per Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882026-021246articlehadi baratibaratian_61@yahoo.com1 Fahimeh Habibif_habibi@birjand.ac.ir2Assistant Professor, Department of Physics, Ferdows Faculty of Engineering, University of Birjand, Birjand, Iran<p>The present study was conducted with the aim of identifying the educational needs of technical and vocational schools in South Khorasan Province based on the Regional Development Plan document. This research is applied in nature and follows a mixed-methods approach. In the qualitative phase, an inductive content analysis of the Regional Development Plan document was performed, and using MAXQDA 2020 software, 62 open codes, 18 axial codes, and 12 selective codes were extracted. Subsequently, through purposeful sampling, 15 key stakeholders in education were selected, and data were collected via semi-structured interviews and analyzed thematically. The validity of the findings was enhanced through triangulation of data (documents, field observations, and interviews). In the quantitative phase, a researcher-made two-dimensional questionnaire was designed, and the Borich model was used to prioritize educational needs. The findings revealed that the Regional Development Plan identifies four key areas as the main axes of development, encompassing 18 academic disciplines and 55 specialized occupations. However, more than 85% of these fields either do not exist in the current system or lack adequate quality. According to the Borich model, the agricultural sector has the highest priority with an index of 482, followed by services, industry, and art. Key overlooked fields include saffron processing, smart greenhouse management, renewable energy, desert tourism, and astronomy. The study emphasizes the need to revise curricula, collaborate with the private sector, and strengthen practical skills training.</p>http://istd.saminatech.ir/Article/49904Needs assessment technical and vocational education Regional Development Plan Document regional development South Khorasanper Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882026-02124600articlekobra emamikobraemomi9393@gmail.com1morteza karamim.karami@um.ac.ir2Mohammad Reza Ahanchianahanchi8@um.ac.ir3Ali Mahdavikhahalimahdavikhah@gmail.com4Graduate of the Master’s program in Human Resource Development, Ferdowsi University of Mashhad, Mashhad, Iran.Professor of Curriculum Studies and Instruction, Ferdowsi University of Mashhad, Mashhad, Iran.Professor of Educational Management, Ferdowsi University of Mashhad, Mashhad, Iran.Department of Curriculum and Education Studies, Faculty of Educational Sciences and Psychology, Ferdowsi University of Mashhad, Mashhad, Iran<p>Nowadays, leadership in university is changed to a professional processes for complex affairs and continuous changes in higher education. In this case, university managers as the leaders of teaching and learning play the major role. They need to individual development to be able to improve individual and organizational development. Thus, the purpose of this study is designing model of individual development plans for managers of Ferdowsi University. The study was based on case study and with regard to the goal was applied research. The population consisted of all middle managers, experts in training and development of human resources and personnel of designing and programming in Ferdowsi University that were selected by purposive sampling method. Data were collected by semi-structured interview. Regarding, to research questions, interpretational analysis and reflective analysis were used. Finding showed that applying individual developmentneed Job Satisfaction, Intrinsic Motivation,Giving Clear Feedback, Supporting Top managers, Organizational Culture, Recording System for Competency of Managers.Having Talent of Human Resources Development and Starting a Plan for Identifying level of managers&rsquo; competency were the strengthen points and Lack of Performance Evaluation System,Problems of Recruitment System, Lack of Expertise inHuman Resources Training Unit,Lack of Strategic Structure of Human ResourcesManagement, and lack of financial resources were the weakness points. Componentsof individual development plan of managers in university was submitted as: Casual Variable, Context Variable, Intervening Variable, Levels of Individual Development Plan and Consequence Variable.</p>http://istd.saminatech.ir/Article/31044Individual Development Plan Managers of Ferdowsi University Development of Managersper Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882026-021246articleShademan Mohamadi Sarabshademan3731@gmail.com1Bahar Bandalibahar.bandali@yahoo.com2Farnoosh AlamiFarnoosh.alami@gmail.com3Morteza Rezaeizadehmorteza.rezaeizadeh@ul.ie4PhD student in Information Technology in Higher Education, Shahid Beheshti UniversityFaculty of Educational Sciences, Shahid Beheshti Universityدانشگاه شهید بهشتی<p>In the digital age, the use of virtual teamwork development software has become an inevitable necessity. This study aimed to analyze and optimize virtual teamwork development software based on the components of group dynamics theory and provide design improvement solutions. The present study is a descriptive-analytical type with an optimization approach, the validity of which was ensured through the precise adaptation of the analysis criteria to the components of the theory and the use of reliable sources. The research population of this study includes 22 virtual activity software, from which 11 software related to virtual team activities were selected using a purposive sampling method and criteria focusing on team collaboration capabilities and compliance with group dynamics principles. Data were collected through an integrated and systematic evaluation of all software. This evaluation was conducted based on a fixed protocol including a comprehensive review of the user interface, analysis of technical documentation, systematic viewing of educational videos, practical testing of capabilities, and evaluation of process compliance with qualitative methods. Systematic recording of data in structured tables aligned with the theoretical framework allowed for transparent review and replication of the research. Findings showed that the software performed best in the components of interactions and group formation, but showed the weakest results in conflict management and structured goal setting. Taskolo, Microsoft Teams and Monday.com were the leaders in covering the components, while Jira and Trello needed improvement in non-technical areas (such as informal interaction space).</p>http://istd.saminatech.ir/Article/50604Virtual teams group dynamics theory optimal mining virtual team collaboration softwareper Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882026-021246articleAli Kafami Ladaniakafami63@gmail.com1abdolali keshtegaralikeshtegar@mgmt.usb.ac.ir2Aleme Keikhaaleme.keikha@entp.usb.ac.ir3Associate professor, Government management , Faculty management and Acconunting, university of sistan and baluchestan, zahedan, IranUniversity of Sistan and Baluchestan, Sistan and Baluchestan Province, Zahedan. Iran<p style="text-align: left;">Considering the tendency of employees towards personal development in order to reach their highest level of excellence and the tendency of organizations towards the career development in order to fit individuals with the jobs of the organization, the present study was conducted with the aim of designing and validating the model of aligning the&nbsp;IDP of employees with the career path in selected industries of Isfahan province. This mixed exploratory study consists of a statistical population of 43 people in the qualitative section, consisting of university experts and human resource consultants, who were selected through purposive sampling, interviewed 16 people, and reached theoretical saturation. The statistical population in the quantitative section, were&nbsp;450 people whose selected through a sampling method and 337 people responded to the questionnaire. The collection tools in the qualitative part were semi-structured interviews and in the quantitative part, a researcher-made questionnaire. After examining the validity and reliability in both qualitative and quantitative parts, the research was systematically designed using the data-based theorizing strategy of Strauss and Corbin (1998), and concepts, subcategories, and main categories were examined, coded, extracted, and modeled. In the quantitative part, data analysis was performed at two levels of descriptive statistics and inferential statistics, and the model was fitted using Smart-PLS 3 and SPSS 24 software. 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},0);&lt;/script&gt;" /></div> <div id="EmbedNoticeDiv"><span id="EmbedNoticeSpan">Enable collaborative features and customize widget: <a href="http://www.bing.com/widget/translator" target="_blank" rel="noopener noreferrer">Bing Webmaster Portal</a></span></div> <div id="EmbedFooterDiv"><span id="EmbedBackSpan"><a title="Back To Translation">Back</a></span></div> </div> </div>http://istd.saminatech.ir/Article/51904individual Development plan Career Development Path Human Resources Development Selected Industries of Isfahanper Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882026-021246articleMohadese Ostadbagherm.ostad1375@gmail.com1 Mahmood Abolghsemimabolghasemi60@gmail.com2Abasalt Khorasanidrkhorasanitr@gmail.com3PhD student in Higher Education Management, Allameh Tabataba’i University, Tehran, IranUniversity professorدانشگاه شهید بهشتی<p>This study was aimed at exploring permutation of employees within teamworks based on the Belbin model in a consulting firm. Case study method was used in this research. To collect data Belbin questionnaire was administered to the members of the "Transport and Traffic" group. Findings showed that the group had a high score in the roles of Implementer, Teamworker, Completer Finisher and Specialist, and had a low score in Plant and Monitor Evaluator. It was also found that the teams were not balanced and necessary actions should be taken to create a relative balance in the group. Another finding of this study revealed the relationship between demographic characteristics (including gender, field of study, level of education and work experience) with team roles. Women score high in Implementer, specialist and Teamworker roles , whereas men score high in Implementer, Completer Finisher and Teamworker. Implementer, Completer Finisher and Teamworker in technical fields and Implementer, specialist and Teamworker in non-technical fields had a high score. Implementer, Shaper and Teamworker with the associate degree, Implementer, specialist and Completer Finisher with the bachelor's degree, Implementer, Teamworker, resource explorer and specialist with the master's degree, and Completer Finisher with the doctoral degree are highly rated. Teamworker, Implementer and specialist with the work experience of less than 10 years, the Implementer, specialist and Completer Finisher with the work experience of 10-20 years, the Implementer and Completer Finisher and Resource Investigator with the work experience of 20-30 years had a higher score compared to their counterparts.</p>http://istd.saminatech.ir/Article/46434Belbin model work team organization developmentper Iranian Society for Training and Development (ISTD)فصلنامه آموزش و توسعه منابع انسانی2423-32772476-64882026-021246articleZeinab Peyravinejadz.peyravinejad@cfu.ac.ir1Department of Educational Administration, Farhangian University, Tehran, Iran<p style="text-align: left;">The purpose of this research is to compare the human resources training system in the top universities of the world by exploring the similarities and differences in the specialized training of employees in the four continents of Asia, America, Europe and Australia. <br />In order to achieve the goal, firstly, the university of each continent was separated and 46 universities were selected by the random method of the class in the ratio of each number of classes to the required ratios and refer to the website of these universities. After multiple reviews of this number, 22 universities that provided in their "human resources" section of the educational system were thoroughly reviewed and carefully considered. The study conducted in each university was considered from the two perspectives of "human resources method" and "differentiation and creativity of the educational system". <br />The findings from the examination of the universities indicate the existence of exemplary examples of human resources training in different methods of training special resources and designing special platforms for human training, creating material, financial and spiritual support and motivational systems necessary to receive training and self-empowerment, as well as attracting the participation of managers. and supervisors in determining goals, planning and evaluating the importance of education in direct communication with employees. <br />&nbsp;The obtained results can provide valuable and practical guidelines to managers and leaders of human resources in universities or even other educational and non-educational organizations in order to train and develop the processes of their human resources education system.</p>http://istd.saminatech.ir/Article/50123Educational System Human Resources Higher Education Educational Administrators Education in University