نشریه منابع انسانی ناجا
پیاپی 53 (پاییز 1397)

Human resources are the most valuable and most important factors in the development of any country that can guarantee the stability and progress of organizations. Given the importance of human resources in the police force, as a people-oriented organization, this study has been done aimed to identify and prioritize the factors affecting human resources productivity in the East Azerbaijan police. To this end, 250 employees of the police headquarters and the provincial police headquarters city of Tabriz, 70 staff and 180 line responded to the factors affecting productivity questionnaire. Friedman test results showed that from the productivity of organizational factors, from personal factors, individual abilities and personal skills, from the job factors, having enough time to do the right things, from workplace factors hours of work and good working shifts, from management factors the correct selection of staff , from organizational factors, The sufficient salary, from cultural factors the spirit of cooperation related to the organization and from communication factors appreciate, support and gratitude of managers and officials were the first priority factors affecting productivity. First-class managers and middle managers of the police can act regarding priority of factors affecting the productivity and try to reduce these factors in order to increase organizational productivity. Therefore the employers would have fewer concerns in their missions

Human resources are one of the most important assets of any organization and nothing has replaced despite recent new technical improvements. Retaining existing human resources in each organization, especially expert and committed ones are considered as one of the most important goals of each organization. The purpose of this study is to investigate the reasons for the increase in absenteeism among the soldiers of the police command of Zarand in Kerman province.  This research has been done practically in terms of goal, and quality in terms of research methodology. The statistical society is formed clustering method among 10 soldiers with the record of absenteeism and 5 official employees (commanders and police officers of the police command center of zarand) until reaching theoretical saturation. Qualitative data was collected through an open interview using the grounded theory, and then grounded coding using theoretical method was applied to achieve a category system.  The results of this research show that marriage and being native are two of the most important personal factors in absenteeism, native is a way to increase the comfort and convenience, but in fact, it is one of the most important factors in the occurrence of absenteeism. Moreover, the most important organizational factors affecting the increase in absenteeism of soldiers could be mentioned as; incorrect management of some of the managers and the lack of fairness in vacation permission, shortage in the number of soldiers for various missions and burdening extra duties to them, and neglecting personal problems of soldiers.

The police patrols as the first layer of protection to prevent crime and security have an important impact on society. Because of the way the duty of law enforcement patrol missions with different mentalities and poor performance of some of them was always the problems and partly to protest the lack of provides causing concern, to evaluate the factors after reading books and resources, and research showed can be a function of two factors: A) Internal factors b) external factors and less work than employees and staff working with major differences in factors such as motivation, education, and training is located.

this research is applied in terms of applied and descriptive survey method. The data gathering tool was a researcher-made questionnaire.The statistical population of the 120 members of the rescue unit of big Tehran and the sample size is selected in full scale.  For data analysis, one-sample t-test and Friedman rank test were used.  Results and

was it possible that, given the limitations of the sample without the need for sampling, statistical theory of individual members of society to obtain and then use the software spss Results are analyzed. The descriptive statistics were used for data analysis results of the study showed that patrol between performance and factors such as motivation, training, facilities, equipment, work experience, education, and performance correlates to promote them. In the end, after identifying these factors and demonstrate their positive impact and recognition problems, suggestions according to the results of the study are presented.

The appropriate salaries and benefits have much influence on behavior and behavior of the living standards, purchasing power, and mental and emotional health of the staff, and ultimately increases the productivity of the bank employees. Unsatisfaction with payment also affects not only the bank's performance, but also reduces the quality of working life of the employees and ultimately leads to the efficiency decrease, abusive behaviors and social mismanagement of the bank's employees. Services compensation refers to all forms of financial transaction, material service, and benefits that employees define as part of a recruitment relationship. service compensation is and non-financial compensation. The main purpose of this research is to investigate payment system on the productivity of employees of Qavamin Bank, Tehran Branch. The statistical society of this paper consist of all employees of Gwamyn Bank employed in Tehran's branches of 242 people. The statistical sample is a simple random sampling method using the data collected by the “Cochran” questionnaire. The validity of the questionnaire was confirmed by using the opinions of the professors and its related narratives, and the reliability of the questionnaire was validated using Cronbach's alpha which was obtained (0.895) that shows the validity of the questionnaire. Data analysis was performed using the Kolmogorov-Smirnov test, one-sample t-test, and the Friedman test. The results show that effective factors on the pay system including salary and benefits (fixed pay), rewards and overtime, and other payments (variable payments), facilities and welfare services have been effective on employees productivity in Qwamin Bank.

Human resources have the determinant and important role in organizations success; Accordingly, this study identifies and prioritizes effective factors on employ graduates of the police force of Zahedan. Statistical population includes graduates of 6 faculties from “Sistan and Baluchistan” University during an academic year from September 2016 to September 2017 that they have been estimated to be 800 individuals.The above faculties are selected by cluster sampling among 12 faculties. According to Morgan’s table and stratified sampling method, 260 individuals were selected as sample. The content validity of the questionnaire was confirmed by the expert’s opinions and the reliability of this questionnaire was calculated to be 89/0. T-Test results have shown that economic factors, individual factors, community attitude and organization concept are effective to attract graduates to the police force. According to the result of Friedman-test economic factor is the most effective factor and organization concept has the least effect on the graduate’s attitude. Based on the findings, economic factors and community attitudes can be changed and controlled by the organization. Therefore, more attention is needed

The purpose of this study is to identify the organizational factors affecting the pre-retirement application of employees. The research method was descriptive-survey. This research has been practical from the point of view of goal and quantitative from the point of view of data. The data gathering tool was a questionnaire. The validity of the questionnaire was confirmed by experts and professors. The reliability of the questionnaire using Cronbach's alpha value above 0/85 indicates that the research tool has good validity and reliability. The statistical population of the study consisted of all employees applying for early retirement of NAJA using Morgan's table, as sample size who randomly selected. Also, to investigate the normality of the variables, the Kolmogorov-Smirnov test was used. The results showed that for all variables the level of significance was greater than 0.05 and had a normal distribution. Therefore, according to the normal distribution of data, parametric tests were used and in this research, a one-sample t-test was used. The results of the Friedman test show that the priority of the organizational factors affecting the pre-retirement application of NAJA employees varies. The average rating in the organizational commitment component was 3.27, the average job satisfaction rating was 3.23, the average rank of job pressure was 1.72 and the average organizational justice rating was 1.99. The organizational factors affecting the pre-retirement application of Naja staff are as follows: Priority One: Organizational commitment, Priority Two: Job Satisfaction, Priority Three: Organizational Justice, and at the End the Job Pressure