نشریه منابع انسانی تحول آفرین
پیاپی 2 (تابستان 1401)

Context and

Less attention has been paid to the role of human resources as a strategic partner in the country's organizations and the existing harms in strategic management roles. The purpose of this research is to analyze the roles of strategic human resource management in the knowledge-based companies of the country and to identify the critical points of these roles.Research

This exploratory-applied research was done in a mixed way. In the qualitative section, a group of 15 experts familiar with the subject were consulted. The quantitative part included 230 experts and human resource managers in knowledge-based companies in the country. Also, average analysis method and importance-severity matrix formation were used to identify vulnerable points.

In this research, after studying the existing models and using the existing literature, 16 roles of strategic human resources management were identified and confirmed by experts. Then, the most important critical point in achieving the roles of strategic human resource management was defined as human resource retention.

Considering that the issue of maintaining human resources is one of the critical points and basic challenges of knowledge-based companies in playing a strategic role, the need to maintain efficient and committed human resources is of great importance.

Background and

Human resources audit helps to evaluate the role of human resources performance in the organization's strategic planning and helps in effectively formulating human resources strategies to be in line with the organization's macro strategies. The purpose of this research is to design the human resources audit model with the approach of task-level and macro-level strategies of the social security organization.Research

In this research, the qualitative method of content analysis as well as single-stage fuzzy Delphi and cognitive mapping was used. The statistical population was the human resources experts of the Social Security Organization, who were selected by non-random sampling method. SPSS, NETDRAW, UCINT, MaxQda2020 and Excel software were used for data analysis.

Using the cross-matrix questionnaire that was provided to human resources experts and the cognitive mapping method, the intended model was designed. This model includes the categories of intellectual and mental abilities, spiritual and psychological abilities, scientific abilities, interaction skills, allocation skills, organization skills, supervision skills, thinking skills, job and professional skills. These are cognitive skills, personal skills, interpersonal skills, strategic skills and management skills.

The human resources audit model, in addition to identifying gaps and weaknesses in the organization, will lead to solutions for corrective measures and improving human resources' abilities in implementing the organization's strategies at the macro and task level.Keywords: human resources audit, task-level and macro-level strategies, cognitive mapping method, Social Security Organization

Background and

Professional behavior of employees in the organization improves organizational performance. One of the ways to create professional behavior in employees is to provide effective training in line with organizational goals. The purpose of this research is to identify and prioritize educational factors that affect the professional behavior of employees of FARAJA (Law Enforcement Command of the Islamic Republic of Iran).Research

This qualitative study is of applied type. To collect data, the opinions of two statistical samples of 15 experts were used. Experts were selected purposefully and interviews with them continued until theoretical saturation. Interviews conducted with thematic analysis method, analysis and factors affecting the professional behavior of Faraja employees were identified. Fuzzy Dimetal technique was used to prioritize these factors. At this stage, 9 experts in the academic and organizational fields did the prioritization.

The findings showed that the educational factors affecting the professional behavior of Faraja employees required the acquisition of operational skills with 29 components, behavioral skills with 9 components and specialized-professional skills with 29 components. Examining experts' opinions showed that operational skills had the greatest influence on behavioral skills and professional-professional skills of employees.

Since the training of operational skills is of great importance on the professional behavior of employees, training programs in this area should be given more attention in the field of law enforcement of the Islamic Republic of Iran.

Abstract

successful organizations seek to improve their human resources strategies in such a way that they can attract, develop and retain the talents that are necessary for their survival. The purpose of this research is to design a model of factors affecting the strategic improvement of human resources in the courts of the country.Research

In this applied research, the content analysis method was used. The statistical community in the qualitative section was formed by 25 managers and judicial experts who had experience and expertise in strategic improvement of human resources, who were selected by snowball method. In the quantitative section, the interpretive structural equation method was used.

The results showed that the designed model includes 98 concepts, 13 categories and 9 dimensions. MICMAC analysis showed that the variables of establishing strategic communication and career path development were more influenced by other factors and the variables of succession and professional capabilities and strategic performance management and empowerment and training and strategic reward management were part of the linked variables in terms of effectiveness and effectiveness and the attitude variable Strategic is one of the key variables.

Considering that the strategic attitude plays an important role in the strategic improvement of human resources, managers should pay attention to the strategic attitude as a successful paradigm, and employees with a full understanding of this attitude in the work environment can improve their personal growth.

Background and

Feeling of respect is considered a feedback mechanism for growth, but its lack is a serious obstacle to personal and organizational growth. The purpose of this research is to identify and prioritize the key factors of organizational respect in Gol Gohar Mining and Industrial Company.Research

Theme analysis method was used in this research. The statistical population is the senior experts of Gol Gohar Industrial and Mining Company, 41 experts were selected through targeted sampling and the interviews were semi-structured. After drawing the decision tree, a pairwise comparison questionnaire was prepared and the factors affecting organizational respect were prioritized through the Expert Choice software.

According to the findings, 3 main factors in the form of managerial factors, background factors and human resources management factors in order of priority, and 7 secondary factors in the form of managers' support, financial incentives, employee participation, employee empowerment, welfare services, attention safety and health, and attention to ethics were identified as priority and 37 primary factors.

Respect in the workplace as a powerful driver improves individual and collective results in the organization, therefore, this type of behavior and its institutionalization in the organization should be considered by industrial managers.

Background and

The key position and new roles of human resources management in order to achieve the country's organizational goals have not properly identified and this has caused many problems in organizations and companies. Therefore, the purpose of this research is to investigate the roles of human resources management in realizing the organization's goals from the perspective of senior managers of Iranian companies.Research

This applied research conducted by thematic analysis method. The studied community included nine experts familiar with the subject who selected purposefully. In this research, semi-structured interviews of experts used to collect data, and MAXQDA software used to analyze the obtained qualitative data.

The findings of this study identified five overarching themes, which include improving the organization, improving the leadership style of senior managers, improving the leadership style of line managers, creating an active role in employees, and identifying the restructuring of the human resources unit.

Every organization can take an effective path in achieving its goals by knowing the roles of human resource management and implementing these roles. In Iranian companies, changes and transformations should implement in line with the roles of human resource management.