نشریه تعالی منابع انسانی
سال چهارم شماره 3 (پاییز 1402)

The purpose of this research is to design the human resource agility model in the Ministry of Justice. This research is in terms of philosophy, interpretation, inductive approach, and the goal is developmental-applicative, and in terms of the nature of the data, it is of a qualitative type using thematic analysis method. 11 people were selected for purposive sampling and continued until the theoretical data saturation stage. Data collection was done through semi-structured interviews. To ensure the validity and reliability of the research data, two methods of review by participants and review by colleagues and intra-coder reliability were used. Data analysis was done by thematic method and using MAXQDA software. As a result, the human resources agility model in the Ministry of Justice consists of 94 basic themes, 21 organizing themes and 6 main or comprehensive themes, including management and leadership, organizational climate, efficient human resources information systems, strategic agility, behavioral agility of human resources and structural agility. Therefore, the efforts of the managers and policy makers of the Ministry of Justice to implement the identified categories in this ministry and paying attention to the identified indicators can make human resources agile in this ministry.

The purpose of this research is to present the model of competence of judicial and administrative managers working in the country's judiciary based on top-level documents, the Supreme Leader's menus, the words of judicial officials, interviews with exemplary judicial and administrative managers, and a survey of managers working in the judiciary. To achieve this purpose, a combined approach and inductive qualitative content analysis method and descriptive statistics have been used. 16 upstream documents, 23 documents of leadership menus and the words of judicial officials, 10 sample judicial and administrative managers and a survey of all judicial and administrative managers (basic and middle levels) of the research community. The results of the research showed that health and impenetrability, justice, human dignity, efficiency and jihadism are the core competencies of the judiciary. Personality, behavioral, management and expertise competencies have been introduced for judicial and administrative managers. Among the indicators of each of the mentioned competencies based on the managers' point of view, communication skills are one of the most important skills needed by the managers of the judiciary. In addition, knowledge of the organization, knowledge of public opinion and society, trust building, acceptance between people, knowledge of ethnicity and culture, knowledge of judicial policies and social capital are among the special competencies of judicial administrators, which should be taken into account in the appointment of judicial administrators.

The purpose of the present study is to investigate the components of peer mentoring for teachers. The approach of the present research is qualitative and its method is a systematic review based on the model of Wright et al. (2007). The research community consists of 623 articles about the components of peer mentoring for teachers that were presented in reputable scientific journals between 2014 and 2023. The research sample includes 30 articles that were purposefully collected and selected based on thematic data monitoring. The research data were collected from the qualitative analysis of the studied documents. Based on the data analysis, the components of peer mentoring for teachers were classified into 6 dimensions and 18 factors. These dimensions include the dimension of individual-personality components (including factors; personalization, process management, motivation and interest and cognitive characteristics), socio-cultural dimension (including factors; attention to learning culture, creating professional communities and effective interaction), organizational dimension (including factors; support) and consulting components dimension (including factors; communication skills, ethics and clinical supervision), educational components (including factors such as expertise) core, collaborative learning, authentic education and educational technology) and research components (including factors such as research skills and the integration of theory and practice).

The aim of the research is to identify the factors related to the sustainable human resource management model and explain its relationship with the structural empowerment and voice of the employees in the National Copper Company with thematic analysis method.The research has a mixed approach(qualitative and quantitative)which is developmental-applied in terms of purpose and survey in terms of nature and method. The data collection method in this research was a combination of library and field studies and the data collection tools were referring to documents,interviews with experts and questionnaires,and the validity and reliability of interviews and questionnaires were confirmed with a high percentage.The statistical population of the research includes 22 university professors,managers and human resources specialists who were selected by purposeful sampling; Also,using the method of thematic analysis, the interviews were analyzed and coded. In this research,NVIVO software was used to extract and analyze the codes related to interviews with experts, and SPSS software was used to check the validity of the model.the results of open coding of qualitative data; leading to the extraction of 115 primary codes,39 basic themes and 14 organizing themes,including sustainable targeting of human resources,sustainable behavior and attitude of human resources,environmental sustainability,economic productivity,provision of talented human resources,management support,creation of equal opportunities,information sharing,effective allocation resources,control of the organization's decisions, individual opposition with the purpose of benefiting,collective and constructive protests,participation in decision-making and efforts to promote mutual relations;98 codes of research variables were approved by experts in the Delphi process.

This research was conducted with the aim of identifying the antecedents and consequences of the transfer of city managers in Mashhad Municipality.The approach of this research is inductive and its main strategy is the method of lived experience (phenomenology). The existence of a researched basis and model in this category can definitely help in the development of concepts and examples related to the subject of research in urban management, especially municipalities. The findings of the research, as a concrete example in urban management, can consider the transfer of managers in cities as very vital and effective and introduce it as subject to the correct understanding of senior managers and the existence of a suitable strategy and a logical procedure in the transfer of managers. In this research, by conducting a semi-structured interview (Claizzy method) with 12 city managers and university experts, the materials were implemented and codes were extracted with the help of MAXQDA software. Further, by counting the important titles of antecedents and consequences, they are divided into two groups, positive and negative, and the effective factors of each category are determined and the characteristics of the categories are specified. Finally, based on the findings of the research, a model for the antecedents and consequences of the transfer of managers in urban management has been presented.

If the employee performs his duties according to the law, he will be rewarded. And if he fulfills his responsibility incompletely or incorrectly. It is obvious that the person in charge will deal with him. But how should a manager deal with a good and bad agent? This is where the weakness and strength of management is revealed. Ali (AS) in the field of cognition, knowledge and action. management and looking at a specific management area. It was not, and in line with the basis of Islam, it had more of an educational aspect, this comparative research is an analysis of the similarities and differences between encouraging and punishing agents in the common administrative system and the government system of Ali (AS).Library and software studies with the narrative, historical and practical course of Amir al-Mu'minin (AS) and today's common management revealed keywords with semantic connection with three basic indicators, methods and strategies of rewards and reprimands, which in the approval patterns ,refinement ,development and establishment were adapted, the key items in the acceptance model are approved and care should be taken to maintain and strengthen them, the trimming items must be corrected, also in refinement Items should be added and expanded, and in the emergent pattern, it should be focused on items that did not exist or were forgotten. The results of this research can be a good indicator for managers to improve the situation of encouragement and punishment in today's management.