Pathology
seyed mohammad mehdi baki hashemi
Abstract
in this field, competent policymakers in the health system can have an impact in drawing the path and roadmap related to the health of the country and even the region. The aim of the research is to identify and rank the competencies required for the policy makers of Iran's health system. This research ...
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in this field, competent policymakers in the health system can have an impact in drawing the path and roadmap related to the health of the country and even the region. The aim of the research is to identify and rank the competencies required for the policy makers of Iran's health system. This research was designed with a combined approach and with a practical purpose and exploratory nature. The research tool was semi-structured interviews, and the statistical population of the research included faculty members in the field of management, as well as senior managers of the Ministry of Health and researchers in this field, who were selected by purposive sampling. The research reached the theoretical saturation point in the 16th interview. In order to analyze the data, the theme analysis method and Max Kyuda software were used, and in order to rank the themes, the evaluation matrix tool was used. The findings of the qualitative section included 328 primary concepts, 38 sub-themes and 5 main themes, which were ranked according to political skills, analytical ability, environmental monitoring, strategic skills and personal characteristics. became. The result is that the members of the policy-making councils and working groups in the Ministry of Health, having the above qualifications, can correctly diagnose problems and use evidence-based analyzes and use expert consultants in other fields. , to set up effective policies. Also, finding out about these competencies can provide the necessary ground for a deep review of the criteria and selection criteria of this category of policymakers and the formulation of their development plan based on scientific findings.Keywords
Mahboubeh Rashidi; mirali seyed naghavi; Behrooz Rezaee Manesh; Reza vaezai
Abstract
Human resource slack is one of the terms that has recently entered the human resources management literature. Human resources slack refer to more resources than the organization needs. This study aims to identify the types of stagnant human resources and provide a model of human resource management functions ...
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Human resource slack is one of the terms that has recently entered the human resources management literature. Human resources slack refer to more resources than the organization needs. This study aims to identify the types of stagnant human resources and provide a model of human resource management functions appropriate for each type of stagnant employees. The present research is qualitative and fundamental in terms of systematic method and content analysis. For this purpose, systematic search was limited to two databases, including Scopus (Elsevier) and the Scientific Network Information Science Institute (Thomson Reuters), to identify and extract articles. After reviewing the articles, the model was presented. The CASP standard checklist was used to assess the validity of the research and in order to assess the reliability of the research, the Kappa Cohen index in SPSS software was used, which was approved. After presenting the model, using semi-structured interviews with academic and industrial experts and conducting content analysis of human resource management functions such as training, development, rewarding and Service compensation, and performance control and evaluation, for each type of employee slack. The model presented, citing articles, introduces four types of human resources slack by considering two dimensions of strategic value and competence; Surplus-oriented, Accumulated-oriented, Knowledge-oriented and Value-oriented. The proposed model and the proposed functions for each type of employee slack can be the basis for future researchers' research.
Causation
Hossein Damghanian1; Mohammad Shikhzadeh; Mohammad Yazdani Ziarat
Volume 5, شماره 4 (پیاپی 20) , November 2017, , Pages 49-66
Abstract
The purpose of this study is to examine the Socio-Emotional competencies (SEC) in the organizational communication, identification of its important components and determine the quality of interaction between them. This research is an applied and developmental as well as quantitative and qualitative ...
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The purpose of this study is to examine the Socio-Emotional competencies (SEC) in the organizational communication, identification of its important components and determine the quality of interaction between them. This research is an applied and developmental as well as quantitative and qualitative by using interpretive structural modeling method. The study Statistics population is consisted of all Iranian academic experts in the organizational communication; that 15 peoples of them were selected using snowball sampling as statistical sample. The data collection tool is a researcher made matrix table; which designed based on paired comparisons between the components of the research as a square matrix. The results led to identification of 11 important components of SEC; that were placed at 8 different levels of interaction. Also, The Results showed socio-emotional knowledge, Self-awareness, self-management, self-motivation had more effective than other components on SEC. According to the results, we can say that the components of SEC at different levels have effect together, and changes in the quality of each component cause changes in quality of the organizational communication.
Aliakbar Ahmadi; Hasan Darvish; Mohammad Javad Sobhanifar; Hamed Fazeli Kebria
Volume 2, Issue 1 , January 2015, , Pages 83-108
Abstract
One of the issues today in the field of management, human resource management in particular is used dramatically, the concept of competence and merit.In fact, as V.A.Kampr form raises, competency models can be used as a way of integrating the various human resource measures to be applied.This means that ...
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One of the issues today in the field of management, human resource management in particular is used dramatically, the concept of competence and merit.In fact, as V.A.Kampr form raises, competency models can be used as a way of integrating the various human resource measures to be applied.This means that any of the following human resource management systems will be designed based on merit and competence, in fact, is the core of all human resources activities. This adorable creates a paradigm in human resource management literature, which is known competency-based human resource management. In this study, considering the main question "What is the concept of human resource competency in Nahj al-Balagha?" Try to be careful and comprehensive study holy book Nahj al-Balagha using the content analysis technique qualitative research and quantitative research methods Interpretive Structural Modeling and questionnaires by 40 scholars and experts in the field of management and Nahj al-Balagha,the code 332 is extracted from the text of Nahj al-Balagha, organizer of forty-eight basic attributes and six themed titles (God-centered, justice, knowledge, wisdom, strength, and health), human resource competencies to be modeled as well as to the ultimate test model, the human resources component of Imam Sadiq (as) human resource competency components extracted compatible with radar survey and model them.
Hasan Zareei Matin; Mohammad Hosein Rahmati; SEYYED Mohammad Mehdi Moosavi; Ahmad Vedadi
Volume 2, Issue 4 , October 2014, , Pages 19-36
Abstract
Starting point of implement various HR systems such as talent management and succession planning in any organizations is identifying needed competencies. To identify the competencies needed for cultural organizations effective management; this study conducted in two phases of design and validates the ...
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Starting point of implement various HR systems such as talent management and succession planning in any organizations is identifying needed competencies. To identify the competencies needed for cultural organizations effective management; this study conducted in two phases of design and validates the model. The model was designed through qualitative content analysis of conducted semi-structured & in-depth interviews with a sample of 15 Cultural experts. Three wave experts Delphi and analysis of questionnaires and structured Interviews used to validating model. Finally, Cultural Competencies Model included; 3 core competencies (Cultural identity, Cultural motivation and Software intelligence), 8 main/principal competencies and 23 subsidiary competencies, design and validated
