Ali Babaee Rayni; Karamallah Daneshfard; Nasser Mirsepassi
Abstract
Today, Paying attention to Human Resource Development (HRD) is one of the essential priorities of any organization. Considering this necessity is important in improving the effectiveness of organizations. Therefore, while studying human resource development strategies, it is necessary to provide an appropriate ...
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Today, Paying attention to Human Resource Development (HRD) is one of the essential priorities of any organization. Considering this necessity is important in improving the effectiveness of organizations. Therefore, while studying human resource development strategies, it is necessary to provide an appropriate model that guarantees the promotion of organizational effectiveness. This research aims to design a local model for public organizations, evaluates the evolution of human resources, and designs an appropriate model of human resource development to enhance the effectiveness of public organizations. In this study, a mixed-method approach (quantitative-qualitative research) was used to explain the model. In the qualitative part of the research, the fuzzy Delphi technique was used to extract factors from the experts who were selected through the targeted non-probability sampling method. In the quantitative section, 247 participants (managers, deputies, governorates, governors, and provincial governors, as well as experts in planning modernization and administrative transformation) were selected through purposeful sampling. Questionnaires were used to collect data. To measure the construct validity (convergent, diagnostic, and logical validity), the reliability of the research instrument, and evaluate the research measurement model, the confirmatory factor analysis was used through AMOS24 software. The results showed that the final model of the research consisted of three main dimensions: individual (competency development, knowledge and information sharing, commitment, and mutual trust), organizational (staff training, organizational justice, service compensation system, meritocracy, and talent management), and environmental (economic, political, and cultural-social).
Public Management
Volume 6, Issue 1 , January 2018, , Pages 13-24
Abstract
The concept of dreams is often indirectly used in many branches of organization and management studies. Dreams are not controlled, but to some extent applicable and are the source of individual creativity to improve organizational change. Therefore, this research intends to study the guidance of employees' ...
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The concept of dreams is often indirectly used in many branches of organization and management studies. Dreams are not controlled, but to some extent applicable and are the source of individual creativity to improve organizational change. Therefore, this research intends to study the guidance of employees' dream to develop human resources in governmental organizations. The purpose of this research is applied and in terms of collecting data from survey type-exploratory. The data used in this research is of a qualitative type, which was collected through interviews with experts and supervisor levels of the staff of Tehran University. The statistical sample of the study consisted of 16 experts and supervisory levels of Tehran University faculties (saturation limit) selected by snowball method. To analyze the data obtained from the interview, the theme analysis was used and finally, the four main themes of "creating dream, fostering a dream, organizing a dream and a hierarchy of dreams" were identified.
Ali Asghari Sarem; Nader Markazi Moghaddam
Volume 3, Issue 3 , September 2015, , Pages 27-50
Abstract
The aim of this research is to identify and analyze success crucial factors for human resource development in health sector through exploring minds of participant by using Q methodology. The participants were 26 of experts and in charge people in health sector. The research concourse has been gathered ...
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The aim of this research is to identify and analyze success crucial factors for human resource development in health sector through exploring minds of participant by using Q methodology. The participants were 26 of experts and in charge people in health sector. The research concourse has been gathered from two resources: interview and literature and 44 of phrases have been selected as Q phrases sample. The obtained information from Q sorting was analyzed by Q factor analysis method. Distribution analysis showed that 9 of mental models can be recognized among participants that determines 76.212 % of total variance. The most explained variance is for the first mental model with the score of 14.161. Success crucial factors were recognized and prioritized based on these 9 models. At the end, mental models were named and interpreted metaphorically as below in a row: futurists of change follower, incitement adherents, specialists of effective hiring defender, occupational system adherents, stability's adherents in meritocracy, change in structure, adherents of cooperation and outlook revision, adherents of agency-structure, adherents of benchmarking and performance system adherents of ethics and quality of work-life improvement.
Zahra Forootani; Adel Azar; Seyyed ali Akbar Ahmadi; Monireh Asgari nejad
Volume 1, Issue 4 , November 2013, , Pages 61-78
Abstract
The quick and dramatic improvements in science and technology, in the short term leads to the old job knowledge and skills. On the one hand, organizations are faced with increasing pressure to reduce financial costs and time along with the need for staff training programs. This has caused a lot of attention ...
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The quick and dramatic improvements in science and technology, in the short term leads to the old job knowledge and skills. On the one hand, organizations are faced with increasing pressure to reduce financial costs and time along with the need for staff training programs. This has caused a lot of attention today towards self-development programs. The purpose of this research is to design and self-development model for human resources. This study is a descriptive survey of 949 nurses took part in it. Data were analyzed using path analysis method. The results showed that age, education level, Islam attitude, self-motivation and their effect on the willingness and self-development behavior; while organizational factors affect the strength of this relationship. It seems that managers and supervisors through clear and evident support from employees, providing time information, combined, resources and rewards can play a vital role in the field of learning and self-development of human resources.
