فصلنامه آموزش و توسعه منابع انسانی
پیاپی 30 (پاییز 1400)

The aim of this study was to provide a conceptual model of a comprehensive education system for the specific jobs of the regulatory organization. In terms of the type of qualitative research and research method, it was systematically derived from Strauss and Corben data. Potential research participants were all experts, elites and professors working in the specific jobs of the regulatory body. Theoretical purposive sampling was used. The number of participants was 33 people with whom a semi-structured interview was conducted and the individuals who provided the most information and data to answer the questions were selected and the interviews continued until reaching the saturation point and maximum information. Open, axial and selective coding methods, as well as MAXQDA software were used to analyze the information. The results showed: The obtained conceptual model has 673 concepts, 126 components and 18 categories and its categories include: causal conditions with categories: identification of effective factors in poor education, review of the current situation, quantitative status and qualitative factors of training, review In the job description, background conditions with categories: necessity of education, economic, social and legal factors, intervention conditions with categories: policy-making and review of job descriptions and categories of strategies, including: monitoring and evaluation, realistic needs assessment, review of training content and targeting, Implications are also with the categories: developing a comprehensive training system, motivating employees and purposeful planning.

Financial experts have a key role in the informed decision-making of managers in the strategic plans of banks, therefore, the performance of this group of experts is particularly sensitive. With this in mind, this article identifies the competencies of financial experts in the field of banking. According to the nature and purpose of this research, its approach is qualitative and has been done with the method of Grounded Theory and Charms structuralist design. The statistical population of the research includes all financial experts working in the financial department of Bank Day Total: liquidity management and management accounting). Research tools include semi-structured interviews, notebooks and tape recorders. The data of this study are the result of interviews with 30 financial experts who were selected by snowball sampling method (sampling was continued until the theoretical saturation stage in the collected information). The text of the interviews, which included 33 hours of individual interviews with the research sample, Implemented and analyzed by theme analysis method. A total of 79 competencies were identified as required competencies for Bank Day financial experts in the form of 12 sub-categories and 4 main categories with individual, interpersonal, basic and general knowledge titles. Job, technical and key job knowledge and finally in two dimensions of specialized and general competencies were determined and defined.

Managers need to have the capabilities and abilities that lead to their successful performance that not only meet internal needs but also be able to direct external needs. And in any society, the educational system is an important and significant part. This institution is the basis for intellectual growth and development and the basis for maturity and realization of human capacities. Therefore, education managers must have the necessary competencies to do this successfully. Therefore, the present study was designed with the aim of developing a model for developing the competencies of Iranian Islamic managers in government organizations with an emphasis on Islamic management in education. To conduct the research, a qualitative approach of phenomenological type and grand theory method was used to conduct the research. The study population was all experts, professors and senior managers in the field of human resources and Islamic management in education, and 19 people were interviewed using purposive sampling. The research tool was a semi-structured interview. Coding method was used to analyze the qualitative findings. The results showed that "development of Islamic competencies and development of leadership and managerial competencies" as a central category, "succession, continuous evaluation, continuous training and learning and talent management" as causal conditions, "learner-centeredness" Organization (learning organization), justice in selection, appointment and promotion, planning and program-oriented and career development "as strategies, categories of" organizational culture and staff group "as a platform," Islamic attitude to Management, human resources, and organizational structure were introduced as intervening conditions, and the development of the competencies of Iranian-Islamic managers in government organizations can have positive individual and organizational consequences in education. If the managers of education are developed by using the competencies and according to the appropriate Iranian Islamic model, and have sufficient knowledge and skills, the organization will be able to achieve the goals of the organization by raising the morale of the employees and motivating them to work and work. Spend less resources and better quality and increase the productivity of the organization.

The present study is a qualitative research with a phenomenological approach that has been conducted to identify the dimensions and components of professional development of primary school principals and to develop its framework. The statistical population of the study was the principals of public primary schools in Tehran in the academic year of 2019-2020. In two stages of sampling, samples were selected by quota and then purposive sampling methods. Semi-structured interviews were used to collect data. The interview continued until the data exploration and data collection process reached a theoretical saturation point after interviewing 14 people. Data were analyzed by open and axial coding steps. Two methods of verifying the interviewees and verifying an external expert were used to control the validity. Two methods of verifying the interviewees and verifying an external expert were used to control the validity. To determine the reliability, two methods of reviewing the writings and also the method of recoding were used. The agreement was calculated in the coding homogeneity and the agreement coefficient was 86%. Findings showed that the professional development framework for primary school principals has 3 dimensions, 14 components with 117 indicators Which includes : the content dimension of professional development (with components of general management knowledge, specialized management knowledge, interactive skills, resource management skills, professional skills, personal inclinations, managerial attitude, physical and mental ability and intellectual ability), the dimension of professional development process (with the components of self-development actions and developer relations) and the dimension of organizational requirements (with the components of knowledge acquisition and acquisition of skills, modification of selection and appointment methods of managers, improvement of organizational structure and processes).

The purpose of this study is to examine the perceptions of teachers about virtual in-service training. This study was conducted using descriptive phenomenological method. For this purpose, semi-structured interviews were conducted from the targeted target-oriented samples up to the level of information with 18 teachers from primary, secondary and secondary schools. During interviews, teachers expressed their experiences in virtual service teaching, which were analyzed using the seven-step methodology. The 9 main themes were: timely availability of time and space, optimality , Adaptability to educational methods and new technologies, organizational support, content problems, executive problems, evaluation problems, human resource problems; rare infrastructure required. These topics include the accumulation and tabling of topics such as: (Increasing the time of training, comfort, flexibility in training, managing time and place of training, and staffing responsiveness to the client, reducing the cost of executive courses for the organization, reducing travel expenses for teachers, , Technical and computer skills training, learner-centered learning, the ability to combine with other virtual spaces, up-to-date teaching and testing methods, score points in an organization, assessment, organizational enhancement, application and emphasis on cumbersome content, content tuneup, based on Not being in need of measurement, lack of proper supervision, certification rather than emphasis on learning, Discrediting results, creating opportunities for profitability, lack of interaction during training, lack of academic motivation, teacher pressure and problems, lack of literacy). Findings of the research show that the use of a management education system in management education courses can address some of the educational difficulties and intersections in the face-to-face understanding of teachers, including synchronizing education with changes in textbooks, limiting time, place And educational resources and ways to develop new ways of educating teachers such as electronic and virtual methods.

Present study aims at identifying managers' coaching success in petrochemical industry. To this end, to identify challenges and barriers of managers' coaching success, a combined methodology is utilized. In qualitative section and by using content analysis through literature review and theories, a 40-item questionnaire was extracted and to test it, the third order factor analysis method with Partial Least Squares (PLS) approach was used. Research population consists of 167 managers, deputies and heads of petrochemical industry of whom 116 were selected by using Cochran formula and simple random sampling technique while SMARTPLS software was used to analyze data. The third order factor analysis findings indicate that weakness of communication skills and problem solution, weakness in feedback representing skill, improper managerial style, not devising realistic goals and obligation to them, coach's improper behavior and attitude, coachee's tendency to commanding style, distrust to coaches, lack of coachee's motivation, improper organizational culture and lack of awareness, structural weakness and lack of senior managers' support, HR management improper supportive systems and lack of supports by national culture can be considered as barriers of managers' coaching success in petrochemical industries. Additionally, the findings indicate that coach related barriers (0.91), intra-organizational barriers (0.81), inter-organizational barriers (0.68) and coachee's related barrier (0.55) have the highest and lowest impacts on manager's coaching success respectively. The final result is that tested model for manager's coaching success enjoys proper validity and reliability and can be used in petrochemical industry.

This study aimed at identifying learning cultures in various workplaces thorough an emergent grounded theory study. To gather data, in-depth interviews were conducted on 98 employees of small to large companies to reach a vast breadth and depth of data. For purpose of inclusiveness, a maximum variation strategy was adopted for sampling to select participants purposively from manufacturing, business and service companies. The data were thematically analyzed at two levels, namely initial and secondary coding. To establish credibility, two dominant strategies were continuously used as member check and peer debriefing and external auditing. Consequently, a tripartite typology emerged to represent learning culture in various enterprises based on three criteria: management approach, peers' reaction, promotion expectancy. To sum up, in malignant learning culture, bad working habits are learnt and shared by staff and commitment to work is gradually minimized to its lowest possible point. In deterministic learning culture, a neutral learning climate dominates the workplace as staffs perceive no link between self-development and job promotion. Finally, in demanding learning culture people may clearly view sensible link between competency development and job promotion, so they try their utmost to keep up with the latest developments in their field to avert the risk of demotion or job loss. The study suggests that if enterprises plan to achieve and keep a competitive edge, they should focus firmly on creating a demanding workplace learning culture.

Today organizations are more complex than in the past, and managers need to acquire new and important competencies to help organizations achieve their goals. The purpose of this study is to provide a model of managers' competencies in complex organizations, which is applied research. In the first stage of the first phase, types of complexities were identified and three types of structural, technological, and environmental complexities were considered as the basis for evaluating the complexity of the organization. In the stage of identifying the complex organization, a 21-item questionnaire was distributed in the municipality, which was selected by performing a one-sample t-test of the complex organization. Then, 18 semi-structured interviews were conducted with experts, and the initial model of managers' competencies suitable for any complexity was obtained. In the next step, based on the initial model, a questionnaire was designed and distributed among 5 experts by the Delphi method and the modified model was obtained. In the second phase of the study, which aimed to validate the modified model, a questionnaire was designed and distributed among 15 experts, and by calculating the relative content validity coefficient, the final model of managers' competence was developed for each type of complexity.

In this study, a model for the competence of financial managers in the National Iranian Oil Company was designed. Therefore, this study is applied in terms of purpose, qualitative in terms of approach and exploratory and descriptive-survey in terms of method. Data analysis was performed in two parts. In the first part, the pattern dimensions were identified using the theme analysis method, then in the second part, the Delphi method was used to confirm the proposed model. Therefore, in the present study, two groups of society were studied. 1. The statistical population of the theme analysis method, which included senior managers, deputies, heads and financial experts in the National Oil Company. The sampling method in this section was purposeful and performed by snowball method. 2. The statistical population of the Delphi method included 20 experts, heads and specialists in the field of financial management of the oil company. The sampling method in this section was based on the selection of individuals based on expertise and experience. The information of the first part was collected through interviews and the second part was collected through a questionnaire. Based on the research findings, 26 components were identified and approved in the form of 4 dimensions for the competence of the financial managers of the oil company. The four dimensions include technical skills, leadership skills, individual skills, and business skills. It seems that the model and the results of the research can be effective in the proper selection of financial managers and their growth and development.

Organizational unlearning has attracted the attention of many researchers and this has become an important element of innovation and processes of sustainable individual and organizational change. The aim of this study was to identify the consequences of organizational learning and de-learning using the meta-combination method. In line with this method, after filtering the articles, finally, 40 researches that directly dealt with the implications of organizational de-learning were entered into the analysis phase in MaxQuoda software. After the integration stage, 28 distinct codes were identified, and among the identified codes, codes; Innovation outputs with 6 references, re-learning and organizational flexibility with 4 references, and radical innovation and overall performance with 3 references had the highest number of references in research texts, respectively. At higher levels of abstraction, codes were categorized into 11 concepts and finally into 6 categories (innovative capabilities, competitive value chain promotion, organizational entrepreneurship, organizational agility and transformation, participatory knowledge management, and human resource empowerment).

The present study was conducted using the qualitative approach and the grounded theory method to designing the marketing model of the Institute of Education and Human Resources Development. The study population included the managers of educational institutions who were selected through purposive sampling. The data was collected through interviews. The findings showed that factors such as identifying large organizations and industries and knowing their issues and problems, skills of staff of the educational institution, staffs’ motivation, strong databases, use of new educational technologies, proper packaging of educational services, attractive ancillary services in the institution, providing examples successful previous work, experienced instructors, having educational standards, appropriate training environment, customer satisfaction system, competitors, political, social and biological crises and prices affect marketing the Institute of Education and Human Resources Development. In the research model, increaseing revenue, development of brand, increaseing power in developing instructors and educators, and develop national credibility were the consequences of the use of appropriate strategies for marketing the Institute of Education and Human Resources Development.

This also affects health (physical and mental) of individuals and impacts the type of relations between personnel and their job and organization. Aim of this research is to present the stress management training model and its relationship with self-efficacy of employees. Population of the research includes managers and employees of governmental organizations in 2020. In this research, purposeful sampling of 220 subjects as the sample size was used. For qualitative study, purposeful sampling method was used and the inclusion criteria included the specialists and experts with minimum 5 years of experience who have passed the stress management training course. Measurement instruments in this study were two standard and normalized questionnaires i.e. Coping Inventory for Stressful Situations (CISS) developed by Endler & Parker(1990) and Generalized self-efficacy scale of Schwarzer, & Jerusalem(1992). After collecting the research data, the obtained information and results were analyzed using the descriptive data (mean and standard deviation) and inferential statistics (regression analysis). The results show that the coping strategies for stressful conditions have different effect on self-efficacy of individuals so that there is a significant positive association between problem- focused coping strategy and self efficacy and effect of the problem- focused coping strategy on self-efficacy is incremental(p<0.05). In other words, the more emphasis on the problem- focused coping strategy, the more the self-efficacy of individuals. On the contrary, there is negative and decreasing association between emotion –focused coping and avoidance coping strategies and self-efficacy (p<0.05). In other words, the more emphasis on the emotion- focused and avoidance coping strategies, the less the self-efficacy of individuals.

The present study was conducted with the aim of designing a strategic training model and explaining its role in human resource development. This research is an applied research that has used the mixed exploratory method as the research method. The statistical population in the qualitative section is 27 people and a small number of 400 experts in the field of training and development of human resources and strategy of Saipa Automotive Group have been used as participants. Purposeful sampling method was used in the qualitative and stratified random sections in the quantitative section. Data collection tools in the qualitative part included semi-structured interviews and in the quantitative part included a researcher-made questionnaire. For data analysis in the qualitative part, excel software and quantitative AMOS and SPSS software, version 19 were used. Data analysis method In the qualitative part, including the basic data method (open, axial and selective coding) in the quantitative part, the method of path analysis, Pearson correlation and factor analysis have been used. The results of this research in the qualitative part led to the formation of a strategic training model with the aim of developing human resources in Saipa Automotive Group. It was a strategy for human resource development. The findings of this study can provide practical and operational tools for the development of human resources in Saipa Automotive Group.

The interest in applying coaching styles is growing among managers of organizations. Organizations are looking for this management method to commit their workforce using coaching skills and achieve individual and organizational performance. However, no research or literature has been conducted on coaching competencies that provide the most significant improvement in individual and organizational performance for these organizations, especially banks. In the present study, all the effective indicators in coaching competencies were identified through a documentary study to meet this challenge, comprehensively and systematically using the fuzzy Delphi method and the opinion of 10 experts. Interpretive structural modeling/Fuzzy MICMAC approach was used to regulate and direct the complexity of relationships between indicators. The network analysis process method was used to identify the indicators that bring the most performance improvement in the field of coaching competencies to Tejarat Bank. The results showed that the "coaching mindset" cluster and "long-term performance enthusiasm" index is more important and influential in the coaching competency indicators in Tejarat Bank compared to the other clusters.

The present research was conducted to select desirable learning methods for managerial development based on effective criteria and dimensions using TOPSIS technique. Given the purpose, an applied method of research is used. To collect data, a survey descriptive method of research is used. The National Iranian Petroleum Refining and Distribution Company (NIORDC) was selected as the statistical population and 15 managers and experts in the field of related to managers' learning and development were selected for interviews using with purposive sampling. Data collection is performed using both library or documentary method to review literature and filed study includes structured interviews, distribution and collection of questioner. The validity of the questioner has been assessed and also approved by the experts due to its consistency with the literature. The reliability of the questioner has been approved by repeat testing. Best Worst method (BWM) as well as Expert choice software have been used for analyzing data and determining the coefficiency of influencing criteria of needs assessment methods and identification of their priorities. TOPSIS technique and Excel have been also used to determine Closeness Coefficient and the priority of each learning methods. Research Findings indicate that the game and simulation method is the most desirable learning method to implement the development programs of managers in the company.