastage of time, lack of quality teaching) and "Consequences for Students" (such as disorder and congestion, facing the same old stereotypical methods, lack of updated knowledge, apathy and monotony). At the end, to validate the emerged paradigm, the following criteria were applied: appropriateness (member check), comprehensiveness (member check), understanding (external audit and member check), and clarity (process description). Manuscript profile

Open Access Article

7 - Studying Influential Factors on Continuing Education of Employees in Ansar Bank

The present study dealt with studying the factors which are affecting on continuing education of employees in Ansar bank. The study employed a mixed method research in which qualitative and quantitative data were collected using interviews and questionnaires. The reliab More

The present study dealt with studying the factors which are affecting on continuing education of employees in Ansar bank. The study employed a mixed method research in which qualitative and quantitative data were collected using interviews and questionnaires. The reliability of questionnaires was calculated 0.817% through Cronbach’s alpha test. The statistical society contains two groups of people; Managers and Employees. In this study, 13 managers of Ansar bank were selected for interview, using purposive sampling technique, and questionnaires were distributed among 380 employees of Ansar Bank using stratified random sampling. In order to analyze qualitative data, it was coded based on frequency, and for quantitative part the data gathered was analyzed by taking advantage of single-group t statistical methods. The results showed that there is sufficient motivation for continuing education among employees of Ansar bank but arrangement and facilities are not available for all of them. Manuscript profile

Open Access Article

8 - Strategies for Training and Development of Social Entrepreneurs in Iran
farnosh allami hamid rahimian

The purpose of this study is to present strategies for training and development of social entrepreneurs in Iran. A mixed method study was conducted in two phases: qualitative and quantitative. In the qualitative phase twelve social entrepreneurs were interviewed in-dept More

The purpose of this study is to present strategies for training and development of social entrepreneurs in Iran. A mixed method study was conducted in two phases: qualitative and quantitative. In the qualitative phase twelve social entrepreneurs were interviewed in-depth. The interviews were conducted based on the theatrical saturation and purposeful sampling. Then “Grounded Theory” and “Narrative Method” used for analysis. Five general categories of factors were identified as a result of qualitative phase in order to expand training and development of social entrepreneurs: public awareness and culture building, comparing study and benchmarking, more effective strategies of political and social institutions, developing entrepreneurs’ activities with training of social entrepreneurs, and initializing entrepreneurship in educational systems. In quantitative phase, 5 hypotheses were formulated based on obtained qualitative results in order to verify and generalize them. The sample size for quantitative phase of this study contains 58 CEOs or founders of NGOs using convenience sampling method. Then the data were analyzed using one sample t-test and Friedman. All components were verified except two sub-components. Manuscript profile

Open Access Article

9 - Designing a Business Management Competency Model for Managerial Jobs of Ansar Bank
حسین زاهدی

This study aims to design a causal business management competency model for managerial jobs of Ansar Bank. This study uses a descriptive-survey method in which 150 Ansar Bank managers were sampled by purposive sampling and then studied in 2012. Data collection was made More

This study aims to design a causal business management competency model for managerial jobs of Ansar Bank. This study uses a descriptive-survey method in which 150 Ansar Bank managers were sampled by purposive sampling and then studied in 2012. Data collection was made by a researcher-made questionnaire. The instrument validity was assessed and verified based on the comments of university professors who were dealing with the subject of this study, while taking advantage of principal component analysis method and latent variables measurement fitting using confirmatory factor analysis. The reliability was measured by Cronbach’s alpha which revealed a reliability of (R=864%), and as it can be claimed the instrument enjoys a good reliability. To test the hypotheses of this research, structural equation modeling was used. The results verify all primary and secondary hypotheses of this study and reveal the effectiveness of competencies included in Business Management Competency Model for Managerial Jobs of Ansar Bank.The variable of customer-orientation enjoys the highest level of effectiveness. In other words, it enjoys the most significant relationship with business management and afterwards the variables of communications, modifications, resource management come respectively. Manuscript profile

Open Access Article

10 - Designing the Training Strategic Plan of RAH ARTIN Company with SWOT Approach
akbar eydi

In recent Years, using of strategic management is getting popular in various fields such as human resources and organizational Training and lots of firms are trying to find desired future and focus on that in order to make it possible to reach most of the goals. The pur More

In recent Years, using of strategic management is getting popular in various fields such as human resources and organizational Training and lots of firms are trying to find desired future and focus on that in order to make it possible to reach most of the goals. The purpose of this article is identification of training strategic plan of RAH ARTIN Company, by means of mixed research methods. Statistical population in qualitative part, line and staff managers, training experts and training manager was 35 persons which by using purposeful sampling 9 of them were selected as the board of strategic committee and 25 of them selected as members of executive team of training. Stakeholders are 90 persons that 70 of them according to Morgan tables were selected by simple random sampling. Means of gathering information in qualitative part was interview of focus group and in quantitative part was a questioner. And for analyzing data we used coding, kappa coefficient, AHP, and quantitative matrix of strategic planning. After coding the results of focus group from first question of research 10 main points were extracted and 3 of them were eliminated after kappa test. Moreover, results of second and third question indicate that opportunities are higher than threatens, and weaknesses are higher than strengths. This indicates that strategic position of training department of RAH ARTIN Company is located in WO’s area. According to the position which was formed from SWOT, 16 strategies were identified. And then after identification of attractiveness of each of them by using quantitative strategic planning matrix, 5 strategies “development of Training infrastructure of IT, ROI of training , Targeted job training, Targeted communication process and Improve the participation of experts within the organization" were selected by strategic and training strategic management executive committee and proposed for designing of operating plans. Manuscript profile

Open Access Article

11 - Evaluating the Effectiveness of MBA Training Course in Iranian National Gas Compony Based on Kirk Patrick Model
gholamreza shams mourkani مهسا سیفی حسین‌آبادی

The current study aimed at effectiveness evaluation of the MBA training courses in Iranian National Gas Company, with descriptive–Survey methods. The study population consists of all participants in the courses. The data collection tools were semi-constructed interview More

The current study aimed at effectiveness evaluation of the MBA training courses in Iranian National Gas Company, with descriptive–Survey methods. The study population consists of all participants in the courses. The data collection tools were semi-constructed interviews and researcher-made questionnaires which their reliability and validity were confirmed. In order to analyze the data, one-sample t-test, chi-square test and Friedman test (for quantitative data) and content analysis method (for qualitative data) have been applied. Findings show that a high proportion of respondents satisfied with the design, content, teacher and organization training courses and learning through "informal discussions" are almost used in the workplace. Also Findings show a correlation between the results of the holding period, with results expected from predetermined exists. Therefore it can be concluded that MBA course has been effective. Manuscript profile

Open Access Article

12 - 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

13 - The Effect of Vocational Training on the Human Development Indexes
رمضان جهانیان

The primary aim of this study was to identify the impact of vocational training on human development index in Alborz Province free institutions. The study was quasi-experimental, single-group using pre-test and post-test and population of this study formed on 30 frees v More

The primary aim of this study was to identify the impact of vocational training on human development index in Alborz Province free institutions. The study was quasi-experimental, single-group using pre-test and post-test and population of this study formed on 30 frees vocational Institute with 3,800 students in these schools that have registered in the last course of 1391. According to Morgan’s table of selecting sample, 246 samples (numbers of males and females are equal) were selected by a cluster random sampling technique. The research tool is a researcher-made questionnaire. The reliability of questionnaire was examined using the Cronbach's alpha coefficient test. (0.85). the results showed that vocational training has an impact on reducing unemployment and poverty. It also increases hope to the life and improves enabling and mental health of individuals who have been trained. This study shows that, there is a significant difference between the average impacts of vocational training on components of the human development index with different gender. The results obtained in this study indicate that the vocational trainings have impact on components of the Human Development Index as follows: reduce the unemployment and poverty, increase hope to the life and living conditions, also increase enabling and psychological health. Thus all research hypothesis were approved with 99% confidence level using appropriate statistical significance 0.001 (T-dependent) and analysis of variance. Manuscript profile

Open Access Article

14 - Studying the Effective Factors on Transfer of Training through In-Service Trainings of University of Tehran’s Non-faculty Staff: Based on Holton’s Model
مهدی وفایی‌زاده abbas abbaspour

The current research has been done to investigate the effective factors on transfer of training among non-faculty staff of Tehran University. The population of this study was all employees of Tehran University who have been attended through in-service trainings in the s More

The current research has been done to investigate the effective factors on transfer of training among non-faculty staff of Tehran University. The population of this study was all employees of Tehran University who have been attended through in-service trainings in the summer of 2013. A sample of 291 employees has been chosen for this research. In order to gather the data, the Holton’s questionnaire (LTSI) was used. The validity of this instrument has been estimated by confirmatory factor analysis (CFA) and its reliability has been achieved using the Cronbach's alpha test. The courses were evaluated using Kirkpatrick model, and after implementing the third level of this model and detecting the low level of change in behavior (training transfer), Holton’s instrument has been implemented to realize the main causes. In order to analyze the data of LTSI the following tests were used: descriptive and analytic statistics, t-test, Pearson Correlation. The results showed that Individual factors (2.68), organizational factors (3.47), and program factors (3.07) which affecting transfer of training were its barriers in Tehran University. Manuscript profile

Open Access Article

15 - Quality Evaluation of in-Service Trainings Based on Quality of Services Approach in Shahid Sattari University of Science and Technology
محمود غلامی شعبان مرادی

In the twenty-first century along with the development of educational systems, the subject of education quality has been raised as an issue. Continuous improvement in the quality of staffs’ in-service training, is an essential factor in improving the competitiveness of More

In the twenty-first century along with the development of educational systems, the subject of education quality has been raised as an issue. Continuous improvement in the quality of staffs’ in-service training, is an essential factor in improving the competitiveness of educational institutions. Based on the quality of services approach, this study aims to assess the quality of in-service training using cross-correlation method. As for the statistical population of this study, 140 participants of training courses in Shahid Sattari University of Science and Technology were selected. Using a simple random sampling method, 92 people from these participants have been selected to receive questionnaire. The obtained data were analyzed using single-sample T-student test and Pearson and Friedman correlation methods. The results indicated that from learners’ perspective, the various components of in-service training seemed eligible and there was a meaningful and positive correlation between the satisfactions of participants from training with the overall quality of training and training’s components. Among the factors affecting the in-service training, the respondents chose staff as the most important factor. Manuscript profile

Open Access Article

16 - An Analysis of the Employee Training and Development System in Iranian Organizations (The Status Study)
Mohammad عموزاد Mohammad مقصود فراستخواه

The main objective of this study is to evaluate the current status of the employee training and development system in Iranian organizations. The study deploys a descriptive research design and a combination of survey approaches – including field study, interviews, focus More

The main objective of this study is to evaluate the current status of the employee training and development system in Iranian organizations. The study deploys a descriptive research design and a combination of survey approaches – including field study, interviews, focus groups, longitudinal study and trend analysis – for data collection. The main basis for data collection and analysis is a Training and Development Excellence Model, which is used for evaluating the organizations under study. The statistical population of the study is comprised of all Iranian organizations that are active in five businesses; services, manufacturing, health and medicine, finance and insurance, and education. Moreover, these organizations are categorized into (1) large and (2) small- and medium-sized enterprises (SMEs) each of which are further divided into private and public businesses. According to this algorithm and using a combinational approach, 20 organizations are selected as the sample population from the four categories described above via purposeful single-stage cluster sampling. Apart from literature review, methods such as interviews and focus groups are conducted in the evaluation process. The collected data are analyzed for descriptive statistics including the indicators of central tendency and dispersion. Furthermore, levels of excellence are analyzed with radar logic. The results indicate that the status of training situation differs for types of business, sizes of enterprise and types of organizational ownership. Of the five types of business, organizations active in the banking and financial sector scored highest on three key indicators of training performance: the average direct cost of training per employee, hours of training per employee, and the ratio of trained employees to the total staff. Organizations active in the manufacturing sector had the highest performance only in the key indicator of the ratio of trained employees to the total staff. Moreover, large-sized organizations had a better performance than SMEs and private organizations had a better performance than public organizations in all the four indicators of performance. The findings also suggest that organizations active in banking and finance, manufacturing, health and medicine, education, and services have shown the lowest degree of overall satisfaction with training performance. Manuscript profile

Open Access Article

17 - Effectiveness for Psychological Needs of Workplace through In-Service Training, Test for Role of Mediator in Employees' Socialization
رقیه بهشتی‌راد

The purpose of this study is to seek Effectiveness for psychological needs of workplace through In-service training, test for role of mediator in employees' socialization. The current research method is descriptive and the research project used was based on Structural e More

The purpose of this study is to seek Effectiveness for psychological needs of workplace through In-service training, test for role of mediator in employees' socialization. The current research method is descriptive and the research project used was based on Structural equations model. The statistical population is all employees of Urmia University in which 260 were selected by stratified random sampling method. Data were gathered through three questionnaires, In-service training, organizational socialization and needs of workplace. Results of structural equation modeling showed that: The relationship between in-service training with psychological needs of workplace and organizational socialization is positive and significant. Relationships between organizational socialization and psychological needs of workplace are positive and significant. Also the relationship between in-service training and psychological needs of workplace with role of mediator in organizational socialization is positive and significant. Manuscript profile

Open Access Article

18 - Evaluating the Effectiveness of MBA Training Course in Iranian National Gas Compony Based on Kirk Patrick Model
gholamreza shams mourkani مهسا سیفی حسین‌آبادی

The current study aimed at effectiveness evaluation of the MBA training courses in Iranian National Gas Company, with descriptive–Survey methods. The study population consists of all participants in the courses. The data collection tools were semi-constructed interview More

The current study aimed at effectiveness evaluation of the MBA training courses in Iranian National Gas Company, with descriptive–Survey methods. The study population consists of all participants in the courses. The data collection tools were semi-constructed interviews and researcher-made questionnaires which their reliability and validity were confirmed. In order to analyze the data, one-sample t-test, chi-square test and Friedman test (for quantitative data) and content analysis method (for qualitative data) have been applied. Findings show that a high proportion of respondents satisfied with the design, content, teacher and organization training courses and learning through "informal discussions" are almost used in the workplace. Also Findings show a correlation between the results of the holding period, with results expected from predetermined exists. Therefore it can be concluded that MBA course has been effective. Manuscript profile

Open Access Article

19 - 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

20 - The Effect of Vocational Training on the Human Development Indexes
رمضان جهانیان

The primary aim of this study was to identify the impact of vocational training on human development index in Alborz Province free institutions. The study was quasi-experimental, single-group using pre-test and post-test and population of this study formed on 30 frees v More

The primary aim of this study was to identify the impact of vocational training on human development index in Alborz Province free institutions. The study was quasi-experimental, single-group using pre-test and post-test and population of this study formed on 30 frees vocational Institute with 3,800 students in these schools that have registered in the last course of 1391. According to Morgan’s table of selecting sample, 246 samples (numbers of males and females are equal) were selected by a cluster random sampling technique. The research tool is a researcher-made questionnaire. The reliability of questionnaire was examined using the Cronbach's alpha coefficient test. (0.85). the results showed that vocational training has an impact on reducing unemployment and poverty. It also increases hope to the life and improves enabling and mental health of individuals who have been trained. This study shows that, there is a significant difference between the average impacts of vocational training on components of the human development index with different gender. The results obtained in this study indicate that the vocational trainings have impact on components of the Human Development Index as follows: reduce the unemployment and poverty, increase hope to the life and living conditions, also increase enabling and psychological health. Thus all research hypothesis were approved with 99% confidence level using appropriate statistical significance 0.001 (T-dependent) and analysis of variance. Manuscript profile

Open Access Article

21 - Presenting a Strategic Framework for Organizational Training and Improvement in the Ministry of Cooperatives, Labor and Social Welfare
مژگان اتابکی محمدنقی ايماني گله‌ پردسری علی ربیعی

This study aims to provide a strategic Training and Improvement framework for human capital in the Ministry of Cooperatives, Labor and Social Welfare. The methodology used here is descriptive and hybrid, i.e. a combination of quantitative and qualitative methods. Resear More

This study aims to provide a strategic Training and Improvement framework for human capital in the Ministry of Cooperatives, Labor and Social Welfare. The methodology used here is descriptive and hybrid, i.e. a combination of quantitative and qualitative methods. Research tool is a questionnaire so that it was first presented to experts and after applying their comments on the questionnaire, the ultimate version of the research’s model was designed and implemented in three stages. After finalizing the pattern as above, in order to implement the survey, another questionnaire consisting of 4 dimensions, 13 components and 60 indicators was designed, in which the status quo and desired state are graded based on a ten-point scale. Research findings showed that in proposed pattern, nine predictor variables including legal factors (0.222), economic factors (0.322), technological factors (0.212), social factors (0.350), learning strategies (0.265), strategic approach to Training (0.306), Training needs assessment (0.265), executive Training management (0.219) and culture of learning and growth (0.333) had significant correlations with the criterion variable Manuscript profile

Open Access Article

22 - Studying the Challenges of Training and Development of Human Resources Based on Three Branches Model
gholamreza shams mourkani علی فاطمی صفت

This study aimed at identifying and ranking human resource deficiencies in training and development activities at Fajr Electronic Industries, based on three branches model (process, structure and environment dimensions). Concerning methodology, it has been adapted the c More

This study aimed at identifying and ranking human resource deficiencies in training and development activities at Fajr Electronic Industries, based on three branches model (process, structure and environment dimensions). Concerning methodology, it has been adapted the complex method which is a combination of qualitative and quantitative methods. In qualitative phase, according to information-rich sampling method, all related documents and researches were reviewed and interview framework was developed after categorizing the identified deficiencies based on three branches model,. According to purposeful sampling method, 10people were selected to be interviewed in order to identify more deficiencies. In quantitative part, the questionnaire was developed through converting identified deficiencies to questionnaire items and then distributed among 126 of employees. They were selected from all employees (including managers) of Fajr Electronic Industries (N=250) based on stratified random sampling method. Since the content of questionnaire was based on the results of reviewing documents and interviews, its content related validity is admitted. Descriptive and inferential statistical methods (including one sample t-test, two independent sample t-test, estimation of mean, and Friedman test) were used to analyze the quantitative data. Results indicated that education office of Fajr Electronic Industries - in all studied dimensions- is at quiet defected or almost defected statues Manuscript profile

Open Access Article

23 - Studying the Challenges of Training and Development of Human Resources Based on Three Branches Model
gholamreza shams mourkani

This study aimed at identifying and ranking human resource deficiencies in training and development activities at Fajr Electronic Industries, based on three branches model (process, structure and environment dimensions). Concerning methodology, it has been adapted the c More

This study aimed at identifying and ranking human resource deficiencies in training and development activities at Fajr Electronic Industries, based on three branches model (process, structure and environment dimensions). Concerning methodology, it has been adapted the complex method which is a combination of qualitative and quantitative methods. In qualitative phase, according to information-rich sampling method, all related documents and researches were reviewed and interview framework was developed after categorizing the identified deficiencies based on three branches model,. According to purposeful sampling method, 10people were selected to be interviewed in order to identify more deficiencies. In quantitative part, the questionnaire was developed through converting identified deficiencies to questionnaire items and then distributed among 126 of employees. They were selected from all employees (including managers) of Fajr Electronic Industries (N=250) based on stratified random sampling method. Since the content of questionnaire was based on the results of reviewing documents and interviews, its content related validity is admitted. Descriptive and inferential statistical methods (including one sample t-test, two independent sample t-test, estimation of mean, and Friedman test) were used to analyze the quantitative data. Results indicated that education office of Fajr Electronic Industries - in all studied dimensions- is at quiet defected or almost defected statues Manuscript profile

Open Access Article

24 - Studying the Challenges of Training and Development of Human Resources Based on Three Branches Model
gholamreza shams mourkani علی فاطمی صفت

This study aimed at identifying and ranking human resource deficiencies in training and development activities at Fajr Electronic Industries, based on three branches model (process, structure and environment dimensions). Concerning methodology, it has been adapted the c More

This study aimed at identifying and ranking human resource deficiencies in training and development activities at Fajr Electronic Industries, based on three branches model (process, structure and environment dimensions). Concerning methodology, it has been adapted the complex method which is a combination of qualitative and quantitative methods. In qualitative phase, according to information-rich sampling method, all related documents and researches were reviewed and interview framework was developed after categorizing the identified deficiencies based on three branches model,. According to purposeful sampling method, 10people were selected to be interviewed in order to identify more deficiencies. In quantitative part, the questionnaire was developed through converting identified deficiencies to questionnaire items and then distributed among 126 of employees. They were selected from all employees (including managers) of Fajr Electronic Industries (N=250) based on stratified random sampling method. Since the content of questionnaire was based on the results of reviewing documents and interviews, its content related validity is admitted. Descriptive and inferential statistical methods (including one sample t-test, two independent sample t-test, estimation of mean, and Friedman test) were used to analyze the quantitative data. Results indicated that education office of Fajr Electronic Industries - in all studied dimensions- is at quiet defected or almost defected statues Manuscript profile

Open Access Article

25 - A Study of the Stakeholders’ Satisfaction Level from In- Service Training Process at Industries Development and Renovation Organization of Iran (IDRO)
سیدمحمد میرکمالی فهیمه سعادتی‌ تبار

Taking the importance of training process in contemporary world into account, the present study has dealt with the level of satisfaction of the stakeholders from the in-service training process in Iranian Industries Development and Renovation Organization of Iran (IDRO) More

Taking the importance of training process in contemporary world into account, the present study has dealt with the level of satisfaction of the stakeholders from the in-service training process in Iranian Industries Development and Renovation Organization of Iran (IDRO). Considering the objective and questions of the research, this study is of a descriptive-survey type. The statistical population of this research consists of the stakeholders of the in-service training who participated in the organization’s short term training courses and include employees, managers and deputies of the organization and the managers of subsidiaries which totally amount to 1249 people who were selected and 143 people out of that number were selected as the sample of study using a random and classified sampling method. The researcher-made questionnaire was used for gathering information and it was implemented as first stages after gaining the approval of the esteemed supervising and advising professors and its reliability was measured by means of calculating Cronbach’s Alpha =(./87). For data analysis, SPSS software and also inferential statistics (T test single sample, T test of independent subjects and one-way variance analysis) were used. Also, to rank the participants comments regarding the assessment of satisfaction level from the training process, Friedman test was employed. The results obtained demonstrated that there is an average level of satisfaction among all the stakeholders from all stages of in-service training process (assessment of needs, design, implementation, evaluation and feedback) and the highest level of satisfaction has been from feedback phase taken from the training courses, implementation of training courses, evaluation of training courses, design of training courses and need assessment of training courses respectively. In addition, it became evident in this research that there is no significant difference between the stakeholders’ level of satisfaction from training process in terms of demographic variables (gender, organizational position, and the level of education and service records). Manuscript profile

Open Access Article

26 - Studying the Effect of in Service Training on the Level of Human Resource Empowerment: Case Study of Institutions in the Defense Industry

The purpose of this study is to identify the impact of staff training on empowerment of human resources. The study is applicable in terms of goal and descriptive-survey in terms of data gathering. The population are included all employees who have a high school degree a More

The purpose of this study is to identify the impact of staff training on empowerment of human resources. The study is applicable in terms of goal and descriptive-survey in terms of data gathering. The population are included all employees who have a high school degree and Considered to have participated in the training period, which are based on data obtained from 200 according to Morgan table, 76 people studied for sampling. Then the questionnaires were randomly distributed among the selected samples. The data-gathering tool is validated questionnaire, which has acceptable validity and reliability. For data analysis, descriptive and inferential statistical methods were used. The data were analyzed through independent T test, one sample T test, ANOVA, and Fridman test. Findings showed that employee training has a positive and significant impact on empowerment of human resources and staff training on empowerment dimensions (clear objectives ,ethical behavior, enhancing mood ,promoting team work and creating a healthy work environment) has a significant effect. However, it is unaffected on constructive communication and the spirit of participation. In addition, some factors such as age, education, work experience and organizational capacity will affect the attitude of workers but type of educational course has no effect on employees' attitude towards education effect on empowerment of human resources. Finally, prioritizing the impact of staff training on empowerment show that promoting the moral has the highest degree, and the lowest one is dedicated to communication. Manuscript profile

Open Access Article

27 - The Phenomenology of Organizational Training: the lived Experience of Staff in Ferdowsi University of Mashhad
رقیه فاضل

The purpose of this Phenomenological study was to understand the lived experience of staff in Ferdowsi University of Mashhad from training organization. Qualitative findings through deep interview with 9-target participation Showed that they comprehend the education as More

The purpose of this Phenomenological study was to understand the lived experience of staff in Ferdowsi University of Mashhad from training organization. Qualitative findings through deep interview with 9-target participation Showed that they comprehend the education as a human right and the phenomenon intertwined with other aspects of human resources management. In addition to professional training, moral and personal training make them satisfied finally, in this research an exploratory model was extracted from organizational education in University of Mashhad. Manuscript profile

Open Access Article

28 - Designing an Operating Training Model: A Study Based on Grounded Theory
Morteza Taheri

This study aims to present an executive model for effective training of employees and managers in the Customs. To this end, the researcher developed an operating model for effective training in the Customs through conducting extensive interviews with the staff, managers More

This study aims to present an executive model for effective training of employees and managers in the Customs. To this end, the researcher developed an operating model for effective training in the Customs through conducting extensive interviews with the staff, managers and directors and the participants in the training courses and reviewing theoretical foundations and experience in training at the Customs and World Customs Organization. An analysis of the data in three steps of open coding, axial coding and selective coding suggests that the personnel are involved based on organizational factors such as the nature of organizational task, social responsibility of the organization, and organizational dynamics; job factors including task sensitivity, task specialty level, and task fluidity; personal factors such as internal and external motivation in training and professional development. Their involvement in learning through thorough preparation, motivation for transfer, individual capacity for transfer, and effective performance. How to allocate budget, management support, management restrictions, meritocracy, and educational rules and manner of executing rules and laws provide a special ground for training strategies. Moreover, structural strategies including matching the structure with the process of training, creating an training complex, developing human capacity, needs assessment strategies; design strategies including content suitability, motivational mechanisms, instructional calendar, and transfer design; execution strategies including education timing, interpersonal methods, international and online training; and assessment strategies including testing, exercise, attitude analysis, assignments, and effective performance are affected by the organizational factors such as organizational position, structural factors and personnel issues. Research findings indicate that effective strategies for training in the Customs are in positive and constructive interaction with fundamental and environmental factors and will lead to positive effects and consequences such as improved quality of service, increased financial interests and ultimately, formation of a learning customs. Manuscript profile

Open Access Article

29 - Studying the Effect of Training on Human Resources Strategies with Emphasis on Intermediary Role of Professional Development and Knowledge Sharing

The present study aimed to evaluate the effect of education on human resources strategies with emphasis on the intermediary role of professional development and knowledge sharing by structural equations. To do this, 230 employees and managers of district 7 of Gas transm More

The present study aimed to evaluate the effect of education on human resources strategies with emphasis on the intermediary role of professional development and knowledge sharing by structural equations. To do this, 230 employees and managers of district 7 of Gas transmission operation in Iran were participated in the present study. They responded questionnaires of education, professional development, knowledge sharing and human resources strategies. For data analysis, structural equations model with LISREL software was applied. The results showed that learning-oriented training has positive and significant direct effect on knowledge sharing, professional development and human resources strategies. There is a positive and significant direct effect of knowledge sharing on professional development and human resources strategies. There is an indirect, positive and significant effect of learning-oriented training on human resources strategies via professional development and knowledge sharing. Findings emphasized the role of education, knowledge sharing and professional development on human resources strategies. Manuscript profile

Open Access Article

30 - Developing Professional Development Programs for Managers and Staff in the Branch of Monetary and Banking
hasan asheghi Mohammad

The objective of this research was to train and develop from a professional perspective. Qualitative research and focus group techniques were applied in order to achieve this. Indeed, the first step was to study the literature on professional development by researching More

The objective of this research was to train and develop from a professional perspective. Qualitative research and focus group techniques were applied in order to achieve this. Indeed, the first step was to study the literature on professional development by researching databases, library resources, high-level documents, and domestic reports. Afterwards, by holding focus group interviews and consulting with the participants who were experts, a professional education and development plan was designed. The research statistical population (both of academy and bank) included 12 experts who were well acquainted with Human Resource Development in banking industry. Data collection instruments involved interview protocols and questionnaires which were analyzed by the application of a content analysis method. Research findings included identification of job competencies at the level of branch, i.e. bank manager, deputy, chief officer, bank-teller, and caretaker, by applying a model which included both the individual and the organization and aspects of personality, viewpoint, knowledge, and skill. Through application of this two-dimensional model and four-field approach, educational modular courses were developed for each job in accordance with the level of competency required, perceptional, human, or technical. The findings of this research indicated that in order to develop branch managers and staff professionally in monetary and banking fields, competency-based training programs focusing on required skills for each position should be developed. For instance, in modular courses to be attended by the managers and deputies, management and perceptional skills should be highlighted; whereas in case of bank-tellers a more emphasis was put on job competencies and technical skills. Manuscript profile

Open Access Article

31 - Studying effective Factors on Facilitating the Transfer of Learning to the Workplace from the Perspective of Organizational Environment
احمدعلی روح الهی hassan mahjob mehdi kherandish

In today's changing world, training and development of staff is a key strategy for organizations to gain competitive advantage. But the advantage is not achieving only with training courses, Effectiveness of learning is attained if the staff imparts apprentices, knowled More

In today's changing world, training and development of staff is a key strategy for organizations to gain competitive advantage. But the advantage is not achieving only with training courses, Effectiveness of learning is attained if the staff imparts apprentices, knowledge, skills and attitudes which are learnt to improve their performance. The aim of the present study is applied research and it is descriptive and survey methods of data collection. In terms of the relationship between variables and specific correlation is based on structural equation modeling. Statistical population research is 460 persons of a military units, that 210 persons were selected based on Morgan table. A researcher-made questionnaire according to Baldwin, et al. (2009) was used to collect data and to test hypotheses with 20 questions about some indexes such as climate for imparting, support of managers, peer support, and action after the training. Data analysis showed that recognized indicators have positive and significant relationship with facilitating the imparting training to the workplace. Manuscript profile

Open Access Article

32 - Studying the Barriers of Innovation in Organizational Training: the usage of content analysis in training sector of national Iranian oil company

The current paper concentrated on the importance and necessity of innovation in today's organizations. Due to the important role and effect of training in organizational performance and prosperity, innovation in company training has been investigated. The core problem i More

The current paper concentrated on the importance and necessity of innovation in today's organizations. Due to the important role and effect of training in organizational performance and prosperity, innovation in company training has been investigated. The core problem is the exploration of the innovation barriers in organizational training. In this study the qualitative research method and content analysis have been used. The main question is that, what are the factors on organizational innovation in the training sector of national Iranian oil company (NIOC)? To find these factors, innovation barriers in the training sector, we applied interview due to considering the organizational context. The interviewees were the training experts in the companywide. The finding has shown that 7 factors are the most important barriers on organizational innovation in NIOC training sector which should remove them to have innovative training. Manuscript profile

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33 - Studying Pathology of In-service Training Courses for OTC Group Employees according to the CIPP Model
Bahareh Mansouri Kasvaei Mehdi Shariatmadari

This research has been done with the aim of studying pathology of in-service training courses for OTC group employees, according to the “CIPP” model. It is an applied research and in terms of data collection, it’s among the survey research. For studying pathology of in- More

This research has been done with the aim of studying pathology of in-service training courses for OTC group employees, according to the “CIPP” model. It is an applied research and in terms of data collection, it’s among the survey research. For studying pathology of in-service training courses according “CIPP” model, various studies have examined and components that experts had expected a greater emphasis on, have been chosen. Thus, four aspects are measured using a researcher-made questionnaire: context, input, process and output. The study population included all OTC group employees who have participated in 1393 in-service training courses, that their total number are 1770 persons and the sample is 317 persons, using Morgan (sampling) method. To analyze the data, descriptive statistics, including frequency percent, the mean and standard deviation and inferential statistics including Chi-Squared Test, Umann Whitney, Kruskal-Wallis were used. Research results suggest that the quality of in-service training courses in four dimensions of CIPP evaluation model in context, input, process and output may have caused the participants to provide satisfaction. Manuscript profile

Open Access Article

34 - The Analyses of In-service Training Programs for Personnel of Kerman National Gas Company based on SWOT Model

The purpose of this study was to analyze the in-service training courses for personnel of Gas National Company of Kerman province based on SWOT model. This study is an applied and descriptive-survey research. The statistical population consists of all Personnel of Natio More

The purpose of this study was to analyze the in-service training courses for personnel of Gas National Company of Kerman province based on SWOT model. This study is an applied and descriptive-survey research. The statistical population consists of all Personnel of National Gas Company of Kerman province who has participated in in-service training courses (122) and the sample includes 100. The instrument was a researcher made questionnaire. The validity of instrument determined 0.88 via experts’ opinions and the reliability estimated 0.86 according to Cronbach's alpha. In order to data analysis, SPSS software and SWOT analysis were used. Results showed that the highest priority of strengths, weaknesses, opportunities and threats were as followed respectively: high outcome of training courses in out of company with primary coefficient of 419, inequality of knowledge level of participants at the beginning of a training course with primary coefficient of 387, influence of out of province training courses on increasing knowledge of personnel and their happiness and changing their moods with primary coefficient of 430, and inattention to evaluation results and do not pay persuasive reward harmonizing to personnel’s needs to their participations in out of company training courses with primary coefficient of 329. Accordingly, the best strategy for this company is attacking one, so that the authorities, using the attacking strategies that have presented in this research, could maximize the opportunities. At the end, we presented the most important ways to improve in-service training courses of personnel of Gas National Company of Kerman province based on the research results. Manuscript profile

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35 - Studying the Challenges in the Transfer of Learning to Workplace in Public Organizations of Kurdistan Province (A Qualitative Research)
Sirous Ghanbari gholamreza shams mourkani mahboobeh arefi khalil zandi

The current qualitative study tried to study the challenges in the transfer of learning to workplace. The field study was public organizations of Kurdistan province and its research method was Grounded Theory based on a systematic approach. A group of 48 people includin More

The current qualitative study tried to study the challenges in the transfer of learning to workplace. The field study was public organizations of Kurdistan province and its research method was Grounded Theory based on a systematic approach. A group of 48 people including employees, supervisors, experts and education officials, senior executives, and teachers and specialists of training and human resource development were studied by purposive sampling method. Semi-structured individual interviews were used for gathering data and at the same time, the interviews were analyzed by open coding, axial coding, selective coding and annotating. The validity of analysis was confirmed using member checking and triangulation techniques. Based on the results, the most important causes of indifference to the transfer of learning included: motivational barriers, barriers related to individual characteristics, improper timing, barriers to teaching, content and evaluation, administrative barriers, supportive barriers and obstacles focused on the job. Factors underlying indifference to the transfer of learning Included: Non-supportive organizational culture, disturbing administrative system, and climate of organizational indifference. Employee strategies in the face of such a situation may be reactive behaviors, negative behaviors and positive compensatory behaviors. The consequences of such a situation, at the individual level are Job stillness, job procrastination, lack of creation and deviant behaviors; in addition to, consequences at the individual level are Loss of educational investment and reduce organizational success. Manuscript profile

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36 - 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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37 - Identifying and Ranking Teachers' Barriers in a Virtual Human Resource Development Environment
Zohreh Jaafari far Abasalt Khorasani Morteza Rezaeizadeh

E-learning is one of the appropriate tools to train employees in the organization due to some advantages such as flexibility of time and place. However, realizing these benefits and removing the barriers are in need of optimal use of e-learning. Thus the current study t More

E-learning is one of the appropriate tools to train employees in the organization due to some advantages such as flexibility of time and place. However, realizing these benefits and removing the barriers are in need of optimal use of e-learning. Thus the current study tried to identify and rank the barriers of teachers in virtual training and development of organizations. Therefore, this study was conducted in a sample of 115 of Shahid Beheshti University staff in Tehran who attended in e-learning courses through the last year. In order to collect data, a researcher-made questionnaire was used. Reliability of the questionnaire was 95% based on Cronbach’s alpha and its validity was confirmed by scholars and experts of virtual education. The Results of this study identified and ranked barriers of e-learning as follows: Educational, Infrastructural, moral and Cultural barriers. The implications of the current study on how virtual education can be properly used in HRD is also discussed and outlined in the paper. Manuscript profile

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38 - Evaluating the Effectiveness of Training Program: Case study, Ferdowsi University of Mashhad
Kolsumeh Shojaa Morteza Karami Mohammad Reza Ahanchian Mojtaba Nadi

The present study investigated on the effectiveness of training programs held in the first eight months of 2011 in Ferdowsi University of Mashhad. Research method was evaluation. Evaluation and goal-oriented approach of Kirkpatrick's model was used to do this study. The More

The present study investigated on the effectiveness of training programs held in the first eight months of 2011 in Ferdowsi University of Mashhad. Research method was evaluation. Evaluation and goal-oriented approach of Kirkpatrick's model was used to do this study. The population study included all 421 of employees in Ferdowsi University of Mashhad. In order to evaluate the reaction level Karami (1386) Questionnaire was used, and to evaluate the learning, pre-test and post- test was applied, and also to evaluate the behavior, a researcher-made questionnaire was used. Findings indicated that the learners were satisfied with the training programs. Also learning in all training programs was in a desirable status. But, in the third level (behavior) result showed that the effectiveness of training courses was doubted. Manuscript profile

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39 - Assessing the Current Situation of Training Courses and Providing a Qualitative Model for Improving the Effectiveness of training courses (case study: State Tax Organization)
Mitra Ezati Alireza Youzbashi Karim Shateri

This research tried to assess the situation of training courses and provide a qualitative model for improving the effectiveness of State Tax Organization, using a mixed method approach. First, the current situation of training was investigated and training courses were More

This research tried to assess the situation of training courses and provide a qualitative model for improving the effectiveness of State Tax Organization, using a mixed method approach. First, the current situation of training was investigated and training courses were assessed. In quantitative part, statistical population included all state audit assistants, assistants, and lead auditors who were selected by cluster sampling method in the some provinces as research samples. Regarding intended training courses, it was specified to assess tax-training courses which were held for experts in the last two years. To collect data, a researcher-made questionnaire was used. The validity of questionnaire was confirmed by educational experts and by using Cronbach’s alpha, reliability was reported equal to 0.96. Data analysis indicated that current situation of training courses need-assessment, goals of training courses, content of training course; instructors of training courses, organizing training courses, assessment of training courses, motivation were moderate. Given the above results and interview with tax experts, the results indicated the major training system damages of State Tax Organization included need-assessment (systematic, non-scientific, non-comprehensive, non-functional, and lack of cooperation of staff in need-assessment), goals of courses (lack of information, general, inappropriate content), content damages (the extent of topics, lack of specified team to formulate content, and theoretical content), instructors (incompetence, improper payment, poor teaching method, and faulty system of selecting instructors), environment and condition of holding courses (poor facilities and equipment, and inconvenient time of holding courses), damages of implementing courses (lack of trainees’ separation i.e. co-educational system, lack of managers’ support, time of courses, and non-executive courses), training evaluation (not caring about training effectiveness, unreal assessment scores, and lack of supervisors’ cooperation regarding assessment), motivation (lack of mechanism to encourage and punish trainees, trainees’ insufficient incentive, instructors’ insufficient motivation), cultural problems (supervisors do not believe in training and inappropriate attitude of senior managers to training), manpower(lack of manpower and incorrect use of expertise in training). Manuscript profile

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40 - A Pathology and Effectiveness of the Transfer of Training to Workplace
Gholamreza Shams Morkani Hamed Abbasi kasani

This study aimed at investigating the pathology and effectiveness of the transfer of raining to workplace. Research method was applied and developmental in terms of purpose, and was mixed (quantitative and qualitative) one in terms of data collection. The review documen More

This study aimed at investigating the pathology and effectiveness of the transfer of raining to workplace. Research method was applied and developmental in terms of purpose, and was mixed (quantitative and qualitative) one in terms of data collection. The review documents and semi-structured interviews were used as data collection tools. In order to analyze the data, the content analysis for classifying method was used. 13 documents were investigated and interviews were conducted with 23 counselors, teachers and principals, who were selected purposefully. The results showed that there were 36 damages in the Individual, Educational and Organizational Areas of the Transfer of Training to Workplace. Then, evaluated the effectiveness of the transfer of training to workplace, through a questionnaire with 0.93 reliability administered on counselors, teachers and principals. To do so, 297 counselors, teachers and principals in Field of Humanities of Tehran secondary schools were selected through stratified random sampling technique. To evaluate the effectiveness of the Transfer of Training to Workplace, one-sample t test, t independent groups and ANOVA were applied. Finally, it was found that secondary factors, motivational elements, environmental factors and the ability factors of the transfer of training to workplace among teachers of Field of Humanities in Tehran secondary schools in Tehran were desirable. Manuscript profile

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41 - Designing Bodies of Knowledge to Develop Expert Training Evaluators for Iranian Ministry of Petroleum
Saeid Safaee Movahed Hosein Falahinia

This study aims at designing necessary bodies of knowledge to develop professional training evaluators at Iranian Ministry of Petroleum. Hence, six seasoned training experts with a notable background in energy industry and seven assessment and evaluation experts were se More

This study aims at designing necessary bodies of knowledge to develop professional training evaluators at Iranian Ministry of Petroleum. Hence, six seasoned training experts with a notable background in energy industry and seven assessment and evaluation experts were selected purposefully by criterion sampling strategy. To gather required data, semi-structured interviews were used and the data were analyzed thematically. The data were organized systematically into Bodies of Knowledge for developing training evaluators at three levels, namely beginner, middle and expert. To establish credibility of findings, member check and peer debriefing strategies were used and data were modified and reanalyzed continuously. Based on the findings, training staff master the following bodies of knowledge to turn into professional evaluators; beginner: inferential statistics, descriptive statistics, assessment and measurement (test making, attitude scales, behavior rating scales), narrative data analysis, DACUM needs analysis, evaluating reaction, learning, and behavior, performance appraisal; middle: return of investment, return of expectation, fault tree technique analysis; expert; balanced scorecards, virtual training monitoring, benchmarking, futuristic. Manuscript profile

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42 - Studying the Levels of Training Outsourcing from the Perspective of Training Experts in Governmental Departments of the Southern Khorasan
Yazdanpanah Behrouz Hossein Momenimahmouei

The purpose of this research was investigation of the levels of training outsourcing from the perspective of training experts in governmental departments of the southern Khorasan. This research was descriptive and survey type. The statistical population was all of the e More

The purpose of this research was investigation of the levels of training outsourcing from the perspective of training experts in governmental departments of the southern Khorasan. This research was descriptive and survey type. The statistical population was all of the experts in the training of the government departments of south Khorasan province, which is 60 people. Due to the small size of the population and the availability of all members of population in this study, the census method was used and the entire population was selected as a sample. A researcher-made questionnaire was used to gather information. Content validity of this questionnaire was verified by 10 professors in the field of instruction and curriculum development and educational management with a few changes. The reliability of the questionnaire was calculated through Cronbach's alpha test 0.92. The results showed that most of the education experts of the state departments of south Khorasan province agree with the outsourcing of organizational training in the scope, purpose, domain, content, duration and educational process. However, there was no significant difference between their views on outsourcing of organizational education (levels of purpose, scope, content, duration, and educational process) in terms of job record and education level. Manuscript profile

Open Access Article

43 - Structural Modeling of the Impact of Organizational Factors on the Human Resource Development with the Mediating Role of Knowledge Management Process and Transfer of Training
Kolsoom Nami mir mohmmad seyed abbaszadeh Mohammad Hassani Abbas Bazargan

The aim of the present study determines the relationship between organizational factors and human resources development with the mediating role of knowledge management process and transfer of training in the Islamic Azad Universities of Hormozgan. This study was a corre More

The aim of the present study determines the relationship between organizational factors and human resources development with the mediating role of knowledge management process and transfer of training in the Islamic Azad Universities of Hormozgan. This study was a correlational research using methods of structural equation modeling. The statistical population included all employees of Islamic Azad University of Hormozgan province, which includes 560 employees that 228 people were selected as statistical sample of the research. To collect data from questionnaires of Shekarzade knowledge management process (2012), Halton, Bates & Rona Transfer of Training (2002), Manus Organizational Factors (2004), Najafi human resource development (2012) were used, Structural validity through confirmatory factor analysis confirmed. Reliability of questionnaires was reported using Cronbach's alpha coefficient as 0.93, 0.89, 0.89 and 0.91, respectively. The results showed that organizational factors have a direct impact on the knowledge management process. Transfer of Training has a direct impact on the development of human resources. knowledge management process has a direct impact on the human resource development. The process of knowledge management has an indirect impact on the human resource development of employees through transfer of training. organizational factors have an indirect and significant impact on the human resource development through the process of knowledge management and the transfer of training. Manuscript profile

Open Access Article

44 - Designing a Competency-Based Training Program for Managers at the Ferdowsi University of Mashhad
Razvan Hosseingholizadeh Aliye Matagi akbar amrahi

The main purpose of this study was to design a Competency-Based Training Program for managers at the Ferdowsi University of Mashhad (FUM). To achieve this goal, mixed research method was used. Document analysis, interview, and questionnaire were used to collect data. Th More

The main purpose of this study was to design a Competency-Based Training Program for managers at the Ferdowsi University of Mashhad (FUM). To achieve this goal, mixed research method was used. Document analysis, interview, and questionnaire were used to collect data. The population was comprised of all the managers at the different organizational levels. Adaptation-design approach was used to design. For this, a list of expected competencies of managers in academic and non-academic environments was identified and extracted based on research literature review. In addition, interview with experts was done and documents related to the position of managers at the university were analyzed. According to results, 71 competencies were identified and then categorized into five categories including organizational, conceptual, change and innovation, individual and interpersonal competencies. They include 22 organizational competencies, 12 interpersonal competencies, 6 competencies of change and innovation, 7 conceptual competences, and 24 individual competencies. Also, the findings showed that the competencies of the managers at FUM vary according to their type of responsibility and management level. Therefore, competencies were ranked in the competency questionnaire according to these two characteristics. In general, results indicated that the highest rank has been attributed to organizational, interpersonal, and then conceptual, and change-innovation. Subsequently, based on the proposed model of competency, 34 topics were identified for designing curriculum. Finally, components of the curriculum were developed based on the recommended framework. Manuscript profile

Open Access Article

45 - Identification of Casual and Contextual Conditions for Teachers’ Training while Working
Ala Solaleh Nouri Parivash Jafari Nadergholi GHourchian

The purpose of this study was to investigate the causal conditions and contextual condition to teachers’ training while working on the part of the special school of Tehran, Iran. In this qualitative study based on grounded theory (GT), data were collected by review of r More

The purpose of this study was to investigate the causal conditions and contextual condition to teachers’ training while working on the part of the special school of Tehran, Iran. In this qualitative study based on grounded theory (GT), data were collected by review of related texts and semi-structured interviews with 47 (to achieve theoretical saturation and maximum dependability) informant individuals (Present and past managers, teachers and educational experts of special schools) selected through purposive sampling. Data analysis was done using open, axial, and selective coding. The results of the study showed that the two categories are the casual condition for teachers’ training while working 1-individual characteristics (individual aptitude and capacities, internal motives, sense of meaning and purpose in work). 2-characteristics of the teacher's job (the necessity of continuous growth in teaching, the human-nurturing obligation of teachers, the attempt at continuous vocational betterment, the opportunity for the application of acquired knowledge, and the significance of idea development and creativity). The contextual conditions include: 1- Organizational culture (interaction quality, learning opportunity, feedback system, decision-making style, emphasis on innovation), 2- Role patterns (influence of pioneers, principals as learning models, ambition, job engagement), 3-Organizational support (taking the material and spiritual benefits of teachers into account), 4- Quality and quantity of educational programs (consistency between educational, goals, content, methods, evaluation, and facilities). Thus, if the workplace becomes a learning location, learning while working will lead to a constant development in our organization and ourselves Manuscript profile

Open Access Article

46 - The Effect of Gamification on Employee Motivation and Learning at Cooperative Management Training Course in Tehran Pars Oil and Gas Company
Saeed Safaei Movahed Seyed Morteza Rikhtegarzadeh

20.1001.1.24233277.1397.5.16.4.7

The purpose of present study was to notice the effect of gamification on employee motivation and learning at cooperative management training course in Tehran Pars Oil and Gas Company by quasi-experimental method of Pre-test and post-test design with control group. The s More

The purpose of present study was to notice the effect of gamification on employee motivation and learning at cooperative management training course in Tehran Pars Oil and Gas Company by quasi-experimental method of Pre-test and post-test design with control group. The statistical population consists of all Pars Oil and Gas Company employees (700 people), which according to John Kerrosol's opinion, 36 were considered through simple random sampling in two experimental groups (18 persons) and control (18 persons). The instrument used in this research was a researcher-made questionnaire designed to measure learning motivation with 20 items in a 7-degree scale. The other instrument is an explanatory teacher-made questionnaire composed of 9 questions. The formal validity of a number of participants in the research and content was confirmed by the supervisor and several experts, and its reliability was confirmed using the Cronbach's alpha for learning motivation questionnaire by acceptable 0.832 value. To analyze the data, descriptive statistic including mean and standard qualification as well as inferential statistics including ANCOVA and MANCOVA covariance were used. The findings showed that the application of the gamification method to motivate and learn employees in Pars Oil & Gas Co. is effective. Manuscript profile

Open Access Article

47 - Recognition of the Performance Gap Model in Iran's Social Security Organization in order to Approach Shift in Conventional Training
Mohammad salehi Shervin Mashayekhi Taraneh Enayati

20.1001.1.24233277.1397.5.17.1.6

The purpose of this study was to identify the dimensions and components of the performance gap in the social security organization. The main method of this study was survey method. Data collection by questionnaire and the analysis is done with the help of PLS software. More

The purpose of this study was to identify the dimensions and components of the performance gap in the social security organization. The main method of this study was survey method. Data collection by questionnaire and the analysis is done with the help of PLS software. The statistical population of the study includes all employees of different levels of social security organization that 395 of them were selected randomly as the sample. Data collected through exploratory factor analysis were analyzed and then finalized the reliance on the confirmatory factor analysis; The research findings indicate that the "performance gap" can be explained in three dimensions: leadership style, work environment, and manpower management; Based on the findings in the first dimension, the components of the "strategic approach", "interactive and transparent work environment", " "style of authority" and "feedback from stakeholders", the components of second dimension are, "performance management", "recruitment and appointment system", "the effectiveness of job incentive tools", "effective training", "compensation system" and "specialized knowledge , and Finally, the components of the third dimension are, "moral and informational discipline", "participatory culture" and "knowledge-based" were confirmed. In this way, while developing the final model of the performance gap in the Social Security Organization, and the provided model had a good fit in terms of the experts' perspective with a strong 0.6 value. Manuscript profile

Open Access Article

48 - BOM Model; Designing and Presenting Learning Services based on Cloud Computing by Learning Service Providers
Dr Firouz Nouri Kalkhoran Kurosh Fathi Vajargah Abasalt Khorasani Amir reza Asnafi

20.1001.1.24233277.1397.5.17.4.9

Cloud computing and cloud services, as a technological solution to the development of educational services, can be very useful in accelerating and expanding services for this type of activities. This study aims to provide a coherent model for the design and delivery of More

Cloud computing and cloud services, as a technological solution to the development of educational services, can be very useful in accelerating and expanding services for this type of activities. This study aims to provide a coherent model for the design and delivery of services provided by Learning Service Providers (LSPs) based on the capabilities of cloud computing for human resources training and learning. To achieve this, a mixed approach and the theoretical research method were adopted. To identify the elements of the model for designing and delivering cloud-based learning services, we organized semi-structured interviews with specialists in organizational learning and business education. The participants in the interview process were selected using the theoretical sampling method. The interviews were organized using the open coding method. The test-retest reliability method was used in this study to measure the reliability of the coding process used in the specialized interviews. The consistency level (PAQ) was equal to 0.83, indicating a high level of internal consistency. In the second phase, the structure and method of Interactive Management (IM) and the Interpretive Structural Modeling (ISM) software were used for integrating the data and determining the relationship between the elements of the model. In the third section, related to the quantitative part of the research, the Analytic Hierarchy Process (AHP) and Expert Choice software were used to weigh the model design and cloud computing-based learning service delivery elements. Then, a comprehensive model called BOM was presented for the delivery of cloud computing-based learning services. The main elements of the model in the order of weight and level of importance in the model include the tools and mechanisms of technological learning (0.215), establishment of a curriculum planning system (0.208), design of learning services (0.151), learning support services (0.105), learning system performance evaluation (0.074), incentive mechanisms and tools for the use of cloud space for learning (0.068), legal dimensions of the use of cloud space (0.046), learning services business management (0.040), curriculum assessment (0.038), and marketing , advertising and sales of learning services (0.033). Manuscript profile

Open Access Article

49 - Application of Knowledge Management Concepts in Non-Teaching Systems (Studied Case: Iran Printing and Publishing Society)
Ali Khalkhali Reza Mansouri

20.1001.1.24233277.1397.5.17.6.1

The purpose of this study is to examine the fundamental question with regard to extensive changes in technology, which aspects of the concepts and processes of knowledge management in the Printing and publishing industry are more applicable and need to be prioritized in More

The purpose of this study is to examine the fundamental question with regard to extensive changes in technology, which aspects of the concepts and processes of knowledge management in the Printing and publishing industry are more applicable and need to be prioritized in order to establish an effective teaching system in this industry? The study was a qualitative type with phenomenon approach, in particular survival analysis. The participants of this study were selected through targeted snowball sampling to theoretical saturation boundary, from eight experts, well-known publishers and practitioners. The dependability, credibility and patriotism validity has been utilized to strengthen the reliability of the research. The data from interviews were analyzed using a seven-step Colaizzi method. The results of the coding of 37 components were precipitated and could be clustered in 13 inferential issues. Finally, 6 structures consisting of the following themes were driven, which were recognized in the Iranian printing and publishing industry as part of the concepts of the Knowledge management monastery: Standardization of curriculum packages, Diversification of training supply systems, Aesthetic expansion of the training, Marketing and branding, Comprehensive and effective logistics, Continuous monitoring based on return on capital. The analysis presented in this study shows that the application of the mentioned concepts will enhance the productivity of the printing and publication industry in the face of the wide variations in the internal and external dimensions of this industry. Manuscript profile

Open Access Article

50 - Analyzing and Prioritizing Effective Elements in Developing Innovative and Entrepreneurial Skills at In-service Training Systems; Case study of the National Organisation For Civil Registration
alimohammad Razeghi

Innovative and entrepreneurial skills are among two relatively related aspects of in-service training courses which have been neglected so far. In the current study, we first attempted to obtain a holistic framework including influential elements within innovative and e More

Innovative and entrepreneurial skills are among two relatively related aspects of in-service training courses which have been neglected so far. In the current study, we first attempted to obtain a holistic framework including influential elements within innovative and entrepreneurial skill developments in in-service training systems through theoretical studies; then we applied a semi-structured interview with 16 participants comprised of senior managers and experts who have been chosen through intuitive sampling from the target population of the study which is National Organization For Civil Registration to reach a given framework that is able to classify identified elements into innovative and entrepreneurial aspects. Finally five detected elements were prioritized using a questionnaire which are as follows:1)Quantity and quality of in-service training courses, 2)Capabilities of instructors and mentors, 3)Contents of in-service training courses, 4)Manners of in-service training courses and 5)Planning for in-service training. Manuscript profile

Open Access Article

51 - Human Resources Training and Development as an Academic Discipline: Experiences and Perspectives
Davood Ghorooneh Fateme Sanaeipour Kobra Emami

Human resource training and development (HRD) has become an interdisciplinary field of study as an important academic discipline. But the literature review shows that there is no consensus on components of this field. This research was conducted with the aim of studying More

Human resource training and development (HRD) has become an interdisciplinary field of study as an important academic discipline. But the literature review shows that there is no consensus on components of this field. This research was conducted with the aim of studying the existing situation and determining the scope of HRD, using qualitative research approach and case study method. The population in this study was all resources related to the subject, curriculum of the top universities in this field, as well as specialists of HRD. Therefore, after studying theoretical fundamentals, the curriculum of the top 10 universities was studied. Also, with seven experienced professors interviewed, and four group interviews with employers and proctors of HRD were conducted through the focus group. The interviewees were selected in a purposeful way and systematic coding was used to analyze the data. The results of these three stages of research have shown that the most important areas of study in HRD are: training design, HRD strategies, application of modern learning technologies in HRD, managing learning programs, evaluating learning effectiveness, talent management, coaching and mentoring, knowledge management, change and innovation management, and performance improvement management. Also, competencies such as leadership development, strategic human resource management, business intelligence, organizational behavior analysis, communication skills, and benchmarking of HRD have been identified as core topics in this field. Manuscript profile

Open Access Article

52 - Identifying the Dimensions and Components of Training Based on Lean Thinking in Social Security Organization
Fatemeh Manoochehri Parivash Jaafari Nadergholi Ghorchian Amir Hosein Mohammad Davoudi

The purpose of this study was to identify the dimensions and components of training based on lean thinking in social security organization. This research is applied in terms of purpose and in terms of collecting data, descriptive-survey method. The statistical populatio More

The purpose of this study was to identify the dimensions and components of training based on lean thinking in social security organization. This research is applied in terms of purpose and in terms of collecting data, descriptive-survey method. The statistical population of the study consisted of managers, deputies, heads and educational experts in the headquarters and executive staff, and educational supervisors of the hospitals affiliated to the Social Security Organization (420 people). The sample size was 200 people according to Cochran formula and were selected by simple random sampling method. In order to collect information, a researcher-made questionnaire was used including 17 components and 126 items. The face validity of the questionnaire was verified through pilot implementation, content validity through comprehensive review of literature and expert judgment, and construct validity was confirmed by factor analysis and its reliability was estimated by calculating the Cronbach's alpha coefficient of 0.97. In order to analyze the data, descriptive statistics (frequency tables, mean, variance, standard deviation) and inferential statistics (Kolmogorov-Smirnov test and exploratory and confirmatory factor analysis) were used. The results of data analysis at the level of 0.01, 17 dimensions, and 117 components as dimensions and components of pure education in the social security organization showed that the overall effect of these dimensions was 63.73% and dimension of value stream (identification of waste and value-creating activities) had the highest share (84.52) and dimension of human resources management had the lowest share (0.48). Therefore, in order to eliminate education in the social security organization, it is necessary to identify the losses and create valuable activities. Manuscript profile

Open Access Article

53 - A Comparative Study on the Missions and Methods of Training in Professional Development Centers in the World Top Universities.
بتول جمالی زواره Ahmadreza Nasr Esfahani Mohammad reza Nili

Purpose of this article was comparative study the missions, goals and methods of training the faculty professional development centers in the world top universities. The 15 world top universities, based on the Shanghai ranking, was selected by targeted sampling method f More

Purpose of this article was comparative study the missions, goals and methods of training the faculty professional development centers in the world top universities. The 15 world top universities, based on the Shanghai ranking, was selected by targeted sampling method from 5 continents of the world, and studied the missions, goals and methods of training in professional development centers. The Bereday model used in this comparative study, in this method, the needed information for the research is collected by using existing documents and then, they were categorized into separate categories and analyzed and compared. The results showed that promoting the quality of teaching and learning, promoting university researches in teaching and learning and using new technologies in teaching and learning were three main goals of the establishment of learning and teaching centers in these universities. The most important training methods was workshops, conferences, seminars and counseling, mentoring and training courses. Manuscript profile

Open Access Article

54 - Calculating the Training Return on Investment (ROI) In Pars Oil & Gas Company (P.O.G.C)
Frouz Nouri Saeid Safaee Movahed Hamideh Bafandeh

10.52547/istd.7.24.0

Training and development advisors and experts are working hard today to gain a position for training procedures as equal as other organizational procedures. This effort has turned into a huge challenge for such practitioners. Under such circumstances, return-of-investme More

Training and development advisors and experts are working hard today to gain a position for training procedures as equal as other organizational procedures. This effort has turned into a huge challenge for such practitioners. Under such circumstances, return-of-investment can be deemed both as an opportunity (if carried out properly) and a threat (if implemented improperly). Some believe that such an approach can help us integrate training into other mainstream procedures. Anyway, it is believed that formulating and conceptualizing such a strategy is a brave enterprise which needs to be managed reasonably.This paper aims at estimating the return-of-investment rate for project management training programs at Pars Oil and Gas Company (POGC). To analyze data, AHP strategy is used through Expert Choice software. The final rate was calculated as %59976. The calculated ROI sounds logically reasonable and indicates that the training program has been effective in essence. Manuscript profile

Open Access Article

55 - Examining teachers' Perceptions of Virtual in-Service Training
Peyman Yarmohamadzadeh Behbood Yarigholi Marjan doostI Alvanegh

10.52547/istd.30814.8.30.134

20.1001.1.24233277.1400.8.30.1.3

Given the role that virtual in-service education plays today in the development of teachers 'professions, it is important to examine teachers' perceptions of this type of education. Therefore, the purpose of this study is to analyze the perceptions of teachers in distri More

Given the role that virtual in-service education plays today in the development of teachers 'professions, it is important to examine teachers' perceptions of this type of education. Therefore, the purpose of this study is to analyze the perceptions of teachers in district one of Tabriz about virtual in-service education. The method of this study was descriptive phenomenology. The participants in this study were teachers in district one of Tabriz in primary and secondary schools who had the experience of participating in in-service virtual education. Purposeful standard sampling was used to interview teachers. In this regard, after semi-structured interviews with a general question and then exploratory questions to obtain more in-depth information with 18 people, theoretical saturation was obtained in the data. During the interviews, teachers shared their experiences of in-service training, which was analyzed using the seven-step Colaizzi method. The results of the analysis of teachers' perceptions about in-service education showed 9 main themes, which are: accessibility regardless of time and place, optimization, suitability with educational methods and new technologies, organizational support, content problems, implementation problems, Evaluation problems, human resource problems; Lack of necessary infrastructure. According to these results, it can be said that the use of virtual education system for in-service training courses can solve some of the problems and inefficiencies of in-service training of teachers, including inconsistent training with changes in textbooks, time, place and Eliminate educational resources and pave the way for the emergence of new methods of teacher education such as electronic and virtual methods. Manuscript profile

Open Access Article

56 - Comparison of the Effectiveness and Efficiency of Three Methods: Electronic training, Electronic Performance Support System, and Combination of Electronic Training with Electronic Performance Support System to Improve Employee Performance (Case Study: Employees of Day Insurance Company)
Marjan Zahedian Hashem Fardanesh Javad Hatami kiumars taghipour

The purpose of the present study was to measure the effectiveness and efficiency of three methods: training, electronic support system, the combination of training and electronic performance support system, for improving performance and increasing employee efficiency. T More

The purpose of the present study was to measure the effectiveness and efficiency of three methods: training, electronic support system, the combination of training and electronic performance support system, for improving performance and increasing employee efficiency. The research method was semi-experimental, and the post-test with the control group was used to measure the performance and efficiency of the staff. The statistical population in this research was 570 insurance agents of the Day insurance company throughout the country. Among them, 60 insurance agents were selected by cluster sampling method and randomly divided into three groups: "Electronic training," "Electronic Performance Support System" And "Combination of electronic training and electronic performance support system.” A questionnaire was designed with the help of subject specialists to measure the actual performance of the participants. Content validity was used to determine the validity of the questionnaire, and the reliability of the sculptors (correlation coefficient was 0.79) was used to assess the reliability of the questionnaire. To measure the efficiency (amount of time spent completing the job task), the arrival time of the insurance agents to the Electronic Performance Support System and the moment of their departure from this environment is estimated. The collected data were analyzed using multivariate analysis of variance and post hoc tests. The results of the data analysis showed that the insurance agents who participated in the "Combination of Electronic training and the Electronic Performance Support System" group had better performance compared to the insurance agents in the other two groups, and they did their job activity in a shorter time. Manuscript profile

Open Access Article

57 - Professional Identity of Human Resource Training and Development of Graduate Students at Tabriz University: A Phenomenological Study
Ali Imanzadeh vahideh jafariyan

This research aims to study professional identity in the mutual experiences of human resources training and development of graduate students at Tabriz University. In this research, a qualitative approach with a phenomenological method was used. The population of the stu More

This research aims to study professional identity in the mutual experiences of human resources training and development of graduate students at Tabriz University. In this research, a qualitative approach with a phenomenological method was used. The population of the study consisted of all human resources training and development students studying at Tabriz University who are familiar with the field of education and human resource development. So based on purposeful sampling, semi-structured interviews were conducted with 21 students and to ensure the reliability, accuracy, and correctness of the data, the interview questions reviewed and approved by the experts and repeated study, compare continuous data, summarize and categorize information methods was used. Data were analyzed by the Smith method proposed. Results include five main themes of the role of discipline, reasons of choosing discipline, nature of discipline, limitations of discipline, promotion the status of the discipline was obtained that each main themes also has several sub- themes. Results showed that introduction of discipline, reinforcing its position, providing the necessary and related professional resources and determination of the boundaries of disciplines can be useful steps in achieving professional identity of human resources training and development graduate students. Manuscript profile

Open Access Article

58 - Designing and Validating a Model for Developing of an Individual Development Plan in Ansar Bank
Akbar Kamizi Abasalt Khorasani Kambiz Kamkari

The purpose of this study was to design and validat an individual development plan in Ansar Bank. The research method was a mixed approach. The statistical society of this research includes all administrators and employees of Ansar Bank, as well as human resource develo More

The purpose of this study was to design and validat an individual development plan in Ansar Bank. The research method was a mixed approach. The statistical society of this research includes all administrators and employees of Ansar Bank, as well as human resource development experts working in different organizations with writings and experiences in the field of individual development planning. Sampling in the qualitative part of the research was done purposefully, and in the quantitative section, it was done randomly. Semi-structured interviews and self-designed questionnaires were used to collect data. Content validity of the questionnaire was confirmed by experts and its reliability was assessed by Cronbach's alpha test. To analyze the findings of the qualitative section, open and axial qualitative analysis was used and a single-sample T-test was used to analyze the quantitative data. In total, qualitative findings were classified into 14 main themes: development strategy; comprehensive human resources management system; audience analysis (identification of individual needs); appraisal and merit analysis; goal setting; identification of organizational needs; organizational managers; outcomes; Feedback; the determination of education and development methods; the existence of timing; the development of culture; the elaboration of an executive mechanism; and the evaluation of the results. The fourteen themes extracted from the data analysis were eventually divided into three general categories: executive components, supportive components, and outcomes. The findings of the quantitative section showed that the various components of the model are valid from the perspective of the employees and managers of Ansar Bank and have the ability to implement in the bank. Manuscript profile

Open Access Article

59 - The Analysis of the Current Status of Training Evaluation in Private Banks of the Country (Qualitative Research)
Ali Dana MohammadReza Nili Ahmadabadi Ali Delavar MohammadAli Dehghandehnavi Khadijeh Aliabadi

The purpose of this study was to analyze the current status of training evaluation in private banks and identify the challenges in it. The present study was carried out qualitatively with the case study method. In this regard, the statistical population of the present s More

The purpose of this study was to analyze the current status of training evaluation in private banks and identify the challenges in it. The present study was carried out qualitatively with the case study method. In this regard, the statistical population of the present study consisted of all training experts and specialists working in Private Banks that were selected non-randomly and purposefully. Semi-structured interviews were used to collect the research data. Also, for analyzing qualitative data, Graneheim and Lundman's method was used. To determine the validity and reliability of the data collected, the guidelines provided by Creswell and Poth was used. The results showed that per 1,000 Employee 2/6 training staff are in the training unit of the organizations. Also, 78% of the staff in the training unit in organizations have university education unrelated to their career. Another finding was that all private banks use Kirkpatrick's model to evaluate their training courses, and only three of the organizations have used other models to evaluate their training courses. Finally, the challenges faced by organizations in the field of training evaluation were categorized into 13 categories. Manuscript profile

Open Access Article

60 - Modeling the adequacy of staff training based on the analytical approach of dynamic systems Case Study: Social Security Organization staff in West Azerbaijan Province
Banafshe Shafei Maryam Sameri Javad Keyhan

Objective: This research is a scenario-based study to evaluate the training adequacy model of the Social Security Organization staff. Methodology: In this study, the research method is a combination of theme analysis and dynamic systems. The study population was the We More

Objective: This research is a scenario-based study to evaluate the training adequacy model of the Social Security Organization staff. Methodology: In this study, the research method is a combination of theme analysis and dynamic systems. The study population was the West Azerbaijan Social Security Organization and the experts of An open interview was used to gather information using the library method and study of documents and also to better understand the subject Thus, the study is exploratory in nature and data collection is field-based.. The analysis of the data obtained using the dynamic systems approach was performed in the software environment (Vensim) and through this method the behavior of the system and the impact of different policies on it were tested and analyzed. Results: The results showed that the reference model of training adequacy could in no way cover future training goals, It is necessary to provide the best policies for achieving training competence in the Social Security Organization of West Azerbaijan Province using different scenarios.. From 10 scenarios, it was found that surrogacy scenarios in training, feeling effective with psychological empowerment and need assessment in process management is the best policy for enhancing training competence. Conclusion: Psychological empowerment and the feeling of being effective in staff are time-consuming, but if one creates this sense of human capital's potentials and abilities flourish and at the stage of mental development, one's ability to solve, interpret, change, analyze, Criticism and evaluation will be provided to the organization in order to achieve training competence. Keywords: Training Adequacy, Dynamic System, Psychological Empowerment, Process Management Manuscript profile

Open Access Article

61 - 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

62 - 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

63 - Explaining criteria of human resource training system to development of administrative integrity
Hossein Imani Aryan Gholipour Adel Azar Ali Asghar Pourezzat

20.1001.1.24233277.1399.7.27.1.0

One of the essentials of every society is its administrative and managerial system. An ideal and efficient administrative system might lead to developmental plans’ aims. A health organization is constructed by employees who are commitment to their work and also are crea More

One of the essentials of every society is its administrative and managerial system. An ideal and efficient administrative system might lead to developmental plans’ aims. A health organization is constructed by employees who are commitment to their work and also are creative, innovative, high performance and high morale. These innovative employees help organizations gaining their goals and even also societies being thrived. Many factors affect organizational integrity and one of them is comprehensive employee training. Because of importance and role of employee training system in administrative integrity and preventing corruption, in this research we are going to identify components and criteria of employee training system to develop administrative integrity in public organizations. The approach of research is qualitative and the method is theme analysis and to extract criteria and components of training system to develop administrative integrity, the interviews have been done with experts of the administrative and recruitment organization using purposive sampling method. The ideal criteria of training system to develop administrative integrity is extracted in format of 4 main theme, 13 subsidiary theme and 48 concepts and results showed that characteristics of training system to develop administrative integrity includes expert-based training, ethical-based training, continuous improvement and priority and continuous courses of development of administrative integrity. Manuscript profile

Open Access Article

64 - Explanation of the Role of Gamification on Job Satisfaction and Employee Motivation (case study: cosmetic industry(
Shahin Rouhani Rad Mehdi Sabokrou Maasoumeh Mohammadi

The purpose of this study is the explanation of the role of gamification on job satisfaction and employee motivation in the cosmetic industry. This research is a positivist nature with a quantitative approach. Also, this research is descriptive and in the type of field More

The purpose of this study is the explanation of the role of gamification on job satisfaction and employee motivation in the cosmetic industry. This research is a positivist nature with a quantitative approach. Also, this research is descriptive and in the type of field studies, and in terms of research approach, is quantitative research. The target population of this study is all staff of marketing and sales units in the member of Iran cosmetic industries association whose scope of activity is in Tehran province. In this study for sampling, cluster sampling method has been used. Also, we used Krejcie and Morgan tables to determine the sample size, and 350 members of the target population have been investigated. In this research, two methods of library and field methods (a standard questionnaire consisting of 13 items) have been used for data collection. In order to assure the reliability of the measurement instruments, Cronbach's alpha was used. And for validation, content validity (content validity ratio and content validity index) was used. Also, in order to investigate the relationship between variables and data analysis, paired-samples T-test and SPSS software have been used. The results showed that gamification has an effect on job satisfaction and employee motivation Manuscript profile

Open Access Article

65 - identifying the critical success factors for coaching in organizations with a meta-synthesis approach: providing a model
Sajad Gharloghi Abasalt Khorasani Gholamreza Shams Moorkani Behrooz Ghelichlee

The purpose of this study is to identify the key factors of coaching success in the organization. This study also provides a comprehensive model for coaching success factors.This study was conducted in the framework of a qualitative approach meta-synthesis methode with More

The purpose of this study is to identify the key factors of coaching success in the organization. This study also provides a comprehensive model for coaching success factors.This study was conducted in the framework of a qualitative approach meta-synthesis methode with the seven-step approach of Sandolowski and Barso (2009). The study population of the present study includes all Persian and English researches and studies published in the field of coaching between 2000 and 2020. In this regard, keywords related to the purpose of the research were searched. Then, the obtained articles and documents were examined using purposive sampling method, according to the acceptance criteria. Finally, 25 articles that met the inclusion criteria were studied. They were analyzed using three-step coding method (open, axial, selective). The reliability of the codings was confirmed using the kappa agreement coefficient in SPSS software with a value of 0.75 and to evaluate the validity of the study, the findings were provided to two qualitative research experts. Based on the results of data analysis, 129 open codes were identified, which were classified into 6 categories and 23 sub-categories, which include professional coaching competency (perceptual skills, communication skills, technical skills, knowledge And experience, personality and moral characteristics, professional credibility), cochee conditions and characteristics (desire and motivation, personal characteristics, commitment and responsibility, cognitive skills, knowledge and competency, organizational position), Coaching process (planning and organizing, evaluation methods), relationship quality (relationship level, cooperation and agreement, mutual respect and trust, professional learning), organizational context (support of top managers, organizational culture, structural And strategic factors) and external context (cultural factors, environmental factors). Manuscript profile

Open Access Article

66 - Rate of TOL: a new look into measuring the quality of work-based training programs
Saeed Safaei Movahed keyvan salehi Mohammad Hajizad

20.1001.1.24233277.1399.7.27.4.3

Training officials are often unable to prove how effective they are in meeting the business goals. We clearly admit that top managers need reliable and valid data to trust training functions, but training officials often lack justifiable indices to back up their claims More

Training officials are often unable to prove how effective they are in meeting the business goals. We clearly admit that top managers need reliable and valid data to trust training functions, but training officials often lack justifiable indices to back up their claims about improving staff's performance in real work. Although ROI was a rigorous index to report on effectiveness of work-based training programs, but it did not turn into popular trend it is hard and costly to estimate. Hence, we here put forward a new index for reporting on effectiveness of work-based training programs, entitled Rate of TOL. This index aims at measuring how much of what participants learn during training programs transfers into performance in real workplaces. To do so, two strategies are suggested: firstly, Simple Linear Strategy (SLS) which is based on calculating coefficient of determination between scores of final course tests and performance appraisals; and secondly, Cluster Linear Strategy (CLS) which is based on calculating multiple regression between scores of final course tests plus other influencing predictor variables (such as work climate, personal motivation, etc.) and performance appraisals. It is finally argued that the proposed index just improves when training programs are designed and implemented in the best possible manner to meet quality measures like learners' satisfaction, relevance, importance, instructors' competency, and etc. Consequently, Rate of TOL as a quality index helps training and development officials to report more exactly and justifiably on how effective they are in improving people in real workplace. Manuscript profile

Open Access Article

67 - Identify the elements of a systematic model of competency-based training with a grounded theory approach (Case study: Ports and Maritime Organization, Shahid Rajaee Port)
Homan Shafighian Nadergholi GHourchian Mehdi Bagheri

The purpose of this study was to identify the dimensions, components and indicators of model of competency-based training of Shahid Rajaee port staff. The Research is applied in terms of purpose, in terms of data is qualitative, and in terms of nature is descriptive. Th More

The purpose of this study was to identify the dimensions, components and indicators of model of competency-based training of Shahid Rajaee port staff. The Research is applied in terms of purpose, in terms of data is qualitative, and in terms of nature is descriptive. The statistical population consisted of key experts and informants in the subject area of the research who were selected based on informed approach and purposeful and snowball method. Data collection was done by library method (surveying) and field method (interviewing and Delphi). Interviews with focal subjects and theoretical saturation techniques, specific coding procedures, and validity of data collection techniques from multiple sources, negative case analysis, and method flexibility were used to validate the findings. Finally, theoretical coding technique was used to analyze the data. The results showed that the systematic model of competency-based training of Shahid Rajaee port staff has 8 dimensions, 27 components and 83 indicators that are the components of the final paradigm model: Causal conditions (learning environment); Interfering conditions (Competency-Based Characteristics of Learners); Contextual conditions (context of learning process); Core category (competency-based training); Strategies (Developing a Competency Model, ...); Consequences (effective training, Desire for Self-Development, etc.). Manuscript profile

Open Access Article

68 - Designing a Specialized Competency Model and proposing Training Courses for Deans of University of Tehran
Ali Bozorgi Amiri Zahra احتشام Iman Shokr

10.52547/istd.31327.8.31.209

20.1001.1.24233277.1400.8.31.1.5

The purpose of this research is to develop specialized competencies for dean of faculties of University of Tehran. Also, their counterpart training courses and that of details are provided by which the university is able to empower dean effectively. The methodology is q More

The purpose of this research is to develop specialized competencies for dean of faculties of University of Tehran. Also, their counterpart training courses and that of details are provided by which the university is able to empower dean effectively. The methodology is qualitative by which content analysis and systematic review are adapted. Job descriptions of the deans are coded qualitatively through which competencies are extracted. Afterwards, extracted competencies are modified by systematic review and Meta-synthesis methods. Finally, the results are validated by expert opinions. The proposed model categorized as 9 competencies including 17 sub categories. Competencies are presented in the form of communication and support, education and research, and human resource management. The communication and support competency includes factors such as ability to effectively represent and defend the faculty and ability to interact effectively. Educational and research competency consists of leadership and scientific credibility, ability to provide services to the society, ability to improve teaching-learning processes in the faculty, and ability to enhance faculty research processes and mindfulness of faculty policies, rules and programs. Moreover, human resource management competency includes ability to promote programs related to staff and students, and ability to recruit and develop faculty members effectively. Finally, to improve deans performances based on the competency model, training courses are provided. Notably, results are compatible with other universities and they may utilizes the results well enough. Manuscript profile

Open Access Article

69 - Design and Validation of Strategic Training Model to develop Human Resources in the Automotive Industry (Case study: Saipa Automotive Group)
Mohamad ali Borjikhani avanaki Esmat Masoudy Nadoshan Zahara Taleb Naiereh Shahmohammady

10.52547/istd.31410.8.30.307

20.1001.1.24233277.1400.8.30.10.2

The present study was conducted to design a strategic training model and explain its role in human resource development. This research is applied research that has used the mixed exploratory method as the research method. The community of participants in the quality sec More

The present study was conducted to design a strategic training model and explain its role in human resource development. This research is applied research that has used the mixed exploratory method as the research method. The community of participants in the quality section of 27 people and a small number of 400 experts in the field of training and development of human resources and strategy of Saipa Automotive Group has been used as a participant. Purposeful sampling method was used in qualitative and stratified random section in the quantitative section. Data collection tools in the qualitative part included semi-structured interviews and in the quantitative part included a researcher-made questionnaire. Excel data were used for data analysis in the qualitative part and AMOS and 19SPSS software were used for the quantitative part. Data analysis method In the qualitative part, including the basic data method(Grounded Theory) (open, axial and selective coding) in the quantitative part, the method of path analysis, Pearson correlation and factor analysis have been used. The results of this research in the qualitative part led to the formation of a strategic training model to develop human resources in Saipa Automotive Group and in a quantitative part, the impact of the strategic training model in explaining human resource development was investigated. The results show that strategic training has a direct and significant effect on factors such as personal development and empowerment, knowledge sharing and improving individual performance and employee well-being. These results confirm the compliance of this study with previous research. The findings of this study can provide practical and operational tools for the development of human resources in the Saipa Automotive Group. Manuscript profile

Open Access Article

70 - Designing a Model of Training Managers for Future
Hoda Jajarmi Ali Asghar Pourezzat Kamal Dorrani

10.52547/istd.31441.8.31.177

20.1001.1.24233277.1400.8.31.3.7

This research focuses on the need to develop meaningful training programs as a part of the reform of the secondary education system. Given that preparing the future managers is a responsibility we all share today, this study aims at designing a model for training future More

This research focuses on the need to develop meaningful training programs as a part of the reform of the secondary education system. Given that preparing the future managers is a responsibility we all share today, this study aims at designing a model for training future managers. This study adopted a qualitative exploratory approach. Accordingly, subsequent to reviewing the related literature, the semi-structured interviews with 15 selected senior managers in the Ministry of Education as well as experts and elites of the field were done. Participants were selected based on the snowball method. The interviews continued until the saturation level was achieved. Then, interviews were analyzed using the thematic analysis method. After analyzing the data and extracting the codes, they were classified into three major categories: 47 basic concepts, 18 organizers, and 5 inclusive themes, as the components of the model. The five inclusive themes were named as self-management, social factors, management of others, planning and the education system policy, and educational skills. Then, the model was designed based on the relationships among the themes. Finally, the research findings suggested that teaching management skills to adolescents, based on the recommended model of secondary school education system transformation, would lead to changes in the educational policy and development of such management skills as communication skills, critical thinking, leadership, and teamwork. At the end, recommendations are made based on the sub-themes obtained in each area and the key points raised by the experts of the field. Manuscript profile

Open Access Article

71 - Pathology of Human Resource Training System in Higher Education: Codification and Validation of a Model
Khaled Mirahmadi Abasalt Khorasani Mohammad taghi Nazarpour Gholamreza Shams Murkani

10.52547/istd.31444.8.28.1

20.1001.1.24233277.1400.8.28.8.6

The present research aims to conduct a pathological study of Human Resource Training in higher education and, thereby, proceed to codify and validate a model for it. The methodology was practical and developmental. A combined sequential exploratory (heuristic) method of More

The present research aims to conduct a pathological study of Human Resource Training in higher education and, thereby, proceed to codify and validate a model for it. The methodology was practical and developmental. A combined sequential exploratory (heuristic) method of the modelling type was utilized for data collection. Drawing from multiple data synchronization in two stages, a primary theoretical framework was codified and, accordingly, it was validated in the form of a model. For the pathology of the staffing system, the first stage, qualitative case study was used according to which the perspectives and experiences of 11 experts, managers and specialists were taken into account with a purposeful approach through theoretical saturation criterion. It should be noted that semi-structured interview was utilized at this stage and the gathered data were analyzed by drawing from Thematic Analysis technique. At the second stage, applied a survey method and the components extracted from an ascertained questionnaire given to 98 staffing managers and experts in public universities under supervision of Tehran Ministry of Science, Research and Technology were analyzed based on a relative class sampling method. In order to analyze the gathered data and validate the codified framework, partial least squares analysis was utilized by drawing from Smart PLS software. After coding the data derived from analysis of documents and interviews, 215 codes were defined and categorized as 34 components and 14 perspectives as follows: jobs and Competency analysis, Need assessment, Design and planning, Implementation of training, Evaluation and monitoring, Transfer of training, systematic, Knowledge and experience management, Human resource culture, Upstream laws and documents, Finance and budget, orientation and awareness, Organizational and human resources structure and technology. According to identified defects, the pathological model for staffing system in universities was codified and validated. Evaluation and monitoring, Design and planning and Transfer of training as variables played the highest role (coefficient of determination calculated to be 0.83, 0.79 and 0.79 respectively) while Knowledge and experience management, Upstream laws and documents and Finance and budget factors (coefficient of determination calculated to be 0.41, 0.49 and 0.51 respectively) had the lowest role in determining the pathological model of the Training system. Manuscript profile

Open Access Article

72 - Pathology of training and improvement of human resources : The case of the insurance organization
Talat Diba Vajari Frouz Nouri

10.52547/istd.8.28.0

20.1001.1.24233277.1400.8.28.9.7

The purpose of this article is to develop the model and identify the damages of training and improvement of human resources and provide improvement programs in the Agricultural Insurance Fund. The research approach is mixed and in this research quantitative and qualitat More

The purpose of this article is to develop the model and identify the damages of training and improvement of human resources and provide improvement programs in the Agricultural Insurance Fund. The research approach is mixed and in this research quantitative and qualitative approaches are used. The method of this study is evaluation. The interview has been used to identify and select indicators. The selection of participants in the interview process was conducted using a targeted sampling method. Structural Interpretation Modeling Software (IMS) was used for weighting the pathology axes. After determining the axes, they were placed in the pathology model of the MTM. After planning and organizing the pathology, an assessment of human resources training and improvement processes was performed and improvement programs for repair or reduction of injuries were determined and using the RPN technique, Prioritized Manuscript profile

Open Access Article

73 - Developing a Competency Model for HRD Advisors in Iranian State-Run Enterprises
Saeed Safaei Movahed Mohammad Hajizad

20.1001.1.24233277.1401.9.32.4.7

This study aims at identifying the necessary competencies for training advisors of Iranian state-run enterprises. Hence, international competency models were initially surveyed to agree over a list of common competencies. Then, related academics and training officials w More

This study aims at identifying the necessary competencies for training advisors of Iranian state-run enterprises. Hence, international competency models were initially surveyed to agree over a list of common competencies. Then, related academics and training officials were interviewed through Delphi method to reach a unanimous consensus based on the requirements of state-run companies (purposeful criterion sampling). To establish credibility of the findings, the model was submitted to the related experts three times to reach consensus on the final model. Based on the findings, training competencies for state-run enterprises may be categorized into foundational (effective communication, industry knowledge, technology industry, seeing the big picture) and technical (training needs analysis, instructional design, psychology of learning, training and development strategies, learning and performance assessment, learning technologies, training and development standards). Manuscript profile

Open Access Article

74 - Designing a model of critical success factors in human resource training
حیدریه naser gholami Hadi Ramezanian Fahndari Hossein momenimahmouei mehdi zirak

20.1001.1.24233277.1401.9.35.2.1

The purpose of this study is to design a model of critical success factors in human resource education. The purpose of this research is applied research and in terms of research method is mixed. On the other hand, the type of research in terms of data collection is fiel More

The purpose of this study is to design a model of critical success factors in human resource education. The purpose of this research is applied research and in terms of research method is mixed. On the other hand, the type of research in terms of data collection is field type. In the qualitative part, interviews were used to collect data. Since semi-structured interviews were used in the qualitative stage, the three-stage coding method of Strauss and Corbin (1998) was used to analyze the data. In the second stage of research and construction of the questionnaire, a quantitative method was used to test the proposed model and in this stage, structural equation modeling was used. The statistical population of the employees of Iran State Trading Company and its affiliated offices was 2756 people. The calculated alpha coefficient for the researcher-made questionnaire was 0.867, which confirms the reliability of the research tool. Mean and standard deviation were used to analyze the data and in the inferential statistics section, confirmatory factor analysis was used with the help of Lisrel 8.80 software. The results of factors ﻋﻠ ای, contextual, strategic, intervening, ﭘﯿﺎﻣﺪﻫﺎ and ﻣﻮﺛﺮ ﻣﻮﺛﺮ on the success of human resource training of the State Trading Company of Iran were identified. Also, factors ﻣﺪﻣﺪ ﮔﺮ, زﻣﯿﻨﻪ ای, رادی and ﻋﻠﻋﻠ تاثیر have an effect on the success of human resources training of Iran State Trading Company. Manuscript profile

Open Access Article

75 - Identifying the causal factors affecting the training of entrepreneur-oriented human resources from the perspective of managers and educational policy makers
hadi barati hamideh jalili

20.1001.1.24233277.1401.9.33.3.8

Entrepreneurship and enterprising behavior as subject fields and frames of understanding can only happen concurrent with a transformation of the universities from ivory tower into entrepreneurial university. Therefore; the institutions of higher education and the univer More

Entrepreneurship and enterprising behavior as subject fields and frames of understanding can only happen concurrent with a transformation of the universities from ivory tower into entrepreneurial university. Therefore; the institutions of higher education and the universities in particular play a highly central part in the innovative and entrepreneurial process. Identifying the causal factors affecting the training of entrepreneur-oriented human resources from the perspective of managers and educational policy makers. This research, based on the purpose, following the applied research that has done by the qualitative method. The participants study included all experts and activists in the field of entrepreneurship and policy-making in the field of human resources at Farhangian University in the academic year of 2019-2020, that by using purposive sampling method, 19 people were selected as participants. To collect the data, a semi-structured interview used.The validity of the measurement tool has confirmed through Coders agreement. The results of the research showed that the causal factors affecting the training of entrepreneur-oriented human resources from the perspective of managers and educational policy makers could be classified form of 3 components (Management, tangible and intangible resources, and strategies) and 56 indicators. The most important factors affecting the training of entrepreneur-oriented human resources are: institutionalization of the entrepreneurship debate; Improving the career path system and succession planning; Strengthen teamwork spirit; Strengthen strategic vision and transformational leadership; tangible and intangible support and Use of new generations of education. Manuscript profile

Open Access Article

76 - Providing a World Class Model for National Iranian Oil Company Manager's Development
Sogol Ranvar Mohammad Ghahramani Abasalt Khorasani shahrokh ghasemi

20.1001.1.24233277.1401.9.33.7.2

Given (considering) the importance of human resource development, especially the development of managers as the key to the development of the country, the present study aims to provide a model for the development of managers of the National Iranian Oil Company. In the r More

Given (considering) the importance of human resource development, especially the development of managers as the key to the development of the country, the present study aims to provide a model for the development of managers of the National Iranian Oil Company. In the research, the mixed method has been used. In the qualitative section, using Delphi method and purposeful sampling, a semi-structured interview was conducted with 15 senior managers of national Iranian oil company in order make a questionnaire, which was thematically analyzed and coded in MAXQDA software. In the quantitative section after collecting information about 156 questionnaires from the spatial territory of all training and development units in the national Iranian Oil Company, to confirm and test the conceptional model, confirmatory factor analysis of the SPSS and LISREL software has been used. The results showed that among the dimensions of development of world-class managers, the individual dimension has the highest correlation with the latest variable and we do not see a significant difference with the desire level. After that, the group dimension is less different from the desired level, but in the organizational dimension with a global level, we see a significant difference. Given (considering) the importance of human resource development, especially the development of managers as the key to the development of the country, the present study aims to provide a model for the development of managers of the National Iranian Oil Company Manuscript profile

Open Access Article

77 - Providing an e-learning pattern for Tejarat Bank managers
Seyede zahra sadat Kiyaei fatemeh hamidi far baharak shirzad kebria

20.1001.1.24233277.1401.9.34.7.4

The purpose of this research is to provide an e-learning pattern for Tejarat Bank managers. This research is qualitative and quantitative (exploratory mix) in terms of applied purpose, in terms of how to collect data. The sample size in the qualitative to theoretical sa More

The purpose of this research is to provide an e-learning pattern for Tejarat Bank managers. This research is qualitative and quantitative (exploratory mix) in terms of applied purpose, in terms of how to collect data. The sample size in the qualitative to theoretical saturation section was 21 people and in the quantitative section according to Morgan table from the 300 managers of Tejarat Bank headquarters in the five districts of Tehran, 169 people were selected and distributed by stratified random sampling questionnaire. The researcher-made questionnaire in the form of 6 dimensions of paradigm model consisted of 19 components and 147 indicators. In order to identify and confirm the measurement factors, the validity of the questionnaire was tested separately for each dimension by first-order confirmation factor analysis (dimensions consisting of two components) and second-order (dimensions consisting of more than two components). The results show that confirmatory factor analysis confirmed the quantitative results of the Strauss and Corbin Foundation data model to a large extent and the e-learning model of Tejarat Bank managers with 6 dimensions, 19 components and 134 indicators was obtained. Including cultural readiness, technical readiness, educational readiness, environmental readiness; Causal factors include human factors, educational structure and policies, management; Interfering factors include individual approaches, managerial approaches; Strategies included educational approaches, pedagogical and andragogical approaches, educational assessment and evaluation, ease of access, targeted educational quality, innovation and creativity, integrated management and finally the consequences included educational success and meritocracy, foresight, increasing effectiveness and improving organizational performance. Manuscript profile

Open Access Article

78 - Educational needs assessment of justice staff in Zabol city based on competency analysis
Manijeh Ahmadi Zahra Rahimi

20.1001.1.24233277.1401.9.32.13.6

The development and improvement of human resources requires identifying the training needs appropriate to each job for its employees. The competency approach is an important milestone that clarifies what is needed for successful performance. Therefore, the purpose of th More

The development and improvement of human resources requires identifying the training needs appropriate to each job for its employees. The competency approach is an important milestone that clarifies what is needed for successful performance. Therefore, the purpose of this study is to assess the educational needs of justice staff in Zabol based on competency analysis. Type of research in terms of purpose; Applied, it is descriptive-survey in terms of nature and method of data collection. The statistical population of justice employees of Zabol city is 79. Due to the small size of the society, all members of the society were selected as a sample by whole number method. Research tools; A researcher-made questionnaire whose validity was verified by content method using the opinions of professors and organizational experts. Reliability was also obtained through Cronbach's alpha method (0.91). Descriptive statistics (demographic data analysis of statistical sample) and inferential statistics (Kolmogorov-Smirnov tests, exploratory factor analysis, confirmatory factor analysis and one-sample t-test) were used to analyze the data. The results showed that the educational needs of justice staff in three dimensions of knowledge and awareness, skills and personal characteristics in the form of 10 components, which are: skill skills and social interactions with an average (2,517), information knowledge with an average ( 2.711), reasoning knowledge with average (2.717), technical knowledge with average (2.825), personality and value traits (2.963), communication knowledge with average (2.983), leadership skills with average (3.027), awareness (3.067) ), Individual competencies (3.131), problem solving skills (3.158). Manuscript profile

Open Access Article

79 - Determining the factors of the decision making model for choosing training and learning methods in human resources development
Dr Firouz Nouri Kalkhoran

20.1001.1.24233277.1402.10.37.9.9

Providing an operational guide for the selection and implementation of learning methods in organizations as one of the tools used by managers and training professionals has a significant impact in effective knowledge transfer and optimal improvement of educational proce More

Providing an operational guide for the selection and implementation of learning methods in organizations as one of the tools used by managers and training professionals has a significant impact in effective knowledge transfer and optimal improvement of educational processes. The theoretical model gap in this area and the increasing demand of organizations for decision-making are the main motivations for the author's research. For its theoretical model, this mixed research employed a theoretical research method in the qualitative section and a survey method in the quantitative section. In the qualitative section, after purposeful selection of experts from among managers and training professionals (using a snowball sampling method), the main factors influencing decision-making models were determined using a semi-structured approach. The participants in this section included twelve experts, and the results of the qualitative research section were extracted using thematic analysis. For the quantitative section, the validity of the questions was first confirmed by experts using the CVR method. Following the distribution and collection of questionnaires, they were analyzed using the Kolmogorov-Smirnov test, T-test, and central indices. Afterwards, the influential factors in determining training methods and human resource development were identified. Analytical Hierarchy Process (AHP) and Expert Choice software were used for weighting these factors. The influential factors, after identification with their weight coefficients, include Audience Level (0.161), Competency Development Program Scope (0.162), Competency Coverage Level (0.139), Competency Development Objective (0.044), Cost Allocation for Competency Development (0.284), Desired Competency Development Duration (0.067), Feasibility of Learner's Real Experience with Competency Phenomena (0.076), and Desired Learning Transfer Duration (0.064). To make the findings practical and direct their practical application, the results were presented in the form of fully functional decision-making software that aims to empower the organization in decision-making. Manuscript profile

Open Access Article

80 - Designing and Validating Dynamic Computer-Based Scaffolding Model in Virtual In-Service Teacher Training
Zeynab Rashidi mohammadreza nili Esmaeil Zaraii Ali Delavar

20.1001.1.24233277.1401.9.34.8.5

In virtual in-service teacher training, instructional support or scaffolding is an essential component of effective training that can be provided in the form of computer-based scaffolding. Personalization of computer-based scaffolding is achieved with dynamic computer-b More

In virtual in-service teacher training, instructional support or scaffolding is an essential component of effective training that can be provided in the form of computer-based scaffolding. Personalization of computer-based scaffolding is achieved with dynamic computer-based scaffolding. The purpose of this study is to design and validate a model of dynamic computer-based scaffolding in virtual in-service teacher training. The research method used in this research was mixed method with sequential exploratory design. In qualitative research, the synthesis research method was used and the components of the model were extracted and a concept and process model was designed. Quantitative research was used to validate the model and survey research method and questionnaire were used and the internal validity of the proposed model was confirmed. Dynamic computer-based scaffolding model in virtual in-service teacher training has 8 main components and 47 sub-components. Key components include analysis with 11 subcomponents, design with 16 subcomponents, development with 3 subcomponents, implementation with 3 subcomponents, evaluation with 8 subcomponents, dissermination with 3 subcomponents, process evaluation and revision, and review and revision with 3 subcomponents. Internal validaty findings from experts showed that concept and process model have a high internal validity. Dynamic computer-based scaffolding model in online in-service teacher training can be used to design dynamic and computer-based instructional support and lead to learning and independent performance in the future. Manuscript profile

Open Access Article

81 - Presenting a model for developing the coaching competencies of the education managers of the 22 districts of the mayor of Tehran
nasim madahi afsaneh zamani moghadam Parivash Jaafari

20.1001.1.24233277.1401.9.35.9.8

The purpose of this study is to provide a model for developing the coaching competencies of education managers in 22 districts of Tehran Municipality. Due to the nature of the subject, this research is descriptive and survey type. The tools used in this study are open i More

The purpose of this study is to provide a model for developing the coaching competencies of education managers in 22 districts of Tehran Municipality. Due to the nature of the subject, this research is descriptive and survey type. The tools used in this study are open interviews and a structured questionnaire. In order to collect information, Delphi interview was conducted with 30 national coaching experts using purposive sampling method. Then, the final model was distributed among 210 managers and education officials of Tehran Municipality using a questionnaire and was evaluated more extensively using structural equations in Amos24 software and validation factor analysis. Based on the results, the variables of coaching action competencies, behavioral-coaching competence, coach-executive competence and coach-monitoring competence were identified as variable dimensions of coaching competency development in Tehran Municipality education managers. The dimensions of the competitor's competencies are: individual and strategic analysis, setting strategic goals and developing operational plans. Transformational leadership, trust, active listening and strong questioning as components of the coach's behavioral competence, empowerment, development and encouragement and guidance in the performance as components of the coach's executive competence, as well as positive monitoring, negative monitoring and feedback as components The coach's ability to monitor was recognized. Manuscript profile

Open Access Article

82 - A Peer Mentoring Model for Professors at Teacher Training University: A Grounded Theory Approach
nasrin ozaei alireza assareh Mahmoud Mehrmohammadi mohamadreza emamjomeh gholamali ahmadi

20.1001.1.24233277.1402.10.37.1.1

Peer mentoring could be mentioned as one of the novel approaches for professional development of university professors. The present study sought to propose a model for the peer mentoring program which could be employed by the professors of Teacher Training University. T More

Peer mentoring could be mentioned as one of the novel approaches for professional development of university professors. The present study sought to propose a model for the peer mentoring program which could be employed by the professors of Teacher Training University. The statistical population included all the professors at the Teacher Training Universities and the sample were selected through criterion sampling which is considered as a variation of purposive sampling. The study data were collected through semi-structured interviews with 15 professors from Teacher Training Universities of Alborz and Tehran provinces. In the next step, open, axial and selective coding methods were used in order to analyze the data. Lincoln and Cuban criteria were used to ensure validity and reliability. The results of the research revealed thirty-five core concepts and eleven selected categories, which were organized and presented in the form of a paradigm model including planning and formulation of macro strategy, needs assessment, attitude, organizational structure redesign, revision and refinement of laws and designing a new performance evaluation system as the core subject and causal conditions (individual and organizational factors), contextual factors (environmental and organizational factors), facilitating intervention conditions (information and media literacy, professional ethics, support, mentoring relationship and job turnover, realism and revision in recruitment policy), limiting intervening conditions (politicization, materialism, weak human resource management, traditional view toward human resources, structural weakness, formalization and temporary view) and outcome (professional growth and development of Teacher Training University professors). Manuscript profile

Open Access Article

83 - Identifying Barriers to the optimal implementation of educational needs assessment in National Gas Company of Iran and providing solutions for its improvement
omid oshaghi Mitra Ezati keyvan salehi

20.1001.1.24233277.1402.10.36.5.3

Considering the increasing importance and role of educational needs assessment as the first step in the process of optimal training of employees and lack of attention to the comprehensive identification of Barriers to this value-creating process, in the present study, a More

Considering the increasing importance and role of educational needs assessment as the first step in the process of optimal training of employees and lack of attention to the comprehensive identification of Barriers to this value-creating process, in the present study, an attempt was made to use a qualitative approach, while deeply analyzing this phenomenon, to identify the Barriers of the educational needs assessment process in The National Gas Company of Iran is identified and solutions for its improvement are suggested. For this purpose, the method of focus groups was used. The field of research was National Gas Company of Iran and the participants were selected fropm among the employees of the training and equipping unit of human resources using the Purposive sampling method. Data collection was done using the focal interview technique and the data saturation level was reached in the fourth focal interview (including 20 people). Data analysis using the theme analysis method resulted in the identification of 207 conceptual propositions, 19 basic themes and 4 main themes. The main themes include individual Barriers, organizational Barriers, managerial Barriers and environmental Barriers. According to the findings of the research, it is necessary to pay attention to the identified Barriers in order to optimally implement the educational needs assessment process in the National Gas Company of Iran; Therefore, at the end, solutions were presented in order to reduce the impact of obstacles on the optimal implementation of the educational needs assessment process and its improvement. Manuscript profile

Open Access Article

84 - Determining the training needs of Pahlavi and Zorkhane Federation trainers
Kurosh Fathi Vajargah Dr Firouz Nouri Kalkhoran reza fathi Nader Barzegar

The development of sports coaches of any country is very important and success in the field of sports will bring important cultural, educational and economic results. The importance of this issue increases when the international federation of the studied field is inside More

The development of sports coaches of any country is very important and success in the field of sports will bring important cultural, educational and economic results. The importance of this issue increases when the international federation of the studied field is inside the country and the main trustee of the management of this field at the international level belongs to the country of Iran. The development of coaches can lead to transformation and promotion in the field of sports. The training and development of coaches at all levels is important, and in terms of global reputation, this group has the most influence in gaining honor. The purpose of this study is to determine the educational needs of sports coaches in fields related to Zorkhaneh and Pahlavi Federation. In order to achieve such a goal, a research was conducted with a mixed approach. In the qualitative part, using the exploratory method and with two DICOM tools (9 participants) and semi-structured interview (12 participants and selected with the Snowball approach) and the test analysis method with Atride and Stirling's model, related needs It was extracted with the coaches of the Pahlavi and Zorkhane Federations, and then the educational needs were determined and prioritized by the survey method (using T-tag group tests, one-way variance analysis or ANOVA, as well as Friedman's test). Educational needs were classified and presented in the form of five main groups of moral abilities, international abilities, specialized abilities, soft abilities, and organizational alignment abilities after .examination and analysis. Manuscript profile

Open Access Article

85 - 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

86 - An Investigation and Pathology of Organizational Training for Engineers in Water and Electricity Industry Based on ADDIE
zainab sharaf Mohammad reza Nili Ahmadabadi Mohammad Javad Liaghatdar

Organizational training could play a significant role in keeping the knowledge, skills and attitudes of employees updated, if it is conducted based on scientific principles and methods and considered as an empowering factor. In this regard, the present study seeks to ev More

Organizational training could play a significant role in keeping the knowledge, skills and attitudes of employees updated, if it is conducted based on scientific principles and methods and considered as an empowering factor. In this regard, the present study seeks to evaluate and identify the limitations of the organizational training of engineers in the water and electricity industry. To this aim a mixed method was used including survey method in the quantitative phase and phenomenology in the qualitative phase. The research tool in the quantitative part was a researcher-made questionnaire and in the qualitative part it was a semi-structured interview. The participants in the quantitative part included trained engineers, 900 individuals in the year 2021, and in the qualitative part there were teachers and employers in the water and electricity industry. In the quantitative section, 269 individuals were selected by simple random sampling using Morgan's table, and in the qualitative section, 20 individuals were interviewed based on the theoretical saturation level. For analyzing the quantitative data, SPSS software was used and for qualitative data analysis, thematic analysis method was used. According to the findings of the quantitative part of the research, the current state of organizational training of engineers in the water and electricity industry in all 5 dimensions of education is at the average and below average levels. On the other hand, based on the findings of the qualitative part, the main limitations of the organizational occupational training system include process limitations, motivational, cultural and administrative structure. The results revealed that the organizational training of the water and electricity industry does not meet the desired quality levels; cultural problems and inattention to the academic degrees, lack of motivational incentives, structural-administrative problems and process problems and non-compliance of organizational trainings with scientific and logical approaches could be mentioned as some of the factors leading to the current situation. Manuscript profile

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