Strategies for Enhancing Managers and Improving Financial Productivity through Organizational Changes

per Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882025-031142150153articleStrategies for Enhancing Managers and Improving Financial Productivity through Organizational ChangesKurosh Fathi Vajargahkouroshfathi2@gmail.com1دانشگاه شهید بهشتیThe purpose of the current research was to validate the designed model of human resources development based on the statement of the second step of the revolution. For this purpose, a mixed approach of exploratory research was used. The research community in the qualitative part consisted of experts and specialists in the field of human resources development and the statement of the second step of the revolution, who were among the university faculty members and were selected by purposeful sampling method. Accordingly, 15 individuals were interviewed until the data reached information saturation. In the quantitative part of the research, from the employees of the human resources department of the ministries, 372 individuals were selected through random stratified sampling and the research questionnaire was implemented. In the qualitative part the data was analyzed by qualitative content analysis method, and in the quantitative part the data analysis was conducted with descriptive and inferential methods using SPSS and Smart PLS software. According to the findings of the research in examining the fit of the model, there was a good fit of the model. After examining the fit of the model designed to evaluate the main dimensions of the human resources development model based on the statement of the second step of the revolution, it was found that the dimension of society plays the most important role among the dimensions examined, and after thi development model based on the statement of the second step of the revolution, it was found that the dimensionhttp://istd.saminatech.ir/Article/49893Excellence Human Resources Faculty Members Medical Universityper Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882025-0311423473articleFuture Studies in Training and Development of Human Resources: Trends, Consequences and StrategiesDarush Mehridarushmehri@yahoo.com1ALI FARHADIAli_farhadi92@yahoo.com2خالد میر احمدیmirahmadikhaled@yahoo.com3Hassan mahjoubhassanmahjub@ut.ac.ir4Assistant Professor, Faculty Member, Shahid Sattari University of Aeronautical Sciences and Technology, Tehran, IranAssociate Professor, Faculty Member, Shahid Sattari University of Aeronautical Sciences and Technology, Tehran, IranPhD student in Educational Management, Faculty of Educational Sciences and Psychology, Shahid Beheshti University, Tehran, IranAssociate Professor, Faculty Member, Shahid Sattari University of Aeronautical Sciences and Technology, Tehran, Iran  This research aims to identify and explain effective trends in Training and development. The present research is a qualitative future study that draws from systematic review methods and environmental scanning. The research community consists of all digital documents, educational websites, expert and professional ones related to education and development from 2015 to 2024 on World Wide Web with specific keywords added up to 96 documents. Finally, 26 documents were analyzed based on Sandelowski & Barroso’s method In addition, six key informants elected purposefully on a criteria basis were invited for focus meetings to identify the consequences and strategies. Mayring’s qualitative content analysis was used to analyze the data. Four criteria, i.e. credit, transferability, dependability and verifiability were utilized to check the authenticity and to test reliability and validity.After coding the documents, 90 micro-trends appeared in the form of 9 effective trends in learning and development of human resources (structural changes and nature of labor market, education and development as an aspect of employer branding, digital technology in education/learning, competency-based education and future skills, personalized learning, self-directed learning and learning based on employee experience, web/data and media-based learning, effective educational design based on structuralism, modern learning methods for new workplace, consistent evaluation and continuous feedback and analysis). In this article, the consequences of each learning and development trend were explained. The present article contains practical implications and following suggestions for policy makers, organizations as well as experts and researchers in the field of learning and development.   http://istd.saminatech.ir/Article/48395Future Studies Training and Development Future Studies of Training Training and Development Trends per Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882025-03114274102articleDesigning and validating an Instrument for measuring the professional competencies of student teachers based on a competency-based approachZohreh Karamikarami_z@yahoo.com1Assistant Professor, Department of Educational Sciences, Farhangian University, Tehran, IranAbstract: This research was conducted in a combined method with the aim of designing and validating an Instrument to measure the professional competencies of student teachers. The intended Instrument included three dimensions of knowledge, skill, and attitude, which dimension of knowledge had sub-tests of content knowledge (6 items), pedagogical knowledge (19 items), and technological knowledge (9 items), and the skill dimension also had sub-tests of knowledge pedagogical content knowledge in practice (19 items) and technological pedagogical content knowledge in practice (19 items). Also, in the dimension of attitude, the attitude of student teachers and teachers towards teaching, learning, and learner is evaluated with 56 items. In this Instrument, in order to assess the knowledge of the test; In order to evaluate the skills, the checklist is used, and in order to assess the attitude, the attitude meter questionnaire is used. In the knowledge section, content knowledge, pedagogical knowledge, and technological knowledge are evaluated through tests. In the skill section, after observing the practical teaching of the student teacher, the checklist is completed by the evaluator; In the attitude section, in order to measure the attitude, the attitude gauge questionnaire is completed by the student teacher. In order to measure the validity of the professional competence Instrument from the point of view of experts and the validity coefficient of CVR was used. The reliability coefficient (0.82) was calculated and showed that the instrument has a high reliability coefficient. Cronbach's alpha coefficient was also used to measure the instrument's reliability. .http://istd.saminatech.ir/Article/43865Design and validation assessment instrument professional competencies student teachers competency- based approachper Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882025-031142103127articleIdentifying the components of developing digital transformation leadership competencies in the country's banking systemahmad Ahmadikhesalahmadikhesal1@yahoo.com1Ahmad Vedadiahvedadi@gmail.com2Dariush GholamzadehDar.gholamzade@iauctb.ac.ir3Department of Public Administration, Central Tehran Branch, Islamic Azad University, Tehran, IranDepartment of Public Administration, Central Tehran Branch, Islamic Azad University, Tehran, IranDepartment of Public Administration, Central Tehran Branch, Islamic Azad University, Tehran, IranThe current research was conducted with the aim of identifying the components of the development of digital transformation leadership competencies in the country's banking system. The current research is qualitative. In this research, by using theme analysis, it has been identified and presented the development model of digital transformation leadership competencies. The studied community includes experts, the indicators of expertise are: a) having a higher education b) working experience of more than 20 years in the banking system of the country c) having management experience of more than 10 years in the banking system, sampling purposefully until reaching the saturation point The data continues. In this regard, 15 experts were selected based on theoretical saturation. In order to ensure the validity of the tool in the qualitative part of the research and to ensure the accuracy of the findings from the researcher's point of view, valuable opinions of professors familiar with this field and university experts who were experts and knowledgeable in this field were used. Also, at the same time, the participants were helped in analyzing and interpreting the data. Also, in the current research, the reliability between two coders was used to calculate the reliability of the conducted interviews. The reliability of two coders was 75.75%. Brown and Clark's coding method was used to analyze the data in the qualitative section. The results showed that the competency criteria for digital transformation leadership in the country's banking system include individual characteristics, digital intelligence and digital capability/capacity.http://istd.saminatech.ir/Article/45801leadership competencies development of leadership competencies digital transformationper Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882025-031142128150articleDesigning a model of factors affecting the development of human resources in the National Iranian South Oil CompanyLatif Sakhaeipoursakhaeipour@gmail.com1seyed Aliakbar Ahmadialiakbarahmadi4343@gmail.com2PhD, Department of Public Administration, Graduate Education Center, Payam Noor University, Tehran, IranProfessor, Department of Public Administration, Graduate Education Center, Payam Noor University, Tehran, Iran.The purpose of this research is to design a model of factors affecting the development of human resources in the National Company of Southern Oil Regions. In terms of purpose, this research is applied, and in terms of research method, it is a mixed type of research. In the qualitative part, first, by conducting theoretical studies, the factors affecting the development of human resources in the National Company of Southern Oil-Producing Regions were identified from a conceptual perspective. Then, in order to collect the required information, 25 experts familiar with the subject were asked to answer the questions. In the quantitative part, 341 official employees of the National Company of Southern Oil-Producing Regions were selected as the sample size by random sampling method. The method of determining the validity of the questionnaire is also formal and content. Based on the findings of the research, 7 main components and 88 sub-components were identified, the main components of which are recruitment and employment of human resources, training of human resources, management and performance evaluation of human resources, management of processes, management of human resources systems, management of talents and They are succession management. The results showed that there is a positive and significant relationship between the 7 main factors and the design and optimization of human resources management. After examining the fit of the measurement part and the structural part of the model, it can be said that the overall fit of the research model is very appropriate and approved.http://istd.saminatech.ir/Article/40009Development human resources Human resource management theme analysis National Company of Southern Oil Regionsper Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882025-031142151176articleFactors Affecting Knowledge Management in Organizations: A Systematic Review with Meta-SynthesisName Nameezati.m@ut.ac.ir1Sara Shafiei Baghbadranisara.shafiei.b@gmail.com2Associate Professor of Educational Management, University of Tehran, Tehran, IranMaster's degree in Educational Management, University of Tehran, Tehran, Iran<span style="font-size: 11.0pt; line-height: 107%; font-family: 'Calibri',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: Arial; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-US; mso-fareast-language: EN-US; mso-bidi-language: FA;">Today, the importance of knowledge management has been established for most organizations worldwide. Organizations strive to consider and implement the best factors to execute this crucial process in a better and more efficient manner. Given that a large volume of domestic and international articles has focused on identifying and examining these factors, the aim of this research is to identify and examine the factors affecting knowledge management in organizations. To this end, the study employed the qualitative method of integrative systematic review with meta-synthesis, and the seven-stage process of Sandelowski and Barroso was used for analyzing the study resources. In order to find the relevant articles, searches were conducted in domestic and international databases such as SID, Noormags, Scopus, Google Scholar, and Eric. Ultimately, 30 articles were selected for review, and the received data were analyzed. The result of this analysis was the extraction of 6 core categories, 18 main categories, and 148 sub-categories, including Human Resources (self-development and distinctive features of human resources); Organizational Processes (financial functions and knowledge management processes); Organizational Factors (organizational culture, information technology, organizational structure, and management); Human Capital Development (human resource development by the organization, motivation and encouragement, efficient recruitment, training, monitoring and control, and research and studies); Regulations and Organizational Vision (organizational bylaws and organizational strategies); and External Factors (political pressure and economic pressure). The findings of this research can serve as a suitable guide for .organizational stakeholders who place special importance on achieving knowledge management within organizations.http://istd.saminatech.ir/Article/48616Knowledge Management Organization Systematic Review Meta-Synthesisper Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882025-031142133articleIdentifying factors affecting the development of students' leadership talent: a qualitative studyreza ghanbarirezaghanbari.t@gmail.com1Mahmoud Abolghasemim-abolghasemi@sbu.ac.ir2Abasalt Khorasania-khorasani@sbu.ac.ir3Mohammad yamani duzi sorkhabim-yamani@sbu.ac.ir4PhD student in Higher Education Management, Faculty of Educational Sciences and Psychology, Shahid Beheshti University.Associate Professor of Educational Management, Faculty of Educational Sciences and Psychology, Shahid Beheshti UniversityProfessor of Higher Education, Faculty of Educational Sciences and Psychology, Shahid Beheshti University.Associate Professor of Higher Education Development Planning, Faculty of Educational Sciences and Psychology, Shahid Beheshti University.Leadership talent is one of the important capabilities and abilities for organizational leadership and guiding the organization's forces to achieve goals. Talented leaders play a significant role in the change and transformation of the organization and act dynamically and creatively against environmental changes and transformations and provide the most competitive advantage for the organization. Therefore, recognizing and paying attention to leadership talent and its development plays an important role in the success of the organization. The present research was conducted with the aim of identifying the effective factors on the development of students' leadership talent with a qualitative approach and thematic analysis method. The participants of the current research were 18 experts in the field of leadership and students who were responsible for leadership in scientific and academic organizations and associations, who were selected by snowball sampling. The data collection tool was a semi-structured interview. After analyzing and coding the data, 134 propositions or basic concepts were identified, which were classified into 26 sub-components . Finally, these sub-components were categorized into four main components (personality characteristics, background, organizational and extra- organizational). Universities' attention to the important factors identified in this research can help attract and better develop leadership talents among students.http://istd.saminatech.ir/Article/42977leadership talent talent development leadership development student leadership leadership competencies