human resources management

The main purpose of this research was to determine and rank the management and training components of potential non-working human resources of the Red Crescent population of Bushehr province. The method of the current research was quantitative and survey and practical in terms of purpose. The statistical population of this research was all employees and volunteers of the Red Crescent of Bushehr province. To determine the sample size, Morgan's table was used and the number of 108 employees and volunteers of the Red Crescent of Bushehr province, 302 people, was selected as the statistical sample size. The random sampling method was simple. A researcher-made questionnaire tool was used to validate the research model. The OPA method was used for data analysis and the obtained themes were prioritized with Lingo software. The findings showed that in order to prioritize the components of the human resource management and training model using the OPA technique and Lingo software, the components of the training-oriented structure (0.246), determining training needs (0.215), planning training programs (0.164), Commitment of senior management (0.087), pillars of education (0.083), strict implementation of educational programs (0.075), strategies to improve education (0.061), evaluation of education results (0.032), volunteer-oriented (0.022) 0) and attracting potential volunteers (0.014) were ranked from one to ten respectively. In the end, the results of the importance-performance analysis showed that the indicators of education promotion strategies, education-oriented structure, education pillars and evaluation of the results of education programs are located in the "focus here" area. In other words, these components are highly important from the point of view of the members of the statistical sample, but the performance of the organization is low; Therefore, more attention should be paid to this area.

Despite the quantitative and qualitative increase of existing human resources in favor of knowledge-based companies, the need to create local knowledge in the field of human resources development and its effects is felt. Based on this, the main research question is, what effect did the human resource development measures have on the Knowledge-oriented leadership components and sustainable competitive advantage of these companies?

This study is practical in terms of purpose and descriptive-analytical in terms of method, and a questionnaire was used to collect information. Questionnaire questions are designed using a five-point Likert scale from completely agree to completely disagree. The statistical population of this research included all employees of knowledge-based companies in northwest Iran in 2022, with the minimum sample size (384 employees) using Cochran's formula. In order to achieve the goals, structural equation modeling was used in SMART PLS software.

The results indicate that Human resources development measures have a significant effect on the sustainable competitive advantage of knowledge-based companies, Also shows that the Knowledge-oriented leadership plays a moderating role in the relationship between human resource development and sustainable competitive advantage.

According to the findings, human resources development in human resources companies is an essential issue. The Knowledge-oriented leadership of employees and the creation and implementation of new solutions at work, manifested in daily activities, is an important basis for the innovation of the entire company. This is especially prominent in knowledge-based companies, and therefore the Knowledge-oriented leadership of their employees is the main driver of innovation in these organizations. Ultimatly, Knowledge-oriented leadership will pave the way for sustainable competitive advantage.

Corporate social responsibility is an evolving concept that has been increasingly proposed by societies and organizations with the aim of creating sustainable organizational growth. However, there is still limited knowledge about the factors affecting this concept. Therefore, the purpose of this research is to analyze the effect of green human resources management on the social responsibility of the organization with the mediating role of employees' green behavior. The current research is an applied research in terms of its purpose, and a descriptive-survey research in terms of collecting data and information. The statistical population of this research is 320 employees of Shiraz Azad University and the statistical sample size is 175 employees based on Cochran's formula. The data collection method was through a questionnaire and the data analysis method was from the structural equation modeling approach. The results of this research showed that green human resource management has a significant effect on the green behavior of employees and the social responsibility of the organization. Also, the green behavior of employees has a significant effect on the social responsibility of the organization; And finally, green human resource management has a significant effect on the social responsibility of educational organizations with the mediating role of employees' green behavior.

Education is the foundation of sustainable human development and is considered the main tool to achieve development goals. Educational systems are regarded as the main pillar of transformation in societies and the major factor in improving human capital. In this context, teachers are the most important agents in the process of curriculum implementation.

Research Questions:

The main research question of this study was as follows: What are the indicators and components of teachers’ professional development?

The present research is a research synthesis, which collated specific factors pertinent to teachers’ professional development as reported in the literature. The reason for using the research synthesis as the study method was that the authors intended to integrate various research findings. In some cases, a research synthesis is referred to as a qualitative metaanalysis aimed at analyzing a relevant body of literature and integrating the results while resolving the potential contradictions in it. It also identifies key issues for future research (Hedges & Cooper, 2009) and creates generalizations by combining the results of experimental research (Khorasani, 2014). Content analysis was used for data synthesis. Furthermore, open, axial, and selective coding procedures were performed to examine the collected data. This study adopted Roberts’ (1983) six-stage model of research synthesis to analyze the findings. These stages included the followings: 1- identifying and clarifying the needs, 2- searching the related sources to retrieve studies, 3- selecting, refining, and organizing studies, 4- determining the perceptual framework and adapting it to the information obtained, 5- processing, combining, and interpreting the results, and

The results showed that the professional development of teachers required many changes at the individual, organizational, planning, and challenges to the professional development levels and that these four levels/dimensions are interconnected. To achieve the goal of improving human resources in education, teachers’ professional development in all these four dimensions requires the adoption of a trans-organizational and national perspective. In the individual dimension, the components of teachers’ professional development revolved around motivational axes, individual dimensions effective, teachers’ interactions, and the characteristics of teacher educators. In the organizational dimension, teachers’ professional development included four indicators, namely, supervision and evaluation of professional development programs, managerial approach and the components of human resources management, the support of professional development activities in the organization, and provision of a suitable career path in the organization providing the possibility of promotion and professional development of teachers. The planning dimension comprised attention to knowledge management in educational organizations, the use of self-directed and individual approaches (e.g., individual action research), and participatory approaches in teachers’ professional development (e.g., use of mentoring and coaching approaches). Finally, the challenges to the professional development dimension entailed defective need analysis, challenges to planning training courses, economic challenges, accessibility, the development of personal and social skills, and the use of new tools, including social networking platforms (e.g., Twitter) and online platforms) in professional development.

Improving teacher quality plays a pivotal role in improving education. Paying attention to teachers’ professional development, as a means to improving human resources in educational organizations, is one of the crucial strategies in human resources management in government organizations. The professional development includes formal and informal learning experiences that teachers acquire from the beginning of their careers to the time of retirement. Professional development of teachers is critical to improving educational systems. This is of great importance to, in particular, the Iranian education system, which suffers from numerous fundamental weaknesses in the area of human resources management. According to the above findings and discussion, it can be stated that teachers’ professional development, as a process, does not depend on only one of the above-mentioned four dimensions. It is hoped that the core dimensions, along with their associated components, presented in this study can provide the basis for improving the current models of professional development and developing new alternatives.

Purpose of this study is effect the role of Human resource management, intellectual capital and organizational entrepreneurship on organizational performance. The statistical population of this study is employees of Payame Noor University of Kermanshah Province.This study is descriptive-survey type of correlation research. For data collection, the standard questionnaire was used. To review the validity of the questionnaires was used content validity (The questionnaire confirmed by a group of university professors) and on the other side of convergent validity (average variance of output (AVE)) this illustrates the fact that the validity of the questionnaires is suitable. Reliability of the questionnaires was calculated with The Cronbach's alpha coefficient for the questionnaires was examined (0.86, 0.80, 0.87 and 0.70) respectively. The results of testing hypotheses by SMART-PLS software (VERSION2) and using the t-test statistics and path coefficients (=), showed that a Human resource management has a strong, direct, and meaningful impact on intellectual capital But HRM has a strong, moderate, direct, indirect, and meaningful effect on organizational entrepreneurship and organizational performance,respectively, The results indicate that intellectual capital has a moderate, direct and significant impact on organizational entrepreneurship, Also, intellectual capital has a weak, direct, indirect and significant organizational effect on organizational performance, Finally, organizational entrepreneurship has a weak, direct and significant impact on organizational performance, As a result, the role of mediating intellectual capital and organizational entrepreneurship in the relationship of human resource management on organizational performance.

In recent years, human resources has become central to organizations and is a strategic factor for managing the organization. Therefore, the main purpose of this study was to investigate the effectiveness of the experienced employees’ recruitment in the IRI navy and during its accomplishment, other goals included: investigating the effectiveness of examinations, interviews, research and medical checkups on the experienced employees’ recruitment in the provision of specialized personnel in the IRI navy was investigated. The research method is descriptive and the method of information analysis is carried out qualitatively. The research approach is mixed. The statistic population included 47 commanders of naval bases, engineering and technical departments of IRI navy, and 313 managers and supervisors in the workshops and shipyards of the bases working directly with experienced employees, and the data collection method was Field (interviews and questionnaires) and library method. Data analysis is done using SPSS software. The general results of using different tools, such as questionnaires, interviewing the experts and examining documents show that hiring exams, interviews, investigation and medical examinations are effective in experienced employees’ recruitment.