JOURNAL OF HUMAN RESOURCE MANAGEMENT RESEARCH
Year:2010 | Volume:2 | Issue:1 (5)|Papers Count:10

Not only does human resource management increase the capabilities of the employees, but also paves the way for motivating the employees to act more creatively and produce more knowledge and have integrative cooperation which may result in reduction of the expenses. This research is intended to review the components of optimizing human resource and presenting an appropriate model for successful carrying out of optimization methods. These are considered seriously in training and apprenticing, application of the knowledge derived from technology, employees performance evaluation and its results, and reward mechanism. This is an applied research following analytic-descriptive method.Questionnaires and personal interviews, review of documents are used as research instruments. Also, the idea of experts in the field of human resource management in power industry and descriptive and inferential statistics such as two-sentence and Friedman tests, were used as research instruments. The results indicated that a considerable attempt is being done in power industry for optimizing human resource. There have been training and apprenticing courses in the industry for designing appropriate models. The number of the courses hold, as well as the effectiveness of them, indicate that they have been quite active with regard to need analysis, method analysis and carrying out programs. Yet, evaluation system was found to be less effective, which needs to be designedagain to fit power industry. A mechanism is presented to solve the problem.Therefore, considering new model presented in this research, gaining competitive advantage, promoting the quality and capabilities of human resource, productivity and entrepreneurship, necessity of optimizing human resource and its components are the most important indicators for the human resource management in power industry.

This research is mainly intended to clarify the situation of human resource management in the leading industries in Iran. Hence, it has tried to identify and explain different stages of changing from traditional human resource management to strategic human resource management. The purpose of this study is descriptive, with a survey method. Researcher-made questionnaires were used to review the answers of the subjects, which included 1280 top managers, members of strategic committee, and members of the board of directors, department managers, line managers, and staff experts working in 45 industrial organizations in three general fields.712 questionnaires were distributed among the samples having been selected according to stratified random sampling.619 (%87) of the questionnaires were returned with responses. SPSS and LISREL software were employed for data analysis. The results indicated that still traditional human resource management methods are being used in these industries. It seems that because of having centralized structure and not having strategic integrity, transforming management in these organizations will face great challenges.

Communication plays an important role in the development of organizations.This has been investigated in a military organization. First, the conceptual model of the research was designed according to the theoretical studies. The model was then validated through a field study among academic scholars. The state of the organizational communication in this military organization was then investigated through a survey and correlation research. Likert scale was employed to analyze the data collected through searcher-made questionnaire.Then the data was analyzed by SPSS and LISREL in a descriptive and inferential statistics. The descriptive statistics, t test and structural equations were used to analyze the data related to organizational communication and the effectiveness of factors, components and human and organizational indicators affecting organizational communication. The results indicated that the content of the communication plays the highest and most important role in organizational communication. Communicational styles, communication channels, and communication routes take the next positions, respectively. Furthermore, it indicated that human factor and its components (personal traits, social traits of individuals, and communication skills) compared to organizational factor and its components (organizational structure an organizational culture) plays is more helpful in the effectiveness of organizational communication.

Human resource is the only investment that can improve itself, and at the same time, change or stabilize other production investments, provide a basis for initiation, and result in an economical growth.This research is intended to identify and classify the factors and indicators which affect the assessment of human capital. Important factors and indicators related to assessment of human capital, the effect of each one on the assessment of human capital, and classification of the factors and indicators are all presented in this paper. Identifying the factors and indicators drawn from research literature, the factors affecting human capital were determined by factor analysis. Then, considering the identified factors as well as the twenty indicators, structural equation method was applied to measure the amount of effects of them on assessment of human capital. The findings indicated that the importance and effectiveness of the indicators could be classifies in the following order: the leadership capability and knowledge of the managers, competency of the employees, the employee' s capabilities, and professional knowledge of the employees.

The hard competitive condition and the dominance of knowledge forces on the field of business have created great challenges for today's leaders. In such a situation, making use of transformational leadership method for improving the utilization of human capacities and promoting the degree of organizational commitment have been considered seriously by advanced organizations. Moreover, organizational culture is another effective lever by the use of which organizational leaders can make changes in the capabilities of the employees. Therefore, this research is intended to evaluate the intermediary role of organizational culture in the relationship between transformational leadership and organizational commitment in Tehran Power Company to get to an effective mechanism for promoting organizational commitment. Having analyzed the data, the researchers found out that transformational leadership can affect organizational commitment by increasing competitive and hierarchical culture.

Performance evaluation system and providing feedback for the employees are techniques which most organizations use for the development and improvement of their organizational performance. Feedback system, its development and its application have been considered seriously by organizations in recent decades.From the time when feedback system has been presented, it has faced great changes both in its quality and its dimensions, resulting in its richness and effectiveness. This research is intended to, first, explain traditional feedback system, and then, to review the changes it has faced in different stages, as 180, 360, 540, and 720 degrees feedback, and explain their usage.Finally, all these methods will be compared with one another, and the best one will be selected as a modern feedback system for private and public organizations.

This research is intended to design a model for performance evaluation indicators in the process of strategic planning at Shahid Beheshti University. This model is based on collective purposes and related indicators in Quality Process Result (QPR) software and fulfillment of the Dashboard Management system according to Balanced Scorecard (BSC). Having identified the components of strategic planning for a university, the researchers determined the key indicators derived from them and four aspects of Balanced Scorecard, as well as a new component called ' government aspect'. The results were then analyzed. In order to parallelize the performance evaluation indicators, the indicators and the strategic components acquired in the process of planning, were exposed to QPR in order to be controlled. The results signified a perfect and effective role, determination of the key processes, parallelizing the processes with strategies, and monitoring the indicators according to performance evaluation indicators, and carrying out the process in Dashboard Management based on strategic planning of the university.