جستجوی مقالات مرتبط با کلیدواژه « آموزش » در نشریات گروه « صنایع »

Given the importance of using the Internet and its related technologies for marketing in today's business environment, it has created intense competition among various entities and organizations and has led organizations to use different ways to succeed. There is a comprehensive overview of the types of digital marketing. The purpose of this study is to introduce digital marketing practices that can be used in the field of education and to succeed in marketing the performance of businesses that are active in the field of education. According to the theoretical foundations of this study, three types of social media marketing, email marketing, and content marketing can be identified as digital marketing practices that can be of particular use in education. Therefore, they are recommended to the managers of relevant organizations.

By using the employees’ views of the Melli bank of Mazandaran province, this research has investigated the effect of strategic emotional intelligence on technological capability, technological knowledge management, and organizational development of them. Due to the research objectives, the statistical population includes employees of the bank. According to Cochran Formula and by using simple random sampling method, 314 questionnaires were distributed among the employees. The obtained data was analyzed using SPSS and Lizrel software. The data gathering tool in this research was a standard questionnaire distributed among employees of the Melli Bank of Mazandaran province. The questionnaire designed in this research was provided to a number of professors and experts in the field of business and banking management to validate the content. Its reliability was also calculated using Cronbach's alpha test. The coefficient obtained from the questionnaire showed a high and acceptable reliability. The result of the research hypotheses test showed that strategic emotional intelligence has a positive and significant effect on technological capability, technological knowledge management and organizational development of the bank employees.

The experiences of the experts are the most important sources of knowledge and institutional training. Sometimes it is hard or impossible to describe tacit knowledge. Experts are very busy and valuable people. The separation of their work for the process of acquiring knowledge, should not be long. Acquisition of tacit knowledge is costly and time taking process. In large organizations, experts are not centralized in a building or a city. Knowledge users may also have broad geographical scope. The techniques of knowledge will not be able to have a performance alone. So, to increase the efficiency and effectiveness of the Organization's knowledge acquisition project, storytelling and the scenario techniques for the acquisition and dissemination of experiences of experts are combined. With the compilation of the necessary requirements in order to create a model based on storytelling, validation of the proposed model is outlined. There is no research on effective parameters and system requirements for the acquisition of experience. Therefore, to implement the model these features must be described and prioritized. Increase the efficiency of the knowledge techniques, create the model comparison system, gain experience and increase the participation of experts and other agents of knowledge in organizations, are the results of this research. This model suggests the structured acquisition of tacit knowledge.

Knowledge based economies are more strongly dependent on the production, distribution and use of knowledge than ever before. Output and employment are expanding fastest in high-technology industries, such as computers, electronics and aerospace. High-tech refers to technology that is at the cutting edge and the most advanced technology available. High technology industries and services are central part of knowledge-based economy, and one of the main economic indicators for measure the knowledge in economic. In this paper, we introduce the principles and indicators of high-tech industries and analysis effect of the knowledge-based economy variables (ICT, R&D and Education expenditures) on their production. We have developed a model of high-tech industries production. This model has been estimated for 48 countries in 2000-2007 with using GLS Panel Data Approach. The results of the analysis show a positive and significant effect of ICT, R&D and education on high-tech industries. Elasticity calculation shows one percent increase in R&D will result 0.48 present increases in high-tech industrial production, Also one percent increase in ICT will result 0.68 present increases in high-tech industrial production and finally one percent increase in Education will result 0.29 percent increase on high-tech industrial production. So we require a lot of attention to R&D, ICT and Education in program and policy development of high tech industries.

One of the most important discussions in recent decades is human capital. Human capital in other words quality of labor or institutionalization knowledge in human, increased production and economic growth. Although human capital has been discussed since the classical economists but, it has been discussed in recent decades, modeling and presentation a national model of economic growth that, human capital has been considered in them. As the classical production was assumed the function of labor and capital, the quality factor of labor or human capital must be entered in this function, too. According to the impact of human capital and technological knowledge on economic growth is no secret. This study sought to measurement the impact of human capital promotion on economic growth in selected countries of OPEC. Various economists for measure human capital have used different indicators one of them is the size of government expenditures for education. In this study, the rate of growth of government total education spending along with other influential variables (R&D Expenditure, Investment) with panel data approach for the period 1998 to 2007 is used. The research results of this method, indicate that impact coefficient of all variables have been expected based on theoretical and coefficient for all variables are significant and human capital has a positive effect on economic growth. Thus, According to the research findings, the human capital to increase labor skills and production capabilities that will increase productivity and production along with increased research and development in order to achieve higher economic growth it is recommended.

Nowadays, with remarkable increasing of technology aspects, human resources are mentioned as most important organizational assets. The importance of human resource development and the effect of on right HR management can improve the organization performance and cause the appearance of different concepts and approaches for increasing human resource performance. Improving the performance of the organization requires a pre-defined standard framework. This framework delivered to such organization by Investors in People Standard (IIPS) and gives this chance to the organizations in order to make an infrastructure and suitable environment which will result in developing human resources and improving organization performance. This standard was the first standard for developing human resource which has been edited via the excellence organizations in 1990. The above mentioned standards are useful tools for progressive organizations and corporations. It can cause human resource development by implementing optimal business management leading to organizations action reforms, and finally realizing organization goals and increasing its competitive ability. This article aims to present concepts and analyzed-common standard framework and advantages and positive results held by this standard in business and competitive advantages in the excellence organizations.

Working remotely is an activity that has been made possible by IT professionals. Nowadays, homework using telecommunication technology is becoming increasingly important, and for this purpose, employees of various institutions need to connect with their network of information resources and strengthen it more than before. But what are the differences between working remotely? In fact, remote employees not only change the physical location of their work, but also the equipment and tools of their work. With the use of information and communication technology, office space can be freed from old constraints, increase the efficiency of the work environment and provide the necessary flexibility for employees. In this regard, analysis and planning provide keys to support the management of the required facilities to ensure that remote work, as the most efficient method, makes optimal use of space.