فصلنامه مدیریت توسعه و تحول
سال یکم شماره 2 (پیاپی -2، تابستان 1388)

Employees’ employability is a key concept that is considered as a measure of providing employment security and a substitute for job security in modern employment relations. Employability defined as one’s ability to identify and realize occupational opportunities within and between organizations over the course of a career، is a critical determinant of individual adaptability and success in today’s turbulent work environments. Many factors and conditions may influence promotion of employees’ employability including individual factors، organization’s policies، etc. This article addressed the effect of the type of employment relations on employees’ employability. The results show that there is no statistically significance difference between the type of employment relations and employees’ employability. However، a significance difference in some of dimensions and indices of employee employability، such as career motivation and learning motivation was found.

The purpose of this paper is to examine the relationship between Strategic Human Resource Management and Companie's Performance. To this end، a descriptive (survey) method was adopted in order to probe the relationship between type of method used in Strategic Human Resource Management and Companie's Performance. More specifically، hang and Chang’s Questionnaires were used in order to study application of Strategic Human Resource Management and Companie's Performance. The participants were selected from among a group of fifty industrial and commercial super companies quoted by Industrial Management Organization. To analyze the data، descriptive and inferential statistics were employed using SPSS Software، version 13. The findings show that: 1- There is a significant relationship between policies of human resources for job compensation and companie's performance. 2- There is a significant relationship between policies of human resources for training human resources development and companie's performance. 3- There is a meaningless relationship between policies of human resources for effective Communication Employee (publication of information) and companie's performance. 4- There is a meaningless relationship between policies of human resources for Equal Opportunity (non-discrimination) and companie's performance. 5- There is a significant relationship between policies of human resources for management development & improvement and companie's performance. 6- There is a meaningless relationship between policies of human resources for Flexible Working Schedule and companie's performance. 7- There is a significant relationship between policies of human resources for staffing and companie's performance.

In this article، entrepreneurship in Zanjan Physical Education Administrational office and its relationship with personal، personality and organizational factors was investigated in order to encourage and prompt the entrepreneurship level during the time span of February 2008 till September 2008. To this end، we formulated the corresponding directional hypothesis and examined the kind and degree of relationship between personal، personality and organizational specialties variables with entrepreneurship. The results indicated meaningful correlation indices between each of the variables of personal، personality and organizational specialties with entrepreneurship. Further، a meaningful relationship was found between the mentioned variables and entrepreneurship. The results of statistical analysis confirmed that only personality can account for 69. 64% of changes in entrepreneurship. Also، level of entrepreneurship in this organization with score of 30. 47 is lower than the average level (50%). Finally، some suggestions and guidelines are provided to improve entrepreneurship level based on the research results.

In this article، an evaluating model for ranking the fuel stations of N. I. O. P. D. C. is presented. The model was formulated based on one of MCDM techniques known as Analytical Hierarchy Process (AHP). More specifically، initially، we conducted a survey through administering a questionnaire to experts in order to identify the criteria for evaluating fuel stations. Then، we determined criteria weights using a questionnaire on the basis of AHP standard. We used a rating scale instead of direct pair wise comparisons among alternatives so that we could overcome the explosion in the number of required comparisons when the number of alternatives is excessively large. Then، we calculated global Weights of every criterion in each level and after that considering assigned rates by evaluators to every fuel station، the scores of every fuel station was eventually calculated. All of weights were calculated and run using EC software. To test the presented model، we evaluated four stations in Zanjan province.

Herding behavior is considered as one of the behavioral approaches between investors and an important element in financial markets. Sometimes، this element causes agitation in circumstances where information is spread. A crucial problem in this regard is distinguishing between artificial and thoughtful herds، because thoughtful herding may be inefficient and it may eventually result in fluctuation in markets. In this research، we examined and tested the herding behavior between investors in Tehran Security Exchange using Salmon and Huang’s model. In order to calculate the required variables of model، the moving window technique was utilized and the window size was set as 24 months. In other words، by applying the information of the last 24 months، Excel Software calculated monthly market yields as well as monthly yield of each share and the required variables. After substituting the obtained values for the variables in standardized formula HS، we calculated and analyzed the herding amounts for each months of 1382-86 interval. The findings depicted a clear herding pattern for the time interval under study and hence، confirmed the corresponding theory.

Business Process Reengineering (BPR) is an approach to using sources so that maximum added value for the company may be achieved. Likewise، costly activities in performance procedures or in the whole company will be reduced to the minimum level as a result of BRP. BPR usage and its advantages are well identified and appreciated in the private sector. However، there is an information gap concerning implementation of BRP in public sector and government organization. Accordingly، the present study attempts to investigate the effect of public sector on the success of BPR performance and settling the predictable challenges including human and technical categories in the process of BPR performance in governmental organizations. Attempts are made to explore whether paying attention to special features of governmental organization have any effect on BPR performance in such organizations، as typically predicted by experts. Two types of problems may emerge in the process of BPR implementation; human resource problems and technical problems. To solve them، the researchers present two corresponding solutions. That is to solve human challenges، special attention must be paid to the factors affecting human resources and influencing BPR. To solve technical challenges، BEST PRACTICES are introduced.

Six-sigma methodology is known as a comprehensive and quantitative method for implementing improvement in the organizations. In this paper، attempts are made to implement this method at SANAM Company. To this end، first، we will consider the process of manufacturing plastic products based on the costumer perspective. Then، we will explain six-sigma methodology and DMAIC cycle. Finally، the problems and failures in the production line as elicited through brain storming meetings and using FMEA and Pareto method through MINITAB software are reported. Then، we will choose the related aspects and find the current sigma level of the company. Finally، suggestions are made to improve the production process based on the selected aspects and the new sigma level of the company will be calculated and we will see that the sigma level and the company’s profit was increased saliently.

In recent years، mathematical and operation research models are commonly used to assess efficiency and productivity of educational departments of universities and ranking them. Some sets of educational، research، and service activities are then considered as input and output indices of the models. Then، according to the importance and influence of indices on total performance of Decision-making Units (DMU)، the efficiency score is defined as the weighted sum of outputs-weighted sum of inputs ratio. In this article، we obtained the efficiency score of 11 educational departments in two cases constant return to scale and variable return to scale using Data Envelopment Analysis (DEA). The results showed that 6 DMUs are efficient and 5 DMUs are inefficient.