rahele montazer

This study aims to establish a relationship between HRM and innovation studies through human capital characteristics in order to achieve a better understanding of HRM’s supportive role in innovation realization aligned with knowledge-based services. The study provides a new model of coordination between innovation modes of service sector firms and HR configuration adopted for managing people in these firms. By gathering data about the main variables from 132 Iranian knowledge-based service firms with more than 30 employees, all located in Tehran province (selected through systematic sampling), the status of every firm in the field of innovation mode and HR configuration was determined. The hypotheses were tested using contingency tables and binomial test. After testing hypotheses, it was found that the strongest alignment exists between market-oriented innovation and productivity-based HR configuration (at about 53%). The average value for the human capital characteristics in firms that had two mentioned statuses were more than another three statuses. To achieve ideal human capital management, managers of KBSFs need to pay more attention to the compatibility of their HR configurations with innovation modes of KBSFs in order to approach the satisfactory productivity level seen in such firms.

This paper aims to show the asymmetric effect of oil shocks on Iran’s economy. It uses nonlinear time series models to investigate the asymmetric effect of oil shocks on resource allocation in Iran’s economy. The results show that adverse oil shocks have been more persistent during the last decades and severely negatively affect resource allocation in Iran’s economy. Different oil shocks have different implications for importing and exporting countries, and the rigidity of state fiscal systems in exporting countries causes adverse oil shocks to be more persistent. The oil economy’s response to positive and negative oil shocks depends on the structure of the economy. The government budget and trade balance have significant implications for the effects of oil shocks on oil-exporting economies. The government budget is highly dependent on oil revenues, so in the case of adverse oil shocks, the pass-through exchange rate will cause high inflation because of foreign exchange shortage and overshoot in the exchange rate.

According to the fifth item of statement by supreme leader which was released after the publication of the basic Islamic-Iranian Model of Progress document that was requested from universities, hawzah and researchers to evaluate this document deeply and participate in promotion of this document to plat road map of country progress, by presenting clear proposals This research has been done to respond to above-mentioned request . In this article, we first review critiques of the process of document compilation and then critiques of the result and its results in three sections: at first shortcomings and defects in the pre-codification of the model, second the errors and the ongoing errors in the pattern and pattern of the model, and third the feasibility of implementing of the model. The result of the survey shows that at least forty-nine defects, errors in the three above-mentioned stages in preparation of Process model. Therefore, it seems that the published document still needs to work on and its realization will not be simply feasible, and it is necessary to consider it during the two-year's time which has given to eliminate the shortcomings and defects to correct and complete the model with the help of the elites and intellectuals.

Human capital in a company is one of the most important factors for innovation. In this paper we have concentrated on two characteristics of human capital which are Uniqueness and strategic value and according to them started to check the amount of matching the modes of innovation and HR Configurations in knowledge based firms which are located in Pardis and Tehran University Technology Park. Managing human capital in Innovative Companies needs a bundle of HR practices which are fitted with work force characteristics and special aims of firm. In this research we tried to answer this question do knowledge based firms choose a kind of HR Configuration according to their human capital characteristics and innovation mode? The research was a descriptive survey. We did Confirmatory factor analysis to assess the construct validity and model verification and used binominal test to check the amount of coordination betweenthe modes. In the first stage the maximum amount of coordination which was identified was between productivity - based HR system and the market –oriented innovation and in the next stage coordination was between collaborative HR system and science- based innovation mode. Also the characteristic of value has gained a higher average than Uniqueness feature.