فصلنامه آموزش و توسعه منابع انسانی
پیاپی 2 (پاییز 1393)

The purpose of this study is to investigate the transfer of learning in the in-service training courses of Education Department. Thus, the study went on to identify those training courses which failed, how this failure took place and what repercussions occurred and then to design the process of the justification model. Participants of this study consisted of those teachers who had participated in development courses. These participants were 23 teachers from Khorasan Razavi Province, selected purposefully on the basis of data saturation. This study was conducted within qualitative approach using grounded theory method. In order to gather the sine quo non data, semistructured interviews were used. Afterwards, the interviews were recorded and transcribed. To analyze the gathered narrative data, Strauss and Corbin's method came to help. Consequently, two core phenomena, namely Learning and Learning Transfer emerged which emanated from contextual conditions such as learners, trainers, content, facilities and equipment, time and space, evaluation and feedback. These two phenomena culminated in outcomes which can be categorized as "consequences for Teachers" (such as negative attitude towards training, wastage of time, lack of quality teaching) and "Consequences for Students" (such as disorder and congestion, facing the same old stereotypical methods, lack of updated knowledge, apathy and monotony). At the end, to validate the emerged paradigm, the following criteria were applied: appropriateness (member check), comprehensiveness (member check), understanding (external audit and member check), and clarity (process description).

Modern methods of education such as distance education are considered nowadays due to numerous and varied educational needs of organizations on the one hand and the high costs and spending lots of time for education on the other hand. In the meantime it has been accelerated by rapid progresses in technology. This research attempts to study the implementation feasibility of education through mobile as one of subsets of distance education in Tehran municipality. Statistical population of the research was consisted of financial and administrative staff in Tehran municipality. 330 persons were selected among the statistical population as the sample size randomly. The tool for data collection was questionnaire which its validity and reliability has confirmed by standard methods. The single-sample T-test and Friedman test were used for analyzing the data. The results show that Tehran municipality has essential preparation for education implementation through mobile respectively from learner, social and instrumental aspects.

The current research was performed in Mobarake Steel Co. in order to determine the required competencies in human resources entitled “competencies of human resource managers in companies based on Ulrich competency model”. The statistical society of the study comprises of 16 human resource managers among 32 and also 90 operational managers among 120 that were randomly selected using the Morgan table. Then two kinds of questionnaires were designed in order to compare the viewpoints of human resource managers about their own performance and also operational managers’ viewpoints about human resource managers’ performance using Ulrich competencies model. The data were analyzed through SPSS software, ANOVA, normality test, one sample T test, two independent sample T test, simple regression, multivariate regression and Pearson correlation. Finally the following results were estimated: Credible Activist 3.12, Culture & Change Steward 2.98, Talent manager/organization designer 3.04, Strategy architect 2.89, Operational executor 2.98, Business ally 2.96, and the mean was 3.00.

The present study dealt with studying the factors which are affecting on continuing education of employees in Ansar bank. The study employed a mixed method research in which qualitative and quantitative data were collected using interviews and questionnaires. The reliability of questionnaires was calculated 0.817% through Cronbach’s alpha test. The statistical society contains two groups of people; Managers and Employees. In this study, 13 managers of Ansar bank were selected for interview, using purposive sampling technique, and questionnaires were distributed among 380 employees of Ansar Bank using stratified random sampling. In order to analyze qualitative data, it was coded based on frequency, and for quantitative part the data gathered was analyzed by taking advantage of single-group t statistical methods. The results showed that there is sufficient motivation for continuing education among employees of Ansar bank but arrangement and facilities are not available for all of them.

The purpose of the current study is to provide a framework for standardizing human resource development in educational systems. The descriptive survey method was conducted. The population consists of all professors and teachers in the field of educational sciences in Islamic Azad University in region 12 of Iran who were 255 persons. The sample is also equal to population that were selected using census sampling and also the census methods used. Data was collected via a researcher made questionnaire. The results show that, the framework for standardizing human resource development have four dimensions and twentythree components, which are as follows: component of commitment including explicit commitment to the development of people in all levels, all staff awareness of the vision and main objectives, comprehensive business plan, designing the training and development needs of staff, all staff awareness of their role in the organizational success, relationship within managers and employee representatives. Dimensions of planning includes as follows: developing the necessary resources for training and development, assessing the training needs and development according to the goals, designing the process of development and training need analysis, determining the responsibilities of individuals throughout the organization, competency of managers for staff development, appropriateness of goals and development standards and also joining learning goals with international standards. Dimensions of action Includes as follows: introducing new staff and identifying their training and development needs, developing of employee skills according to the goals, informing staff from development opportunities, encouraging staff to determine the training needs and the way of providing them, effective proceeding for goal achievement of education, and the development and effective proceeding for achieving training and development goals. Dimensions of evaluation includes: evaluating the role of staff development for achieving goals, evaluating the results of training and development for the individual, group, organizational levels and senior management knowledge from the costs and benefits of individuals development.

The purpose of this study is to present strategies for training and development of social entrepreneurs in Iran. A mixed method study was conducted in two phases: qualitative and quantitative. In the qualitative phase twelve social entrepreneurs were interviewed in-depth. The interviews were conducted based on the theatrical saturation and purposeful sampling. Then “Grounded Theory” and “Narrative Method” used for analysis. Five general categories of factors were identified as a result of qualitative phase in order to expand training and development of social entrepreneurs: public awareness and culture building, comparing study and benchmarking, more effective strategies of political and social institutions, developing entrepreneurs’ activities with training of social entrepreneurs, and initializing entrepreneurship in educational systems. In quantitative phase, 5 hypotheses were formulated based on obtained qualitative results in order to verify and generalize them. The sample size for quantitative phase of this study contains 58 CEOs or founders of NGOs using convenience sampling method. Then the data were analyzed using one sample t-test and Friedman. All components were verified except two sub-components.

Enabled human resource is one of the most important and sustainable enablers for organizations. In all total models for organizational excellence, it has given a high share to increase knowledge, training and personnel development as an important and effective enabler of the personnel and organization performance. In order to increase knowledge and development on human resources, most of the leading organizations have invested broadly due to the importance, contribution and the role of the human resources knowledge, attitude and ability in the performance of personnel and organization. Environmental developments and challenges show that success in competition field specially, world competition, largely take effect from knowledgeable, skilled and enabled human resources. The organizational human resources development is mutual commitment among personnel and organizations. Based on the mutual commitment, personnel with doing assigned duties obtain certain rights such as continuous development opportunity. Despite the importance and value of human resources development in the success of institutes and communities, some organizations and institutes specially, in recession conditions shirk from long term employment of personnel and their development. In this situation, human resources in national and international scales are deprived to show their abilities and talents. In the current paper, using descriptive - analytical and quality survey, nature of the Iranian institutes’ attention to human resources training and development issue was studied and explained from the perspective of social responsibility. Based on the research, human resources development in institutes and national levels need to be a valuable and fundamental responsibility for the modern accountable organizations in industry, organizations, government, and human capital of national and international society.