نشریه مدیریت استاندارد و کیفیت
سال سیزدهم شماره 1 (پیاپی 46، بهار 1402)

The main purpose of this research is to determine the criteria and indicators to evaluate the effectiveness of the integrated management system in organizations with complex processes, for this purpose, in the form of descriptive-survey research and using the Delphi tool in two stages of experts' opinions to determine these mentioned indicators. And also the effective implementation of IMS in organizations, interviews and surveys were conducted. Then, using descriptive and inferential statistical tools, the results of the second round of Delphi were analyzed and the fitting of the integrated management system effectiveness evaluation model was done in the framework of the Balanced Scorecard (BSC) conceptual model, and the final checklist and solutions for the effective implementation of the system integrated management was presented, also the results of the research showed that there is no significant relationship between the type of organization, the amount of work experience of experts, the life of the system, the duration of the implementation of the quality management system and the importance of landscapes, and in terms of ranking, there is a significant difference between the four landscapes of BSC There is no integrated management system in terms of importance in the effectiveness of the subject systems.

Due to the increasing importance of human capital as the most important asset of the organization, the evaluation and analysis of human capital through reporting is vital to achieving the objectives of the organization. the human capital report in defence industry, which is an industrial-based human capital industry, is also of great importance. Therefore. the lack of a comprehensive framework for reporting human capital in defence industry, this research provided an executive framework for reporting human capital based on the standard 30414. this research is an applie research from the philosophical perspective in terms of the purpose of development and has used qualitative method (content analysis method) to identify dimensions, components and indicators of human capital reporting. the data collection tool in the qualitative phase of interviews and participants in the study which were selected in the targeted manner, consisted of 15 hr managers in the defense industry. to analyze the data, coding has been used on the basis of standard 30414. the findings of the research led to a presentation of a framework for reporting human capital in the defence industry are including 9 dimensions (ethical and disciplinary principles, human capital costs, human capital diversity, leadership, organizational culture, safety and health, stability and productivity, hiring and leaving, training and skill development and capabilities, and employment status of human capital) and 27 components and 73 sub – components. in addition to identifying the internal and external stakeholders, the value of each of them in the defence industry was identified. this framework will help to measure human capital in defense and other similar industries.

The main target of knowledge management is achieving added value for organhzation. One of the apporopriate tools For a consciousness entrance to preparing knowledge management strategies and establishing them is knowledge audit. Islamic Republic of Iran Armed Forces are one of the effective and important organizations of the country and because of lack of this pattern ,it is essential to have knowledge audit pattern.Then main target in this research was achieving this pattern.This research in respect of target is applied research and The research method is mixed of quantitative & qualitative methods.
In according to the research target, a considerable amount of documents were studied about knowledge , knowledge management &knowledge audit .In this way beside studying the hypothesis of philosophers of this domain ,24 models were studied &at last the primary knowledge audit pattern was achieved .After that for measurement of the goodness of fitnessof the pattern , we used structural equation model with confirmatory factor analysis . atlast inferential and descriptive statistics calculations showed that the pattern have an appropriate goodness of fitnes and was confirmed .

In order to achieve the desired standardization in the field of artificial intelligence and its accurate evaluation and to build trust in the processes and systems based on artificial intelligence, it is necessary to review the standards developed in this regard at the international and national level.Due to the wide and important applications of artificial intelligence, today artificial intelligence standardization is on the agenda of most standardization organizations.the purpose of this research is comparative study of organization and international institutions for standardization of artificial intelligence , the european telecommunications standards institute , the international telecommunication union and also the national institutions and institutions such as the german standardization institute , england and denmark as valid and pioneering organizations in the field of artificial intelligence . the results indicate that due to the high importance of artificial intelligence and the importance of countries to it , the international organization for standardization has devoted its activities to standards related to artificial intelligence .the results indicate that due to the high importance of artificial intelligence and the importance of countries to it , the international organization for standardization has devoted its activities to standards related to artificial intelligence .Also, the survey of artificial intelligence standardization organizations shows that among the eight main areas of artificial intelligence, the highest number of standard document compilations has been done in the field of artificial intelligence concepts and the lowest number of standard document compilations has been done in the field of natural language processing. The results of this article can create a new insight for future forecasting and prioritizing the importance of artificial intelligence areas for managers and significantly contribute to the process of artificial intelligence standardization.

In today's turbulent business world, organizations are searching and competing to identify, attract and retain the best employees. But today's human resources are a little different from the past, developments such as maturity and development to work and the presence of generation Z knowledge forces in all fields, knowledge-oriented organiZational processes and the need to develop knowledge at all levels of organiZations, the high growth rate of technologies novel. Asredital), increasing the role and social responsibility of governments in responding to the increase in the coefficient of social capital and human capital in the growth and development of the country, has directed the new strategies of public administration to the development of meritocracy. They absorb a generation of important technologies with and digital. In this research, it seeks to compile and prioritize the indicators of the competency model in people of generation Z.

The qualitative statistical population was organiZational experts of the Ministry of Defense, 15 of whom were selected by snowball sampling (saturation point). Finally, 9 dimensions, 38 components and 102 questions were identified for the competency model of generation Z employees in organiZations under the Ministry of Defense. The dimensions are:technology-oriented, responsibility, creative thinking, changeability, ethical principles, communication, analytical thinking, collaborative decision-making and success seeking. Quantitative method is a descriptive-analytical applied study. In the quantitative part, the statistical population is staff experts of Ministry of Defense organiZations (420) and a sample siZe of 210 people was examined. The reliability of the questionnaire designed by the elites of the organiZation was determined using Cronbach's alpha criterion (α = 0.93). Data were analyZed using SPSS version 20 software and AMOS 18 software through descriptive statistics and confirmatory factor analysis.

The results of the research show that the 9 dimensions identified for the competency model of generation Z employees are confirmed in the qualitative part and prioritiZed: technology-oriented, responsibility, creative thinking, changeability, ethical principles, communication, analytical thinking, decision making. It is collaborative and successful.

The purpose of this research is to design a model for the development of strategic thinking competence of managers of industrial education and research institutes. This research is functional.in terms of purpose which was conducted in a qualitative method, based on theme analysis, using semi-structured interview tools. The participants in this research were 18 experts and strategic level managers and related academic professors with at least 20 years of service experience and at least 5 years of managerial experience, familiar with the literature on the development of managerial competencies and having at least a master's degree. which were selected purposefully and by snowball method. In order to confirm the reliability criterion, the participants were asked to express their opinion about the acceptability of the results. Also, 4 experts were consulted about the results, and finally, the results were approved by making minor corrections. In order to confirm the reliability, Cohen's kappa reliability coefficient was used, and in this study, its value was 0.76, which indicates the reliability of the results. Based on the analysis results of the semi-structured interview, 4 properties, 13 categories and 65 concepts were obtained for the strategic thinking development model of the managers of the Industrial Research and Education Institute. The results show that the strategic thinking development model of the managers of the Institute of Education and Research of Industries includes four dimensions of professional knowledge and information, skill training and development, attitude and insight.