نشریه پژوهش های مدیریت منابع انسانی
سال دوم شماره 2 (پیاپی 6، بهار و تابستان 1389)

Alignment of strategy in human resource system is very important in human resource strategy. In this research the external alignment between human resource strategy and organizational strategies and the internal alignment of human resource system and its relation to performance have been considered. The statistical universe of this research included banks and credential institutions, a number of 18 of which were selected as the research sample. The research followed a qualitative method. The answers of 66 bank managers and institutional directors were analyzed using content analysis method. The results indicated that external and internal alignment and their interaction on the performance of banks and credential institutes were significantly effective. Additionally, two variables of internal and external alignment were responsible for 77 percent of the variances in bank performance. The rest was devoted to other factors included in this study.

Theorists of organizational behavior have proposed different indicators for measuring great men's self-management which have helped the followers discover their own internal power. This research is intended to review the practical manner of Imam Khomeini. Interviewing the focal group, the researchers have analyzed the content of Imam Khomeini's behavior. The indicators inherent in his behavior can be considered from psychological and physical views. Indicators such as punctuality, self-control, simplicity of life, tidiness, simple diet, practice, overcoming physical illness, physical recreation, were at desirable levels.

This research has been carried on according to futurology based on a promotional approach for future human resources in Sepah. This research is mainly intended to design a futurological model for the development of human resources based on a systematic framework in order to explain and identify the importance of effective factors and components of human resource in Sepah. The research followed an explanatory, inferential survey method. Statistical universe of the research included Imam Hosein Comprehensive University, the headquarters for modification and promotion of Sepah, and the divisions of education, human resource, strategic planning at general staff of Sepah. The results lead to a future study model for future human resource development in Sepah and identified the relation between factors influencing human resource preparation and development in future, as well as explaining theoretical basis for future studies. This will be regarded as the main strategic resource for Sepah, its managers and researchers.

Human resource can be regarded as an organizational strategic source and its empowerment is a new approach to human resource development leading to more productivity, qualitative increase in the products and services and profit making by the organizations. Using system dynamics approach, the researchers intends to analyze the effects of empowering human resources. Firstly, the concepts of empowerment and system dynamics are defined. Then, a causal model is presented for the research. The presented model specifies a framework for analyzing the effects of human resource empowerment strategy, which provides managers with an understandable and visualized tool for appreciating the importance of human resource empowerment as a competitive advantage.

The role of culture in organizational effectiveness makes it quite necessary to investigate different aspects of organizational culture. This research is intended to identify aspects of culture in major Iranian industrial organizations. Having designed a three-level model by combining Hofstede and Schein models, the researcher used survey-explanatory method to identify the essential assumptions, values, and dominant cultural practice in these organizations. The measured essential assumptions of time approach, as well as the measured values and cultural practices included three and six aspects respectively. Afterwards, a discovery factor analysis was conducted on these eleven aspects for the identification of the independent cultural aspects dominating the organizations. The results indicated that the following four aspects can be regarded as the essential cultural aspects in the immense industrial organization of Iran: professional success-orientation, bureaucratic intention, easternization, and work reluctance.

Development of a model for quality assurance in the training of human resources is the main aim of this piece of research. The components of quality in training human resources were identified according to the theoretical approach of the quality of services. Using these components as well as the analytic system of the importance of performance, a new method was developed for quality assurance in training human resources. The study employed a mixed method, in which qualitative and quantitative data were collected using interviews and questionnaires. In order to have interviews, a number of students and teachers in the communication center were selected according to selective sampling. The findings presented 48 qualitative components for teaching human resources. According to these components, as well as the analytic system of the importance of performance, the researchers presented a model for evaluation quality assurance of training human resources. Having a high flexibility and following a three-dimensional analysis, this model can evaluate the quality of training human resources.

Faculty members are regarded as the main body of research and educational institutions. Indeed, considering this issue means thinking of the whole human resources, and will result in the development of the entire organization. This research is intended to design a model for the development of the academic staff at research and educational organizations (case: Jihad Daneshgahi). Qualitative and quantitative research methods were selected to carry out this research. Interviews were performed to fulfill qualitative needs, and questionnaires were used to gather quantitative data. Using structural analysis equation, the conceptual model derived by qualitative method was examined by researcher-maid questionnaires distributed among 248 of academic members. The results indicated that at least six factors have to be considered for the development of academic staff. They include: development of research, development of professional services, development of scientific publications, development of modern communication means and technology, development of English language, and development in teaching.