جستجوی مقالات مرتبط با کلیدواژه « مدیریت منابع انسانی » در نشریات گروه « علوم اجتماعی »

Gender gap is one of the basic contemporary discourses in organizations. The aim of the current research is to identify the components and provide a model of the gender gap in the field of human resources. The purpose of this research is applied, qualitative in terms of method, and based on the grounded theory approach. The participants were 55 women from Iran's National Gas Company, selected according to theoretical saturation and the purposeful sampling method. A semi-structured interview was used to collect data. According to the findings, management inefficiency, discrimination in support mechanisms, lack of opportunities for women, injustice in having facilities, injustice in employment, injustice in organizational structure, and injustice in organizational promotion were identified as causal factors. Problems in women's personal lives, inefficiency of the macro structure, and discriminatory laws and regulations were identified as background factors. Weakness in societal and organizational culture were identified as intervening factors. Consequences identified include neglect of human capital, weak organizational culture, a culture of discrimination in society, inefficient processes, unfair distribution of facilities, organizational injustice, missed opportunities for women, weak support mechanisms, neglect of women's management, little attention to the balance between work and life, unfair employment of women, discriminatory implementation of laws and regulations, inefficient use of macro-structure strategies, reduced organizational efficiency, reduced organizational commitment, and reduced organizational productivity. The gender gap is influenced by various factors, but these factors are formed in interaction with a discriminatory perception and lack of organizational support for women.

Nowadays, the security process is among the most important and essential planning issues in the realm of the activity of the football competitions’ organizers; because football is the center of attention and many people belonging to various classes of society presence are interested in watching football matches in stadiums. In this regard, maintaining security and peace in the society is the most important task of the police force. Therefore, the present research was carried out with the aim of identifying strategies to combat vandalism in the stadiums of the Premier Football League of Iran.

The present research aims to achieve applied outcomes and was of exploratory type. For this purpose, theoretical saturation was achieved with 19 experts in a purposeful judgment and using in-depth and semi-structured interviews. The data was collected using an exploratory approach through the identification process and its analysis using the qualitative software: MaxQD. Also, the validity of the research was taken into consideration by using issues such as the accurate selection of samples, simultaneous data collection and analysis, consistency in the research methodology, and the repeated reliability of the test.

According to the findings of the research, the monitoring and security, educational, technical, managerial, safety, communication, and environmental components were recognized as the main strategies to combat the occurrence of vandalism. Also, according to the observed frequency, the concept of security with an importance factor of 133, event management with an importance factor of 114, infrastructure and communication networks each with an importance factor of 102, and risk assessment with an importance factor of 101 had the highest importance coefficients among other concepts.
The results of the current research emphasize the attention paid to the supervisory and security, educational, technical, managerial, safety, communication, and environmental approaches in combating the occurrence of vandalism in the stadiums of the Premier Football League of Iran. In this context, attention should be paid to factors such as the provision of facilities, control the stadium by digital cameras, the presence of trained police before and after the match, security measures of the external environment around the sports stadium, special supervision of the security team in decisive games, protection of sports venues against poisonous substances, the appropriate price of the ticket is suggested taking into account the conditions of society and the management of information conditions and the reflection of public opinion in order to prevent the occurrence of vandalism in sports stadiums.

As a result of the growth and development of communication and information technologies, as well as the increasing use of smart tools connected to the Internet, a huge amount of digital data is produced every moment. Human resource (HR) analytics is necessary for the intelligent use of this data to improve Human Resource Management (HRM) decisions. HR analytics has descriptive, diagnostic, and predictive types introduced as analytics maturity models. Considering the HR analytics maturity model and the five functions of Human Resource Management, this article uses the systematic implication research method to review and criticize the book “Data-Driven HR: How to Use Analytics and Metrics to Drive Performance” by Bernard Marr. This book is translated into Persian by Pirannejad and Faraji Jobedar. The implications show that the book can be improved by enriching the scientific theoretical foundations of HRM topics. In addition, this could be improved through closer attention to the levels of HR analytics.

Researchers consider four foundations for employee compensation, including job status, individual status, membership, and performance. Building upon these foundations, the present article employs the methodology of critical realism and research implications to critique a prominent book in the field of employee compensation. The selected book for review is “Handbook of Employee Reward Management and Practice” authored by Michael Armstrong and translated into Farsi as Compensation “Management”. This book holds significant importance as a teaching resource in the realm of management and management policy. This article delves into the four fundamental principles of compensation management while critiquing the mentioned work. It also presents actuarial implications and research alternatives in this field. The findings highlight the necessity of explicitly incorporating all four fundamental elements of compensation for the comprehensive coverage of educational research works on employee compensation management, avoiding any implicit treatment.

Today, thinkers and policymakers envision new roles for human resource management, one of the most important one is "competency-basing" in all functions of human resource management from planning and selection as input processes to the development and maintenance and output processes of human resources. The purpose of this article is to review the “Competency-Based Human Resource Management” book by David Dubios et al. The book is reviewed and criticized based on two methods of formalist critique that focuses on form - elements such as structure and writing- and research critique that gives originality to the content, and also based on the criteria of the Iranian Council for Reviewing Books and Text on Human Sciences. Findings showed that the main strengths of the book are having a theoretical and practical perspective, paying attention to the organizational context in the application of competencies and confronting and comparing traditional with competency-based human resource processes. This work also has points for improvement, the most important of which are the lack of up-to-date references despite the reprint of the book, issues unrelated to or less related to the main concept of the book, and the need to explain new methods of human resource management processes in the competency-based approach. In the end, based on the findings, suggestions were made in two headings of form and content.

The main purpose of this article is presenting an ethical model of human resource management functions with an Iranian-Islamic approach (absorption-employment-development-maintenance).

The present survey is conducted with a "combined" approach, in two parts: Qualitative with meta-combined method and quantitative, using descriptive statistics for display demographic information and use on confirmatory factor analysis and Laserl software for data analysis.

The authors of the article conclude that based on the results in relation to absorption indicators, only development and ability to acquire knowledge, management support, and interaction with external sources of knowledge, employment and process. Needs assessment was accepted; all indicators of employment including employee commitment, motivation, avoiding unbalanced distribution of employees, solving coordination and cooperation problems, being friendly with employees and correct use of tools were accepted, including indicators of development, knowledge and skills. Attention to planning, entrepreneurship, non-discrimination, empowerment, talent management, increasing communication, learning new skills was accepted, and finally the indicators of maintaining financial and material support, observing ethical principles, increasing interaction, management skills, observance Organizational justice, organizational commitment, stress reduction and redundancy were accepted.

Human resource management refers to policies, actions, and systems that affect employee’s behaviors, attitudes, and performance. In the field of human resource management, there are many reference books, each of which has gained good legitimacy and acceptance for various reasons among readers. The book "Human Resource Management and Personnel Affairs" by Dr. Seyed Reza Seyed Javadin is one of the most comprehensive books written in the field of human resource management and therefore has been considered as a textbook and the main source of study for the graduate entrance exam for many years. In this article, the attempt was to review the book in a descriptive-analytical manner, by mentioning the evidence and documents and based on evaluation criteria which were introduced by the Council for Reviewing Books and Text on Human Sciences. Criticisms were presented from both formal and content perspectives. According to this, on one hand, the main strengths of the book are the comprehensiveness of the content, the systematic approach, the coherent and structured view of the topics, and the compatibility of the work with Islamic values. On the other hand, this work has also some drawbacks, the most important of which are the lack of a practical and problem-oriented approach, insufficient use of content and creative presentation methods, outdated topics despite numerous editions of the book, and weaknesses in the citation method.

The purpose of this study was to model the relationship between human resource management system and appointment based on the competence of managers in the higher education system.
The research method was a combination of mixed (quantitative-qualitative) exploratory type. In the qualitative section, the statistical population included university deputies in the department of management and resources development (support) of higher education centers in Mazandaran province. Using the "rich information samples" sampling method with 20 deputies by Delphi method and using semi-structured questionnaires; an interview was conducted. The statistical population of the study, in a small part, included the faculty members (instructor, assistant professor, associate professor and full professor) of higher education centers in Mazandaran province in the academic year 2018- 19. People were selected as the research sample. The data collection tools in the quantitative part were human resource management questionnaires and the desired appointment of managers. The face and content validity of the questionnaire was confirmed by experts and the reliability of the questionnaires was calculated and accepted through Cronbach’s alpha coefficient. Data analysis was performed using exploratory and confirmatory factor analysis with Spss and Amos software.
The results of the qualitative section indicated that the human resource management system had eight dimensions and the appointment of competency-based managers had twelve dimensions. The results of the quantitative section showed that all aspects of the human resource management system and the appointment of managers based on competence were approved.
Based on the research findings, the optimal appointment of managers in educational centers leads to the strengthening and proper functioning of human resources and consequently the high efficiency of the educational system.

With the aim of compilation and validation of a model to develop strategic human resource management, this research was implemented in the Islamic Republic of Iran Broadcasting Organization. Human resources are the primary asset of each organization and therefore, each company, in line with its mission and to materialize its goals and implement its strategic plans should take meaningful measures for the development of human resources. Human resource management is considered to be one of the most important and key departments among other company sections. The reason for this significance is the presence of human factor, as it is believed that the human factor could be the source of changes. Research The research method used in the present research was mixed method, which was based on qualitative descriptive method specifically the Grounded Theory (GT) method, and formulated according to Systematic Strauss' methodology, implemented via holding interviews with experts and practitioners in this topic. Accordingly, the variables and components on the strategic development of human resource management were deducted and then during each quantitative phase, based on the questionnaires compiled on variables derived from the qualitative phase, 281 people took part in the survey and the variance of factorial structure of the aforementioned model was validated. In order to analyze the qualitative data, MaxQDA2018 software, and to breakdown and scrutinize the quantitative data, SPSS and AMOS were applied. Also, to analyze the quantitative data in addition to descriptive methods, T-test, exploratory factorial analysis, and confirmatory factor analysis were performed accordingly.

"Performance-based payment" is a management tool in optimizing employee pay based on measuring the quality of their performance. The purpose of this study is to identify the types and benefits of each of the performance-based payment methods compared to each other and to get acquainted with the prerequisites for implementing this system in an organization. In this study, the science direct and emerald Insight websites in October 2019 were reviewed using the mobile browsing method. Narrative review is one of the well-known methods for identifying, selecting and analyzing secondary data and understanding the vacuum of past research. Performance-based payments are made in both individual and group formats. Merit and Bonus are two common types of individual payments. In a group payment system, payments based on group results obtained for a common purpose are awarded to individuals in a group. The different types of group payments include "pay to the management team", "main stock option", "employee ownership of shares", "profit sharing", "profit sharing" and "team payment to employees". Prerequisites for implementing this system in an organization include "organizational culture", "supervisor training", "funding", "appropriate timing for implementation" and "performance appraisal and rating system". After the implementation of the system, performance indicators should be regularly monitored and updated.

Expatriate of specialists from the key strategic industries of the country is one of the main concerns of thinkers and policymakers at the highest levels, which in particular, the country's oil industry has been hit a lot from this type of expatriate. Since attempting to study the dimensions of this issue and trying to reduce the Self-initiated expatriate of specialists from the country is very necessary, in the present study, while conceptualizing and analyzing the dimensions of the Self-initiated expatriate motivators of the country's oil industry with an emphasis on the role And functions of human resources management have been ranked by these factors. Accordingly, after carrying out library studies and designing the final model, validation of the model was carried out (SANJESH) based on the opinion of experts in the field of human resources management and the final questionnaire, drawn up in a paired comparison, was completed by ten oil specialists that expatriated from the country. Based on the results of the questionnaires that analyzed by Analytic Hierarchy Process (AHP), among the three factors that effect in motivation - the personality, the type of international occupation and demographic characteristics - the factor of personality as the most important factor and among the four motivational goals -career development, change of life, financial motivation and adventure- factor Career development has top ranked and priority. The issue of policy recommendations for managing the immigration space of specialists in the country has been considered in the final section of the paper.

Presenters, undoubtedly, are one of the important factors for IRIB (Islamic Republic of Iran Broadcasting) to build links with its audience. In fact, presenters make the last loop in completing the communication process of the IRIB with its audience. That's why it is necessary to have a plan and pre-planned program to manage the way presenters are employed in the IRIB organization. Selecting the statement, "presenting human resource management models for IRIB presenters' employment", as the main objective of the present research, we seek to study the current state of managing presenters' employment, its pathology and improvement in order to: develop strategies for IRIB proper interaction with its presenters, and vice versa; establish norms and regulations to organize presenters' activities; explore strategies for evaluating the presenters' performance; and to implement strategies for rewarding and punishing IRIB presenters, as the secondary objectives of this research. This is a qualitative and exploratory study, conducted using in-depth interview and purposive sampling method. Therefore, 26 media and communication management professors and experts, human resource managers, IRIB producers, and presenters were interviewed and the results were presented in three sections. Mainstreaming IRIB efforts to develop appropriate strategies in human resource management to employ presenters, offering strategies for this task and eventually, developing a model for employing presenters in the IRIB, form the findings of the present study.

Television stars as one of the most important human elements in transmitting messages and attracting television audience should be in a certain relation with the media organization so that the organization management can make the best use of it. The research is to find the appropriate human resource model for television stars in Islamic Republic of Iran Broadcasting. The main question of the research is: how is the process of interaction with stars in the national media? The research was conducted by qualitative way through grounded theory method. Samples were selected by snowball technique, and data collected through study of library documents and resources as well as in-depth interviews. For this purpose, 36 informed people were interviewed then the concepts were extracted. Interviews were classified into 40 concepts, 6 main categories, 16 sub-categories, and finally designed a model. The research, based on a model, showed that changes in the HR process as well as in the structure and content of the national media were needed to improve the status of the stars and their interaction with the organization.

The aim of this paper is to examine the key aspects of the pattern of human resources management and the effects of this pattern on the innovative and entrepreneurship organizational performance. Methodologically, the data collection is descriptive in survey form, in which managers’ experiences and the different aspects of the problem were studied at two state universities in Tehran. The population of the study consists of all high-level managers in the different faculties of Tehran and Shahid Beheshti universities. A purposeful sampling is used and 70 managers are selected to participate in the study. A structured questionnaire based on Likert scale is used for data collection. Descriptive indices of average, correlation and multiple regressions are used for data analysis. Research findings showed that the strategic and functional aspects of human resources have different impacts on organizational performance. Moreover, the level of success of individual and group entrepreneurship is different. Finally, the findings showed that both strategic and operational experiences under the human resources management influence the organizational effectiveness significantly. Particularly, experiences influence on innovative performance through strategic management of human resources is notable.

The success of organizations is based on the personal specifications of personnel and how to change them into a longsterm performance. Human resource management factors as a source of competitive advantage for organizations affecting the efficiency of personnel has a great importance for organizations. The development of organizations can be extended by identifying these factors and improving them. There are a wide range of managerial human factors that managers can focus on to achieve success and to improve the efficiency of personnel. This study aims at discussing human resource management factors that can affect personnel efficiency of traffic police. Therefore، three hypothesis are given and، in the first step، after interviewing with some managers and experts، three human resource management factors (performance appraisement of personnel، particippation of personnel in decision making processes، and training) are selected and then، through the use of a questionnaire، the effects of these factors on the efficiency of personnel are evaluated. Finally، the ranking order of these factors is determined. The results show that participation of personnel in decision making processes has the greatest priority and is followed by training and performance appraisement of personnel as the second and third priority levels، respectively.

Culture with it’s intrinsic complex nature is one of the most unintelligible terms of human science.On the other hand ¡seminaries(Howzeh) are one of the most column of religious culture protection.However¡ in order to access a precursor¡dynamic and rich culture based on religious¡historical and national values and also fundamental ideals of society ¡the educated and capable managers are needed.The professionals who are firstly aware of dimensions of nature and environmental variables of culture¡secondly¡know management and it’s principles and techniques.
The result originated from scientific documents and librarian method shows that it is an avoidable necessity to use methods of strategic management about seminaries in the process of globalization.

Globalization has been changed the relation among countries and government as a torrential wave¡ and has speedily created complicated links among human culture and societies.
What is as central effective element in this situation is paying attention to human elements and components.
In Iran¡ the key for planning and implementing desirable management and development program is development and management of strategic human resources.
At current paper¡ while the various dimensions of globalization and definition of human resources management is introduced¡ the challenges rooted from this phenomenon in human resources management would be examined and then¡ the capacity making a the age of globalization would be explained as much as possible.

International competition for having a greater contribution in the world is ever increasing، thus human resource management plays an important role. In a knowledge-based economy، an all-out participation of women in different social arenas promises optimal utilization of all human resource potentials. In this respect، Iran has experienced an extensive presence of women in its higher education. Generally، the stronger the social identities of women، the better will the national objectives، as depicted in the country''s development plan، be realized. Therefore one of the essential challenges of Iranian managers is to reinforce the social identity in higher education institutions which train future human resource of the country. In order to identify the strategies of reinforcing social identity، the University of Tehran and Qazvin Azad University are chosen as research sample and data is collected through interviews and questionnaires. Twenty people are interviewed from each university and another 419 fill out a questionnaire. This research takes advantage of both quantitative and qualitative methods. The research findings indicate that the mean of the sense of national identity equals 3. 61 for University of Tehran whereas this figure stands at 3. 87 for Qazvin Azad University. Qualitative analysis of data suggest that physical، spatial and symbolic separation of girls’ and boys’ identities leads to a feeling of disappointment and frustration in girls and is detrimental to their self confidence، while destroying it. The lack of ability to link different identities is considered as one of the main causes of failure in balancing different social roles. Consequently، this gives rise to unidimensionality of girls and a poor self-esteem. In the light of this، presenting women who have succeeded in positively relating different identities is a way to reinforce and strengthen identity in women. Accordingly، the priorities of identity management strategies in universities are as follows: 1. Aggregation، 2. Combination، 3. Division، 4. Omission. Human being has a folded character، it doesn''t only possess one identity but rather it is made up of numerous complex identities. This is further complicated as humans can simultaneously hold social identity، corporate identity and individual identity. These identities are relative and are subject to change over time. This paper aims to identify and analyze dynamics of women in organizations، especially educational institutions، thus offering solutions for identity management.

The success of organizations is based on the personal specifications of personnel and how to change them into a long-term performance. Human resource management factors as] a source of competitive advantage for organizations affecting the efficiency of personnnel has a great importance for organizations. The development of organizations can be extended by identifying these factors and improving them. There are a wide range of managerial human factors that managers can focus on to achieve success and to improve the efficiency of personnel. This study aims at discussing human resource management factors that can affect personnel efficiency of traffic police. Therefore, three hypothesis are given and, in the first step, after interviewing with some managers and experts, three human resource management factors (performance appraisement of personnel, particippation of personnel in decision making processes, and training) are selected and then, through the use of a questionnaire, the effects of these factors on the efficiency of personnnel are evaluated. Finally, the ranking order of these factors is determined. The results show that participation of personnel in decision making processes has the greatest priority and is followed by training and performance appraisement of personnel as the second and third priority levels, respectively.