فصلنامه پژوهش های مدیریت منابع سازمانی
سال یازدهم شماره 3 (پیاپی 43، پاییز 1400)

 The purpose of this paper is to identify and rank the most important factors that cause the failure of chain restaurants during the Covid-19 crisis with a resource-based view so that they can have a definite picture of these factors to overcome the challenges of this crisis.

 The research method is mixed, and the statistical population of this research is chain restaurants. In the first step, which has been done qualitatively, the previous papers were first reviewed, and several factors were identified. Experts were then interviewed to identify new factors; experts were purposefully selected from restaurant managers and consultants. The identified factors were classified into three groups: management, culture, and resources, and the average of the factors was obtained using a t-test. In the second step, which was done quantitatively, a questionnaire was designed using the best-worst pairwise comparison between the indicators, and the factors were ranked.

 The results showed that the inflexibility factor as a subset of culture with a weight of 0.155 is primarily essential, then the inefficiency factor with a weight of 0.140 as a subset of management, and finally the factor of investment reduction with a weight of 0.042 as a subset of resources are located.

The Holy Defense, as one of the historical periods that ended with the victory of the Iranian nation, has lessons and teachings that should be studied by researchers and become a model and theory. Commanding style of commanders is one of the important aspects of that period that has been considered in the present study. Twenty commanders of the Holy Defense were studied in a library method, considering the diversity of command positions, reputation, and the availability of resources. The obtained documents were coded and analyzed with a qualitative approach and content analysis method, and after validation in two stages, four styles of jihadi command were identified in the commanders of that time: "Creative consequentialism (focusing on the goal based on intelligence)", "Authoritarian consequentialism (attention to the goal based on authority)", "Wise staffing (attention to forces based on intelligence)" And "strong support (focusing on force based on authority)."

The purpose of this paper is to identify the dominant discourse on texts related to human resource development strategies in the banking industry that represent the reality of education and learning. In fact, in addition to identifying the type of dominant discourse, we examine key concepts in discourse order. This research is based on Fairclough's critical discourse analysis (CDA) method. The theoretical framework that Fairclough introduces, involves a variety of concepts that have been used for research purposes. Fairclough analyzes these concepts in a three-dimensional model. According to this model, the selected text, which is a "comprehensive system of education and human resource development" in the banking industry, was analyzed in detail at the three levels of description, interpretation and explanation. The results of the analysis showed that the dominant discourse on human resource development strategies in the banking industry is articulated through the discourse elements of integration perspective, performance-based approach and guided learning activities and the order of discourse dominates the whole of this discourse.

Medical centers consume large amounts of electricity, water, food and building materials to provide high quality care. Among the medical centers, hospitals consume more energy and water than many industries and produce more waste. Medical centers should look for programs to reduce energy consumption, reduce environmental impact, and manage waste disposal and medical waste. Green innovation makes this possible for these centers. Green Innovation is a set of changes in production products and processes aimed at managing waste, environmentally friendly productivity, reducing greenhouse gas emissions, environmentally friendly design, and reducing environmental impact.In order to create a green innovation culture in the organization, in the first step, it is necessary to identify and prioritize the barriers to innovation in order to eliminate them.In this study, by examining the research literature and consulting experts, 15 sub-obstacles were identified in the form of 4 main management barriers, green suppliers, human and financial resources for medical centers.Then, using BWM method, their livelihood and ranking were considered according to 12 experts, and the results showed that managerial barriers and especially lack of management commitment are the most important obstacles for green innovation in medical centers. Therefore, first of all, this concept and its advantages and disadvantages should be explained to the managers, and then other obstacles should be removed.

This study aimed to solve the problem of human resource allocation in an integrated and optimal way under normal and critical conditions using a new integrated metaheuristic-fuzzy method. The solution method has included a mathematical model of the allocation problem, a combination of the GWO metaheuristic algorithm, and the Sugeno fuzzy inference model. In this research, Sugeno fuzzy inference model has been used in the task rate adjustment layer to add the ability to self-regulating the parameters to the optimization algorithm. After the preparation of the newly developed algorithm, the problem of human resource allocation before and after the crisis and the time of the crisis has been solved with this solution algorithm through the data of previous prominent researches. Comparison of the results of this study with the results of the top 5 methods in previous studies (SGA, PRS, SRS, MIP, HM) based on three methods of evaluating the quality of solutions (GA-FSGS, MP-FSGS, GA-SGS) showed that the increase of Ω from 15000 It has improved the HM and SGA values ​​to 25,000 compared to previous studies in the B100 and B200 datasets. It was also found that the proposed method has better results and higher solution quality compared to the previous solution methods and the quality of their solutions.

Identifying, mitigating, and confronting human resources risks is essential for organizational excellence. This study aims to identify, analyze, and provide strategies to deal with risks in one of the government organizations in Isfahan province. The present study is mixed, where the resilience strategies are presented using FMEA and FAAO methods, and the number of resilience is calculated quantitatively. The statistical population of this study is human resource experts. Due to the limitations of the statistical society, all employees were selected as samples. All risks were obtained through the study of research literature and in-depth interviews with experts. The interviews were coded using thematic analysis. In the first phase of this study, thirty four risks were identified, and among them, ten most significant risks were selected, and strategies for dealing with them were presented. In order to retrieve, three risks were selected: long-term illness, staff dissatisfaction, and exit of experience and skill without experience transfer. A total of nine strategies were presented to return to the pre-risk state or more desirable. The resiliency ratio of the organization’s human resources department was 0.66 before the occurrence of risk and 0.84 after the occurrence of the risk.

Imbalance between resources and expenditures, inefficient investment management of available, the need for structural reform and the successful experience of a multi-pillar social security system in some countries, have encouraged this system in Iran. Research aims to identify and prioritize the challenges and impeller forces effective in the implementation of this system and evaluate the resources organization and develop and select scenario. The research modeling was carried out using DEMATEL technique and data analysis done with ANP. The research method is descriptive, and based on a survey of experts that includes 45 social security managers in Isfahan province. The results showed that the most effective challenge group is the "Challenges of Insurance and Retirement" and the "Proximity to The Financial Breakeven Point" is a major sub-challenge. Also, two factors of "sustainable financing" and "interaction of related institutions and organizations" were identified as two forces behind the establishment of this system. By placing these two propellers on the Schwartz matrix, the most probable scenario detected as the Honey free hive.

Selecting and prioritizing IT projects is one of the most important decisions for managers. On the other hand, the development of e-government in countries is of interest to government officials. Providing electronic services by organizations is one of the early signs of the development of e-government. The main purpose of this article is to provide a practical model to government organizations. In order to implement e-government and provide e-services, these organizations need to select and prioritize IT projects. In the proposed model, Dematel method, hierarchical analysis method and Prammett 2 method are used to prioritize information technology projects. The results obtained from the implementation of the model in a governmental organization show that projects such as organizational resource planning and customer relationship management, which will provide more services to stakeholders, are the organization's first priority for electronic services, and projects such as Information security management system and network development are low due to the low number of tangible and direct service to stakeholders.