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

The purpose of this research is the model of recruitment and selection of human resources of the public sector with the approach of the entrepreneurial government. This research is applicable in terms of its purpose, qualitative in terms of the data collection method, and a meta-composite approach in terms of the research implementation method. The statistical population of the research includes all elites and university professors and relevant experts in the field of human resources and entrepreneurial government in Sistan and Baluchistan province, whose number in 2020 is about 200 people, who were selected non-randomly in a purposeful way. Meta-composition method was used for data analysis. Extraction of components and indicators was obtained from background investigation and theoretical foundations, and then coding was used for analysis. According to the data analysis, 545 final codes were extracted through open coding and then, using axial coding were categorized in the form of 121 concepts and 16 categories; contextual (environmental) factors, structural (organizational) factors, behavioral (content) factors, Recruiting human resources, selecting human resources, identifying entrepreneurial opportunities in the public sector, exploiting entrepreneurial opportunities in the public sector, executive and managerial obstacles, political and legal obstacles, economic obstacles, cultural and social obstacles, combined selection with domination of internal resources in experience-based jobs, combined selection with the domination of external resources in knowledge-based jobs, individual consequences, organizational consequences, social consequences, and finally, in the stage of selective coding, the process and multidimensional model has been presented for the first time at the level of government organizations of Sistan and Baluchistan province.

The purpose of this article is to present and validate the human resources recruitment model in the Social Security Organization of Iran. The paper is exploratory in terms of its goal, basic in terms of audience and cross- sectional in terms of time. The research approach is mixed. The statistical population in the qualitative part of the research were 11 Head  Deputies of the Organization, General Directors and human resource Managers (Administrative and Finance, Human Resources Development and Support) who were selected  on a purposive sampling method. The research population in the quantitative part of the research include 384 employees  of the Social  Security Organization. Based on the Cochran formula, we selected 361 employees who participated in this stage of the research and filled out the research questionnaire. As for collection of data in qualitative stage, we used the semi- structured interviews with those 11 pre-mentioned experts. The grounded theory method was the research tool for analysis of the collected data, that was done through MAXQDA software. We could identify, the basic categories of the human resource development. The final model was validated with SMART PLS. The results showed that the main aspects of recruiting human resources in the country's Social Security Organization are: causal conditions (constitutional law, vision of the development plans and organizational culture); Intervening conditions (lack of competence); background conditions (selection and recruitment system); the central phenomenon (recruitment of human resources); Strategies (development of professional skills of human resources) and Consequences( the Country economic growth and development,, improvement of organizational performance, efficiency and gaining competitive advantage).|

This article aims to provide a model of human resource absorption with the development of human resources in government organizations. In terms of purpose, the present study is an applied-developmental research and in terms of data collection method, it is a cross-sectional research. To achieve the research goal, a mixed exploratory design has been used. The statistical population in the qualitative section includes managers of government organizations in Khorasan Razavi province. Purposeful sampling was performed and 15 people achieved theoretical love. The statistical population also includes 6000 human resources of government organizations, which with the Cochran's formula is estimated at a sample size of 345 people. The required sample size was provided by stratigraphic sampling method in four regions of Khorasan Razavi province. Interviews and questionnaires were used to collect data. The basic categories of human resource development were identified by content analysis method and the final model was identified by validation equation modeling method. Qualitative data analysis was performed with Maxqda software and quantitative data with LISREL. The results of comprehensive categories are categorized in terms of technical, human and value factors. Organizing factors also include skill, knowledge, attitude, behavior, adherence to values, pragmatism, economic, technological, social, cultural, revolutionary, powerful. Technical factors consist of knowledge, skills, economic factors and technology. Human factors include attitudes, behaviors, social and cultural factors. Finally, value factors include adherence to values, pragmatism, revolutionary factors, and authority.

This study aimed to determine, weighting and assessting professional competencies needed to attract human resources in Golgohar mining and industrial company. Based on content analysis of programs and documents at home and abroad were determined eight competencies including knowledge and technical expertise, reasoning and problem solving, ethics and professional responsibility, communication, leadership, creativity and innovation, and systematic approach. The competencies except knowledge and technical expertise were weighted and ranked according to Fuzzy TOPSIS method in the form of occupational profiles. The status of professional competencies 535 applicants was assessed with the test that was developed for this purpose. The final score of applicants was calculated with regards to the score each applicant in the competencies intended and weight determined for each of the professional competencies. Then, applicants for a job were ranked. The results of this study can be used as an effective action for optimize the process of human resources attraction in organizations and companies.

The Validity of Survey was approved by human resources experts in University of Tehran and reliability has been calculated using Cronbach's alpha coefficient in Which the Coefficient of each Dependent and Independent variable Calculated more than 0.7. The Statistical Population of this Research included as Employees of University of Tehran Including staff and Expert Managers, this population is total of 4000, 384 Sample Selected By Cochrane Formula, Finally 400 questionnaires were distributed among Employee and Managers and for Decreasing The rate of Falling Out, more questionnaires Distributed, Finally 400 Survey was used to analyze the data. For Information analysis, structural equation modeling technique used applying path analysis using LISREL 8.88; the results of the analysis showed that the hypothesis of human resource management Practices has significant and positive impact on organizational performance in University of Teran

The aim of this study is to identify criteria absorb and retain the human resources focuses on technical campus staff of Tehran University. To achieve this goal of case study research method used anatomical mixed. Research population consisted of 356 employees of the technical campus of Tehran University in which a quantitative section using stratified sampling, 185 of them in quality by using purposive sampling snowball 10 people attended. The data quantitative questionnaire (2012), which was Cronbach's alpha coefficient of 0.89 and semi-structured interviews were qualitative. In order to analyze quantitative data one-sample t-test and qualitative inductive content analysis was based on open coding. The results showed that: 1) Criteria attract and retain the human resources staff of the below average and average is hypothetical. 2) Criteria that attract and retain the human resources that are considered include the three criteria are: Competence and personal abilities, Matters of faith, morals and religion and having special privileges.