جستجوی مقالات مرتبط با کلیدواژه "معماری منابع انسانی" در نشریات گروه "علوم سیاسی"

Extensive changes in the world and its profound effects on the interior of the country, emphasize the need to use successful methods of human resource management. One of the brightest moments of human resource management is the era of sacred defense. Maximum use of human resources, recognizing the characteristics of efficient human resources and creating a competitive advantage in the structure are among the most important indicators in recognizing the architectural model of human resources during the holy defense era. The present study is in the category of qualitative research and the method of data collection is the interview method. The mentioned data have been analyzed by content analysis method. The sample size is 11 people and sampling was done purposefully and continued until theoretical saturation. Finally, during the research stages, in the first stage, 90 codes were coded and in the next step, 33 categories of files were extracted, and in the last step and the final coding, 5 themes were extracted and ranked from human resource architecture. The theoretical narrative of this research was crystallized as follows: "The experience of eight years of holy defense is one of the most brilliant historical points of the country in terms of human resource management and architecture. "The themes of the Human Resources Architecture Index from the point of view of the commanders of the Holy Defense are: Believing in God, being young, being operational, being creative and being brave, respectively." Finally, suggestions for future research are provided.

The purpose of this study is to examine and explain the network characteristics and the functions of human resource, related to each network by using human resource architecture to boost mutual learning in Sapco Company. The research method is exploratory-descriptive and data collection is based on quantitative studies (questionnaires) that were carried out in three stages. After theoretical studies, in the first stage, the architecture questionnaire was distributed in order to differentiate between managers’ and vice chairpersons, occupations of Sapco Company. After and specifying which occupation is related to which category, the grid questionnaire, designed in terms of density, homogeneity, and trust, was distributed among occupations. Then, human resource functions questionnaire, designed in terms of bonus, performance appraisal and education and development, was distributed among managers and vice-chair persons to determine the appropriate type of human resource function for every type of architecture. The data from quantitative studies (questionnaires) were analyzed by inferential analysis and by using a single-sample t-test (t-student). The results of this research point to the fact that knowledge-based occupations have a moderate density and homogeneity, but enjoy high-level internal and external trust. Occupations categorized in the type of occupational-oriented architecture have a high density, homogeneity and in-group trust. Ultimately, there was a high degree of heterogeneity between staff according to the type of allies, low density and low level of coordination, and high degree of out-group trust. By identifying the characteristics of each type of architecture, managers can better do the planning for their employees. It was also found that in the various types of networks, human resource functions should be developed to enhance bilateralism in the organization.