نشریه پژوهش های مدیریت منابع انسانی
سال ششم شماره 3 (پیاپی 17، پاییز 1393)

This research is devoted to the issue of employees selection based on the Islamic Iranian framework for progress. Its effective factors are first recognized and then its aspects are identified to develop a model for identifying the aspects and mechanism of their effectiveness، while their outcomes of are evaluated. Research population included the employees and managers of five universities including; Imam Hussein Comprehensive University، Martyr Beheshty University، Tarbiat Modarres University، the University of Tehran، and Tarbiat Moallem University. The model derived from the literature was assessed through structured equation using LISREL software. The outcomes confirmed the model indicating that consideration of two elements of faith and work capabilities and ethics are significant in the determination of competence of the employees. In addition، competences of the employees in performing their jobs، as a mediating factor، came about to have a significant relation with the two dependent variables in the model، job acceptance and self-control. The results indicated that two variables of acceptance and self-controlling، the most idealistic desires of human resources in the society، are affected by ethical، political، faith، and family competences.

This research aimed at designing and implementing mangers’ promotional evaluation center in Isfahan Gas Company. In the first phase، the managerial competence model of the company was deigned. Nine aspects، including problem solving، programming، interpersonal awareness، flexibility، result-oriented management، instruction، oral communication، written communication، and listening communication were selected for designing the model. In the second phase، six simulated exercises including case study، oral presentation، group discussion، fact finding، cartulary، and interaction، were selected for the assessment of the aspects. In the third phase، nine assessors (all Masters’ degree at industrial psychology) were selected by purposive sampling. In the fourth phase، having administered the center، the score of each aspect in the simulated practice، the score of each aspect، and the general score were calculated.

This research is intended to assess the efficiency of the employees، and to present solutions for its promotion. Reviewing the conceptual field of the issue، two psychological and managerial approaches were referred to for its explanation. 600 employees of different department in the Iranian police were selected through multistage cluster sampling، with error coefficient of 0/038 and trust coefficient of 95 percent، to gather data. The indicators were validated through content validity and face validity. The reliability of the indicators was approved by Cronbach’s alpha with a scope of zero to one. The results indicated that the variables of job motivation، job satisfaction، understanding organizational justice، management style، significantly affected the dependent variables in the regression analysis، and determined 34 percent of the variance and the changes in efficiency. With a Beta of 0/22، job satisfaction was more effective than other variables.

The characteristics of modern economic paradigm has changed competitive advantages from tangible assets to intangible ones. Hence، human resource، as the most important intangible asset، plays more significant roles in organizations. Human resource and its effective coordination with organization’s general strategy is now considered by all. The evaluation and engineering of human resource must be changed to entangle the requirements of modern economic paradigm. The dynamic strategic map of human resource can be regarded as a device to redefine the role of human resource as a strategic shareholder. This method is developed according to the balanced score cards and dynamics system to change the understanding of the managers as well as business holders of the importance of human resource. Having a general look at the background of changes in management، this research presented a modern conceptual model using a balanced assessment and systems’ dynamics along with the mechanism for its implementation.

This research is intended to identify the effect of six aspects of human resource management model on mental، skill-based and behavioral characteristics of the managers at Shahsavand Company in Isfahan and Mashhad. The theoretical framework of this research is derived from local model. A sample group of 73 subjects is selected to study 270 employees and managers. The main question of the research is whether six aspects of human resource architecture model affect mental، skill-based، and behavioral characteristics of employees and managers. This applied research follows a descriptive-survey (field study) method. The model is tested by LISREL and SPSS software. The results indicate that there are direct positive relationship between six aspects of the model and the mental، skill-based، and behavioral characteristics of the employees and managers of the company.

Fulfillment of organizational objectives requires the identification of the present situation (status quo). It is due to the identification of the weaknesses and strengths of the present situation that one can program effectively to achieve goals. This applied research is aimed at presenting the main processes of human capital and the required mechanism to achieve it by conducting a gap analysis investigation. Using the techniques of gap analysis، such as Servequal، BPI، and BPR، as well as strategic planning models، and surveying the experts community، surveying responsible officials، the present situation was identified and its distance from the desirable situation was analyzed. The critical points were identified according to the data and the following solutions were presented: meritocracy، empowering courses، designing a comprehensive wage system، designing human resource local excellence model، and revising and modifying human resource supply system for accelerating progression.

This research is devoted to the present and desired situations of succession planning management in the petroleum industry based on Kim model in four phases. From 174 employees and managers at the headquarters of the company، 62 were selected by stratified random sampling. A researcher made-questionnaire was distributed among them. The gap between the present and desired situation was identified by comparing the means. The results indicated that the present situation of succession planning is not desirable in the company requiring more attention. The desirable situation contained important components which seemed necessary. The possible different situations، in the form of emerged situations، priorities، capacities، and realized ones، that the company may confront in future were studied according to Brnaty Clark model، and strategies were presented for each of them.

Human resource is regarded as the most important competitive factor of today organizations. Therefore، the valuable role of people in organizations and their desirable management are emphasized. Talent management is a change in paradigm through which traditional human resource management changes into a modern one wherein talented people in the organization are considered greatly. A very essential step in talent management is to identify the talented and key employees of the organization. This research has applied compound method on the basis of background analysis using interviews and questionnaires. Sampling was conducted by theoretical sampling method using snowball technique according to which 15 interviews were implemented with university experts and managers. The results proposed that there were 49 indicators for key employees from which learning power ranked as the first

This study is intended to investigate the attitude of the employees to some compensation strategies. Having reviewed library resources، the literature related to the subject and the compensation strategies were extracted. Reviewing the status quo of the research location، i. e. the bank، and implementing some interviews، eight compensation strategies appropriate to bank situations were presented. Then، pay satisfaction questionnaire was distributed among a sample of 152 subjects selected from ten thousand Iranian bank employees to find their attitudes towards any of these strategies. Statistical tests including the mean and comparison of the means of two communities، resulted in a strategic framework to recompense employees’ services in banks to gain their satisfaction. The results also indicated that the employees were more satisfied with dynamic pay than fix pay، individual based pay than group based pay، and secret pay rather than patent pay.

This research is intended to assess the relationship between managers’ emotional-social competence and employees’ satisfaction of work life quality. The research follows a descriptive method using cooperation technique. Research population includes all staff members of four sections of the educational office in Shiraz. 201 subjects are selected as sample group through stratified random sampling. Statistical instrument used in the research included Boyatzis ESCI، and work satisfaction quality scale of February (2004). The results indicated that 1. The present situation of emotional-social competence and the quality of work life are lower than desirable situation. 2. According to the employees، the managers were the highest at group work and the lowest regarding influence and effectiveness. 3. The employees were most satisfied with social elements of work environment، and least satisfied with organizational atmosphere. 4. Emotional-social competence of the mangers could predict positively and significantly the satisfaction from the quality of work life.