نشریه مطالعات حفاظت و امنیت انتظامی
سال هفدهم شماره 3 (پیاپی 64، پاییز 1401)

Today, the most important concern of human resource development managers is the preservation and development of organizational talents, and talent management has had an amazing impact on the reputation of organizations. Talent management shows a change in approach from traditional human resources management to modern human resources management, which includes attention to the elites of the organization; the purpose of this research is to provide a model of talent management in intelligence organizations.

The present research is in terms of practical purpose, in terms of descriptive-survey data collection method, and in terms of nature, it is a combination of qualitative and quantitative type. The statistical population in the qualitative section includes managers and experienced experts, 14 experts were selected as a sample for the interview; also, in the quantitative part, the statistical population includes middle managers of intelligence organizations in the number of 350 people, the sample size of which was determined to be 183 people. Research data has been collected by library and field method and using interview and questionnaire tools. For data analysis, the qualitative part of the database approach and the quantitative part of the structural equation method have been used.

The findings of structural equation modeling indicate that talent management includes five elements such as internal talent search, external talent search, socialization, talent development and maintenance; also, three factors such as employer brand, organizational culture and transformational leadership were also identified as effective factors on talent management. Among them, the transformational leadership style is the most important in terms of influencing talent management, and the employer brand and organizational culture are the next most important in terms of influencing talent management

The strategies, intelligence and military tactics of each of the parties involved in the war play a significant role in defeating the other. For this reason, in order to mess up the enemy's intelligence calculation, the parties resort to intelligence deception, which is one of the important principles in wars; this means that by providing false intelligence from the insider army, the enemy's intelligence calculations will be messed up. In jurisprudence texts, this issue is mentioned as "deceit". The purpose of this research is to examine the verdict of intelligence deception from the perspective of intelligence jurisprudence.

The current research is based on the applied nature and is based on the "descriptive-analytical" method and the library method is used.

Referring to the holy Islamic law, especially the Shiite jurisprudence, in addition to legitimizing military operations, it can promise progress in military issues, soft power, providing psychological operations and intelligence deception. Deception of intelligence has been seen in the narrative and historical evidence of religious leaders and the sayings of many great jurists; Therefore, according to the support of jurisprudential evidence such as verses of the Qur'an, numerous hadiths, consensus, common sense and the way of thinking; Not only can the operation of intelligence deception be permitted; Rather, in some cases, it is possible to be willing to deceive intelligence

today, protecting employees and creating a safe, clean and healthy environment with the aim of improving their insight and curbing vulnerability is considered one of the inherent duties of FARAJA supervisory institutions; therefore, this research aims to evaluate the role of protective and preventive measures in the drug crimes of FARAJA employees and provide suggested solutions.

This research is applied in terms of purpose, descriptive, and correlational in terms of method. The statistical population of the research consists of all commanders and managers of the second level of police command of Mazandaran province, from which  222 people were randomly selected using Cochran's formula. In order to collect data, a researcher-made questionnaire of protective and preventive measures and a researcher-made questionnaire of drug crimes of FARAJA employees were used, which were tested on the sample. Cronbach's alpha coefficient was calculated as 78% and %82 respectively. Data have been calculated using descriptive statistics and inferential statistics including Kolmogorov-Smirnov test, correlation coefficient and multiple regression and Friedman test.

After analyzing the data, it was found that there is a positive and significant effect of protection and prevention measures on drug crimes; also, the aspects of protective and preventive measures (awareness class, justification and guidance, identification of employees at risk, sending protective messages) have a positive and significant effect on drug crimes. According to Friedman's test, the highest mean was allocated to identifying employees at risk, followed by sending safety messages, awareness classes, and finally justification and guidance.

the emergence of information and communication technology and its wide and deep impact on various dimensions of human life has caused the emergence of new crimes and the migration of a major part of crimes from the physical space to the virtual space; Therefore, the aim of this research, is reviewing non-criminal methods of preventing employees from committing crimes in cyberspace.

This research is applied in terms of a mixed approach and in terms of a descriptive analytical method, it is a survey type, and it was conducted using exploratory studies and structured interviews with 7 experts, and due to the lived experience and specialized knowledge of the studied community of experts. And the experts working in one of FATEB's police stations have been used and sampling has been done in full (37 people).

due to the normality of the questionnaire data, parametric tests (T-test and Friedman's ranks) were used to rank the dimensions, components and indicators of the research, and based on Friedman's test, among the research components, the protective and preventive measures component was 94.1 Percentage; the component of educational and awareness measures with 93.4%; the situational prevention component observing the virtual environment with 92.8% and the situational prevention component observing the individual in the virtual space with 89.4% had the highest to the lowest factor loading, respectively. In addition to the preventive measures of monitoring the virtual environment and monitoring the individual, the organization should promote preventive measures and effective countermeasures in the cyber space by promoting educational measures and awareness, protection, regular warning programs, explaining the consequences and legal consequences.

In today's world, the issue of selecting useful information from among the mass of collected news and information and analyzing it correctly, in order to anticipate the future trend of the phenomena under investigation to reach the position of intelligence elites, is considered the main problem of intelligence organizations. Because the speed, complexity and variety of security phenomena have caused intelligence organizations to face surprises and unexpected events that sometimes lead to intelligence failure; Therefore, as the power of analysis increases in these organizations, the possibility of managing interwoven security changes also increases. Therefore, in order to properly use this efficient tool, its process should be optimized in such a way that it responds to the many changes in the world of intelligence and security over time.

In this research, we aim to analyze the potential harms to intelligence analysis in these organizations through semi-structured interviews with experts and elites of the intelligence society. For this purpose, the database method has been used. The results show that the main harms in the field of intelligence analysis are: lack of doctrine and stable policy in the process of intelligence analysis, politicization and misrecognition, lack of warning system, structural inefficiency, weak knowledge and information technology, weak skills of human resources, haste, everyday life, superficiality and not using intelligence assets.

efficiency in any structure and organization as one of the important goals of that organization includes its essential nature (including tasks and missions with specialized and exclusive aspects) and its importance and sensitivity to the middle and strategic management levels and in the next stages. Employees and human resources are transferred, and in the way of fulfilling this need, the use of a set of factors and components are influential, which motivation and motivational topics are considered as an influential factor in improving organizational efficiency and effectiveness. Security organizations, as one of the types of organizations, are not exempt from the general rules explained.

The current research, focusing on analyzing the role of motivation in improving the efficiency of intelligence and security organizations, tries to ask the question, what is the relationship between the level of motivation management and the efficiency of the organization? Using the descriptive, correlational and experimental method, he analyzed the information collected by the library study technique, personal experience, interview and questionnaire (open and closed questions) from the statistical community of experts and related to the field of research until finally, the research hypothesis based on to prove the existence of a meaningful relationship between motivation and productivity in intelligence-security collections in a documented and substantiated manner.

The studied results indicated that it is important that the motivational management can use the resources, facilities, capacities, capabilities, forces and opportunities optimally, to the same extent that it will witness the development and increase of efficiency in the organization (in particular, intelligence- security sets) and on the contrary, if these resources, facilities, human resources, etc. are not used properly by motivation management in the system, we will witness a decrease in efficiency in the organization.