فصلنامه آموزش و توسعه منابع انسانی
پیاپی 23 (زمستان 1398)

Today, organizations including academic centers face many changes and challenges. Among these changes is the emergence of emerging technologies. Thus, lack of awareness of the emergence and strategic application aspects of existing technologies can lead organizations to irreversible crises. Among these technologies are Web 2.0 tools that have been the focus of this research. The purpose of this study was to identify the functions of Web 2.0 tools in human resource professional development. Therefore, this study has reviewed 22 articles in a systematic review of the literature and qualitative content analysis technique among the sources collected from the Scopus Scientific Database. The findings suggest that Web 2.0 technology has four major functions: strategies change of human resources learning process, strategies change of human resource knowledge management, strategies change of human resource interactions and communications, and strategies change of HR development perspectives in organizations. Also service provider organizations including educational, medical, and librarians were leading in using such tools for their employees' professional development processes. Finally, a conceptual framework for the function of Web 2.0 tools in the professional development of human resources in organizations is presented. Finally, the present study emphasizes the interaction of researchers and human resource development experts in universities and organizations. Human resource development experts are aware of the existence such tools and technologies in the course of learning and professional development of human resources and take steps to apply them.

Nowdays, training is recognized as one of the most important factors that increase the effectiveness and efficiency of employees. Social media has been also increasingly used in employee training in recent years. Therefore, the purpose of this study is to identify the value of social media in organizational learning through finding the perspectives of training managers and experts, then to emerge a model of social media usage in employee’s training.This qualitative study is based on grounded theory approach. The research data were collected through semi-structured interviews with 15 managers and training experts of banks in Tehran who were selected by random sampling. Data analysis was performed in three stages of open coding, axial coding, and selective coding, and based on this a qualitative model of research was designed.The results of this study reveal the extraction of over 110 initial codes of interviews and 78 concepts and 18 categories in the paradigmatic paradigm including: central category (interactive technology-based learning), causal conditions (senior management support, change management, Competency-based HRM, Audience-driven approach), Contextual Conditions (corporate organizational culture, organizational agility, organizational policies, technological infrastructure), Interventional Conditions (Poor Technological Infrastructure, Inadequate Financial Resources, Lack of Staff Awareness), Strategies (Knowledge Management, Teamwork activities), Consequences (Reducing training costs, Improving employee performance, Training effectiveness, continuous learning).

Individual development program is one of the key tools in directing human resources development and thus, is constantly an attractive field in human resources training and development. Developing models and operational paradigms in this area is a requirement for the management of human resources training and development. This study aims to propose a model for establishing and developing individual development program in pioneering organizations. The study adopted a qualitative approach using a theoretical study method. In order to identify the model elements, the authors employed expert interviews and afterwards, used nominal groups to establish the said elements. Finally, in order to integrate the data in a model and determine element relationships, the interpretative structural model (ISM) program was utilized. The interviewees were selected via theoretical sampling. The interviews were organized using open and axial coding and the data were classified using content analysis. Subsequently, the required contents and parameters were used as the input of interactive management sessions (based on nominal group approach) for the modeling process. According to the resulting consensual opinion and organizing, the model consists of five key components: institutional legitimization (L), financial, credential, and regulatory requirements and infrastructures (R), technical requirements and infrastructures (T), clinical information gathering for individual development program document (C), implementation and optimization of the individual development system (I). For easier naming of the model, the key words of each component were combined and the resulting LRTCI model was proposed as a comprehensive model and a solution for establishing individual development systems.

Organizational university is the link between an organization and specialized knowledge; and is known as one of the most efficient mechanisms for global competition. Regarding the closing or merging announcements of some of the above universities into some public universities, as well as other issues the universities are involved, the purpose of the present research is to extract effective factors of the universities evolution and development in Iran. Therefore, research data were collected and coded through interviewing with 12 experts of organizational university area and university administrators using Grounded Theory Method. Research findings show that several organizational and academic factors may influence university performance including clarifying the purpose of university, organization and university CEOs, finance, and level of participation, learners, structure flexibility, educational programs, and knowledge management. University independence and privatization are also university external effective factors. It is recommended that private sector is enabled for effective and economic operation through clarifying and proper implementing of Article 44 of Constitution; then, the organizational university would shed light to the individual and organizational growth and development.

The comprehensive development of education in any country depends on professional teachers; One of the most effective ways to educate teachers is to use informal learning. The main purpose of this research is to identify and prioritize informal teaching methods for high school teachers. The present study is objective in terms of purpose, exploratory in terms of subject matter, applied-developmental in nature, and descriptive-analytical study. In this study, a combined approach was used. In the qualitative part, using exploratory method, in addition to open and central coding, the methods and informal learning method were identified and in the quantitative part, using the survey method, the current situation of informal teaching methods of teachers was identified. In this research, in order to gather information in the qualitative part of the semi-constructed interview tool with purposeful sampling (snowball) and the retest method and internal agreement, a topic was performed to calculate the reliability of the interviews and in a small part to ensure the reliability of the questionnaire The Cronbach's alpha coefficient was 0.90. 349 teachers were estimated as a sample size by stochastic, random, multi-step method and using statistical determinants of the size of the population of statistical population (3724 people). Based on the research findings, 16 methods of acquiring competencies were identified, which were divided into 5 categories: discussion with others (including components of inferring from others' statements, learning through discussions and dialogue, informal verbal messages), interaction with peers (including project components). - Activity with others - Sharing experiences - Thought storm), Behavior (including components of imitation of others - Inference from the behavior of others - Admirable non-verbal behavior - Compulsory non-verbal behavior), Cyberspace (including Internet search components - Presence in networks Social) and experience (including components of trial and error during teaching - attending scientific out-of-school circles - classroom feedback feedback).

The purpose of this study was to identify and evaluate the effective factors of e-learning culture for IT adoption and SCRM deployment in Shargh Cement Company. The qualitative and objective research approach is a thematic exploratory study in which 25 managers of shargh cement and experts in this field were selected through semi-structured interviews through simple random sampling method. Findings The research identifies seven major themes, or factors, affecting e-learning culture for IT adoption and SCRM deployment. The seven themes are structural factors, behavioral factors, environmental factors, processes, outputs, effects and outcomes. 146 codes were extracted from these main themes in the context of the interviews.From these main themes, 75 concepts were extracted based on conceptual similarity, categorization, and composition. Then, the role of each of the subcategories in creating an e-learning culture for IT adoption and SCRM deployment was examined.