human capital

The aim of the present study was to evaluate the status of intellectual capital at the Qom branch of Islamic Azad University from the perspective of faculty members. This research is applied in terms of its objectives and descriptive-survey in terms of data collection. The statistical population included 176 faculty members of Islamic Azad University, Qom Branch, of whom 110 were selected as the sample through stratified random sampling based on Cochran's formula. Data were collected using Bontis' 42-item intellectual capital questionnaire, with a reliability score of 0.93 based on Cronbach's alpha. For data analysis, both descriptive methods and inferential tests, including one-sample t-tests and ANOVA, were employed using SPSS software. The results indicated that, overall, the status of intellectual, human, and structural capital in the Qom branch of Islamic Azad University is favorable, but relational capital is below average. Among the faculties, the Faculty of Humanities had the highest intellectual and structural capital, the Faculty of Medical Sciences had the highest human capital but the lowest structural capital, the Faculty of Basic Sciences had the highest relational capital, and the Faculty of Engineering had the lowest intellectual, human, and relational capital. The status of intellectual capital in the faculties of Medical Sciences and Basic Sciences did not differ significantly. Despite the relatively favorable status of intellectual capital at the Qom branch of Islamic Azad University, achieving the higher objectives of intellectual capital requires more managerial planning and attention.

 The purpose of this research was to provide a model to evaluate the impact of open innovation on the productivity of human resources in agricultural cooperatives and companies.

 The statistical population includes 500 active agricultural production company managers and cooperative unions, and using Cochran's equation, 217 people were selected by simple random as a statistical sample from this population. To collect information, a researcher-made questionnaire containing 71 items was used, whose formal and content validity was confirmed by 30 experts. For data analysis, descriptive statistics methods were used from SPSS software version 22, and for inferential statistics, structural equation modeling was used from Smart PLS software version 2.

 The closeness of Cronbach's alpha coefficients to the number one indicates the acceptability of the reliability of the questionnaire regarding both independent and dependent variables. Also, the combined reliability of variables is more than 0.7 and the model is approved in terms of combined reliability. Examining the effect of a variable on a dependent variable using the R2 criterion indicates the strength of this criterion, and examining the ability of the model with the Q2 criterion also confirmed the strong predictive power of the model for the dependent variables.

 The results of this research are of practical importance for human resource management researchers from a theoretical perspective and from a practical perspective for executive managers for the actions and operations of human resources required by all private and public organizations, especially agricultural cooperative companies and unions, so the components explained in the field of promotion Human resources, including training and maintenance, are of great importance.

Human capital is an important issue for all educational organizations and institutions. Today, experts have come to the opinion that human capital plays the first role in the development of societies, because when all the necessary tools and facilities are available and human capital is not formed, development conditions will not occur. The current research was conducted with the aim of providing a model of professional human capital in education in order to improve the level of teacher ratings. Research method in terms of practical-fundamental purpose; In terms of data collection method, it was descriptive-survey and in terms of data type, it was mixed (qualitative-quantitative). The statistical population of the qualitative part of the research included 20 education experts who were selected in a targeted way. The statistical population of the research in the quantitative part included all secondary school teachers in Tehran, and 300 people were selected as a sample using Morgan's table and staged cluster sampling. The data collection tool was a semi-structured interview and a researcher-made questionnaire, which was confirmed to be valid and reliable. The method of data analysis in the qualitative part was theoretical coding, and in the quantitative part, one-sample t-tests were used. The results of the research showed that the constituent components of providing the professional human capital model in education in order to improve the rating level of teachers included skill, attitude and management components. Finally, a conceptual model was drawn for this research. It can be concluded that for the improvement of human capital in education and its impact on the rating system, it is very important to address skill, attitude-ethical, managerial and skill components.

The current research was conducted with the aim of analyzing the impact of strategic management of human capital in education on improving the educational performance and learning of students in schools.

This research is of the type of applied research and in the category of descriptive correlation studies based on structural equation modeling. The statistical population of this research includes all principals of the three studied levels of Bukan schools in the academic year of 2022-2023, which according to statistics are 442 people, and 240 people were selected as a sample using random cluster sampling. A questionnaire was used to collect the research data and SmartPLS3 software was used to analyze the data.

The results of the research show that the variables of training and development, maintaining human resources and reward management have an impact on the education of students, but the variables of performance evaluation and human resource recruitment do not have a significant effect.

All components of strategic management of human capital in education have a positive and significant effect on improving students' learning in schools.

In addition to the market effects of human capital, non-market effects are also of special importance in economic growth and development. The main purpose of this article is to calculate the criteria and indicators of non-market effects of human capital from theoretical foundations and then compare these effects in Iran and other geographical and income regions of the world. Using library method, non-market criteria of human capital such as health, democracy, human rights, political stability, inequality and poverty, environment ،Crime, and finally quality of life were extracted and studied and compared over time as well as cross-sectional. The results showed that regardless of the indicators of human development and human capital and scientific in which Iran has a relatively good position but the product of these criteria and indicators is the non-market effects of human capital in very low political sphere, relatively low in social sphere, and if we consider the quality of life index as a combination of all indicators and criteria we are evaluated at a very bad and low level.

PerposeThe aim of the current research is to provide a new conceptual framework for competency-based training of organizational employees, which, based on studies conducted in scientific sources, has become evident that no systematic literature review has been conducted in this field to date.MethodThis research was carried out using the Meta-synthesis method on 714 internal and external articles and related sources from 2010 to 2023. ResultsThe findings of the articles were analyzed using the seven-step method of Sandolowski and Barso. The results obtained from 41 selected articles based on 95 concepts, 16 Main themes, and 4 Sub thems; in the dimensions of competency-oriented needs assessment (supply-oriented approach, demand-oriented approach, evidence-oriented approach); - competency based design (program order, program content, program references); competency -based implementation (intra-organizational training, extra-organizational training, virtual training); And competency -based evaluation (knowledge evaluation, skill evaluation, behavioral evaluation) was examined and analyzed.ConclusionCompetency-based training allows people to improve their skills and competencies and develop them in a practical way. In general, it can be concluded that this approach can help people and organizations to improve performance, increase capabilities, and accelerate the achievement of their real goals. This type of training contributes to the productivity and effectiveness of development.

The purpose of the present study is to obtain the intellectual system of the two leaders of the Islamic Revolution of Iran about the role of teachers in civilization. The core of this role is the student’s identity. Since the Islamic Revolution claims the realization of civilization, these characteristics were examined in the statements of its leaders. The target population of this research includes statements and messages that were expressed among the activists in the field of education. The analysis of the sample text was done in an analytical-inferential way and findings were presented in two parts. The first part, which is based on immersion in statements, deals with the characteristics of students' identification as the goal of education and is categorized into four relationships with oneself, with God, with society, and with strangers. The second part refers to the competence of teachers as capital assets, which deals with four categories of moral characteristics, mental ability and beliefs, practical knowledge and practical skills. Each of these categories have been analyzed in three dimensions in relation to God, society and foreigners. The result is that civilization building as a lofty ideal requires attention to human capital and since the official institution of education is the host and producer of such capital, teachers as capital builders need to grow and realize competencies so that they can prepare the field for human capital training and with Educating students with identity and independence pave the way for civilization.

Health and skills are two pillars of human capital in Global competitiveness Index. This paper aims to examine the situation of human capital in Iran in comparison with the countries of the region in the 1404 Vision as a guide for developing Iran's educational policy. The research use a compensatory multi-criteria decision making methods. Firstly, the importance of each indicator was determined based on the modified Shannon entropy.Then, by TOPSIS method, the countries of the region were prioritized based on their human capital calcluted score, and for each index, the best performance in the world and the region was identified for benchmarking. Finally, based on Iran’s human capital situation in the region, the importance-performance matrix of Iran was drawn. Based to findings, the first policy makers' priority to develop a human capital policy refer to "Critical thinking in teaching". In addition, "Pupil-to-teacher ratio in primary education", "Mean years of schooling" and "School life expectancy" were also identified in the second priority. Also, "Skillset of graduates", "Quality of vocational training", "Extent of staff training" and "Ease of finding skilled employees" were also given the next priority. The results are a guide to training needs assessment for public administrators to better understand the priorities for improving human capital and identifying benchmarks for successful global and regional experiences

Digital Technology Transformation shapes business transformation in all dimensions. One of the most important dimensions that Digital Technology Transformation influence is Human capital and human capital strategies.This research is designed to make Human Capital Strategies Model based on digital technology transformation. The statistical universe contains 4500 experts, supervisors and managers of Iran Telecommunication Company and 354 professionals as a sample in 8 Telecommunication Province  For this aim, we used a mixed approach pattern that in the Section of quality research apply Grounded Theory for design research model and also in the quantity section apply statistical analysis that uses for model testing. Research model designed based on Strauss and Corbin paradigm model. For testing the model in the quantity section we used structural equation and confirmatory factor analysis.Human Capital Strategies Model with six dimensions is designed. Also shaping 11 Human capital strategies Based on Digital Technology Transformation. All of the hypothesis is accepted.In the end, modeling results show that Digital Technology, Organizational goals and strategies and Top Managers' commitment have a high influence on designing and implementing Human capital strategies also on Cognitive, Behavioral and Performance Consequences in the personal, group, and organizational levels. This research shows that the nature of Human capital strategies are changed and needs innovational strategies. We present these strategies.

Human capital management causes serious attention to the approach of knowledge development and knowledge transfer in knowledge organizations and systematically moves in the direction of the teaching and learning process. The purpose of this study is to present an appropriate model of human capital according to knowledge management components in order to Improving the performance of the staff of Imam Khomeini University of Nowshahr This study is based on the practical purpose and in terms of data collection in the field of descriptive and causal-survey studies. The statistical population of this study is 90 employees of Imam Khomeini University of Nowshahr who are active in various fields, especially education in the academic year of 1998-99. Using the sampling method, 83 people from this community as a sample in this study. Studies were selected. The required data were collected using a researcher-made questionnaire according to the Likert scale of 5 options. The reliability of this questionnaire was evaluated and confirmed using Cronbach's alpha coefficient. The collected data were analyzed using structural equation method. The results of data analysis of this study showed that human capital, organizational culture, knowledge management process and quality of education have an effect on improving the performance of staff at Imam Khomeini University in Nowshahr

One of the methods of empowering employees is appropriate training and education for them. Exploratory studies indicate the existence of dysfunction in the proper functioning of the education system in public organizations in the country, which has been less studied. The present article has been prepared based on the RCA method with the aim of survey the dimensions and pathology of the education system and finding the root causes of these injuries. The article is taken from a research that is descriptive in terms of "qualitative" approach, applied in terms of purpose and development, and descriptive in terms of research strategy. In-depth interview, semi-structured interview and Delphi technique have been used in the research. The selected sample consisted of experts human resources experts who were involved in the human resources process and were selected using purposive sampling. A questionnaire that was validated by its validity experts was used to collect data. Reliability calculation was performed by Holstie method Questionnaire data were analyzed using Kendall coefficient and the results were obtained separately for each injury. In summary, the findings of this study showed that the weakness of the countrychr('39')s administrative system in the field of education has led to the inefficiency of human capital management. Lack of documentation of processes and lack of preservation of organizational experiences, failure to measure the effectiveness of training courses and superficial evaluation of programs and failure to provide post-training feedback, weakness in staff training needs assessment system and finally lack of mechanism for succession in organizations as harms The Root Causes of training employees of organizations was obtained.