نشریه توانمندسازی سرمایه انسانی
سال ششم شماره 2 (پیاپی 21، تابستان 1402)

Recognizing the significance of decisions and decision-making by the Islamic Parliament and their impact on human societies, it is crucial to evaluate the efficiency of different parliamentary terms, identify strengths and weaknesses, and determine influential factors for enhancing future performance. The reformation of the decision-making process is essential as it will result in sound decisions and elevate the political and economic conditions of the country. Thus, the objective of this research is to propose a two-stage data envelopment analysis (DEA) model to evaluate the performance of various periods of the Islamic Parliament (from the third to the tenth period) in terms of legislation and supervision. In the proposed approach, each term of the Islamic Parliament is considered a two-stage decision-making unit (DMU), with legislation as the first stage and supervision as the second stage. The results suggest that, generally, 50% of the periods are efficient, while the remaining 50% are inefficient. Specifically, Periods C, D, G, and H are identified as efficient periods across both dimensions. However, Period B, in terms of overall performance and the supervision dimension, and Period A, within the legislative dimension, are pinpointed as the most inefficient periods. Additionally, an analysis of the average efficiency scores in legislation and supervision underscores that, overall, the Islamic Parliament has demonstrated superior performance in legislation compared to supervision during various periods. This disparity in performance between the supervisory and legislative aspects has led to higher inefficiencies among the periods characterized as inefficient.

This article aims of presenting a model of imagery with the approach of human capital in the Iranian tourism industry is aimed at presenting a pattern of imagery. This research is a developmental and descriptive-non-comprehensive type of research. In the qualitative section, two library and field methods were used to collect data. In the first step, 25 internal and external sources were examined. The textual content analysis of these documents continued to saturation and finally 129 indicators were extracted using textual content analysis as effective factors. Using 15 academic experts in the tourism industry and with the Delphi qualitative technique, 47 were identified as the ultimate in the organizational imaging approach with the human capital approach and in 7 categories of economic, branding, brand quality, regional tourism potential, activities Advertising, job -focused visualization and macro management were incorporated. In the slightly section, with the aim of the ahead of the research; To respond to the exploratory factor analysis questionnaire, 440 experts of the tourism industry were selected as the study community and 205 questionnaires were distributed among the respondents using Cochran formula and then analyzed the research data using the Anp-Dematel technique done. The results showed that the "economic" criterion is the most influential criterion and is the top priority among the criteria. Also, the sub-criterion of "currency acquisition" was placed in the first priority among the sub-criteria.

Today,due to environmental changes and the characteristics of organizational environments, it is necessary for organizations to take advantage of new leadership styles. Spiritual leadership is one of these styles that has been considered due to the need of organizations to improve the organizational environment in terms of indicators of mental health of employees.The purpose of this study is to provide a model of spiritual leadership in the electricity industry. In addition, research is a type of development-applied research. At the beginning of the research, after reviewing the theoretical foundations and previous research and identifying 47 components for spiritual leadership, the Delphi questionnaire was designed.At this stage, 12 academic experts and managers of the electricity industry were consulted on the components of spiritual leadership, which after two rounds of experts reached a consensus and 45 components were finalized. Then, the spiritual leadership model was designed based on the results. In the next step, 46 electricity industry experts were polled about the priority of the identified components. The method of sampling was snowball and the adequacy of the sample and the method of data analysis was fuzzy TOPSIS method. The findings showed that the components of "commitment to organizational goals", "defining a common vision" and "loyalty" have the highest priority.According to the research results, due to the dry nature and technical and specialized hard work, using the model of spiritual leadership can have a great impact on improving the mental and psychological conditions of employees in the workplace and advancing organizational goals.

The aim of the current research is to explain the human capital excellence model in Iran's education and training. This research is of applied type, and in terms of method, descriptive-correlation. The statistical population of the research includes all staff members of the Education and Training Organization, numbering 200 people, of which 132 people were selected as a statistical sample based on Morgan's table and selected by simple random. Data were collected through a researcher-made questionnaire. The indicators and items of human capital excellence were tested using the structural equation model. Examining the fit indices of the model indicates that the structural model of the research has a good fitting condition. According to the findings of the research, the validity of all indicators and items of human capital excellence was confirmed. And the results showed that the t value of human capital excellence indicators in Iran's education and training is more than its critical value at the level of 5 percent (1.96) and therefore the validity of human capital excellence indicators and items was confirmed. Also, the results showed that in terms of the greatest effect of the subscale of the excellence of human capital in education and training, it belongs to the components of the content (knowledge-cognitive) and individual (psychological) components with the values of 0.730 and 0.710 on the excellence of human capital in education and training. is. And the lowest direct effect of human capital excellence in education is related to the metacognitive component of 0.350.

The aim of the current research is to explain the model of human resource agility in the Ministry of Justice. This research is of applied type, and in terms of method, descriptive-correlation. The statistical population of the research includes all employees of the central headquarters of the Ministry of Justice, in the number of 300 people, of which 169 people were estimated as a statistical sample based on the Cochran formula and were selected randomly. Data were collected through a researcher-made questionnaire. In order to ensure the existence or non-existence of a causal relationship between the research variables and to check the suitability of the observed data with the conceptual model of the research, indicators and items of human resource agility were tested using the structural equation model. In this research, structural equation modeling and the partial least squares (PLS) method were used to test the assumptions and model fit. Examining the fit indices of the model indicates that the structural model of the research has a good fitting condition. According to the findings of the research, the validity of all indicators and items of human resource agility was confirmed. the results showed that the t value of the human resource agility indicators in the Ministry of Justice is higher than its critical value at the level of 5 percent (1.96), and therefore the validity of the human resources agility indicators and items was confirmed.

With rapid environmental change, the emergence and complexity of new jobs and tasks, and competition in today's rapidly changing business environment to meet customer needs, the role of education and change in knowledge, skills, abilities and behavior of staff is tangible. Implementation of training and development of human resources causes people to be able to effectively continue their activities in accordance with organizational and environmental changes and increase their efficiency.The present study aimed to identify and explain the components and indicators of training and development of Knowledge-based human resources training and development strategy in the banking industry in the public sector. First, using theoretical literature the components of training and development strategy and knowledge management were extracted extracted, and in the next part, through Delphi method and interviews with 15 human resource management experts in Bank Mellat, using a semi-structured questionnaire , components and indicators of Knowledge-based staffing strategy were determined. After designing the pairwise comparison questionnaire, the opinions of human resources experts were collected and the components and indicators were weighted and ranked. According to the research findings, To successfully implement knowledge management in the training and development strategy in the field of human resources must be in five areas : Determining educational needs, determining the goals of education and human resource development, determining the content of courses, applying the principles and foundations of learning,Implementation and evaluation ;paid attention to a total of 24 indicators in the fields of structure, value and behavior in knowledge management.

Innovation in the banking industry will lead to the development and agility of this industry.As financial markets are evolving and constantly evolving with the growth of technology and based on the age of information and communication, we have to transform banking intelligence to better adapt to such markets.However, this research was compiled with the aim of investigating the solutions for the development of banking intelligence in improving the financial performance of banks.This research is "descriptive-survey"in terms of method and"applied" in terms of purpose.The statistical population is 850 employees of National Bank of Gilan province.The samples were selected by non-random sampling of the available type, according to Morgan's table, 170 people were selected.A researcher-made questionnaire based on the Likert scale was used to collect data. Based on the results of factor analysis, three main factors were selected, the first factor explains 56.107% of the total variance and contains 11 research items and is more important in improving the bank's performance.The second factor explains 7.425% of the total variance and the 7 items located in it are of secondary importance.The third factor explains only 5.970% of the total variance and the 4 items included in it are less important than the other items. According to the study conducted in the field of development of banking intelligence, in order to improve the performance of banks, basic attention should be paid to "regulatory, neobank and recommender system, risk management, campaign design to increase customer interaction and improve banking efficiency in stabilizing the bank's position".