نشریه پژوهش های مدیریت منابع انسانی
سال پنجم شماره 2 (پیاپی 14، پاییز و زمستان 1392)

Purposeful and precise selection of human resource is a key factor in the success of an organization. An important step in this process is to select the best indicators which influence the future performance of the employees. This research is intended to identify a set of most important and most influential indicators affecting human resource selection. The next step is to use multi-criterion techniques، as well as referring to experts، for evaluation of these indicators according to special work fields. They are then classified into three managerial skills. Furthermore، based on the similarity of the classifications of these criteria with those of the managers، it can be concluded that which of these criteria and skills are more relevant to selecting managers in special fields.

How to manage environmental dynamicity and how to play in a very turbulent market seems to have made a great mental challenge for many companies and institutions. This can be encountered by a high organizational intelligence against the organizational environment، and by providing proper solutions for the changes. Yet، this can be achieved by considering the internal market of the organization، which refers to its human resource who can endure the responsibility of getting the constant competitive advantage، as the first step. This research is mainly intended to assess the effect of any of the elements of internal marketing in technological institutes. Accordingly، 39 technological companies، placed in the Fars Technological Park، were selected to be studied. Data was collected through questionnaires distributed among 93 employees. The data was analyzed through smart pls. the results indicated that all of the elements of internal marketing had positive and significant effect on organization intelligence

Strong and stable life keeps on moving around its unique and top talent. The secret of the success of the organizations is due to the discovery and application of their employees'' talent. Yet، the most important matter is to discover one''s own top talent. Hence، this research is intended to find out the nature of talent in order to help people find out their own top talent. Research findings show that each man has got his own unique inborn and acquired features، including special temperament، instinct، and innateness. Human''s temperament and instinct actualize naturally. However، it depends on him whether to nurture his innateness or not. Each person has a set of unique talent ordered according to a pyramidal system. The base of the pyramid shows weaker talent، while its top illustrates man''s top talent. Each person is supposed to follow the career which goes with his top talent. He must invest on the talent positioned on the top of the pyramid. Yet، identification of this top talent، which is the most important of one''s detection، is a matter of consideration. The findings of this research present some specific indicators that can lead us، like a compass، towards our talent pyramid، especially to its top point.

This research is intended to present a model for appraising the performance of nonindustrial research centers. Because of the comprehensiveness، advantages، and outstanding features of EFQM Excellence Model as a basic model for identification and evaluation of organizations، it was selected as the recommended framework in this research for the localization and adaptation of the model with environment. The proposed model came about with two aspects of empowerment and results، 9 main categories، 31 subcategories، and 24 indicators relating to results. Then، questionnaires were distributed، and the opinions of the experts were collected to weighting and prioritizing the aspects and categories according to group AHP. Subcategories and indicators were classified directly by calculating the numerical means. Finally، one of the nonindustrial research centers was selected to be studied according to the proposed model

This research is basically intended to assess the relationship between aspects of self-direction and individual knowledge management of the managers. The research follows descriptive method using correlation. Research population includes all the managers in the field of education، research، students and finance، as well as managers at departments and sections in Shiraz University in the academic year of 1389-90. Research instruments included two scales: self-direction (Sheikh Nezami، 1376)، and knowledge management (researcher-made). Multi-variant regression analysis was used to analyze data. The results indicated that there was a positive and significant relation between aspects of self-direction and individual knowledge management.

Employer brand is a human resource management strategy for distinction. The main components of employer brand include attracting the potential workforce outside the organization، and maintaining the talented employees inside it. This research is intended to explore the concept of employer brand، challenges regarding it in Iran، and the process of making brands. Hence، 26 managers and experts in human resource were selected for interview. The main themes of the interviews were found out by content analysis. Most of the interviewees emphasized on the necessity of employer brand. They believed that employer brand had a direct relation with organizational brand among the client and other users. Providing internal and external brands together determines the progress of the organization. They also believed that the main challenges with which employer brand is facing in Iran، refer to the lack of real free markets، and serious competition in public and semi-public organizations.

Linguistic justice is based on the structure of the language and development and reinforcement of linguistic capabilities. This approach emphasizes on the usage of just words and sentences، as well as righteous concepts to achieve just organizations. In other words، all the thoughts، concepts and suppositions that we have in mind، can be presented through language. We are prohibited to apply words and sentences that insult other people، marking out their shortcomings or denoting one''s own influence and power. Enrichment of language with justified words is recommended. In other words، applying embarrassing language، which illustrates degradation of differences among individuals and indicates power hierarchy، does not go with linguistic justice. Linguistic justice is intended to empower people through methods that prohibit any devaluation enabling them to play their appropriate roles without getting afraid of their differences and deficiencies. They may be able to play a unique mission according to their responsibilities. This research is intended to present a model based on the Islamic values، based on grounded theory.

This research aims at optimized productivity of human resource at IRI Railway Company. It is hypothesized that six factors، including mutual trust between the employees and managers of the organization، job career، increasing motivation، participation in decision-making، training، and concerning of the employees'' personal and work life، can help direct other resources towards the aims in the best way. The main question of this research is the following: «what are the effective factors influencing productivity in IRI Railway Company، and how effective is any of them?» The relationship between these factors and human resource productivity according to the research hypothesis was assessed by correlation coefficient test. This is an applied research for its aims، and a descriptive survey one for collecting data. The results indicated that all six hypothesized factors were positively and significantly effective in the productivity of human resource in IRI Railway Company.

This research is intended to assess the viewpoints of the respondents in a military organization to questions about justice، and to compare their understanding with considerable related theories. Hence، having reviewed the viewpoints about justice and three general different approaches، including principle of competence، principle of need، and the compound theory، an experimental research was conducted to compare them with the views of people. Data was collected through questionnaires which were distributed among 440 people. The results indicated that understanding of military personnel of justice was almost correlated and consistent with the questions related to competence and need (ratio of agree to disagree = 4. 73 and 4. 51). The results indicated that a single principle was not regarded as a basis for justice; rather، the compound theory was more relevant. Findings of this research can be helpful in the development of compound theory of justice.

This research is intended to review the effect of organizational climate on job satisfaction with the mediation of human capital. Research community includes all the experts of Pars Khodro، 350 of whom were selected through cluster random sampling. They answered to 336 questionnaires. To collect data، three types of questionnaires were used، including: Minnesota''s shortened job satisfaction questionnaire، Bountis human capital questionnaire، as well as researcher-made organization climate questionnaire. Data analysis was performed through path analysis by structural equation modeling using SPSS and AMOS software. The results indicated that the primary model was correlated with the data. The direct effect of organizational climate on job satisfaction was significant. Its indirect effect worked through human capital.