This research is intended to identify the dimensions and factors affecting the components of strategic development of human resource management in the Islamic Republic of Iran Broadcasting (IRIB) in order to improve the present situation. This study is an applied one in terms purpose which follows content analysis through collecting qualitative data. On the basis of the theory and principles of theoretical saturation, the participants in this study include 10 available experts in the field of strategic development of human resource management in IRIB, selected by purposeful and theoretical sampling. The data collection tool contains a semi-structured interview. The data were analyzed using MAXQDA software in three stages of open, axial, and selective coding. The data were validated by the verification method by the contributors. The findings indicated that the dimensions and factors affecting the strategic development of human resource management in the Islamic Republic of Iran Broadcasting Organization contained five categories including strategic development of human resource, causal state, contextual state, intervening factors, outcomes and results.

The present study aimed to evaluate the effect of education on human resources strategies with emphasis on the intermediary role of professional development and knowledge sharing by structural equations. To do this, 230 employees and managers of district 7 of Gas transmission operation in Iran were participated in the present study. They responded questionnaires of education, professional development, knowledge sharing and human resources strategies. For data analysis, structural equations model with LISREL software was applied. The results showed that learning-oriented training has positive and significant direct effect on knowledge sharing, professional development and human resources strategies. There is a positive and significant direct effect of knowledge sharing on professional development and human resources strategies. There is an indirect, positive and significant effect of learning-oriented training on human resources strategies via professional development and knowledge sharing. Findings emphasized the role of education, knowledge sharing and professional development on human resources strategies.

The purpose of this article is to determine and rank the dimensions and indicators affecting the strategic human resources development and provide a model for the effective implementation of the strategic development of human resources in the government research organizations. In terms of purpose and method, this study is developmental and a combination of qualitative and quantitative methods, respectively. We first collected information from the electronic resources of strategic human resource development by a content analysis method and then, using Delphi technique and the opinion of elites, calculated the dimensions and indicators of strategic human. In the next step, the dimensions and indicators obtained in the form of a model were analyzed using a second-order confirmatory factor analysis in the Lisrel software and the structure of the model was confirmed according to the analyzes. The results also show that the factors affecting the strategic development of human resources are divided into four general categories: structural, policy-making, cultural, and environmental factors, among which the policy-making one has the greatest impact on the strategic development of human resources.

Development of human resources is one of the main elements of economic development in every society which underline on vast area of skills, capabilities and human groups requirements. Therefore this kind of development is always one of the basic parts of programming systems. Investment on universities as the main significant educational centers can provide better situation and besides reaching to cultural purposes, pave the way for political and economic goals of the country. By modeling university as an exchange system we can consider three parts of inputs, reform process and products. The inputs of the universities are physical, financial and human resources capitals, in which the students are the most important part. In second part we discuss about reform process in which the best method of reform according to requirements of development in human resources have been studied. If we want to apply university as a powerful potentiality for sustainable and total development, we should reform and optimize policies in two first parts to reach to the last part to use the products of universities for development of human resources.

This study aimed at explaining the role of effective strategies on developing human resources, organizational entrepreneurship and organizational development from the viewpoints of employees of Sport and Youth Ministry. According to the information from Information Department of Sport and Youth Ministry of Islamic Republic of Iran in 2016, the statistical population consisted of 850 employees. The sample size was considered 265 subjects based on Krejcie and Morgan Table. This study was application and survey.  Strategies in the Development of Human Resources Questionnaire (Mirsepasi et al., 2010) and Organizational Entrepreneurship and Organizational Development Questionnaires (Talebpour&Razavi, 2016) were used. Their reliability were calculated as 0.87, 0.91 and 0.82 respectively. To test the conceptual model, structural equation modeling based on partial least squares method using PLS statistical software was applied. The results showed that strategies of the development of human resources had a significant effect on organizational entrepreneurship and organizational development. Also, organizational entrepreneurship had a significant effect on organizational development. According to those factors affecting the development of human resources and the promotion of organizational entrepreneurship, employees were an effective factor in promoting organizational development.

The aim of this study is designing a model for the optimal development of human resources in academic libraries. To this end، the University of Tehran Library as a case study is investigated. With regard to the four independent variables- organizational structure، organizational culture، leadership and strategic perspective، and mediator variables of attitude، behavior and creativity of staff- the development of human resources in the organization have been investigated. Using a questionnaire and distributing it among all staff of 108 people، and one sample tests and correlation test، each variable related to human resource development was determined. At the end، by the path analysis of the impact of each variable on the dependent variable، the development of human resources is determined. Finally، the researchers suggested to extending the model، and completing this model by new variables.

Development is a measure that improves employee’s performance through increasing knowledge or skills and by changing their attitudes. In this regard, this research deals with effective factors on development of human resources talents at National Iranian Gas Company by using qualitative approach and providing mechanisms for their development. For this purpose, depth interview was conducted with 10 managers, deputies, and human resources talents of National Iranian Gas Company and 6 faculty members. To analyze data from the interviews, interpretative analysis was used. The validity of research findings was confirmed by examining members (interviewees). In order to calculate reliability or compatibility of conducted encodings, test-retest reliability method was used. The results of analysis indicated that the prerequisites of the development of human resources talents at National Iranian Gas Company is at two levels including development of structural and organizational factors and the development of occupational factors. Prerequisites of the development of human resources talents mean the organization should focus on what factors to provide infrastructure for the development of human talent. The structural and process factors associated with the prerequisites of human resource development include job career management, supporting senior managers, attention to performance management, organizational climate, learning organization, organizational culture, organizational vision, organizational justice, providing opportunities for growth and prosperity, providing the basis for effective communication and organization dynamics. Occupational factors supporting the development of talents include job flexibility, job independence, coordination of job and employee, job challenge, job security, job dynamics, occupational status and work-life balance. Moreover, the research found that for the development of human resources talents at National Iranian Gas Company, mechanisms should be used such as succession, motivation, teamwork, training, coaching, specialized seminars, self-development, knowledge sharing, practical learning and networking.

The aim of this study was to design a model for better development of human resources considering self-determination and educational needs of students. In the present applied-survey study, the statistical population of the study consisted of all university students and the National Research Institute of National Defense and Strategic Research in 2009 that 300 samples were selected by available sampling method; and self-determination needs questionnaires, Gary and the Questionnaire of Factors Facilitating and Preventing Human Resource Management were distuributed. The results of factor analysis showed that human resource management factors constituted the attitude to development ratio, feeling of superiority, loyalty of human resources, developmental leadership, supervision and follow-up, policy, human resources culture, human resource justice and human resources. There was also a positive relationship between psychological empowerment and human resource management facilitators. Therefore, based on the present research’ findings, it is completely clear that paying attention to cultural, political, personality and educational factors, which must be considered, were identified important and necessary for the promotion and development of human resource management.

The present study aims at studying the approaches to the development of human resources planning in Tehran educational Organization by Survey on Descriptive Method. The subjects were 70 managers and assistants from different educational bureaus of Tehran and 107 designers and statisticians. A 45-item questionnaire whose items had 5 choices was designed by the researcher through Likert Scale. 20 expert validated the questionnaire and its reliability was calculated to be. 93 through test-retest method.Descriptive statistics were used for the calculation of frequency, percentage, mean and variance. And for the sake of identifying the main variables, inductive statistics were used. The results showed that some of the most important approaches towards the development of human resources planning in Tehran Educational Organization are: standardization of human resources, devise decent rules in order to get and keep human resources, payment system reform, combining training and educational activities, training creative and thoughtful staff, equal educational opportunities, prediction of human resources capacities, development of a teacher-knowledge testing system, collaboration of the staff in planning, estimation of needed human resources, qualitative and quantitative expansion of vocational training and development of information technology.

This research is intended to design a model for human capabilities development of managers of the local organizations. This qualitative research is based on the grounded theory method. The statistical population of the study contains managers and experts in the process of human capabilities development of managers in Tehran Municipality, 20 of whom are selected by theoretical and purposive sampling. The data collection was carried out by semi-structured interviews whose data were analyzed and the categories were identified through open, selective and theoretical coding. In the open coding stage, 120 initial codes were identified. Refining and merging of the similar codes resulted in 87 codes which were finally classified into 13 main categories and 20 subcategories, and finally, the target model was designed by remarking the relationships between the components. The research findings indicated that the implementation of human resource development model of managers of local organizations brings about the development of human resource capabilities as one of the functions of human resources in relation to recruitment, training and improvement, retention and retirement, as a measurement tool for the recognition of growth and development of human resource capabilities.