فصلنامه آموزش و توسعه منابع انسانی
پیاپی 27 (زمستان 1399)

One of the essentials of every society is its administrative and managerial system. An ideal and efficient administrative system might lead to developmental plans’ aims. A health organization is constructed by employees who are commitment to their work and also are creative, innovative, high performance and high morale. These innovative employees help organizations gaining their goals and even also societies being thrived. Many factors affect organizational integrity and one of them is comprehensive employee training. Because of importance and role of employee training system in administrative integrity and preventing corruption, in this research we are going to identify components and criteria of employee training system to develop administrative integrity in public organizations. The approach of research is qualitative and the method is theme analysis and to extract criteria and components of training system to develop administrative integrity, the interviews have been done with experts of the administrative and recruitment organization using purposive sampling method. The ideal criteria of training system to develop administrative integrity is extracted in format of 4 main theme, 13 subsidiary theme and 48 concepts and results showed that characteristics of training system to develop administrative integrity includes expert-based training, ethical-based training, continuous improvement and priority and continuous courses of development of administrative integrity.

Training officials are often unable to prove how effective they are in meeting the business goals. We clearly admit that top managers need reliable and valid data to trust training functions, but training officials often lack justifiable indices to back up their claims about improving staff's performance in real work. Although ROI was a rigorous index to report on effectiveness of work-based training programs, but it did not turn into popular trend it is hard and costly to estimate. Hence, we here put forward a new index for reporting on effectiveness of work-based training programs, entitled Rate of TOL. This index aims at measuring how much of what participants learn during training programs transfers into performance in real workplaces. To do so, two strategies are suggested: firstly, Simple Linear Strategy (SLS) which is based on calculating coefficient of determination between scores of final course tests and performance appraisals; and secondly, Cluster Linear Strategy (CLS) which is based on calculating multiple regression between scores of final course tests plus other influencing predictor variables (such as work climate, personal motivation, etc.) and performance appraisals. It is finally argued that the proposed index just improves when training programs are designed and implemented in the best possible manner to meet quality measures like learners' satisfaction, relevance, importance, instructors' competency, and etc. Consequently, Rate of TOL as a quality index helps training and development officials to report more exactly and justifiably on how effective they are in improving people in real workplace.

This research validates the model of cultural security in sustainable knowledge-based development. The research method is applied in terms of purpose and descriptive-survey in terms of data collection method and mixed (quantitative-qualitative) in terms of the type of data. The statistical population in the qualitative section (interview section) comprised 15 experts and specialists familiar with cultural and scientific issues in the Ministry of Science, Research and Technology, who were selected by purposive sampling. The statistical population in the quantitative part included 551 experts and managers of the Ministry of Science, Research and Technology in 2019-20, from among whom, some 226 persons were selected by stratified random sampling. Both library research and field observation methods were employed for data collection. In the field observation method, in order to collect the qualitative part, interviews were conducted with a number of mangers enaged in cultural affairs, and in the quantitative part, the data was collected through a researcher-made questionnaire. The reliability of this questionnaire was estimated based on 0.86 Cronbach's alpha coefficient. Confirmatory factor analysis was used in relation to the validity of the obtained indices and also a questionnaire was designed to assess the validity of the model, which measured the dimensions of the final model using a single sample t-test. The results showed that the model was valid and the model of cultural security in the knowledge-based sustainable development gained the required validity with cultural, economic, social, environmental, political as well as national and religious factors.

Targeted attention to the issue of succession in banks is urgently needed. Many of banks especially governmental banks without to competitional future in that manner executute the primitive methods for select managers. the purpose of this research is to investigate and explain the model of a comprehensive system of succession in Refah Bank. The research is descriptive and correlational. The statistical population includes 600 senior managers and middle managers all of the country. In the sampling process, using Morgan table, a sample of 234 people was selected by stratified random sampling. A questionnaire containing 90 questions was used to measure the variables. Data analysis was performed using SPSS and Smart PLS2 software and structural equation modeling. Based on path analysis, the strongest causal relationship between the three components of the model is the direct and significant influence of behavioral factors on the establishment of a comprehensive succession system in the study.

The current research is in correlation method, and it is quantitative and qualitative about kind of data. The statistical society is insurance company which are The purpose of this study was to investigate the effect of knowledge productivity on the factors of human resources empowerment of the employees of the insurance company. The statistical population of the study was selected from insurance employees (380 persons) by Cochran formula of 191 persons using simple random sampling. A questionnaire consisted of three parts: Demographic information, Spritzer empowerment questionnaire, Knowledge productivity questionnaire (Qualitative Interview Questionnaire). Results were analyzed in two levels of descriptive and inferential statistics by LISREL software.  Relationship between knowledge productivity and job meaningfulness (r = 0.83), between knowledge productivity and competence feeling (r = 0.86), between knowledge productivity with feeling of independence (r = 0.92), between knowledge productivity and feeling effective In the job (r = 0.90), there is a strong and positive relationship between knowledge productivity and a sense of trust in colleagues (r = 0.92), as well as between each component of knowledge productivity with empowerment. The relation between incremental innovation and empowerment (r = 0.66) and between fundamental innovation and empowerment (r = 0.92) was obtained. As a result, knowledge productivity is directly related to the empowerment of employees, but it does not have an impact on staff empowerment. So these factors are not conducive to empowering employees. According to the research findings, suggestions have been made to enrich staff empowerment and give importance.

The purpose of this study was to analyze the process of human resource development and to develop an appropriate model in the higher education system and its method in a mixed way (qualitative and quantitative). The research community in the qualitative part consisted of professors, specialists and experts in this field and in the quantitative part consisted of professors, experts, experts and managers of the higher education system. In the qualitative section, which was purposefully selected, 12 professors, specialists and experts were selected, and in the quantitative section, 382 experts and managers of the higher education system were selected using the Cochran's formula. The research tools were semi-structured interview and researcher-made questionnaire. Analysis of collected data, in the qualitative part by grounded theory method and through coding using MAXQDA software and in the quantitative part by descriptive and inferential methods using SPSS 16 software And Smart PLS was done. The results showed that twelve components are involved in explaining the human resource development process and developing an appropriate model in the higher education system, which are: Self-efficacy, self-esteem, motivation, empowerment, organizational learning, organizational culture, knowledge management, technology, job satisfaction, community development, facilitating networking, and ultimately human capital development. To check the fit of the model, check the X2, R and RS; It was discussed that the presence of low X2 and the ratio of chi-square to the degree of freedom less than three, as well as the coefficient of determination and the adjusted coefficient of determination were calculated; Indicates the proper fit of the model.