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

The current research method was qualitative based on grounded theory. The statistical population in the qualitative section is all former and current human resources managers and experts, as well as experts and agents of the Ministry of Cooperation, Labor and Social Welfare, which was conducted through interviews with several of them in the form of targeted sampling. The statistical population of this research in the quantitative part was the managers and human resources experts of the Ministry of Cooperatives, Labor and Social Welfare, the sampling of this research was non-probability targeted and judgmental sampling. The analysis was in the qualitative part of coding, which was done with the help of MAXQDA software and especially the consensus of the research team in the format and multiple back and forth from the level of codes to concepts and categories and back, during different meetings. The results showed that in the qualitative part of causal conditions; Including the category of fighting corruption and reforming the cultural structure, the central category is also monitoring the correct implementation of laws and knowledge-based, the ruling background or platform for guiding empowerment in the right direction and developing human resources, the intervening conditions of performance evaluation, monitoring the good performance of affairs and the organizational environment. Strategies, action / mutual action of organization structure and information technology and finally the consequences and results of competent human resources and organizational justice were included.

Several factors are involved in the success of efficient and appropriate management of human resources in rural areas, knowing these categories can be a foundation for organizing management in rural areas in the nomadic territory. Also, by identifying the mentioned factors and strengthening or correcting these factors and removing the limitations, we can hope that this public institution can play a more useful role in the development process of rural areas.

The current research is practical and exploratory in terms of its purpose, and in terms of method, it is in the group of qualitative and quantitative research. For data analysis, grounded theory, Delphi and F-ARAS models were used. The research tools in this study are interviews and questionnaires; based on this, informed and informed people (members of the council and village headmen, professors and academic community) formed the participating informants. To select the sample population, the purposeful sampling method was used, and a total of 30 people were selected as the sample population.Geographical area of research: The geographical scope of the research includes the rural areas of the nomads' territory in Khash County.

From the results of the grounded theory method, in order to identify the effective factors in the development of appropriate and efficient management of human resources in rural areas in the territory of nomads, the categories (evaluating the skills of managers and human resources in villages and identifying challenges and problems in cooperation between them) , strengthening mutual trust and awareness of local residents, strengthening partnership and cooperation between human resources and managers, correcting inefficient approaches in rural areas, necessary and measured measures and measures in line with the desired performance of human resources management) were identified. Also, the results of F-ARAS for ranking the categories showed that the correction of inefficient approaches in rural areas with a weight of 0.441 and the necessary and measured measures and measures in line with the desired performance of human resources management with a weight of 0.401 are the most and least important in the development of human resources management in the rural areas of Khash.

Considering the fact that nowadays the dominant paradigm of rural development is participatory and communicative, it can be said that the development of human resources management is one of the main pillars of rural management and development, and it should be done through the identification of effective categories in development. It should be taken into account for shaping and managing the living space of rural areas.

The purpose of the current research was to analyze the dimensions and components of the human resources management model in order to empower the employees of the Ministry of Cooperation, Labor and Social Welfare in 1401. The current research method was qualitative based on grounded theory. The statistical population in the qualitative section is all former and current human resources managers and experts, as well as experts and agents of the Ministry of Cooperation, Labor and Social Welfare, which was conducted through interviews with several of them in the form of targeted sampling. The statistical population of this research in the quantitative part was the managers and human resources experts of the Ministry of Cooperatives, Labor and Social Welfare, the sampling of this research was non-probability targeted and judgmental sampling. The analysis was in the qualitative part of coding, which was done with the help of MAXQDA software and especially the consensus of the research team in the format and multiple back and forth from the level of codes to concepts and categories and back, during different meetings. The results showed that in the qualitative part of causal conditions; Including the category of fighting corruption and reforming the cultural structure, the central category is also the supervision of the correct implementation of laws and knowledge, the governing context of guiding empowerment in the right direction and the development of human resources, the interfering conditions of performance evaluation, monitoring the good performance of affairs and the organizational environment. Strategies, action/interaction

The purpose of this study is to validate the effective model of organizational accountability model in the banking industry with a quantitative approach. The statistical population of this study includes managers and experts of the branches of Bank Sanat and Mining in Tehran and 140 people participated in this study using Cohen's power analysis method. Cluster sampling method and available individuals were used for sampling. Semi-structured interview and Likert scale questionnaire were used to collect data. Structural equation modeling and SMART-PLS software were used to validate and present the final model. Findings showed that the banking resilience strategy and the structure and policy of the banking system have high influence and the underlying variables are the model. The variables of financial resilience, and the resilience capacity and resilience of human resources are also highly dependent but have little influence, so they are considered dependent variables. The variables of information and communication system, supply chain management and monitoring and evaluation of penetration power and degree of dependence have the same, so they are related variables. Based on the achievements of this study, it was found that the managers of the Bank of Industry and Mines to increase the resilience and resilience of human resources to increase the resilience of human resources by achieving the goals of stability and success in the banking industry.

The current research was conducted with the aim of designing a sustainable human resources planning and management model in the Iranian petrochemical industry based on the future research approach. In terms of the objective, the current research is a type of applied and mixed quantitative and qualitative research, and in terms of the implementation method, it is a descriptive-survey type of research. The statistical population of the research includes 15 experts who are the decision team in identifying the indicators and dimensions of the variables, which were used by the non-random (targeted) method and the snowball method. The findings of the research show that the sustainable human resources planning and management model based on the future research approach consists of four main dimensions (input, organization, process, output) and 15 components and 53 indicators. These findings were obtained in three stages from expert questionnaires, first stage Delphi technique and second stage Delphi technique. The results of the research indicate that in the design of sustainable human resource management model in Iran's petrochemical industry based on the future research approach, attention should be paid to the four dimensions of sustainable human resource management: input, organization, process and output.

The coronavirus crisis is one of the new challenges for the world community. In recent years, this emerging phenomenon has caused harmful and destructive effects on the tourism industry in museums and cultural-historical complexes. In the meantime, the spread of the coronavirus has created entirely different conditions in human resources. The main goal of the present study was to investigate the consequences of the coronavirus pandemic crisis on the management of human resources during the corona disease epidemic in the cultural-historical complex of Niavaran. In terms of method, this research is descriptive-survey, in terms of the type applied, and in terms of data, it is quantified using the Likert scale. The statistical population of this research is all the employees of the Niavaran Cultural-Historical Complex in the number of 120 people; based on the Cochran formula, the sample size is 103 people. The research tool's reliability and validity have been measured using factor loadings, Alpha Cronbach, combined reliability, shared reliability, rho_A coefficient, convergent validity, and divergent validity tests. SPSS24 and Smart-PLS3 software were also used for data analysis. According to the findings, the average satisfaction with the flexibility and virtual life cycle of employees, providing training courses to employees, participation, development, promotion of employee motivation through continuous communication using new methods to support employees and maintain their health and well-being, the safety measures for the employees by the organization during the Corona epidemic has been in a favorable situation. Only the employees’ access to resources to work at home during the Corona pandemic in the cultural-historical complex of Niavaran has not been in good condition.

One of the main challenges of government organizations in Iran is the selection and management of human resources. This weakness is due to factors such as mismatch between job and employee and also lack of transparency in the job description of each position and communication missions of the organization, which leads to problems such as inefficiency of the organization, lack of job commitment, job dissatisfaction, leaving the job, re-employment. And will waste resources and time. This study examines the current situation in the municipality of Tehran's 7th district with 908 employees in various specialized fields, in which the current process of selection and relocation of human resources is formed based on the personal recommendation or taste of individuals; Also, while using the documentary studies of the relevant organization and designing worksheets to measure the level of knowledge and mastery of the employees of each unit on job descriptions and how they perform in order to achieve the goals and missions of the organization, using descriptive-analytical method, Urban and environmental describes the organization on a case-by-case basis and offers solutions for improvement. The statistical population of this study includes all employees of Tehran Municipality, District 7, and the method of implementing the plan is a census of all employees. Given the crucial issue of re-engineering job descriptions, which most organizations today use this approach to improve productivity and satisfy their stakeholders, the results of this study can be an important and vital tool for managers to make decisions in the field of urban management. The experimental results of this study show that although the distribution of organizational forces and tasks is apparently and efficiently formed in the surface layers of the organization with the least challenge, but when we take a closer look at the situation and deeper layers, we notice ruptures. This seems to be the case in most areas of Tehran.