نشریه تحول اداری
پیاپی 61 (بهار 1399)

At present, the Supreme Councils and Councils systems are one of the most important components of the Islamic Republic's decision-making and governance system. The development of these institutions in our governance system has created serious challenges and damages in some areas; therefore, one of the most important activities to be undertaken is to analyze the Role of these institutions in the country's governance system. The purpose of the present study is to conceptualize and analyze the Role of Supreme Councils in the country's governance system. To achieve this goal, a brief conceptualization of the supreme councils and council systems is first done. The next step describes the position of the Supreme Councils in the country's decision-making system. The third step is the pathology of the status of the Supreme Councils in the country and at the end of the discussion of reforming the council system in the country and providing policy recommendations for the improvement of the Supreme Councils in the country's governing system. From a methodological point of view, this research is a review study that aims to provide a comprehensive overview of the topic of the Supreme Councils, providing macro policy recommendations for reforming the Councils systems in the country. In the present study, the pathology of council institutions is presented in four sections: legal, managerial, structural and content. Finally, there are seven policy recommendations for reforming the Soviet system in the country.

The compensation system is one of the key factors in improving employee performance and motivating them. On the other hand, due to its predominant material nature, it is also an important factor for employers. Despite the importance of this discussion, the comparative study of the rewards and compensation system in the various countries of the world has not been fully implemented. This paper examines the status of employee remuneration and remuneration in the three continents of America, Europe and Asia - as part of the research effort that has been made; as a result, a number of countries in each region receive compensation for external rewards. The results of this study show that more human resource management studies are oriented toward a pattern of common practices in North America. While it is possible that, given the state of culture, laws, regulations, institutions and other orientations, generalizing its human resources policies to any point in the world may have its own challenges.

Today, managers of organizations at different levels face various problems in the areas under their management and seek to analyze and solve it in a scientific way; But current formal and usual research in many cases has failed to help solve those problem. Therefore, this research has been conducted with the aim of introducing action research as a method to solve organizational problems. The present study is in the category of review studies and has been done by library studies method. For this purpose, by introducing the action research and participatory action research method and different models that have been introduced to explain its implementation cycle in the organization, its most important benefits for organizations, including focusing on organizational issues and problems, improving employee professional growth, positive interaction with colleagues, helping to make the necessary changes in the organization, reflecting on their actions and improving communication has been pointed. The position of the action research as a research method and among the research methods and its relationship with theory has and its specific application in organizational diagnosis and development has also been considered in another part of the article. Also, to get acquainted with the field and its practical models in solving organizational problems, examples of its implementation in areas such as process reengineering, staff empowerment, purchasing and supply management, development of governmental e-services projects and establishment of Performance-based budget system have been introduced and described in Iranian and foreign organizations.

As previous researches show human resource risk is one of the top important five risks in all industries, and among them, talent employees’ retention risk is one of the ten top risks. The purpose of this research is recognition effective factors on talent retention risk. The population is all employee of Persian Gulf petrochemical company. To perform the research the mixed method was used and data was collected via interview in qualitative phase. Thirty top manager, talent and high potential employees were interviewed. In quantitative phase data was collected via questionnaire through 98 employees. Identified attitudinal factors on talent retention risk are including lack of talent, failure to understand the expectations and employee psychological contract which results in disregarding the negative reaction of talents. Among the obtained attitudinal factors, the position, issues of motivation, the intention to stay and quit, and the brand of company have more effects.