جستجوی مقالات مرتبط با کلیدواژه "absorption" در نشریات گروه "مدیریت"

The purpose of this research is to design special recruitment and use scenarios for Generation Z employees.

The present research is a qualitative descriptive-analytical research and in terms of purpose, it is applied. The research community includes 12 experts from the petrochemical industry. And 31 indicators were identified through the Delphi method and the indicators were analyzed using the method of structural-interpretive equations and the formation of the achievement matrix. 

The results of the research identified 5 important levels in identifying effective factors in attracting and hiring generation Z employees. In the first level, 5 indicators (merit selection, improving organizational selection, organizational attractiveness, highlighting goals and values, creating an environment of accountability and acceptance of transformational managers), in the second level 3 indicators (developing generation z culture, paying attention to the values ​​of employees and team-oriented, communication between cultural) in the third level, 5 indicators (formation of electronic government, relying on remote work, upgrading technological infrastructure, support functions, eliminating bureaucracies), in the fourth level, 6 indicators (using digital skills, creating a multicultural organization, improving the quality of work life and satisfaction career, adaptation to work culture, sense of belonging to work and teaching organization, division of work according to the abilities of the generation, planning to reduce continuous job change), at the fifth level 5 indicators (educational policies in management fields and increasing skill training, In-service training courses and employee empowerment, turning the interested workforce into job candidates, giving benefits according to the scientific and skill abilities of the job, planning the design of attractive jobs based on the knowledge and ability of the generation) were determined.

Variables of needs assessment and public information, making jobs attractive for generation z, measuring the capacity and efficiency of a person when hiring, measuring people's computer skills, hiring using social networks, applying for a job online and building a personal brand as the most basic elements. The model was identified.

The current research is a descriptive-analytical type of research and is practical in terms of its purpose. The statistical population of the research included 12 specialists and experts in the petrochemical industry, who were selected based on the homogeneous sampling method as one of the qualitative sampling methods. . In this study, 22 indicators were confirmed through the method of identification theme analysis and the fuzzy Delphi method, and the indicators were finally examined using the method of structural-interpretive equations and scenario analysis. The results of the research identified 6 important levels in identifying effective factors in attracting and hiring generation Z employees. In the first level, 5 indicators (merit selection index, organizational selection system improvement index, organizational attractiveness index, highlighting goals and values index, index of creating an environment of accountability and acceptance of transformational managers) were determined and finally variables of needs assessment and public information, attractive Making a job for generation z, measuring the capacity and efficiency of a person when hiring, measuring people's computer skills,, applying for a job online and building a personal brand were identified as the most fundamental elements of the model. And 21 sub-indicators were identified, which are the scenarios of measuring the capacity and efficiency of a person when hiring, applying for a job online and building a personal brand, giving benefits according to the scientific and skill capabilities of the job, planning the design of attractive jobs based on the science and capabilities of the next generation.

The aim of this research was to identify the predictors of human resource outsourcing in Iran's agricultural sector using a Meta-Synthesis Approach. The research method is developmental and mixed research (qualitative-quantitative) and based on the method of data collection, documentation and correlation.The research population in the first stage included all the research in the field of outsourcing from 2000 to 2020, and in the second stage, there were 750 managers and experts of the Agricultural Research and Training Organization. The sample size was obtained by simple random sampling method and according to Cochran's formula. The data collection tool was a researcher-made questionnaire, whose reliability was 0/93 through Cronbach's alpha Was obtained. After refining the articles, finally, 44 scientific articles that directly addressed the issue of human resources outsourcing entered the analysis stage in MAXQDA software. After the integration stage, 44 distinct codes were identified and among the identified codes, cost reduction strategy codes with 8 references, formulation of supplier selection criteria with 6 references, creation of internal organizational capacity with 4 references, organizational culture with 4 references, monitoring, evaluation suppliers with 4 references, knowledge management with 3 references, reforming the employment system, training and improving human resources with 3 references, re-engineering human resources processes with an emphasis on improving quality with 3 references, improving productivity with 3 references, networking (collaboration external organizations) with 3 references, upstream policies and documents with 2 references and senior management support with 1 reference respectively had the highest number of references in research texts.

The Purpose of the present study is to identify and prioritize the effective factors of training and improvement on organizational change based on Larry Greiner's Model of Organizational Life. The current research is an applied study in terms of purpose and has a descriptive and survey nature. This research is a cross-sectional survey in terms of the type of survey method used to conduct it. The study population consisted of 250 managers and deputies of Tehran National Oil Company, 30 of whom were selected by purposive sampling. Both library and field methods were used for data collection. In order to collect data for analysis, a researcher-developed questionnaire was utilized. Fuzzy ANP method was applied to analyze the data. According to the results obtained in this study, the criterion of human resources training with a weight of 0.370 has the highest importance among the sub-criteria of training and improvement criteria, followed by the criteria of job encouragement and reward and employee empowerment with a weight of 0.155 and 0.144 as the second and third important criteria, respectively.

The aim of this study was to identify and prioritize the effective factors of training and improvement on organizational change based on Larry Green's organizational life model. The present research is based on the purpose of applied research and is based on a descriptive and survey type. This research is a cross-sectional survey in terms of the type of survey method in which it has been done. The study population consisted of 250 managers and deputies of the National Tehran Oil Company, 30 of whom were selected by purposive sampling. Library and field methods were used to collect information. In order to collect data, the construction researcher questionnaire was used for analysis. Fuzzy ANP method was used to analyze the data. Based on the obtained results, the criterion of human resources training criterion with a weight of 0.370 has the highest importance among the sub-criteria of training and improvement criteria, followed by the criterion of job encouragement and reward and employee empowerment with a weight of 0.155 and 0.144 have the second and third values, respectively.