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

The current research was conducted with the aim of identifying the dimensions of human resource management audit based on the maturity of the processes using the synthesis research approach. This research has been carried out in terms of practical purpose and with a meta-composite qualitative method.

The statistical population is all the studies conducted in the period (2023-2006) from 2004 to 2023. In this regard, 82 researches in the field of the desired subject were evaluated and finally 34 articles were selected purposefully and by content analysis and composition of related literature, a total of 54 codes and 6 key categories were identified and analyzed during the process of searching and systematic combination of texts and its validity It was confirmed through Cohen's kappa test.

The results of the findings showed that the human resource management audit consists of the dimensions of systemic control, strategic goals, performance improvement, customer satisfaction, financial and alignment with procedures.

According to the findings of the research, the use of each of the dimensions identified in the current research can lead to the improvement of evaluation processes in the field of human resources in the organization.

The present study aimed to identify the factors affecting the system of recruitment and supply of professional manpower in education.

The research method was mixed (qualitative-quantitative), In the qualitative section, 14 individuals experts and experts in the field of human resource management, managers and officials of education and cultural universities were interviewed using purposive sampling method.For adequate sampling in the qualitative part, the law of theoretical saturation used ،statistical population in the quantitative part of the , was including teachers working in education in Hormozgan province, 13228 people. That 386 people were selected as the sample population by Cochran's formula. The data collection tool in the qualitative part was a semi-structured interview and in the quantitative part a researcher-made questionnaire extracted from the interview, formal and content validity of the research data collection tool was confirmed, and reliability determined through Cronbach's alpha 0.88. Data Analysis in Qualitative Sector using open coding and in the quantitative part, exploratory factor analysis SPSS software was used.

The results showed that the effective factors on the system of recruitment and supply of professional manpower in education are organizational, contextual, individual, value and extra-organizational factors.

It seems that considering these factors and its continuous control in the education system, the basic and effective factors in attracting and providing professional manpower have been identified and by using it, the conditions of effectiveness and efficiency of the education system by attracting Provides professional staff

Human resource management with a sustainable approach refers to the use of policies, philosophies, policies and human resource management practices within the organization's business in order to promote the sustainable use of resources and prevent environmental damage. The purpose of this research is to present a human resource management model with a sustainable organizational development approach in the Electricity industry. The research method is mixed (qualitative and quantitative). The conceptual model was developed by using the Grounded Theory research method. The number of samples in the qualitative part, were 17 experts and specialists, and in the quantitative part, it included 385 managers and experts working in the Electricity industry. The research data was analyzed by TI Atlas software in the quantitative portion of the research, in order to validate the model obtained in the qualitative step, a confirmatory factor analysis was carried out with the tool of a researcher-made questionnaire and polling. SPSS software and structural equation tests with Smart PLS software were used to analyze the quantitative data.In the qualitative section, a paradigmatic model was presented. Quantitative findings indicate that all the calculated variables, taking into account that the absolute value of the “t” statistic for all relationships between variables is greater than the critical value of 1.96 and all the factor loadings in the standard state are greater than 0.3, so none Relationships were not rejected and all variables and relationships were confirmed.In order to achieve human resource management with a sustainable approach, it is necessary for the organization to implement appropriate sustainable human resource management strategies such as creating and developing a common goal, process approach, awareness and selection and maintenance with proper planning.

The aim of this study was to design and validate a comparative model of the impact of human resource management development on organizational performance from the perspective of managers and employees with the mediating role of organizational culture, organizational commitment and staff retention in Islamic Azad universities of Fars province.

In terms of purpose, the research method was applied and in terms of data collection, it was an exploratory mixed method. Participants in this study in the qualitative section included managers and staff of Islamic Azad universities in Fars province, from which 10 people were selected using purposive sampling. Also, in the quantitative part, the statistical population of the study included all managers and staff of Islamic Azad universities in Fars province who were selected as the sample size using Morgan table and stratified random sampling method with proportional allocation of 357 people. . The information required in the qualitative section to design the research model was collected through a semi-structured open interview and in the quantitative section using a researcher-made questionnaire that included 5 constructs (variables), 21 dimensions and 72 questions in a 5-point Likert scale. . Convergent validity, Cronbach's alpha and combined reliability methods were used to determine the validity and reliability of the questionnaire.

The results of structural equation testing from the perspective of managers showed that the two variables of organizational culture and organizational commitment have a mediating and significant effect on the relationship between human resource management and organizational performance, but employee retention has no mediating effect on this relationship. Also, it was found that from the perspective of employees, all three variables of organizational culture, organizational commitment and employee retention have a mediating and significant effect on the relationship between human resource management and organizational performance from the perspective of employees.

Applying the two models from two perspectives suggests that both managers and employees believe that organizational culture and organizational commitment mediate the relationship between human resource management and organizational performance, from the perspective of employees. Mediate between human resource management and organizational performance.

The heart of the organization is organizational resource management, and human resource development is of particular importance for today's competitive age. Many strategies have been prescribed for human resource development and various models, based on theories, have considered different dimensions for human resource development, but still, human resource development faces challenges due to the role of employees' understanding and decision in development. It is their self, their organization and their profession. Combining neuroscience with management and its influence on human resource practices can help to better understand how human resource development strategies are implemented. This research is of inductive-deductive type and has used the multi-grounded theory approach (Goldkuhl & Cronholm version) which is a combination of grounded theory and meta-synthesis approach. According to the multi-grounded theoretical approach, first 59 studies were selected from 453 related studies for meta-synthesis and the relevant codes were identified. The statistical population included all executive and academic experts familiar with the concept of human resource development and neuroscience. Sampling was done theoretically and then using 14 Semi-structured interviews in the form of multi-grounded theory, the final concepts and categories were extracted, which are the perceptual core of employees (including justice, ethics, creativity, motivation and trust), employees' performance body and Executive shell of human resource development process. The results confirmed that neuroscience can be used to promote the management and development of individuals more effectively and of course the application of neuroscience findings in human resource methods and processes is still in its infancy. However, it is a new perspective to continue research and implementation of human resource development.

Searching for ways to improve performance and use the maximum capabilities and ultimately increase the efficiency of employees to achieve organizational goals has been one of the constant concerns of the managers of Bushehr Ports and Maritime Authoriy; therefore, the purpose of this study is to prioritize factors affecting the performance of employees of Bushehr Ports and Maritime Authoriy. The present research is applied, based on its purpose, and its implementation method is descriptive-survey. In this study, using the conceptual model presented by Diamantidis and Chatzoglu (2019) and the opinions of the focus group, 16 factors were identified. These factors were designed in the form of a hierarchical questionnaire and were answered by 15 experts of Bushehr Ports and Maritime Authoriy and university professors. The validity of the questionnaire has been confirmed through face and content methods and its reliability due to the incompatibility rate of less than 0.1. The results showed that management support with a weight score of 0.288 is the most important organizational factor, job autonomy with a weight score of 0.319 is the most important occupational factor and motivation with a weight score of 0.254 is the most important individual factor affecting the performance of employees of Bushehr Ports and Maritime Authoriy.

The purpose of this study was to design a training model for the insurance industry with an individual development approach in Tehran. The research method was qualitative hybrid method by grounded theory method and structural equation model by quantitative method. The research population in the quantitative section consisted of elite professors in planning in thirty educational and sample in the quantitative section were 163 experts of Atieh Sazan Hafez Company in Tehran in 1399.MethodThe method in this research was the method of exploratory theory and then analyzed by testing the structural equation model in pls the research tools were a semi-structured interview and a researcher-made questionnaire measuring the educational pattern with an individual development approach in insurance employees. The data were collected in the qualitative section by the grounded software basic categories such as branding capability and providing desirable services, improving psychological knowledge, basic and advanced research training. Results Finally, in both Shahabad and sampled plans, background factors and power relations play a role in the evolution of the concepts. The results showed that 10 components were identified. The results of the exploratory analysis showed improving the quality of educational processes, codified career guidance, learning culture, transparency and efficiency of the executive process, development technologically, development of motivation and transparent feedback system was achieved.Discussion Finally, the model showed good validity and fit. To monitor the achievement of goals and needs of personal development of employees and the movement of the program and training model in the right direction, the insurance organization needs to clarify the program and Their skill level will increase. The insurance organization can use experts in this field and the results of this research in the form of specialized workshops to plan appropriate training with its employees in a specialized and direct field for the development of individuals.

Purpose of this study is effect the role of Human resource management, intellectual capital and organizational entrepreneurship on organizational performance. The statistical population of this study is employees of Payame Noor University of Kermanshah Province.This study is descriptive-survey type of correlation research. For data collection, the standard questionnaire was used. To review the validity of the questionnaires was used content validity (The questionnaire confirmed by a group of university professors) and on the other side of convergent validity (average variance of output (AVE)) this illustrates the fact that the validity of the questionnaires is suitable. Reliability of the questionnaires was calculated with The Cronbach's alpha coefficient for the questionnaires was examined (0.86, 0.80, 0.87 and 0.70) respectively. The results of testing hypotheses by SMART-PLS software (VERSION2) and using the t-test statistics and path coefficients (=), showed that a Human resource management has a strong, direct, and meaningful impact on intellectual capital But HRM has a strong, moderate, direct, indirect, and meaningful effect on organizational entrepreneurship and organizational performance,respectively, The results indicate that intellectual capital has a moderate, direct and significant impact on organizational entrepreneurship, Also, intellectual capital has a weak, direct, indirect and significant organizational effect on organizational performance, Finally, organizational entrepreneurship has a weak, direct and significant impact on organizational performance, As a result, the role of mediating intellectual capital and organizational entrepreneurship in the relationship of human resource management on organizational performance.

The present study is accomplished with the aim of identification of the managerial behavior components for formulate of model for Iran's higher education system, in qualitative type and in grounded theory method- Strauss and Corbin's objectivist approach by appling paradigmatic logic. By using theoretical sampling method, 38 participating people in the study who were expert in relation with the subject of the study were selected include deans and vice presidents of the universities of the country, including state universities, Open universities, Payam-e Nour, teacher training and non-profit universities who are considered as experts in relevant fields of study. Data were collected using semi-structured interviews and the state of theoretical saturation was achieved. Data analysis was basically founded on three methods of open coding, axial coding and selective coding. The data obtained by semi-structured interviews were analyzed at the first place and some partial concepts were extracted. 160 general concepts were formed using those partial concepts; and 20 sub-categories were constructed out of general concepts. All the partial concepts, general concepts and sub-categories were reviewed and their relations with the main categories were identified. finally, the proposed model was formulated for managerial behavior in Iran's higher education system. Generally, the findings indicated that in order for the managers to be equipped with managerial behavior they are in need of having thorough and proper studies and researches regarding the aforementioned components and try to handle tasks such as rethinking, restructuring and recreation of the components just cited.

In recent years, human resources has become central to organizations and is a strategic factor for managing the organization. Therefore, the main purpose of this study was to investigate the effectiveness of the experienced employees’ recruitment in the IRI navy and during its accomplishment, other goals included: investigating the effectiveness of examinations, interviews, research and medical checkups on the experienced employees’ recruitment in the provision of specialized personnel in the IRI navy was investigated. The research method is descriptive and the method of information analysis is carried out qualitatively. The research approach is mixed. The statistic population included 47 commanders of naval bases, engineering and technical departments of IRI navy, and 313 managers and supervisors in the workshops and shipyards of the bases working directly with experienced employees, and the data collection method was Field (interviews and questionnaires) and library method. Data analysis is done using SPSS software. The general results of using different tools, such as questionnaires, interviewing the experts and examining documents show that hiring exams, interviews, investigation and medical examinations are effective in experienced employees’ recruitment.

The employment of teachers in Iran’s public education system is mainly performed in two main ways: first, the selection of volunteers through the national entrance exam for admission to teacher education universities. The second method is by a call for employment for graduates from different universities through an employment test. In both of these cases, selection interviews are conducted after a written exam. Despite the widespread annual use of interviewing to recruit required teachers, so far the response of admitted or failed applicants and the consequences and shortcomings of interviews have not been researched or reported. Therefore, the main objective of this study is to investigate teachers’ experiences of job interviews and to identify their related problems in Iran’s public education system.

A mixed-method research design was adopted. The potential contributors were teachers who had an experience in job interviews. In the qualitative part, 41 teachers were purposively selected, observing and with maximum diversity, to participate in a semi-structured interview protocol.

Data analysis based on phenomenography method demonstrated that the participants’ experiences of job interview process in Iran’s education system can be described in five different patterns: Interview as headhunting tool for the selection of qualified applicants. Interview as access to information, by which the perspective of the prospective employer and necessary information are sought by a purposeful conversation. Interview as glass wall which is mostly considered to be an apparent tool that sometimes does not harm the organization, if not conducted. Interview as a screening tool for removing some of the applicants from the final recruitment stage. And finally interview as the beginning of teacher applicants’ socialization process which is used for simplification of teacher applicants’ compatibility with the education system. In the quantitative part, 400 teachers were selected by stratified random sampling in order to fill the 38 items questionnaire. Results of demonstrated that the problems of job interviews could be categorized into five major domains including, 1) problems related to interviewees 2) perceptual errors 3) psychometric indexes 4) procedural problems and 5) an authoritarian approach in the interview process. From the of applicants’ viewpoints, problems related to interviewees and perceptual errors were the most significant issues of education job interviews.

The finding leads us to the point that interview is part of the employment process, in which human interaction reaches its climax, and is highly susceptible to biases. The categories can be related to the theories proposed in the research literature. For example, the concept of interview as socialization was justified by the theory of organizational attraction. It seems that the use of the interview approach as socialization is likely to ensure the similarity of the recruited peoples’ values to the value of educational policymakers. Some participants had experienced the interview as a recursive approach. The important thing is to deal with those who have not been accepted. These people should not be ignored; proper treatment with them is important in shaping the public image of the organization. The findings indicated that some contributors had experienced interviews as a means of accessing information about the organization they were seeking to hire. Hence, understanding interviews requires a mix of interviewing interviewees and recruitment candidates. A detailed description of the experiences of recruitment interviews by contributors can enhance our understanding of the processes involved in organizational and organizational engagement, as well as raising our awareness of potential discrimination and biases. This study is a good starting point for gaining a better understanding of the recruitment process in education. Therefore, it is suggested that educational policy makers provide specific training programs for interviewers before conducting recruitment interviews.

The purpose of present research was to determine the relationship between the human resources subsystems and organizational entrepreneurship in the personnel in Education of Bojnourd city. For this reason, the viewpoints of 351 staff of Education (187 men, 164 women) of Khorasan shomali using the sample volume table, Morgan were gathered. The data for the study were collected using the Demographic survey prepared by the researcher; human resources subsystems Questionnaire of Moghimi (2012) with high validity (α = 0/89). And organizational entrepreneurship inventory of Cornwall & Perlman (1990) (α = 0/79). The questionnaires have a logical and convergent validity. Pearson correlation coefficient was used for determine the relationship between the variables. According to the findings of the research, there is positive and significant relationship between the the human resources subsystems and organizational entrepreneurship, namely the Man power supply, Design jobs, man power training and Compensation except labor relation and workforce development. it seems that the effort of manager of Education in work place causes to to create an environment of creative, innovative and entrepreneurial conducive to achieving the objectives of the Education are more desirable as possible.

The outcome of strategic planning for universities is designing a system for appraisal within performance management framework. This article introduces a managerial design for employees’ appraisal at universities in brief. The research is conducted on the Ferdowsi University of Mashhad in 2006-7. Research goal is developmental. The necessity for re-designing is easily tangible based on primary organizational investigations and hence it is the first reason for the importance of this study. The research method, for the first stage of study, is “Evaluation Research”. Recognizing the existing qualities of the appraisal was the aim of conducting this method for the first stage. It created a value judgment about the appraisal system in order to distinguish its points of strength and weakness. It was focused on the experts and top managers’ consensus above the characteristics of new system in second and last stage. Presenting a wide debates on appraisal is ignored here deliberately because of its emphasizing on the way it followed for re-designing the system. This may plays a role as a pattern for other educational organizations and more especially universities which look for re-designing an effective appraisal system. The achieved goals and managerial implications in this study have a good potentiality to be taken under account by others.

Recently performance management has been broadly discussed and as the result comprehensive definition on its aim and functions in HRM offered accordingly. Looking over the evolution of performance and evaluation in the past reveals that in traditional and classical management is applied as the means for controlling of responsibilities and function of the managers and organizations, but today it is consider as a very effective, dynamic, qualitative, continuous and interactive process of human resource management. Hence, performance management function is something beyond the paying rewards and mostly emphasize on behavioral reinforcement, human resource development, effective relation between managers and employees, and lastly for evaluation of knowledge of the organization. On the other hand, specific and complicated characteristics of R & D Organizations demand that managers, considering new challenges of performance management, knowingly focusing more on performance management as a model for evaluating effectively performance based on the knowledge of organization and employees for meeting overall goals of the organizations. In this paper some definition and functions of new approaches on performance management reviewed and at the end a proposed model would be offered.