جستجوی مقالات مرتبط با کلیدواژه « Human Resource Development » در نشریات گروه « مدیریت »

This article analyzes corruption in the managerial elections of Iran's sports federations and its impact on the development strategies of these organizations. 

The research is descriptive-analytical and employs qualitative methods for an in-depth exploration of the topic. Data were collected through semi-structured interviews with experts and sports managers, as well as a review of relevant literature and past studies. Data analysis was conducted using qualitative content analysis. 

The findings indicate that corruption in the managerial elections of sports federations significantly affects the allocation of resources and budgets, leading to reduced efficiency and effectiveness in executing development projects. Moreover, corruption diminishes the quality of athlete training and human resource development, weakening the performance and credibility of sports federations at national and international levels. Strengthening oversight institutions, enhancing transparency, and promoting an organizational culture based on ethics are identified as effective strategies for combating corruption. 

The research concludes that to combat corruption in Iran's sports federations and improve their management, it is essential to strengthen oversight institutions, increase transparency in electoral and managerial processes, and foster an organizational culture rooted in ethical and democratic principles. Additionally, the use of modern technologies such as blockchain could help reduce corruption and increase public trust.

The purpose of this research was to examine the role of blended learning on human resource development in Payam Noor University (PNU). This study used a descriptive survey design. The population consisted of 3700 PNU faculty members in 2017-2018. Using stratified sampling and based on Krejcie and Morgan’s table, 302 faculty members were selected as the sample. The data were collected using two questionnaires: the Blended Learning Questionnaire with five subscales (i.e., pedagogy, methodology, technology, learning styles, and organizational strategy), 40 items, and a Cronbach’s alpha of 0.903; the Human Resource Development Questionnaire with five subscales (i.e., knowledge, attitude, skill, critical thinking, and job satisfaction), 39 items, and a Cronbach’s alpha of 0.893. The hierarchical regression analysis and structural equation modeling were used by SPSS 21 to analyze the data. The results showed that blended learning has a significant effect on all the dimensions of human resource development at the 0.05 significance level: knowledge (0.573), attitude (0.510), job satisfaction (0.362), critical thinking (0.351), and skill (0.241). Several fitness indicators suggested that the model fit the data well (𝜒2/𝑑𝑓 = 1.05; GFI = 0.97; AGFI = 0.93; RMSEA = 0.0029; critical value = 0.38321). Thus, there was a causal relationship between blended learning and human resource development.

The purpose of this research was to foresee the development of human resources in the sports tourism industry. The current research was applied in terms of purpose, in terms of survey method. The statistical population of this research was made up of faculty members, human resource managers in the field of sports tourism, and sports tourism experts who formed a targeted sampling of 22 people using the snowball method. In-depth and semi-structured interviews were used to collect data. For this purpose, the researcher first reviewed the literature and theoretical foundations related to the sports tourism industry. Then, a semi-structured interview was conducted with experts to determine the factors (22 interviews were conducted until data saturation). In order to analyze the mutual effects, a researcher-made matrix questionnaire was used based on qualitative findings, and for data processing in the first part of the study, Delphi technique was used, and in the second part of the study, the interaction effects analysis was used with Mikmaq software. Finally, the financial stability of the government, political stability and the growth of human resources are influential variables. Government policy variables and demographic changes are influential variables. Variables of multi-skills, estimation of manpower, selection and recruitment of employees, continuous evaluation of human resources, healthy balance in work and life, quality of employer-employee relations and service compensation were identified as influential variables. The variables of training program and succession were identified as two-dimensional variables, and finally, the variables of security and investment of human resources, infrastructural factors (spatial environment), organizational convergence, information technology, legal environment of human resources, competence of human resources were identified as independent variables.

Strategic thinking, long recognized as essential for organizational success, is increasingly vital across various levels of management. This cognitive skill enables organizations to adeptly navigate and manage changing environmental dynamics, thus sustaining competitive advantages. Traditionally viewed as a senior management prerequisite, the need for strategic thinking has expanded to lower organizational echelons in response to escalating environmental complexities. This capability equips managers with the foresight to comprehend, anticipate, and strategically respond to future events. Instead of merely reacting to changes, effective strategic thinking empowers managers to proactively shape and influence these dynamics. Research on the developmental trajectory of strategic thinking is notably limited. A comprehensive understanding of how managers evolve into skilled strategic thinkers is a multifaceted endeavor, warranting exploration from diverse viewpoints. This study is dedicated to examining the evolution of strategic thinking, particularly focusing on the experiential dimension. It seeks to identify and elucidate the specific experiences and their impactful attributes that contribute to the cultivation of strategic thinking among managers in Iran's burgeoning financial technology (Fintech) industry.

Adopting a qualitative methodology, this research is anchored in the descriptive phenomenological approach, with an emphasis on deeply understanding experiences as they naturally occur. To uncover the nuances of how managers in the Fintech industry develop strategic thinking skills, the study utilized semi-structured interviews. These interviews were meticulously designed to align with the research objectives, offering participants the opportunity to richly reconstruct and reflect upon their relevant experiences. Participant selection employed non-probability and purposive sampling methods, complemented by snowball sampling to ensure a comprehensive representation. The study engaged 14 senior managers in the financial technology sector, delving into their personal and professional journeys. Data analysis was conducted using the Colaizzi method, which involves a thorough process of transcribing interviews, detailed reading and re-reading of the transcripts, extracting significant statements, and formulating meaningful interpretations for each statement. This process also entailed organizing these interpretations into coherent thematic clusters, integrating these themes into a holistic description of the phenomenon, and delineating the fundamental structure of the experience. Crucially, the research findings were presented back to the participants for validation, allowing for any necessary refinements to ensure accuracy and authenticity.

This research successfully identified seven distinct and impactful experiences contributing to the development of strategic thinking among managers in Iran's Fintech industry, alongside the defining characteristics of these experiences. These pivotal experiences encompassed a range of factors: openness to new experiences, mentorship support, leadership in critical and challenging situations, a strong emphasis on personal development, extensive networking and communication, encountering and overcoming critical challenges, and leveraging failure as a tool for growth and development.

This study contributes to the existing body of research underscoring the significance of experiential learning. Conducted within the specific context of Iran's financial technology industry, the findings corroborate the instrumental role of experiential learning in the evolution of strategic thinking capabilities. The validity and reliability of the research outcomes were further reinforced through participant validation, ensuring the findings authentically represent the experiences and perceptions of those involved

This study examines the impact of knowledge-based leadership on human resource development, considering the mediating role of innovative work behavior. This study belongs to the quantitative research and adopts a comparative approach in terms of research philosophy. The statistical population of this research consists of 120 experts from knowledge-based organizations operating in Lorestan Science and Technology Park. 92 people were selected as the sample using Morgan table by simple random method. The instrument used to collect data in this research is the standard questionnaire by Vitala (2004), Shai et al. (2004), and Jansen (2004), whose validity and reliability were confirmed using content validity and Cronbach's alpha. The structural equation modeling approach and spss and pls software were used to investigate and test the hypotheses. The results show that at a confidence level of 0.95, knowledge-based leadership has a positive and significant impact on human resource development. In addition, knowledge-based leadership has a positive and significant effect on innovative work behavior. The research results show that innovative work behavior plays a mediating role in the effect of knowledge-based leadership on human resource developmen

Many economic and social theorists no longer agree that the purpose of corporations should be purely business. Their hypothesis is not complicated: In addition to economic responsibility, organizations also address social and environmental responsibility. Researchers have shown that "Human Resource Development" is one of the areas that can help organizations develop these responsibilities. The aim of this study is to find a link between human resource development and social responsibility, because despite the close relationship between the two, little research has been done on the nature of this link. To this end, we reviewed a corpus of domestic research through a systematic review and document analysis to determine how these two variables are linked. The content of the articles is categorized into two areas based on the main research question: first, the thematic classification of the research and second, the link between human resource development and corporate social responsibility. In the first area, the resources are categorized into three categories: a) the role of human resource development in the formation of corporate social responsibility, b) the role of human resource management in the promotion of corporate social responsibility, and c) factors that influence corporate social responsibility. In the second area, two types of linkages are identified, each operating at two levels: The first linkage (human resource development as part of corporate social responsibility), the second linkage (corporate social responsibility as part of human resource development).

The present dissertation has been done with the aim of compiling and validating the cognitive model of development of creative industries employees in the news section of the Islamic Republic of Iran TV.

In terms of research approach, the exploratory mixed method has been used. In the first stage of this research, an analytical method was used, based on which a specific classification of the research process conducted inside and outside the country in the field of organizational repository was done, and then the interview protocol was based on the dimensions and components of The results were compiled from the theoretical foundations and background of the research and the researcher, through the content analysis method, interviewed experts in the field of human resources and using the content analysis steps, a conceptual model in five conceptual layers, category O and codes were obtained.

Society and statistical sample: 

includes all experts in the news section of the Islamic Republic of Iran TV and the statistical sample was available to 20 experts of this organization.

The results showed that according to the interviews conducted and the process of content analysis, the dimensions include: 1- psychological development of employees, 2- behavioral development of employees, 3- skill development of employees, 4 - Analytical development of employees and 5- Supportive development of employees, which was presented in the form of a schematic model.

One of the new approaches to human resources development is the organizational coaching model, which can be achieved through the roles of human resources and the organizational position, which is called the development of organizational coaching. Considering the vastness of the literature and the lack of a complete and comprehensive model for organizational coaching in government organizations, the present study was conducted to design a model for the establishment and development of organizational coaching in government organizations based on the data theory of the foundation.

This research is of mixed nature (qualitative-quantitative) and practical in terms of purpose. According to the theoretical saturation of the data, the statistical population of the research includes 13 human resources professors and international ICF coaches with five years of coaching experience. For the reliability of the interview, the within-subject agreement method of two coders was used by calculating the percentage of agreement, and the Delphi method was used to evaluate the validity of the findings and results.

Based on the research findings, 154 primary codes, 32 concepts, and 13 subcategories were extracted, which include the design and development of organizational coaching as a central phenomenon, causal conditions (characteristics and conditions of individuals and organizations), intervening factors (coaching models, characteristics of individuals). , contextual factors (coaching culture, organizational environment and atmosphere), strategies (organizational learning and change, organizational trust and self-awareness) and consequences (organizational and individual development)..

Based on the findings of the research, the proposed model is presented in three stages checking and identifying the requirements, establishment and development of organizational coaching, and this model can be a suitable model for the establishment and development of organizational coaching in Iran's government organizations.

Based on the findings of the research, the proposed model is presented in three stages checking and identifying the requirements, establishment and development of organizational coaching, and this model can be a suitable model for the establishment and development of organizational coaching in Iran's government organizations.

The identity of a modern company is primarily shaped by the applied innovative technologies, such as block chain or the Internet of Things. Human Resources (HR) nowadays generally faces various difficulties in the world internet era and spends a lot of time connecting, screening, and verifying the resume of applicants, conducting credentials verifications, and checking backgrounds to reduce the likelihood of poor recruitment. For example, recruiters connect the profile of candidates from different channels such as direct application, recruitment agency, and social media; and hiring resume verifications is therefore a bottleneck. The purpose of this research is to develop a block chain-based human resource (HR) framework to match the needs from the company and workforce competencies. Based on Block chain technology, this paper aims to combine traditional encryption technology with Internet-distributed technology, to establish a human resource information management model that reduces the risk of authenticity of human resource information. This model aims to solve the lack of discrimination of the authenticity of human resource information, and to provide authentic and effective decision support information to the human resource management of an organization. Consensus mechanism, smart contract, accounting, and payment functions of BC can provide the basic support for human resource information management.

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.

Cognitive science can create mechanisms that facilitate and accelerate the process of human resource development. For this purpose, the present article has been done with the aim of compiling and validating the cognitive model of development of creative industry employees in the news section of the Islamic Republic of Iran TV. In terms of research approach, heuristic blending method has been used. In the first stage of this research, an analytical method was used, based on which a specific classification of the research process conducted inside and outside the country in the field of organizational repository was done, and then the interview protocol was based on the dimensions and components of The results were compiled from the theoretical foundations and background of the research and the researcher, through the content analysis method, interviewed experts in the field of human resources and using the content analysis steps, a conceptual model in five conceptual layers, category O and codes were obtained. It includes all the experts in the news section of the Islamic Republic of Iran TV and a statistical sample was made available to 20 experts of this organization. The results of the research showed that according to the interviews conducted and the process of content analysis, the dimensions include: 1- Psychological development of employees, 2- Behavioral development of employees, 3- Skills development of employees, 4- Development Employee analysis and 5-Employee support development, which was presented in the form of a schematic model.

Human resource development is one of the important tasks or in other words the most important task of human resource management in organizations, which plays a vital role in the survival of organizations by focusing on training and helping the development of employees. One of the best ways to develop employees and the organization is to use the succession system in the career development of employees, which will have numerous benefits for both the employee and the organization. This research has been done with the aim of designing and presenting a model of human resource development with a succession approach in universities.The research is based on data theory and is descriptive and exploratory in nature and method, and data collection is qualitative and based. It is based on semi-structured and purposeful interviews. The data required for this study were obtained by interviewing 14 university administrators in the country who had experience or expertise in the field of human resource management. Data analysis was performed using SPSS and Atlas.ti software in three stages of open coding, axial coding and selective coding inspired by the systematic paradigm model of Strauss and Corbin and the validity and reliability of the data using participants' review methods. And review obtained by experts. The central phenomenon of the present study is the development of employees based on the system of succession planning "which according to the causal, contextual, intervening conditions and its consequences, strategies have been formulated and the final model has been presented.

Today, human resources are the most important capital and the main source of creating a competitive advantage and the basic capabilities of any organization. One of the most important organizational planning is planning to develop human resource capacities. The aim of this study was to design and investigate the human resource development model using the maturity model of human resources capabilities in the Border Command of the Islamic Republic of Iran. The present research method was exploratory. The statistical population in the qualitative part of the study consisted of 12 experts and human resource management specialists working in Faja and in the quantitative part included 64 managers and commanders of the Faja Maritime Command Headquarters who used the sampling method to membership. Statistical samples were selected. In the qualitative part, the foundation data analysis method was used. The library method was used to collect information in the theoretical section and the field method was used to compile, distribute and collect the results of the questionnaire in both qualitative and quantitative sections. MAXQDA and Spss software were used to analyze the data obtained from the questionnaire and interviews. Findings led to the extraction of 10 components and 3 dimensions in explaining the pattern of human resource capacity development with the approach of manpower capabilities maturity model. The results showed that in order to develop human resource capacities based on the model of manpower capabilities maturity, dimensions such as motivation, training and learning, and participation and development should be considered.

The purpose of this research is the impact of predicting sustainable competitive advantage with emphasis on the mediating role of human resources development. The current research is applied in terms of purpose and descriptive-survey in terms of nature and method. The statistical population of this research is 2500 employees of small and medium companies in Ilam province, the statistical sample of 333 people was selected using Cochran's formula for the first half of 1401. The data was collected using standard questionnaires, which the validity (convergent and divergent) and reliability (factor loading, composite reliability coefficient, Cronbach's alpha coefficient) of the measurement model show that the model has good validity and reliability. . Based on the results of hypothesis testing by SMART-PLS software, knowledge-based leadership has an impact on sustainable competitive advantage and innovation climate, human resource development has an impact on sustainable competitive advantage and innovation climate, innovation climate has an impact on innovative work behavior; Innovative work behavior has an effect on organizational innovation, organizational innovation has an effect on sustainable competitive advantage, finally, human resource development can play a mediating role in the influence of knowledge-based leadership on sustainable competitive advantage and in the influence of knowledge-based leadership on the atmosphere of innovation. Key words: knowledge-based leadership, human resource development, sustainable competitive advantage, organizational innovation factors.

The purpose of this study is to investigate the personality components of "extraversion" and "acceptance of new experiences" in the job fascination pattern of employees. This research is applied in terms of purpose and is exploratory in terms of mixed method. In the qualitative part of the content analysis with non-random sampling and snowball with 15 managers, experts and experts of government organizations as well as university professors, semi-structured interviews were conducted and the themes were extracted. The letter was collected and examined with a statistical population of 450 employees, including experts and organizational managers and a sample size of 205. Questionnaires were collected and analyzed using structural, exploratory, exploratory and confirmatory analysis, and structural equations of the theoretical model of employee job fascination. The presentation and impact of extraversion personality factors and the acceptance of new experiences on these components have been investigated. Findings showed that among the 17 components of the job fascination model, the feature of "extraversion" on the component of "organizational communication" with factor load (0.91) and also "acceptance of new experiences" on the components of "attractiveness of job with factor load" (0.94) and human resource development (0.856) and staff character (0.963) "has a positive effect and the most impact is related to" acceptance of new experiences on staff character "with a factor load (0.963).

The present study aimed to design and develop a conceptual framework for human resource development based on human resource actions in high-reliability organizations using Clark position analysis method. This research is among the qualitative researches with exploratory approach which is in the field of deductive researches. The statistical population of the study is experts and managers of Shafa Pharmaceutical Holding and academic experts. Using purposive sampling method, 45 of them were selected with regard to the principle of theoretical adequacy in sampling. The data collection tool is an interview whose validity and reliability were confirmed using content validity and theoretical validity and reliability within the encoder among the encoder, respectively. In this research, data were analyzed using Atlashti software and coding technique and the conceptual model of the research was presented using Clark status analysis approach. The results of the research are based on Clark's position analysis method, which includes the identification of human factors and non-human components, collective human factors and actors involved, discourse structures, social, cultural and symbolic components, economic and political components, spatial components, components. When relevant discourses and major topics are identified in the form of multiple components.

Considering that human resources are among the strategic assets of any organization, their scientific and conscious application will be the basis for the development of the organization. The main purpose of this study is to investigate the dimensions and components of competence in human resource development in the country's water and electricity industry.

This research has been done with a qualitative approach. Participants in this study are 16 managers and experts in the country's water and electricity industry who are active in the field of human resources of the country's water and electricity industry and participated in the research through purposeful sampling and theoretical saturation rule. Data were collected using a semi-structured interview and the validity of the interview questions was assessed using participants' feedback strategies and receiving peer feedback. The data analysis method is a content analysis using coding at three levels: open, central and selective.

According to data coding and categorization, a comprehensive suspect (competency), four main categories (individual competencies; managerial competencies; communication competencies; perceptual competencies), 11 component codes and 50 open codes, extraction and model Competency in human resource development was designed.

The results indicate that knowledge and self-awareness, personality traits and perceptual skills as the most important components of competence along with attention to all dimensions, are the factors of human resource development in the water and electricity industry.

After the “human relations movement”, many studies have been performed on human resource development, some of them leading to the creation of methods, procedures, standards, and models about human resource improvement and development. By looking deep, it can be found out that most of the present models assume human beings at the same level of other production factors (and of course the most venerable ones) and although they have addressed spiritual factors and ethics in the organization, they have not profoundly focus on it and many aspects have been neglected. Improving the status quo, the Islamic worldview can be helpful because of its comprehensive approach to all the physical and spiritual dimensions of humans. In this research, we tried to develop a model of human resource growth and development on the basis of one of the Islamic theories raised in this regard, i.e. Motahhari's theory of growth. In the present study, data collection was performed through archival studies and interviews with Islamic management experts, and data analysis was implemented by thematic analysis. After analyzing the data, 160 descriptive codes, 27 interpretive codes and 6 overarching themes emerged which finally formed the organizational human resource growth and development model on the basis of growth theory. The findings show that besides similarities, there are essential differences between this model and the present models of human resource development.

The purpose of this study was to design a succession planning model with the human resource development approach in the Hajj and Pilgrimage Organization using a meta-analysis. To do this, after studied the research literature and identifying the components of substitution breeding from its heart, they were classified and separated and the components were extracted. This research was based on the purpose of applied research and based on descriptive and exploratory nature. In terms of method, meta-analysis technique has been used to extract the results, which was a qualitative study. In the present study, articles published in domestic and Latin journals have been used. At the beginning of the study, in the first stage, 81 studies were collected. In the second stage, those articles that had p-value, t-value and other statistics were separated from each other. Of these, 43 accepted articles were used. Based on the findings of this study, Hajj and Pilgrimage Organization was prone to successful implementation of succession planning and The strategic improvement of human resources, and on the other hand, organizational commitment to succession planning, Senior management support in the Hajj and Pilgrimage Organization. It is also possible to provide the necessary platform to improve the other components associated with this condition.

Development studies now focus on human resource and human resource development analysis levels. Accordingly, this research is generally concentrated on the individual aspects of HRM. Researches regarding this field are various in terms of concepts, methods and approaches, each of which refers to parts of the individual development model. Therefore, this research aims at developing an integrate review of the present literature and conducting a comprehensive competency-based individual development model through a systematic literature review. The researchers employed open, axial and selective coding method and ATLAS.ti9 for data analysis. 7322 documents were identified. Having subjected them to non-inclusion standards, the researchers presented 37 documents to the software for an in-depth investigation. As a result, 359 narrations were identified and grouped into 177 codes, 21 subcategory and 5 main categories. This research led to the presentation of a new model including the following categories: input, individual development plan (setting goals, prioritizing the goals, goal achievement strategies, time management, revising the individual development plan, participatory implementation, determining evaluation criteria, assessment and monitoring of individuals, feedback, reviewing the individual development plan, output, intervening conditions, and contextual conditions. The proposed model can be employed as a basis of the successful individual human resource development plan by various organizations.