فصلنامه آموزش و توسعه منابع انسانی
پیاپی 35 (زمستان 1401)

Cognitive science can create mechanisms that facilitate and accelerate the process of human resource development. For this purpose, the present article has been done with the aim of compiling and validating the cognitive model of development of creative industry employees in the news section of the Islamic Republic of Iran TV. In terms of research approach, heuristic blending method has been used. In the first stage of this research, an analytical method was used, based on which a specific classification of the research process conducted inside and outside the country in the field of organizational repository was done, and then the interview protocol was based on the dimensions and components of The results were compiled from the theoretical foundations and background of the research and the researcher, through the content analysis method, interviewed experts in the field of human resources and using the content analysis steps, a conceptual model in five conceptual layers, category O and codes were obtained. It includes all the experts in the news section of the Islamic Republic of Iran TV and a statistical sample was made available to 20 experts of this organization. The results of the research showed that according to the interviews conducted and the process of content analysis, the dimensions include: 1- Psychological development of employees, 2- Behavioral development of employees, 3- Skills development of employees, 4- Development Employee analysis and 5-Employee support development, which was presented in the form of a schematic model.

Human resource development is one of the important tasks or in other words the most important task of human resource management in organizations, which plays a vital role in the survival of organizations by focusing on training and helping the development of employees. One of the best ways to develop employees and the organization is to use the succession system in the career development of employees, which will have numerous benefits for both the employee and the organization. This research has been done with the aim of designing and presenting a model of human resource development with a succession approach in universities.The research is based on data theory and is descriptive and exploratory in nature and method, and data collection is qualitative and based. It is based on semi-structured and purposeful interviews. The data required for this study were obtained by interviewing 14 university administrators in the country who had experience or expertise in the field of human resource management. Data analysis was performed using SPSS and Atlas.ti software in three stages of open coding, axial coding and selective coding inspired by the systematic paradigm model of Strauss and Corbin and the validity and reliability of the data using participants' review methods. And review obtained by experts. The central phenomenon of the present study is the development of employees based on the system of succession planning "which according to the causal, contextual, intervening conditions and its consequences, strategies have been formulated and the final model has been presented.

Capable human source is one of the important components of organizations entering the complex areas.On the other hand, capable employees are the result of the presence of skilled management. Although several factors play role in managers' empowerment. Examining the common ground of these factors identifies and reveals the vital factors of success in empowering managers. Empowerment is considered as one of the useful tools to improve the quality of employees and increase organizational effectiveness.Therefore, considering the importance of managers' empowerment, the present study was conducted to identify the critical success factors in empowering managers of Isfahan Municipality contracting companies. The present study is an applied research which has been done by descriptive (survey) method. Its statistical population included the managers of Isfahan Municipality contracting companies and the sample size was estimated to be 120 people using Cochran's formula. The data collection tool in this study was a researcher made Delphi questionnaire. To analyze the data, SPSS software and descriptive statistics indicators as well as one sample t-test were used. The critical success factors have an effect on empowering the managers of Isfahan Municipality contracting companies and play a role above the average (4.179). The results of this study showed that six factors: Motivation, education, managerial skills, focus on human resource development, awareness raising and analytical thinking, play a vital role in the success of empowering managers.The role of these factors was confirmed at a higher than average level in empowering the managers of these companies.the managers of these companies

Since higher education centers and universities are among the large and complex organizations that are more specialized and efficient than the other human resources organizations in providing and manpower training, they have a special sensitivity. Also, considering that human development in line with coordination and harmony with the great changes of society, is the main task of the higher education system, this requires universities to have the necessary qualifications of educational administrators (Ismaili et al., 1397). The purpose of this study was to design a competency model for training managers of higher education centers to apply professional skills

This study was conducted in an applied type and in a combined method of exploratory mixed type (qualitative-quantitative). Expert concurrence was used to determine the dimensions of competency components and professional skills based on theoretical foundations.

Six dimensions for professional skills, which include: 1. Technical, human, 3. Perceptual, 4. Communication, 5. Cartesian skills, 6. Innovative skills. Managerial skills 3. Organizational factors 4. Entrepreneurial competence 5. Business competence 6. Leadership 7. Decision making 8. Collaboration. Explain and predict. Professionals are 75% effective in training competitors.

The results showed that higher education centers in order to achieve these categories step by step and gradually according to a roadmap and long-term strategic plan and in order to implement it, it is necessary to formulate an action plan. It helps.

Peer mentoring is one of the new approaches in the professional development of employees, especially university professors. The purpose of this study is to investigate the elements of peer mentoring program for university professors, qualitative research approach and its method of synthesis research based on Roberts (2007) model. The research population consists of 347 articles on the features and models of peer mentoring for teaching professors and instructors that have been presented in prestigious scientific journals from 2005 to 2021. The research sample includes 58 scientific research articles that have been purposefully collected. Research data were collected from qualitative analysis of the studied documents. Based on the data analysis, peer mentoring components were classified into 5 dimensions and 29 factors. These dimensions include individual dimension (including factors; job skills, leadership skills, balance, decision-making skills, problem-solving skills, perceptual skills, accessibility, personality dimensions, motivation), organizational dimension (including On factors: professional development, support and encouragement, infrastructure, attention to professional components, organizational and managerial structure), cultural dimension (including factors; attention to cultural requirements) and dimension of requirements and musts (including On factors: dignity, pedagogical knowledge management, clear strategy, process personalization, cost-effectiveness, security, based on the principles of the workplace curriculum, based on hiatology, program requirements and role-paying) and communications (including component Such as, positive communication, social communication, communication in relationships and usefulness). Therefore, in order to better implement peer mentoring patterns, it is better to pay attention to all these 5 dimensions.

High quality education is a prerequisite for a flourishing economy of a country. The quality of education can be improved by considering new approaches. On the other hand, the characteristics and competencies of specialists in the field of education and focusing on competency-based human resources in this field is another approach that will have a direct relationship with the quality of education and improving competition in this market. Therefore, the research object is to explain the key competencies of human resources in the field of education services with the approach of marketing education services. In this study, the results of the resources of necessary competencies in educational services during the years (2020-205) & (1399-1385) are analyzed by a meta-analyzed method and components of educational services marketing competency were counted. From 91 primary sources, 67 sources were selected based on abstract, then 39 ones were selected based on the content, and finally 12 sources were considered as relevant sources. Heterogeneity of the effect size was confirmed and then the effect of each index was studied using CMA software. By the results of the Q test, the studies are heterogeneous with 99% confidence, the use of combining results of the random effects model was confirmed. According to the random results in software analysis, 24 key competencies were found in the field of educational services marketing. The findings indicated that the competencies "time management" and "creativity and innovation" have the highest effect sizes of 0.584 and 0.538 respectively, and the competencies of "listening skills" and "power of analysis" with a value of 0.285 have the lowest effect sizes among the competencies.

This article aims to provide a model of human resource absorption with the development of human resources in government organizations. In terms of purpose, the present study is an applied-developmental research and in terms of data collection method, it is a cross-sectional research. To achieve the research goal, a mixed exploratory design has been used. The statistical population in the qualitative section includes managers of government organizations in Khorasan Razavi province. Purposeful sampling was performed and 15 people achieved theoretical love. The statistical population also includes 6000 human resources of government organizations, which with the Cochran's formula is estimated at a sample size of 345 people. The required sample size was provided by stratigraphic sampling method in four regions of Khorasan Razavi province. Interviews and questionnaires were used to collect data. The basic categories of human resource development were identified by content analysis method and the final model was identified by validation equation modeling method. Qualitative data analysis was performed with Maxqda software and quantitative data with LISREL. The results of comprehensive categories are categorized in terms of technical, human and value factors. Organizing factors also include skill, knowledge, attitude, behavior, adherence to values, pragmatism, economic, technological, social, cultural, revolutionary, powerful. Technical factors consist of knowledge, skills, economic factors and technology. Human factors include attitudes, behaviors, social and cultural factors. Finally, value factors include adherence to values, pragmatism, revolutionary factors, and authority.

The purpose of this paper is to explore and describe the teacher competencies and organizational culture in the viewpoint of activists in the fields of higher education and teacher education. The research based on qualitative research with a phenomenological approach. Data of the research were collected with the deep semi-structured interviews. Participants in the research were based on a targeted sampling method and with respect to the diversity of the groups. The participants included 44 activists in the four groups: faculty of Farhangian university, representative of the leadership institution, experts, and students of Farhangian university, as well as faculty of other universities in the field of education and higher education. By analysis of the data were inferred six teacher competency domains: theoretical knowledge, practical knowledge, monotheistic and aesthetic perspective, professional beliefs, personality, and meta competencies with 15 components. Analysis of data showed that faculty, the board of Directors, and experts of Farhangian university have a mutual opinion about the six competency domains, but students of Farhangian university and faculty of other universities have a different opinion about the personal competencies. In part of organizational culture, were inferred six domains including educational philosophy, trust, organizational interactions, organizational relationships, teacher education, organizational evaluations with 17 components.

The purpose of this study is to provide a model for developing the coaching competencies of education managers in 22 districts of Tehran Municipality. Due to the nature of the subject, this research is descriptive and survey type. The tools used in this study are open interviews and a structured questionnaire. In order to collect information, Delphi interview was conducted with 30 national coaching experts using purposive sampling method. Then, the final model was distributed among 210 managers and education officials of Tehran Municipality using a questionnaire and was evaluated more extensively using structural equations in Amos24 software and validation factor analysis. Based on the results, the variables of coaching action competencies, behavioral-coaching competence, coach-executive competence and coach-monitoring competence were identified as variable dimensions of coaching competency development in Tehran Municipality education managers. The dimensions of the competitor's competencies are: individual and strategic analysis, setting strategic goals and developing operational plans. Transformational leadership, trust, active listening and strong questioning as components of the coach's behavioral competence, empowerment, development and encouragement and guidance in the performance as components of the coach's executive competence, as well as positive monitoring, negative monitoring and feedback as components The coach's ability to monitor was recognized.

The purpose of this study was to identify the process of personal development in order to provide a model of personal development program for primary school principals. The main framework of the research is qualitative and semi-structured interview tools were used to collect data. The research method is qualitative in terms of the nature of the data and applied in terms of purpose. The research participants consisted of professors and management specialists and managers and experts of the education system after theoretical saturation of 22 people who were selected by purposive sampling. Data analysis was performed using thematic analysis technique. The results indicate the identification of 6 main steps as a process for the model of individual development plan of primary school principals including drawing the desired situation, analyzing the current situation, analyzing the gap between the two situations, determining needs and goals, actions and activities of the development plan and Evaluation, feedback and recording of development program results. Also, the prerequisites for the personal development program of primary school principals, the effective factors of the program (individual, organizational and environmental), the requirements (skills, abilities, knowledge and attitude) of the development program, and the strategies of this program in the form of components. Some were identified. Based on the research findings, adopting a practical approach and mechanism to design and implement an individual development plan is inevitable and it is suggested that the research model be used as a tool for this purpose.

The purpose of this study is to design a model of critical success factors in human resource education. The purpose of this research is applied research and in terms of research method is mixed. On the other hand, the type of research in terms of data collection is field type. In the qualitative part, interviews were used to collect data. Since semi-structured interviews were used in the qualitative stage, the three-stage coding method of Strauss and Corbin (1998) was used to analyze the data. In the second stage of research and construction of the questionnaire, a quantitative method was used to test the proposed model and in this stage, structural equation modeling was used. The statistical population of the employees of Iran State Trading Company and its affiliated offices was 2756 people. The calculated alpha coefficient for the researcher-made questionnaire was 0.867, which confirms the reliability of the research tool. Mean and standard deviation were used to analyze the data and in the inferential statistics section, confirmatory factor analysis was used with the help of Lisrel 8.80 software. The results of factors عل ای, contextual, strategic, intervening, پیامدها and موثر موثر on the success of human resource training of the State Trading Company of Iran were identified. Also, factors مدمد گر, زمینه ای, رادی and علعل تاثیر have an effect on the success of human resources training of Iran State Trading Company.