Pathology of appointing the system of professional managers in Iran's government organizations

Considering the importance of recognizing organizational injuries that are very diverse and affect performance and goals at all levels of the organization and cause functional disorders, it is necessary to identify and pay attention to one of these injuries. which should be investigated and paid attention to, the examination and pathology of the appointment of professional managers in Iran's government organizations, in fact, this pathology is the path to the success and stability of government organizations and the compiler of the model of competence, recognizing organizational harms is the most sensitive and It is the most important action, the output of which is to improve the effectiveness of the organization. Considering the importance of the mentioned topic, this research focuses on this category and considering that the review and summarization of the findings of past studies has played a significant role in the recognition and design of competency models, and it has been done with a practical purpose.

In terms of data, the present research is mixed and exploratory, and in terms of the method of research and study, it has been conducted in two forms: foundation data and cross-sectional survey. The number of samples in this study is 235 and to measure the variables of the foundation's data model, a multi-item questionnaire based on the findings of the qualitative section was used and it was approved by experts with the help of Delphi and brainstorming.

Based on the findings of this research, prioritization of indicators, components and dimensions of the pattern of appointment of professional managers of government organizations by interviewing academic experts and experts and with the benefit of Delphi technique, 40 items, 8 components and 2 dimensions were identified. and it was prioritized by the CVR test that "structural", "management", "strategy", "organizational culture" and "human resource management" components respectively have the greatest impact from the internal dimension and "social-cultural" components. "Economic" and "political-legal" respectively, are among the most important disadvantages of the appointment of professional managers in Iran's government organizations from the extra-organizational perspective.

Based on the findings of the research, it can be concluded that all ministries and government organizations of Iran need creative, flexible and responsible people, on the other hand, identifying, attracting and retaining employees with such characteristics is a complex process. And necessarily, human resource management must adapt itself to the norms of the day.