نشریه توسعه استعداد
سال دوم شماره 2 (پیاپی 3، تابستان 1399)

The purpose of this study was to study the evaluation and effectiveness system in private banks in order to propose an integrated model for evaluation and effectiveness in private banks. The present study was carried out mixed method. In the qualitative section, the inductive content analysis method was used and a quantitative part of the survey design was used. The statistical population of this study was all employees of the Private Banking in Training and Development unit, and training and development experts who were selected randomly in a randomized, non-randomized, simple and descriptive manner. A semi-structured interview and a researcher-made questionnaire were used to collect data. Validity and reliability of the tools used in the research were confirmed. Also, for analyzing qualitative data, Graneheim and Lundman's method was used and for analyzing quantitative data one sample T test was used. The results showed that the evaluation and effectiveness system in private banks is not well-suited and it is not done in a coherent, organized and integrated way. The findings also showed that the components of the integrated evaluation and effectiveness model of training and development can be classified into 8 main categories. Finally, the results showed that the proposed model is valid from the perspective of experts.

The present study was conducted to investigate the relationship between the transfer of management skills to subordinates and successor parenting according to the mediating role of coaching in Mobarakeh Steel Company of Isfahan.

This study was descriptive-correlation in 1398 and its statistical population included 432 managers, deputies, heads and supervisors of Mobarakeh Steel Company. The sample size was obtained through Morgan table of 205 people and the samples were randomized. Simple were selected. The data collection tool was a researcher-made questionnaire with 76 questions that hypothesized after content, formal and structural validity (confirmatory factor analysis method) and reliability (Cronbach's alpha method 0.88) with partial least squares method and SPSS software and SmartPLS 2.0.M3 was analyzed.

There was a significant relationship between the transfer of managerial skills (technical, perceptual, human and professional) and succession based on the results obtained. Also, there was a significant relationship between the transfer of managerial and coaching skills and between succession and coaching

The main purpose of this study was Investigating the impact of identification and ‎directing top talent (Shahab) on Equal Training Opportunities and Self-actualization student ‎Shirvan 2018-2019. The Comparative Causal Research was descipitive in terms of method ‎and nature. The statistical population inconsisted all students of Difth grads Shirvan 2550 ‎people who didi not pass the shahab plan and sixth graders student out of the 2100 who ‎passed the shahab plan. Statistical sample was selected by simple random sampling method ‎using Gorges Morgan table with 334 and 325 subjects, respectively. The Data were collected ‎by two questionnaires Equal Training Opportunities Javanmard (2014) and Self-‎actualization Ahvaz (2009) . Their validity was of a formal and content type, approved by ‎the professors and their reliability through Cronbach's alpha Were estimated for the past ‎‎(0.71), (0.87) and not passed (0.73) , (0.94) respectively. Data were analyzed by descriptive ‎statistics (frequency distribution table, graph, mean, standard deviation and central indexes ‎and dispersion calculation) and inferential statistics (covariance analysis and t-test) using ‎spss21 software. The results showed that 99% considering of Plan dor idenrifying and ‎directing top talent (Shahab) on Equal Training Opportunities and Self-actualization sixth ‎grade student who dropped out of this course. It can be concluded that guiding all the top ‎talents can an important step towards equal opportunity for education and academic Self-‎actualization.‎

One of the methods are used to assess and evaluate employees is the evaluation center. Evaluation centers usually have good validity at the tool level, but there are weaknesses at the model level of estimating the final score of evaluation centers. This research is designed to provide a method to estimate the final score of assessment centers based on the concept of risk and taking into account interpersonal differences. For this purpose, the data of the evaluation center of 800 managers of the country has been used. In this research, nine different models have been designed and evaluated, and finally, the model with the lowest error rate is presented as the selected model.

The present study has a three-dimensional purpose, which is: First, to identify new criteria for selecting employees in the fourth generation industrial environment. Second; Prioritize and identify causal relationships between these criteria. Third, contribute to the operations management literature by focusing on the recruitment process and supporting human resource activities according to industry-related criteria of the fourth generation. The type of research is applied and descriptive-causal research method and has been done in knowledge-based companies with advanced technology. The statistical population consisted of 5 experts from the relevant companies who were responsible for making changes in order to adapt to the fourth generation industrial revolution in their company. The fuzzy DEMATEL approach has been used to conduct the research. Based on the findings, eleven critical factors influencing the selection of labor in the fourth generation industrial environment were identified, the most important of which, in order of priority, include; Ability to deal with complexity and problem solving, thinking about overlapping processes, and flexibility to adapt to new plans and work environments. In addition, the results indicate the existence of causal factors in descending order, including: information technology and technology production, awareness of information technology security and information protection, the ability to resolve work crises and how to combine relevant knowledge and use it in a job or They are a special process. Outcome factors also include; Flexibility to adapt to new plans and work environments, high analytics and perceptual skills, ability to communicate with new intermediaries, ability to deal with complexity and problem solving, thinking about overlapping processes, continuous interdisciplinary learning and collaboration, and confidence in new technologies and readiness for change Are.

Considering the role of knowledge workers in knowledge-based organizations and the ‎importance of the motivation of this group of employees to enhance the effectiveness and ‎efficiency of the organization; the main objective of the research, identifying and ranking ‎the factors affecting the reduction of the motivation of knowledge workers and providing a ‎model for its improvement at the Research Institute of Petroleum Industry. After reviewing ‎the research literature and using the experts' opinions, the final research model was ‎prepared. This research is quantitative in terms of its approach, in terms of orientation, ‎applied and in terms of strategy, survey. The statistical population of the research is ‎managers, faculty members and researchers of the research institute of petroleum industry. ‎Fuzzy hierarchy analysis technique was used to rank the identified factors and was used ‎by experts. The results of the research indicate that the most important factors affecting ‎the reduction of motivation of knowledge workers in order of priority are the lack of ‎opportunities for improvement and progress; lack of challenging tasks; lack of freedom of ‎action and independence; the process of evaluating the uncertain performance of ‎employees; low salaries and benefits; Lack of managerial support; lack of direct ‎communication with the manager; and willing co-workers.‎