جستجوی مقالات مرتبط با کلیدواژه « Competency model » در نشریات گروه « علوم اجتماعی »

The goal of this research is to present the competency model of public relations managers of Iran’s metropolitan municipalities. The research is fundamental in purpose and qualitative in data collection. It was done with grounded theory approach and Glaser’s emerging design. The target population included public relations managers, mayors and university experts 11 of whom were identified through purposeful sampling and semi-structured interviews were conducted with them. The data analysis was, also, performed using Depoy and Gitlin’s (2005) method. The reliability of interviews was checked in two modes: researcher release (92.9) and release by coder (79.3). The validity of the interviews was, also, verified by three methods of long-term involvement, questioning the colleagues and approval of the people under study. The competencies of public relations managers in metropolitan municipalities were identified in the form of eight main competencies including knowledge-related and methodical competency, professional ethics, media skills, managerial skills, meta-organizational interactions, organizational knowledge, varied thinking skill, and attitudinal skills. The first one is knowledge-related competency which signifies the features and knowledge of the public relations managers about basic and fundamental knowledge to authenticate the responsibility of management in the public relations sector. The data analysis results showed that managerial competencies including managerial skills, meta-organizational interactions, organizational knowledge, varied thinking skill, and attitudinal skills are more important for a successful public relations manager. Due to the fact that the identified competencies through data of this study are comprehensive and the issues and activities of public relations managers of the municipalities in metropolitans are similar to each other, the results of this study are practical for the public relations managers of the municipalities of other metropolitans, as well.

Nowadays, various organizations have systematize human capital in order to recruiting, develop and retain their human capital; in this regard, designing a competency model is one of the most common ways to identify specific job requirements and make appropriate decisions with regard to different types of human resource systems. Among a range of various organizations, Islamic Republic of Iran Broadcasting (IRIB), due to its strategic role in orientation and behavior shaping in different areas, including political, cultural and social; In such a way that the employment of people without the necessary competencies and concerns in line with the policies of the Islamic system and the ideals of the Islamic Revolution is anomalous; Therefore, the main problem of this research is the lack of a comprehensive competencies model of producers in the media industry in accordance with the discourse of the Islamic Revolution and the statements of the Supreme Leader. In order to design a model of the four fields of competencies of the production agents, the statements of the Supreme Leader in the meeting between the Radio and Television related Organization, as well as the rulings issued to the managers of that organization were analyzed. The results of qualitative data analysis, which performed through Thematic Analysis with Maxqda2020 software, identified 330 basic themes, 69 organizing themes and 16 global themes under four categories of general, technical, managerial and value-ethical competencies which respectively social characteristics and mental skills; artistic genius and effective communication with audience; interpersonal communication management and strategic thinking; and finally social- behavioral indicators and political-national indicators are samples of global themes under four mentioned categories.

After the Islamic Revolution, Astan Quds Razavi was considered throughout the Islamic world as the most important religious center of Iran because of its appointment to the royal court of Samen al-Hajj Hazrat Ali ibn Musayat al-Reza (peace be upon him). The role of organizational managers in achieving this lofty goal is an irreplaceable and undeniable one, and they are expected to use their maximum power and prevailing capacities to solve existing challenges and correct current shortcomings. The present study aimed to identify and develop the competencies of strategic managers of Astan Quds Razavi Organization for holding managerial positions, select managers based on the results, and explain the basic indicators of their evaluation, training, and development. To this end, four research questions were examined: 1) What are the dimensions of the competence of the shrine’s strategic managers? 2) What are the components of the competencies of the shrine’s strategic managers? 3) Is the model extracted from the research valid? 4) What is the prioritization of the competencies of the shrine’s strategic managers? The current research employed a combined research method. In the qualitative part of the research, a number of experts and managers of the holy shrine were interviewed. Content analysis was used. The final model was extracted in 10 dimensions (planning, organizing, leadership, mobilization of resources and facilities, knowledge, technical skills, faith commitments, communication skills, interpersonal skills, and perceptual skills) and 43 components. Then, in the quantitative part of the research, a questionnaire was distributed among 98 managers and heads of the holy shrine of Razavi to assess the model. To check the validity, a confirmatory factor was used, and the obtained values indicated the validity of the instrument. The instrument’s reliability was approved by Cronbach's alpha. Finally, data analysis was performed with structural equation modeling and Friedman's rank test using Smart PLS software. The results showed that all dimensions and components of competencies were approved. In the next step, the dimensions and components of managers' competencies were prioritized using the Farid Man test method. The dimensions of competencies in order of priority are: faith commitments, technical skills, organization, mobilization of resources and facilities, planning, communication skills, perceptual skills, leadership, knowledge, and finally interpersonal skills.

By understanding the importance of the role of competent managers in the productivity of government media organizations in Iran and addressing the serious challenges of these organizations such as lack of financial resources, lack of creativity and innovation, this study aims to provide a model of competence of entrepreneurial managers of public media in Iran.

The present study was conducted with an exploratory approach and using the method of customary qualitative content analysis. To achieve the research goal, the results of 29 articles related to the research topic were analyzed along with a written expert interview. The interviewed experts were selected by purposive sampling method and considering the saturation rule as the limit of sampling adequacy and data analysis was performed using open and axial coding.

Data analysis was divided into three categories of job competence, organizational and personal competence. According to the research findings, below are job competencies, management and leadership skills and job awareness. Also in the section of organizational competencies, attention to organizational culture and behavior, strategic management and having knowledge of resource management are mentioned and individual competencies mentioned in this research include managerial intelligence, communication skills, value and entrepreneurial personality.

The findings of this study can be helpful both in the appointment of entrepreneurial managers of public media in Iran and in the development of theoretical literature related to media entrepreneurship at the individual level.

The present paper aimed at Presenting the competency model of the managers of Islamic Azad University of Khorasan Razavi.

This was an applied research with mixed (qualitative-quantitative) approach. Participants of the qualitative part included the faculty members of the Islamic Azad Universities of Khorasan Razavi(10 units), out of which 15 people, selected through purposive sampling, were interviewed. Interview texts were analyzed by content analysis and Maxqda software. Statistical population of the quantitative part included all faculty members (1092 people) of the Islamic Azad Universities of Khorasan Razavi, out of which 284 were selected through random sampling. The research tool was a questionnaire formulated based on the qualitative results, which had face validity and its reliability was obtained by Cronbach’s alpha test. To analyze the data, structural-interpretive equations in MICMAC were used to prepare a conceptual model. Also, structural equations in Smart pls were used to validate the model.

The results showed that the competency of heads and deputies of the Islamic Azad University can be classified into 7 components (human communication competence, perceived competence, managerial competence, professional competence, belief-value competence, personal competence, and organizational competence) and 47 indices. Moreover, the results of structural equations in Smart pls showed that the model’s variable set could predict variance of competency as 0.75. Goodness of fit of the model was 0.37, indicating its overall desirability.

Based on the research findings, it can be concluded that in the presented model, the component of belief-value competence is a fundamental variable that affects other levels of competence, so it is important to pay attention to this competence for selecting managers of Islamic Azad University.

Selection of managers based on competency has always been one of the main concerns of decision makers and policy makers in the public sector and the provision of public services.The selection of the right managers at the levels of centralized and provincial units and the central leadership of public service providers in the field of insurance has been of great importance and it is necessary to specify and develop the indicators of managerial competence required for management in this organization. The purpose of this study is to develop a competency model for selecting managers in one of the main organizations providing various insurance services in Iran. Statistical population, including general manager, deputy general managers, heads of departments and heads and senior experts and heads of branches of one of the general insurance departments of the north and northwest of the country (East Azerbaijan, West Azerbaijan, Ardabil, Zanjan, Kurdistan, Gilan, Mazandaran, Golestan , Qazvin and Hamedan) the statistical sample size is estimated at 228 people.Research method, integrated (qualitative and quantitative) and data collection tools in the qualitative part of the interview and the quantitative partThe questionnaire was based on the evaluation of competency criteria extracted from the qualitative part. The method of data analysis in the qualitative part was based on the theme analysis approach and in the quantitative part was based on the confirmatory factor analysis method to test the components of the competency model.

The fundamental essential for success and sustainability of social systems toward the progress is principle of meritocracy. Moreover, the ever-increasing development of societies, beside governments efforts to increase the quality and efficiency of public sector services and to improve the leadership of government agencies have turned governments' attention to the importance of training and employing competent leaders and administrators more than ever. Therefore, designing a competency model for top public administrators is a fundamental priority for governments. Considering the importance of this issue, the present study, focused on the design of a competency model for top public administrators and since literature analysis is an important step to draw up a comprehensive picture of it, the researcher decided to analyze them through meta-synthesis. In this study, at the first step, through a deep search in literature, gained 151 references; which in a refinement reduced to 82 one’s. Then, 680 codes were extracted which through analysis and conclusion deducted to 63 sub-concepts, 9 concepts and 3 categories as follows: individual competencies (intrinsic, value, attitudinal-behavioural, and occupational), scientific competencies and skill competencies (managing, cognitive, interactive, leading and political).

The purpose of this study was to design a training system for levels of management of the Parsian Bank Branch Branch based on Competency (CBT). The research method was descriptive-correlational and research was conducted as a survey. The community and the statistical sample of the qualitative section include all the key informants and experts in the field of banking and university that work in the field of education and design of the educational system, which number is equal to 20 people, and in the small section all the heads, deputies and senior members of Parsian Bank Branches Throughout the country, which included 1260 people in 1397, using the Cochran formula, the number of samples was 294.

Extensive changes in today’s world, especially in the field of communications, has brought to the fore the role of public relations. This field requires professional experts with specific competences in each of its sub-sectors. Managers are always the most important people of an organization, within which the role of public relations managers is of paramount importance. The main aim of this article is to present a conceptual framework of managers’ competency model of public relations by using theoretical approaches to management and communication science. In pursuit of this goal, the article proceeds in two steps. First, the design of the initial conceptual framework for the research and secondly, measurement of the conceptual framework validity. We referred to academic literature and surveyed the employment indices of the focus group for managers. Firstly, we extracted dimensions, factors and indicators from patterns of national and international competence, and secondly we surveyed and verified the validity of the theoretical framework in consultation with communication science and public relation experts. The statistical population consisted of experts in communication science, public relations and management. A focus groups was put together 15-strong focus group, which was selected from the statistical population through the use of the judgmental method, arrived at the indicators and the factors after going through two steps of confirmation of dimensions and components of the conceptual framework. Because of the increased importance of the role of public relations in communication competence and organizational success, the conceptual framework put forward in this article can be of use to managers of organizations.

The researcher attempts to provide media manager competency model and use competency models, plans of key competencies by using Media Manager to identify competency model. To determine the suitability of managers media from referring to the expert's approach has been used. Fits with the approach, grounded theory approach is used in this article. Researcher using a qualitative methodology that is grounded, no default, and the model provides field data. The three-stage analysis of interview data encryption Strauss and Kerbyne used, including open coding, axial and selective. After a final coded data and theoretical refinement semi-structured interviews with the director of media and the academia in the field of media management and communications that have been collected through snowball sampling and reach a consensus model is offered Which contains three categories of mental competence, merit media recognition, knowledge and management competencies that each of these sub-categories that merit has gathered around this core competencies.