per Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882022-089322040articleYusef Mahmoodi khamiripoormb.mokhtari@yahoo.com1Nadergholi GHourchiannaghourchian@gmail.com2mohamadnoor rahmanim.n.rahmani@iauba.ac.ir3Faculty development based on entrepreneurship can lead to the evolution and ‎promotion of educational and research areas in according to entrepreneurial goals, and ‎then it can be expected that the output of these developments, researchers and ‎innovative students, which defines the power, the problem. And provide creative ‎solutions for business and industry goals and continuous quality development in ‎various activities and missions of the university. Faculty development based on ‎entrepreneurship approach is an attempt by the academic system to reform the ‎knowledge, attitude and skills of professors in the form of training, retraining, study ‎opportunities, scholarships and in according to entrepreneurial goals. To succeed in ‎advancing the process of Faculty development based on entrepreneurship to optimal ‎policy, a set of key factors should be identified. In this article, the researcher uses the ‎analysis of the theme to identify the factors affecting the Faculty development based ‎on entrepreneurship at the University of Hormozgan province. For this purpose, with ‎interviews conducted with expert people in this field.71 basic themes, along with 25 ‎organized themes, were identified based on the deduction of the researcher in 5 ‎inclusive dimensions including individual development, organizational development, ‎Educational development and professional development were categorized and ‎eventually resulted in scientific and operational suggestions.‎http://istd.saminatech.ir/Article/31516DevelopmentFacultyEntrepreneurshipThemeper Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882022-089324163articleMahnaz Akbariakbari@sabapeg.ir1Ebrahim Rajabpour ebrahimrajabpour@yahoo.com2Aryan gholipouragholipor@ut.ac.ir3University of TehranمدیریتGiven the importance and necessity of mentoring, as one of the methods of human resource development in Iranian organizations and the fact that the successful implementation of formal mentoring requires a proper platform and the necessary maturity in the organization. Therefore, the purpose of this study is to identify the prerequisites for the successful implementation of the formal mentoring program. The statistical population of the research is university professors and experts familiar with human resource development and especially mentoring method. The research method is qualitative and based on the paradigm of interpretiveness. To achieve this, after reviewing the mentoring literature community, interview questions were ‎designed and after confirming the validity of the questions, ‎‏15‏‎ people with expertise in the ‎field of human resource development, especially mentoring, were interviewed by purposive ‎sampling. Then, the results of the interviews were analyzed using the theme analysis method using Brown and Clark approach and the necessary prerequisites for mentoring were categorized in the form of McKenzie 7S model. The results showed that factors such as; a culture based on learning, the maturity of human resource processes, the financial strength of the organization and the existence of a strategic vision in the organization are the main prerequisites for implementing a formal mentoring program in the organization.http://istd.saminatech.ir/Article/31577MentoringMentorMenteeMaturityMcKenzie 7S modelper Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882022-089326486articleSaeed Safaei Movaheds_s_movahed@yahoo.com1Mohammad Hajizadhajizad@iauneka.ac.ir2شرکت نفتThis 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).http://istd.saminatech.ir/Article/31523competencytraining advisorsstate-run enterprisesper Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882022-0893287110articlemohsen abdolahimohsen8014@gmail.com1Mahbubeh Arefim-arefi@sbu.ac.ir2KOUROSH FATHI VAJARGAHkouroshfathi2@gmail.com3Abasalt Khorasania-khorasani@sbu.ac.ir4Ph.D. Student, Shahid Beheshti UniversityAssociate Professor of Curriculum Studies, Shahid Beheshti UniversityProfessor of Curriculum Studies, Shahid Beheshti UniversityAssociate Professor of Curriculum Studies, Shahid Beheshti UniversityThe main purpose of this study was to design a Curriculum Model for the Development of Elementary School Teachers of the Iran's Educational System. This study used a qualitative research approach and was conducted based on the classical grounded theory. The statistical population consisted of Faculty members and experts in the field of Teachers development that was selected through snowball sampling. A total of 21 people, including 14 Faculty Members and 7 Teachers development specialists, were interviewed. Semi-structured interviews were used to collect data. The data from interviews were analyzed during three stages of open, selective and theoretical coding, and the conceptual model was formed based on the drawing of the ratio between the main categories or elements of the Teachers development curriculum. The conceptual model was formed as follows: causes and necessity (achieving the goals of the educational system, updating teacher skills, complex and flexible teacher role, reform, teacher growth and improving student learning), principles and conditions (teacher-centered, continuity and Sustainability, school-centered and job-oriented, content-oriented and based on student needs), components (content, context and process), correlated factors (personal, environmental, importance and priority, quantity, quality and time) and outcomes (teachers, Programs and students). To ensure validity and reliability, Guba and Lincoln approaches were used, including: acceptability, transferability, reliability and verifiability. Finally, based on the findings and results, guidelines for the implementation of the program are provided.http://istd.saminatech.ir/Article/32436Teachers development curriculum model elementary school grounded theory approach.per Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882022-08932111140articleMarjan zahedianmarjan.zahedian@gmail.com1Hashem Fardaneshfardan_h@modares.ac.ir2Javad Hatamij.hatami@modarres.ac.ir3kiumars taghipourtaghipour@tabrizu.ac.ir4Tarbiat Modares UniversityTarbiat Modares UniversityThe purpose of this study was to measure the effectiveness of the three types of electronic performance support systems (Intrinsic, Extrinsic, and External) on employee performance improvement. The statistical population in this research was 750 insurance agents of the Day insurance. The cluster sampling method was used to select 90 participants. These participants were divided randomly into three groups: Intrinsic and Extrinsic, and External Performance Support Systems. To assess the performance of the participants, we used questionnaires, and for efficiency, insurance agent's arrival, and departure time to the electronic environment were estimated. The collected data was analyzed using MANOVA. The results of the data analysis showed that the insurance agents who participated in the Intrinsic and Extrinsic Performance Support Systems had better performance. In addition, Intrinsic Performance Support Systems participants have been able to perform their job responsibilities in a shorter time than insurance agents of the other two groups.http://istd.saminatech.ir/Article/31553Performance improvementEfficiencyPerformance supportElectronic Performance Support System(EPSS)per Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882022-08932140172articleesmaeil abdolalie.a.esmaeil2019@gmail.com1ozhan karimiozhankarimi@yahoo.com2سعید عبدالمنافی s.abdolmanafi@pnu.ac.ir3Berouz Lari Semnanibls@pnu.ac.ir4Payam NourPayam NourPayam NourPayam NourThe main purpose of this study is to present a model of managers' competencies to create a competitive advantage in the organization and this research is a combination and the qualitative part is exploratory and the quantitative part is descriptive-survey and the qualitative data is collected through semi-structured interviews of 20 managers, experts and faculty members by purposeful and judgmental sampling method until theoretical saturation and To check the reliability of qualitative data, a sample of texts was given to another expert for coding and his coding results were compared with the researcher's coding. There was about 86% agreement between the two codings. In the quantitative part, research data were collected through a researcher-made questionnaire from 322 samples based on the Cochran method determined from the statistical population of the research, which included managers of industrial and manufacturing companies in Qazvin province. The results of the reliability of the questionnaire show that the calculated Cronbach's alpha coefficients in all cases is greater than 0.7. The research model is based on qualitative findings including the categories of individual competence with 30 concepts, interpersonal competence with 15 concepts, managerial competence with 18 concepts, professional competence of managers with 18 concepts, and the category of competitive advantage with 15 concepts identified and determined using Structural equations have been fitted and tested. Based on the results of the research, managers' competencies in the categories of individual and interpersonal, managerial and professional competencies of managers with specific concepts and sub-categories of each category are identified and their effects on the competitive advantage category are examined separately. The results show that they have a significant effect on competitive advantage in the organization.http://istd.saminatech.ir/Article/31570Competencies of managersCompetitive AdvantageIndustrial and manufacturing companiesper Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882022-08932173200articleSHahin Behvars.behvar94@gmail.com1nader naderinaderi_ksh@yahoo.com2Razi UniversityRazi UniversityPurpose: Discarding outdated knowledge in the organization is very important to replace new knowledge and make changes in the organization and adapt the organization to the conditions of the day. For this purpose, in the present study, the effect of the Un-learning context of organizational innovation with the mediating role of human capital in Razi University was investigated. Methodology: In this study, standard questionnaires Un-learning, context desegregation, and human capital of Sagara-Navarro (2017) and Young and Ahmed Organizational Innovation Questionnaire (2004) were used. The study population of Razi University staff was 585 people and 230 people were selected as a sample using the Morgan table. In order to analyze the collected data by structural equation method and path analysis by partial least squares method in a software environment (PLS). Findings: show that the Un-learning context has a positive and significant effect on organizational innovation. Shows an organization with the role of human capital. Conclusion: In order to provide innovative services, university managers and staff should put aside their old knowledge and use new and updated knowledge. Therefore, adopting an innovative approach in universities leads to improving the competencies of human resources, science, and technology. This effect will eventually lead to an improvement in the economic situation and a step towards changing the university's approach towards a third-generation university and an entrepreneur. http://istd.saminatech.ir/Article/31426Un-learning context Organizational Innovation Human Capital Effectiveness Third Generation Universityper Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882022-08932201230articleهادي براتيbaratian_61@yahoo.com1 Assistant Professor of Educational Management , Department of Educational Management, Faculty of EducaThe purpose of this study was identifying factors affecting the professional development of school principal’s futures study approach. This research, based on the purpose, following the applied research and based on the nature of the research, is an explanation that has done by the combined method and sequential explanatory design. In this study using purposive sampling method (18 people) and were studied The views and perspectives of the managers of the education staff of South Khorasan province in relation to the factors affecting the future professional development of school managers. Then, for the confirmation of the dimensions specified in the research, a researcher-made questionnaire was distributed among 201 principals and deputies of secondary schools in South Khorasan province. The validity of the measurement tool has confirmed in the qualitative part using the coders' agreement method and in the quantitative part through convergent and divergent validity. In addition, the reliability of the researcher-made questionnaire has evaluated based on three criteria: factor load coefficients, Cronbach's alpha (0.81) and combined reliability (0.87) using PLS software. To test the research questions, MAXQDA10 software and PLS3 software were used. The results of the qualitative part of the research showed 39 basic themes, 6 organizing themes and 3 comprehensive themes. The results of the quantitative part of the research showed that the factors affecting the professional development of schools in the future could be classified form of three dimensions (individual, organizational and environmental) and 6 components (managerial, communication, behavioral, psychological, religious, environmental and contextual factors) and 39 indicators. The most important dimension came out to be organizational, which has a more effective role in explaining the professional development of secondary education managers in South Khorasan province. Therefore; based on the findings of this study, in order to planning for improving professional development of managers in the future, the first step; must consider the organizational componentshttp://istd.saminatech.ir/Article/31483professional development School Administratorsfutures study Educationper Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882022-08932231272articlemina boustaniradboostanirad.m2013@gmail.com1سید مهدی الوانیsralvani@gmail.com2Ali Hamidizadehhamidizadeh@ut.ac.ir3کاندیدای دکترا؛ مدیریت منابع انسانی؛ دانشگاه تهران؛ دانشکدگان فارابی،قم، ایرانProfessor, Department of Public Management, Islamic Azad University, Qazvin Branch, Qazvin, IranAssistant Professor of Public Administration, Department of public management, Farabi Campus, University of Tehran, Qom, IranNeeds assessment is a first step in the process of human resources soft skills learning and development programs designing, and paying attention to it, will increase the effectiveness of them. this study addresses the need assessment for learning, and development programs of human resources soft skills in public organizations. Lack of attention to the essential differences between soft and hard skills in the needs assessment stage, will cause problems in the later stages of the personnel development process. Based on this, first the components of human resources soft skills were identified using the systematic review method; Then in order to identify other components of the needs assessment, semi-structured interviews were conducted with 23 experts in the field of human resources training and development, and content analysis was performed. Then, the findings validity of the content analysis, was calculated using the Delphi method, and descriptive statistics, and was confirmed by reaching the maximum consensus of the panelists participating in the study. Finally, soft skills were identified in two categories of individual, and social soft skills with 20 components, and needs assessment components with two main themes, four sub-themes and eight codes. Lack of proper attention to soft skills by public organizations indicates their need to designing these programs. It is also worthwhile to pay attention to the codification of soft skills in the jobs description in the needs assessment stage, and the necessary .classification between managerial and non-managerial jobs in terms of the type of their need for soft skills.http://istd.saminatech.ir/Article/32074.Needs assessment learning and development soft skills.per Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882022-08932273300articleAli Abazari Sivandielahezallaghi@yahoo.com1Justice-oriented universityToday, human resources empowerment is considered as an essential and important process in leading organizations. One of the basic needs of the third millennium organizations, considering the difference and variety of definitions and interpretations in the field of human resources empowerment, is developing a valid and executable model. Therefore, the present study aimed to design a human resource empowerment model in the National Iranian Standards Organization. For this purpose, a qualitative and quantitative mixed approach has been used to design and develop a comprehensive model. Also, the present study is an exploratory, survey, causal, applied and fundamental research in terms of the purpose and method. The research statistical population consists of the staff of the Iranian National Standards Organization (400 persons) as well as experts and academics in the field of human resources empowerment and human resources managers of the Iranian National Standards Organization. In the first step, the categories were extracted by interviewing human resources and human resources empowerment Managers of the Iranian National Standards Organization to design the model; then, the research questionnaire was distributed among the staff of the organization that 302 questionnaires (75.5% rate of return) were returned and analyzed. The results, obtained from the analysis, showed the importance of relationships and components of the proposed model.http://istd.saminatech.ir/Article/32232Human resource management human resource empowerment National Standard Organization of Iran productivityper Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882022-08932301320articleMasoud paydaripaydarimasoud@gmail.com1 Department of Management and Accounting, Faculty of Management, Shiraz University, Shiraz, IranThis article aims to provide a model for human resource development in Shiraz Municipality. In terms of purpose, it is an applied-developmental research and in terms of data collection method, a cross-sectional research. To achieve the research goal, a mixed exploratory design has been used. The statistical population in the qualitative section includes human resources professors and managers with a history of Shiraz Municipality. Purposeful sampling was performed and 15 subjects achieved theoretical saturation. The statistical population of the quantitative section also includes 3400 employees of Shiraz Municipality, which with the Cochran's formula, the sample size was estimated at 345 people. The required sample size was provided by stratified sampling method in four regions of Shiraz. Interviews and questionnaires were used to collect data. The basic categories of human resource development were identified by content analysis method and the final model was validated by partial least squares method. Qualitative data analysis was performed with Maxqda software and quantitative data with Smart PLS. The results show that inclusive categories are categorized in terms of strategic, educational, and growth factors. Strategic marketing factors are organizational factors that form the underlying elements of the model. Organizational categories of strategic factors include human resource management strategy and employee performance management. Organizing categories of educational factors also include organizational needs assessment, human resource needs assessment, and human resource training. Organizational categories related to growth and development also include the development of staff careers and the perceptual development of staff and the improvement of human resources. http://istd.saminatech.ir/Article/32248Provide a model for human resource development growth and excellence human resource improvement mixed exploration planper Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882022-08932321340articleManijeh Ahmadimanijehahmadi@gmail.com1Zahra Rahimirahimi660066@gmail.com2دانشگاه پیام نورGraduatedThe 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). http://istd.saminatech.ir/Article/36460Training needs assessment staff training competency approach per Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882022-08932341355articlesaeed koozehgaransaeedkoozehgaran0@gmail.com1Malikeh Beheshtifarm.beheshtifar@yahoo.com2Mohammad Ziaaddinimziaaddini@yahoo.com3studentmastermasterThe purpose of this study was to design a succession planning model with the human resource development approach in the Hajj and Pilgrimage Organization using a meta-analysis. To do this, after studied the research literature and identifying the components of substitution breeding from its heart, they were classified and separated and the components were extracted. This research was based on the purpose of applied research and based on descriptive and exploratory nature. In terms of method, meta-analysis technique has been used to extract the results, which was a qualitative study. In the present study, articles published in domestic and Latin journals have been used. At the beginning of the study, in the first stage, 81 studies were collected. In the second stage, those articles that had p-value, t-value and other statistics were separated from each other. Of these, 43 accepted articles were used. Based on the findings of this study, Hajj and Pilgrimage Organization was prone to successful implementation of succession planning and The strategic improvement of human resources, and on the other hand, organizational commitment to succession planning, Senior management support in the Hajj and Pilgrimage Organization. It is also possible to provide the necessary platform to improve the other components associated with this condition.http://istd.saminatech.ir/Article/32122Hajj and Pilgrimage Organization meta - analysisHuman resource developmentsuccession planning per Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882022-08932356380articleHossein Mohammad Ghasemih.mghasemi@yahoo.com1samereh shojaeeshojaee719@gmail.com2Mohammad bager GorjiGorji@aliabadiau.ac.ir3Islamic Azad Universityhttp://istd.saminatech.ir/Article/39000معنویت در محیط کار ارزش آفرینی منابع انسانی و شایستگی‌های معنوی