فصلنامه مطالعات منابع انسانی
پیاپی 1 (پاییز 1390)

The term of excellence have been using increasingly in literature of management in a sense that new terms such as human resource excellence, innovation excellence, leadership excellence, and process excellence have been emerged. nevertheless human resource excellence and; leadership excellence have been considered more than the others term by authors and researchers. in this research we suggest a comprehensive model for human resource excellence. by applying meta synthesis method we analysis the previous researches and develop the comprehensive human resource excellence model. This model consists of 12 dimension, 45 indicators and 270 sub indicators or points. The different between this modal and the previous ones is inclusiveness, by inclusiveness it means we use the strengths of the others and improves the weaknesses.

In this research after literature review Ching Chy list as a successful general component was used. To recognition general component for establishing knowledge management system successfully the opinions of 8 specialists was gathered. Interview and Delphi technique were applied respectively to identify general and key component. To identify key components, Syong Chu Chang questionnaire was distributed among a randomly selected sample of 41 managers and experts. The funding show that 5 component– knowledge structure, team working, knowledge support culture, staff involvement and staff empowerment- are critical components in establishing knowledge management system in organization.

As managers are strategic capitals in any organization, assigning them properly and consciously pave the way for improving and developing the organization. By using the fuzzy logic this research aimed to develop a proper model for choosing manager. the mention model as a Fuzzy Multi Criteria Decision Making model was developed in public corporation. to do this we study theoretical an empirical model and by using non parametrical test such as Kruskal-Wallis we examine the difference between variables in independent populations.ahp technique and weighted average method were used respectively to assign the weight to main indicators and sub indicators. Finally by using topsis technique and fuzzy collections we evaluated the substitute candidates to take the managerial post.

This article deals with the relationship of organizational culture and human resource productivity. The main research question includes whether the higher levels of organizational culture components used in this article in organization is led to higher levels of human resource productivity. Statistical population of research is the NIOPDC and classified accidental method is used to determine the sample of this research. Data collection was in-person questionnaire and Survey–descriptive approach and correlation research was our research methodology. Concluding results indicate that there are meaningful relationships among all concepts of organizational culture and human resource productivity. Finally, concerning research findings, some suggestions were presented.

As the importance of empowerment and organizational commitment, this research was designed to determine the relationship between these two variables. five dimensions of empowerment (self efficacy, self determination, personal consequences, meaning, trust in others)and three dimension of commitment (affective commitment, successive commitment and normative commitment) was considered. The statistical population was the employees of IRIRC and a sample of 150 was selected through simple random sampling method. By applying parametric test such as Pierson correlation coefficient and linear regression, data was analyzed and following results were achieved. Correlation coefficient showed a positive and significant relation between empowerment and organizational commitment, furthermore there was a positive and significant relation between all dimensions of empowerment and organizational commitment except self determination.

The understanding of ict by commanders can improve the quality of decision so The purpose of this research is to identify the role of IT on quality of decisions making in Islamic republic of Iran armed forces. the statistical population was the commanders of IRIAF in 3 branches and a sample was selected through simple random sampling method. research instrument was questionnaire along with document analysis e and interview. the reliability of questionnaire was computed 0.82 according to Alpha Cronbach. data were analyzed by using Pearson and Kendal correlation. correlation coefficient shows a positive and significant relation between using IT and the quality of decision(p=0.05).

In the knowledge-based era knowledge management (KM) is considered as the primary task of organizations that strive to utilize of their intellectual capitals effectively. Hence it is vital to understand carefully the appropriate contexts and enablers of knowledge management. Social capital (SC) is one of the most influential factors on the effectiveness of knowledge management, but its role is not explained sufficiently. This article tries to explain this relationship more precisely. In these efforts, the context of interaction between SC and KM, various causes of orienting KM scholars to SC, and various viewpoints regarding this relationship will be explained. Introducing various aspects of SC that are most relevant to KM constitutes the later section of this article. These dimensions include trust, beliefs, norms, rules, expectations and obligations, identity and ethical infrastructure. Finally some effective endeavors for creating and enforcing SC in line with enhancing KM effectiveness will be explained. Among these efforts it can be referred to considering the linier and self-enforcing nature of SC, being commitment to maintaining social contracts in work environments, creating interpersonal relations facilitating job accomplishing, developing social networks and considering the relationship between social capital and human capital.