نشریه پژوهش های مدیریت منابع انسانی
سال ششم شماره 2 (پیاپی 16، تابستان 1393)

Having committed employees is one of the most important characteristics of Sepah، for which، it has been able to perform its responsibilities in protecting the Islamic revolution and its outcomes wonderfully. This research is intended to identify the principles of Sepah’s education based on the opinions of the supreme leader of the Islamic revolution. The main question is this: ‘What are the principles of Sepah’s education according to the supreme leader’s views? ’ This is a basic applied research conducted by item analysis documents analysis. Accordingly، the opinions of the Supreme Leader were classified into three dimensions including faith، ethics and education. The attained principles were discussed in these three dimensions. The results related to Sepah’s employees education were put into three fields including religion and faith، ethics and spirituality، education and application

Due to the effect of human resource on knowledge management، this research is intended to explain the effect of motivating systems such as salary and wage on promoting employees’ knowledge and competence. Accordingly، the plan of constant increase in payment is regarded as a great change in traditional payment plans. According to the certain performance in the existing fields، this plan can be employed to provide enough salary for government employees by considering three factors: traditions، knowledge، and competence. Payment on the basis of knowledge and competence، compared to tradition، is more common in knowledge oriented organizations. The theoretical and practical bases of this approach are explained in this article. The condition for the establishment، the way to design، and making use of payment according to knowledge are presented and analyzed in the models. In order to adapt the model with the real situation، the knowledge based salary design was put into practice in a manufacturing factory. The results indicated that having an appropriate model for payment، among other necessary elements of knowledge management، is the main key for creation، collection، dissemination، and sharing of knowledge aiming at promotion of employees’ learning and performance

This research is intended to develop a native model for appraising the performance of a knowledge employees of a knowledge based defense organization in Tehran. This is an applied research which follows a descriptive analytic correlational method. The research population include 1100 employees of the organization from whom 212 employees are selected as sample group through stratified random sampling. A researcher-made questionnaire with a reliability of 0/895 Cronbach’s Alfa was used to collect data. The face validity and content validity of the questionnaire was confirmed. Factor analysis was employed to analyse the data. The research resulted in a model with four groups of activities and 25 indicators for their assessment. The indicators relating to research activities were the highest. Scientific، educational، and administrative activities occupied the next grades respectively.

Human resources are the most important capital of organizations. Hence، it is necessary to have a certain mechanism for assessing and recording human resource capital. This research is intended to find out the problems of applying human resource accounting in the Supreme Audit Court. This is an applied research which follows a descriptive exploratory goal. The research population includes all of the managers، auditors، chief auditors، and master chief auditors of the Supreme Audit Court. 67 people were selected as the research sample group by random sampling method. A researcher-made questionnaire with a reliability of 82 percent was employed to collect data. The data was analysed by descriptive and inferential statistics. The results indicated that unawareness of the managers، lack of standards focusing on the use of human resource accounting system، unawareness of the auditors، deficiency of education at management and accounting، and problems relating to implementation are effective hindrances in the way of using employing human resource accounting in the Supreme Audit Court.

The flexibility of human resource along with development of employees’ competence and providing them with more facilities، simplifying human resource management processes، and providing the situation for the employees to adapt with various changing requirements، will protect human resources from job burnout. The main purpose of this study is to consider how it possible to prevent job burnout of human resources with regard to personal traits and managerial human resource innovations. Questionnaires were employed to collect data. The research population included all the employees at the headquarter of the ministry of road and urban development. This correlational research followed a descriptive method based on structural equation model، (SEM). The results indicated that there are significant relationship between performance flexibility and self-esteem، and between skill flexibility and internal control. There is also a significant relationship between performance flexibility and behavioural flexibility، and the central internal control. Finally there is a negative relationship between personality internal control and self-esteem، and job burnout.

The devilment of organizational learning requires proper situation and provisions. The role of human resources in developing learning organizations are quite vital. Understanding the role of leadership and facilitating leadership of learning organizations can provide a ready situation for developing leaning organizations. Therefore، this research is intended to study the role of leadership in the development of learning organizations. The relationship between five dimensions of transformational leadership، including personal understanding، mental motivation، supportive leadership، inspiring communication، and explanation of the vision) were compared with six dimensions of leering at three individual، group، and organizational levels. The research population included the managers of petrochemical companies، consulting engineers، and petrochemical construction engineering companies (950 people) among whom 295 people were selected as sample group. The results indicated transformational leadership with all of its components are significantly effective in the development of learning organization. Transformational leadership can provide a proper social situation for learning organizations.

It is obvious in the era of information and technology، more than ever، that the development and progress of organizational competition، and each society and nation as well، is due to correct employment of thought capital. Because of the limitation of physical resources، this kind of capital can present value increasing approaches and processes for the excellence of the organization. Along with proper attraction strategies، it can increase the effectiveness and competency of the organizations and add to its competitive advantage. This is an applied research which follows survey method. The research population includes the employees of Iran/Yazd steel alloy. Questionnaires are used to collect data، and SPSS and AMOS6 software are used for data analysis. The results of regression and path analysis indicated that there is no direct relationship thought capital and development of competitive performance. This relationship is moderated by human resource attraction strategies. The results also indicated that thought capital is effective in human resource attraction strategy

Human resource management encompasses activities such as attraction، maintenance، and improvement of work force to achieve individual and organizational goals. Human resource information systems are combinations of human resource management and databanks. This is a technology for attraction، maintenance، editing، investigation، reviving and distribution of human resources. Human resource information systems are part of main information system of the organization which covers other parts such as accounting، production and marketing. In this research، the effect of performance، communicative، and transformational dimensions of human resource information system (HRIS) are identified and their implementations are assessed. The research literature as well as the opinions of the experts are analysed to identify the dimensions of the issue. For the assessment of their implementation، the opinions of the public administrators are used. The results show that emphasizing on the performance advantage of applying human resource information systems can be misleading، because their main advantage of their implementation is due to their communicative and transformational dimensions

This research is mainly intended to design and prioritize human resource strategies of Tehran Gas Company. The main internal and external factors were firs identified by research design techniques. Using the matrix of strength، weakness، opportunities and threats، the primary organizational strategies were designed. Network analysis was employed for quantitative analysis of SWOT and possible dependence of the factors. Possible dependence of SWOT factors affect the weight of peripheral factors and the priority of alternative strategies. The research resulted in designing and prioritizing human resource strategies by combining SWOT، ANP and AHP techniques. The results indicated that employing reasonable، scientific and modern methods in human resource employment strategies is more important than other strategies.

This research paper is intended to the formal and content analysis of the articles of human resource journal. This is qualitative research applying content analysis. It follows a descriptive-analytic method for explaining the content of the articles in the target population. The research population includes 1408 delivered and 102 printed articles in the 14 issueeywords: s of the journal until 1392. The results show that most articles (68/62 percent) have applied quantitative methods through survey studies using questionnaires. Organisations or companies have been the subject of 54/9 percent (56 cases) articles which indicate the highest research level. Most researchers have selected the employees as subjects (28/43 percent). Questionnaires have been used to collect data in most of the researches (65/68 percent). More than 60 percent of the articles are irrelevant to the main objectives of the journal. In some important especial issues no article was found. The research findings indicate that the general diplomacy of the journal has to be changed and it is necessary to consider religious teachings، thought of Imam Khomeini and the supreme leader، futurology، and Jihadi management