نشریه تعالی منابع انسانی
سال یکم شماره 2 (زمستان 1399)

In order to successful environmental confrontation, managers should be equipped to required knowledge and skills and this will be reached through appropriate training. Not only successful organizations don’t look at organizational training as waste cost, but also focus on it so that promote their human resource capabilities and reach competitive advantage.  Effective training depends on appropriate training needs assessment. There are a lot of different methods used to assess training needs in organizations. The main origins of differences are first, diverse methods in gathering and analyzing data, and second the reference of assessing training needs in organizations. However, there is a consensus that an appropriate method for need assessment should has a theoretical and measurement accuracy, yet be free of dysfunctional complexity. For this reason, the presented study has introduced a mixed method of training self-assessment and Shannon entropy in training need assessment of managers conducted on 172 top and middle managers in 17 companies of Rafsanjan industrial estate. Training self-assessment and Shannon entropy were used to gather training needs and determine importance coefficients respectively. As a result, a pool of training need assessment of managers was explored on which needs were arranged based on priorities of importance coefficients.

The purpose of this study was to present and test the comparative model of managers 'and employees' understanding of how human resource management activities affect organizational performance with the mediating role of organizational culture, organizational commitment and employee retention in open universities in Fars province

The research method was applied in terms of purpose and heuristic mixed method in terms of data collection. Participants in this study in the qualitative section included managers and qualified staff of free universities in Fars province, from which 10 people were selected using purposive sampling. Also, in the quantitative part, the statistical population of the study included all managers and staff (including faculty members) of free universities in Fars province. Using Morgan table and stratified random sampling method with proportional allocation of 357 people as Sample sizes were selected

The results of structural equation test showed that from the perspective of managers, the two variables of organizational culture and organizational commitment have a mediating and significant effect on the relationship between human resource management and organizational performance, but employee retention has no mediating effect on this relationship

Also, it was found that from the perspective of employees, all three variables of organizational culture, organizational commitment and employee retention have a mediating and significant effect on the relationship between human resource management and organizational performance from the perspective of employees

In the last decade, the aviation industry in the world has been considered as one of the most important axes of development and growth of developed and developing countries and has a special place in the economic, social, cultural and technological development programs of developed and developing countries.This study was conducted to develop a model of airport human resource excellence (comparative approach). This research was applied in terms of purpose and in terms of qualitative approach and especially metacombination approach. In terms of research methodology, Sandlowski and Barroso seven-step method has been used and to achieve a comprehensive model of human resource excellence, seven steps must be taken and finally the model of airport human resource excellence (comparative approach) was identified. In order to check the validity of the content validity model based on the opinion of experts and for the reliability of the model, the kappa index was used and reported to an acceptable level. In order to determine the concepts and codes, after reviewing different models in reputable domestic and foreign scientific sites, as well as reviewing different texts and books, after identifying 35 different models, 21 models were selected and analyzed. The results of the analysis are 69 adaptive codes and 15 concepts (airport leadership and specialized management, airport human resource maintenance, airport human resource organization, airport human resource management, airport human resource provision, airport human resource planning and strategy, Development of airport staff career, application of airport human resources, change and integrated use of human resource management, functional results of airport human resource management, environmental and perceptual results of airport staff, safety and health results of airport customers, social results and union reactions, organizational results and productivity Airport, identified the cultural and structural results of airport human resources) and finally the research model was presented.

The present study aims to provide a model of service motivation with a spirituality-oriented approach at work. The philosophy of this interpretive research is inductive approach, qualitative method and strategy of data foundation theory with emerging approach. The study population was the employees of Khorasan Razavi Telecommunication Company, whose sample members were selected by snowball method, and the data were saturated from in-depth semi-structured interviews with 19 experts. In order to present the model, according to the analysis, the "6C" glazer family was used. The results showed that the components of service motivation with a spirituality approach in the workplace include: normative, emotional, semantic, social, compassionate and self-sacrificing. Analyzes using the "6C" Glazer family showed :. The main causes include: job characteristics, knowledge characteristics, social capital and personality traits, correlated factors including: social participation in the organization and consolidation of social capital; Requirements include: organizational climate, organizational culture, organizational justice, job satisfaction, proper management of human resources and the philosophy of existence and mission of the organization; Mediating conditions include: social responsibility, loyalty to the organization, and organizational ethics and values. Outcomes include: organizational citizenship behavior, increasing organizational productivity, increasing service quality, job attachment, quality of work life and maintaining organizational capabilities, and the environmental context includes: family socialization, religious characteristics, demographic characteristics and organizational motivational environment. The results of this study help organizations to recognize the motivation to serve with a spiritual approach to work and spread it in the organization.

Today, advances in technology have affected the atmosphere of the organization, including the functioning of human resource managers. An example of the presence of technology in the human resources space is the electronic human resource management of the Navy; A phenomenon that has been widely used with the development of the Internet in developed countries and has recently been considered in Iranian academic and organizational discussions, but in this area, the application of this issue faces two problems; There is a significant lack of research in electronic human resource management and also the neglect of localization of this new system, which has caused the reception of this new system and its establishment has faced problems. Therefore, the present research article, with the pluralism of data collection methods (interviews, questionnaires and Q), identifies the obstacles and factors of establishing electronic human resource management in the field of navy and by Q method, the consensus of these obstacles and factors is determined and finally a suitable model. Designed with a localization approach to establish electronic human resource management in this area. The model is presented by considering strategic reference points as input and considering the attitude towards the new system.

Nowadays, technological and economic infrastructures are not the only competitive advantage of organizations. Having talented people can ensure the sustainable development and growth of organizations. The role of strategic talent management in government organizations in the development of employees' job skills is vital and essential, and without effective talent management in the organization, we will see a loss of organizational resources. Government agencies are generally at a very low level in terms of talent management due to the lack of a clear and competitive process. This is why designing a model that examines the factors affecting the talent management of employees is of great importance. In order to achieve this, this study has examined the talent management of employees in Iranian government organizations. The research method is qualitative and Delphi method. The present study, like any other research, is a library review of the relevant literature, and also the management of staff aptitude in order to classify and present the structure based on previous research. To review and answer the research question, an interview with a group of experts is conducted. They will be selected based on the method of judgmental sampling and snowball. The adequacy index of the number of interviews is the theoretical saturation based on which the researcher concludes that more interviews will not add more information to the current reserves of the interviews and finally the final qualitative model based on causal, strategic, intervening, contextual factors. And outcome were presented as final factors.