جستجوی مقالات مرتبط با کلیدواژه « مدیریت استعداد » در نشریات گروه « علوم سیاسی »

Succession is a strategy for forward-looking organizations in facing events such as retirement, resignation, and relocation to prevent incompetent people from entering key positions when former managers leave the organization. Therefore, the current research has been conducted with the aim of providing a model of the surrogacy system in Ajah with the foundation data approach. Statistical and sample population In this research, commanders, professors, and experts of the scientific and academic community of Aja were selected in the qualitative section and in the quantitative section, 385 people were randomly selected based on the unlimited population. In order to collect data in the qualitative part, unstructured interviews were used and qualitative interviews were used in the quantitative part of the resulting questionnaire. The findings of the qualitative research data were obtained by inductive content analysis using MAXQDA software, and in the quantitative part, according to the characteristics of the data, the confirmatory factor analysis of structural equations was obtained with the help of SmartPLS software. The results of the presented qualitative model consisting of causal conditions, contextual conditions, central category, intervening conditions, strategies and consequences were presented.

This study to answer the question of what are the strategic categories affecting the talent management of secondary school teachers in Tehran? Done. This study to answer the question of what are the strategic categories affecting the talent management of secondary school teachers in Tehran? This research has an applied purpose and has been done qualitatively. The research participants were experts in the field of talent management. The purposeful sampling method was judgmental and 16 people were present as the sample with theoretical saturation. The "interview" tool was used for measurement. Its validity was obtained by "triangulation" method and its reliability was Cohen's kappa coefficient of 0.615. Data analysis was performed through a three-step process of open, axial and selective coding by MAXQDA software. The results showed that the "strategic categories" of talent management in schools include 4 sub-categories: school leadership; Meritorious; Continuous growth and development of teachers; Decentralization and delegation

Today, the most important concern of human resource development managers is the preservation and development of organizational talents, and talent management has had an amazing impact on the reputation of organizations. Talent management shows a change in approach from traditional human resources management to modern human resources management, which includes attention to the elites of the organization; the purpose of this research is to provide a model of talent management in intelligence organizations.

The present research is in terms of practical purpose, in terms of descriptive-survey data collection method, and in terms of nature, it is a combination of qualitative and quantitative type. The statistical population in the qualitative section includes managers and experienced experts, 14 experts were selected as a sample for the interview; also, in the quantitative part, the statistical population includes middle managers of intelligence organizations in the number of 350 people, the sample size of which was determined to be 183 people. Research data has been collected by library and field method and using interview and questionnaire tools. For data analysis, the qualitative part of the database approach and the quantitative part of the structural equation method have been used.

The findings of structural equation modeling indicate that talent management includes five elements such as internal talent search, external talent search, socialization, talent development and maintenance; also, three factors such as employer brand, organizational culture and transformational leadership were also identified as effective factors on talent management. Among them, the transformational leadership style is the most important in terms of influencing talent management, and the employer brand and organizational culture are the next most important in terms of influencing talent management

The present study was conducted with the aim of investigating the factors affecting the success of the succession-parenting system in one of the AJA subsidiary organizations. The type of present research is a descriptive survey and is practical in terms of its purpose. Statistically, the present employees are one of the AJA subsidiary organizations, their number is 315, and they are competent enough to answer the questions in the questionnaire; also, in order to determine the limit of the necessary sample size, Cochran's formula was used. Considering that the minimum sample size was obtained from 173 people, this number was based on analysis. The data collection tool of the current research is a questionnaire, the reliability of the current research questionnaire was measured by calculating the Cronbach's alpha coefficient, which is higher than 0.7 for all research variables. Also, to analyze the data, the structural equation modeling method was used with the help of AMOS software. The results of the present research regarding the testing of hypotheses, positive and meaningful impact (support and participation of senior management on succession, index for organizational succession planning on succession, needs-based assessment on succession, providing professional development opportunities on succession , it shows the focus on individual attention on succession, exclusive responsibility on succession, expansion to all levels of the organization on succession and strategy for effective succession planning on succession). On the other hand, two hypotheses of the effect of paying attention to the challenges of succession planning on succession and the benefits of external recruitment on succession were not confirmed.

This study was conducted to investigate the role of talent management and breeding in developing the performance of Iranian auditing firms. The study population was all independent auditors working in Iranian auditing firms. Based on this, the required information was collected from 384 independent auditors working in Iranian audit firms as a statistical sample. Research data analysis was performed by SPSS24 and AMOS24 software using structural equation modeling. The results showed that talent management through succession breeding at the level of individual competence has a significant effect on the performance of audit firms. Talent management through succession at the level of organizational competence has a positive and significant effect on the performance of audit firms. Talent management through succession breeding in the field of knowledge creation has a positive and significant effect on the performance of audit firms. Talent management through succession in the application of knowledge has a positive and significant effect on the performance of audit firms. Talent management through succession breeding in the field of talent development has a positive and significant effect on the performance of audit firms. Therefore, it can be said that increasing talent management through the establishment of succession dimensions can lead to improving the performance of auditing firms.

Today, organizations have well understood that in order to succeed in a complex economy and survive in a competitive environment, they need to have the best talents, and their competitive advantage lies in the talents of their people. The question of this article is, what are the strategies and consequences of applying talent management in Iranian sports organizations? Qualitative methodology and data theory based on Strauss and Corbin's approach have been used in this research. The data collection tool was a semi-structured interview, and the resulting data were coded and analyzed in a contextual way. The results of 8 main categories and 60 sub-categories emerged in the form of a paradigm model including strategies (attraction, selection, development, maintenance and use of talent) and consequences (organizational, individual and process development). In sports organizations, the key sources of talent are the people working in the organization. Therefore, sports organizations can achieve their goals by implementing the talent management process as an important factor.

To play an effective role in soft warfare, media need to employ apt, believing and capable human force in addition to modern knowledge and technologies. The solution to this concern depends on recognizing the individual's talents and guiding him in the right direction. For this reason, it is necessary to identify the competencies required to work in different occupational groups in the field of media and to develop a competency model for talent identification in each occupational group.The research method used is a mixed exploratory method whose statistical population was in the qualitative section of 18 media experts in the country who were purposefully selected and interviewed semi-structured.Then, in the quantitative section, 360 reporters of Fars News Agency were measured in comparison with the model to identify the degree of compliance of each person with the required competencies and to extract her strengths, improvements and weaknesses. At the end of this process, a resume based on the competency model and the individual's scores on those competencies were provided to him / her, which provide a tool for the Personal Development Plan (PIP) and determining the path of professional growth.

Succession planning is one of the most important concerns of human capital management and talents of organizations. Through proper management of the succession process, effectiveness and efficiency can be achieved The organization guaranteed the future. In this qualitative research, an attempt has been made to theorize the process of succession training in the army. Accordingly, through interviews with 12 top executives and Policymakers in this field were counted using the data theory method of the Succession Modeling Foundation in accordance with the AJA organization. The resulting model shows that succession training in the army is done through four stages of identifying command and management talents, forming a talent treasury, evaluating and selecting talents, nurturing and developing the selected successor.

As the prominent pioneers of social change, elites of every society have an essential role in achieving goals and realizing national policies. By creating supportive capacities and formulating appropriate policies to manage talents, the governance system's future can be made more efficient to achieve public interest. This study's fundamental purpose is to identify strategic approaches in elite field planning, and the central question in this research can be posed as "What are the strategic approaches to determine the key issues in the elite field planning to streamline the governance system?" In this research, to identify the approaches, first documentary studies have been adopted, and in the strategic analysis, Bryson's strategic planning model has been employed. Four strategies for elite policymaking have been proposed: Internal- Agent-Based, External- Agent-Based, Internal- Structure-Based, External- Structure-Based. In the final part, the AHP decision-making model is used to prioritize the proposed approaches, and Internal- Agent-Based and Internal- Structure-Based have been identified as having the highest priority in elite policymaking.

The purpose of this study is to present a model of manpower talent management with emphasis on organizational culture in the Martyr and Veterans Affairs Foundation. In this research, a combined method (qualitative-quantitative) has been used. In the qualitative part, using the data theorizing method of the foundation, 13 experts of the Martyr and Veterans Affairs Foundation were interviewed. The results were categorized. In 136 basic codes, 40 concepts and 5 categories were categorized, which include, talent absorption factors, talent discovery and evaluation factors, talent development factors, talent retention factors and organizational culture factors. Also, in the quantitative part, a questionnaire was designed from the model designed in the qualitative part, and 124 questionnaires were filled out by random sampling from the staff of the Martyr and Veterans Affairs Foundation, and the model was validated using the structural equation method.The results showed that the factors of talent acquisition include: hiring, trying to use the facilities, discovering resources, discovering talented talents, authentication, professional interviews, reviewing scientific and executive records, willingness and interest in work, knowledge of organizational levels and It is the preparation of working conditions.

This article aims at designing a practical model for nursing professional excellence and providing some effective factors based on Payvar or “Grounded Theory” in forming extra role behaviors. This qualitative study was carried out on the basis of Payvar or "Grounded Theory" of Corbin & Strauss copy in 2008. Participants in this study were among nurses and from different ranks. Participants were selected based on assigned indicators, "Snowball Sampling Method". Data are collected through in depth semi-structural interviews. In this study, nineteen interviews were held with fifteen participants. Upon the analysis of the data and doing constant comparisons for the purpose of conceptual accumulation, 1450 primary codes, 35 primary categories,8 sub categories and 3 themes were derived in the frame of a conceptual model consisting of extra role professional behaviors, strategic professional insight, and professional talents management. The research results imply differences between excellence nurses behaviors and their specific characteristics. The emergence of the extra role behaviors need to be encouraged. The role of managers is important in this situation. Deducting the appropriate policy and strategies for emerging extra role behaviors in nurses and improving quality of care services are considered necessary. With the application of the nursing professional excellence model in medical centers, we can ensure the quality of care services and commitment to the persistent improvement of the nursing services.