فصلنامه آموزش و توسعه منابع انسانی
پیاپی 9 (تابستان 1395)

The purpose of this study is to identify the impact of staff training on empowerment of human resources. The study is applicable in terms of goal and descriptive-survey in terms of data gathering. The population are included all employees who have a high school degree and Considered to have participated in the training period, which are based on data obtained from 200 according to Morgan table, 76 people studied for sampling. Then the questionnaires were randomly distributed among the selected samples. The data-gathering tool is validated questionnaire, which has acceptable validity and reliability. For data analysis, descriptive and inferential statistical methods were used. The data were analyzed through independent T test, one sample Ttest, ANOVA, and Fridman test. Findings showed that employee training has a positive and significant impact on empowerment of human resources and stafftraining on empowerment dimensions (clear objectives ,ethical behavior, enhancing mood ,promoting team work and creating a healthy work environment) has asignificant effect. However, it is unaffected on constructive communication and the spirit of participation. In addition, some factors such as age, education, work experience and organizational capacity will affect the attitude of workers but type of educational course has no effect on employee's attitude towards education effect on empowerment of human resources. Finally, prioritizing the impact of staff training on empowerment show that promoting the moral has the highest degree, and the lowest one is dedicated to communication.

This study identifies effective organizational factors on transferring learning to workplace at National Iranian Gas Company. Research method is qualitative with the approach of focus group. The population included academic experts, managers, and deputies of human resources and education of NIGC. Depth interviews wereconducted with 16 people of them with purposive sampling method. For data analysis, thematic analysis (theme) was used. The validity of the findings was guaranteed using survey methods by the members and multilateral review of data resources. In order to assess the reliability of codes, retest reliability and agreement within the thematic approach were used. After reviewing and organizing interviews, the researcher identified codes or primary concepts and they were classified with similar codes. Titles showing the total codes of that category were selected for each of them. As a result, main effective organizational factors on transferring learning to the workplace at NIGC were detected as follows: organizational culture, organizational climate, organizational support, organizational outcome, performance management, organizational justice, Features of direct manager, participation in decision-making, learner environment, application opportunity and the proportion of occupation and employee.

The purpose of this Phenomenological study was to understand the lived experience of staff in Ferdowsi University of Mashhad from training organization. Qualitative findings through deep interview with 9-target participation Showed that they comprehend the education as a human right and the phenomenon intertwined with other aspects of human resources management. In addition to professional training, moral and personal training make them satisfied finally, in this research an exploratory model was extracted from organizational education in University of Mashhad.

This study investigated the effect of knowledge management on human resource development in Tehran Municipality Region 4 to provide practical suggestions for increasing the capabilities of human capital in the organization through knowledge management. The literature review identified four components consisting of identifying, acquiring, developing and sharing for knowledge management concept and four components consisting of attitude, knowledge, behavior and skill for human resource development concept. Following the positivism philosophy, deductive (quantitative) approach, and the survey method, a questionnaire (consisting of 45 questions) was used to collect field data. Face and content validity of the questionnaire were confirmed through selecting a standard questionnaire and submitting it to the experts, construct validity through confirmatory factor analysis and reliability through Cronbach's alpha coefficient (0.91). The number of population including undergraduate, graduate and managers of the organization, was 1,100 and the sample volume of 285 randomly selected. Data normality through the Kolmogorov-Smirnov test and relationships between variables and conceptual models through Pearson correlation and structural equation model approved. It turned out that knowledge management plays a significant role in the development of human resources (The correlation coefficient: 0.875; load factor: 0.81). It also became clear that identifying, acquiring, developing and sharing knowledge have impact on the development of knowledge, attitudes, behaviors and skills of human capital. As a result, one of the expected outcomes of knowledge management system can be development of human capital in all dimensions. Also, it can be concluded that one of the tools of human resource development is the establishment of a knowledge management system.

In recent years, the use of Electronic Performance Support Systems (EPSS) has become common to improve the performance of employees in organizations. The appropriate design of this new method has definitely a major role in its effectiveness and efficiency. Therefore, the current study was conducted with the aim of providing a framework for the design of EPSS. Qualitative content analysis method of deductive type was used in this study. The study population consisted of all the relevant sources and articles indexed in databases such as, Proquest, Springer, Science Direct, Emerald, EBSCO, Sage, Eric, and Google Scholar. Sampling from these sources was conducted with the purposeful sampling method, 45 papers and books were evaluated according to the target criteria, and to form the proposed framework, the obtained data were combined. As a result of this study, seven principles were identified in order to comply with EPSS as follows: career context, user interface, assessment and monitoring, access to resources of performance support, adaptability, prompt response, and usability. In addition, strategies for operating them were presented, and finally the framework was presented in order to show how to apply these principles and strategies in the design of EPSS. The results of this study can be a guide for EPSS designers in the selection and provision of efficient and effective performance support system to improve the employee performance of the organization.

With the emergence of the knowledge economy, human capabilities known as the most unique and sustainable competitive advantage for organizations in the current rapidly changing environment. Therefore, in this period it is essential and undeniable to paying special attention in the knowledge and skills of human resources and empowerment of these unmatched capitals in organizations. The aim of this study was to identify factors influencing the empowerment of knowledge capitals and ultimately provide a model for Research Institution of Petroleum Industry, using interpretative structural modeling. With comprehensive review of the literature, eight factors were identified to explain the empowerment of the Petroleum Industry Research; then using interpretation of structural modeling, factors graded at five levels. Then, after determining the levels each of the factors and taking into account the availability of the final matrix, the final model of interpretation were drawn. The results showed that factors such as training and development, characteristics of personality, organizational structure and the nature of the job effect more than other factors in relation to empowerment in Research Institute of Petroleum Industry.

This study aims to present an executive model for effective training of employees and managers in the Customs. To this end, the researcher developed an operating model for effective training in the Customs through conducting extensive interviews with the staff, managers and directors and the participants in the training courses and reviewing theoretical foundations and experience in training at the Customs and World Customs Organization. An analysis of the data in three steps of open coding, axial coding and selective coding suggests that the personnel are involved based on organizational factors such as the nature of organizational task, social responsibility of the organization, and organizational dynamics; job factors including task sensitivity, task specialty level, and task fluidity; personal factors such as internal and external motivation in training and professional development. Their involvement in learning through thorough preparation, motivation for transfer, individual capacity for transfer, and effective performance. How to allocate budget, management support, management restrictions, meritocracy, and educational rules and manner of executing rules and laws provide a special ground for training strategies. Moreover, structural strategies including matching the structure with the process of training, creating an training complex, developing human capacity, needs assessment strategies; design strategies including content suitability, motivational mechanisms, instructional calendar, and transfer design; execution strategies including education timing, interpersonal methods, international and online training; and assessment strategies including testing, exercise, attitude analysis, assignments, and effective performance are affected by the organizational factors such as organizational position, structural factors and personnel issues. Research findings indicate that effective strategies for training in the Customs are in positive and constructive interaction with fundamental and environmental factors and will lead to positive effects and consequences such as improved quality of service, increased financial interests and ultimately, formation of a learning customs.