JOURNAL OF STRATEGIC MANAGEMENT STUDIES
Year:2010 | Volume:1 | Issue:2|Papers Count:6

Human resources are competitive advantage and most important capital of each organization and undoubtedly human resource development is one of the key processes of human resource management. This research has been done in a research and development center of industrial product which human resource and employee knowledge development play an important role in success of its strategy and mission. Main purpose of this paper is formulating human resource development strategy with employee knowledge development approach. At first, current condition of effective domains in human resource development have been surveyed and analyzed and then gap of employee knowledge have been identified and main causes of existence of gap than has considered in suitable strategy selection have been explored. Finally, according to fundamental organization strategy and human resource strategy, human resource development strategies have been formulated. This research is an applied and developmental one and in data compilation wise could be categorized as descriptive-survey.

The purpose of present research is to identify the barriers of strategic decisions implementation in the Health Service Sector of Iran. In terms of objective, the current research is an applied one and in terms of data collection; actually, it is a descriptive survey. So, reviewing the literature and Using experts' opinion, with the use of Delphi technique, 16 indicators were identified for being the effective factors on the failure of the strategic decisions implementation. Then using statistical analysis and sign test, the main barriers which are fourteen items were distracted from the initial sixteen factors. Using Friedman statistical test, the fourteen barriers were ranked. With controlling the mentioned variables, it is possible to decrease the probability of the failure of strategic decisions implementation.

This research aims to investigate the influential factors on talent management. In order to so, a questionnaire was designed for investigating the role influential factors on talent management. Later, validity and reliability of the questionnaire was measured through exploratory and confirmatory factor analysis in a sample of 174 top managers of governmental organizations. The contribution of this research is the consideration of the role influential factors on talent management in organizations, to which little has been paid in previous similar research. The research method was survey-correlation and specifically factor analysis. In fact, the researcher has considered the role influential factors on talent management. Due to little attention that has been paid to talent management in public organization in previous research, the researcher in this research has investigated talent management with a specific approach in public organizations. The findings indicate the inevitable role of human resources management and governmental rules and regulations on talent management in public organizations.

The aim of this article is to identify whether, in these industries human resources have changed in to SHRM or not? The present study is carried out through studying research literature and identification of aspects of SHRM, a conceptual framework has been formulated and research Hypotheses is designed based on this framework. Statistical society includes 45 large industrial organizations of three mentioned industries. Totally 1280 persons filled the questionnaires. They included top managers, members of strategic committee, members of Managers board, Section managers, line managers & personnel specialists. By using sample randomizing of each class, some samples were selected randomly. Minimal sampling was 712 and Returned questionnaires were 619 (returnee rate %87). The methodology was Descriptive-Survey of field study. Research Instrument was questionnaire made by researcher which includes 56 questions. The results of data analysis showed that in Pioneering Industries in Iran SHRM is not in a good condition. This needs infrastructure and paying attention to cultural, social and scientific components for evolving from traditional personnel management and HRM to SHRM.

One of the important challenges that in today's business environment managers are faced with is managing supply chain in an efficient and effective way. Supply chain management is a multidisciplinary subject, but despite of attentions that some disciplines pay to SCM, strategic management didn’t pay enough attention to this subject. But strategic management can play an important role to help supply chain in achieving strategic goals. In this research, after complete study of literature, new model for formation supply chain strategy is recommended, and this model is applied in real case. After recommending this model and clarifying supply chain strategy of case study organization, manufacturing system that is compatible with this strategy is selected by AHP approach.Information for decision making gathered from experts and owners of case study organization.

The competitive scene that organizations have faced in recent years is indicated by a high level of dynamism. To survive under those new and changeable circumstances, the continual renewal of competitive advantage through the development of organizational and individual capacities is essential. In this relevant, some of thinker and experts claim that knowledge is the main source of sustainable competitive advantage. In order, to achieve this advantage, knowledge creating can be defined as a new opportunity for organizations. Various studies shows that organizing based on work teams is a new tendency toward favor knowledge creating, however, this is point of important that it is not enough to organize the firm around work teams, but only this teams must have special characteristics to achieve that goal. In this article we looking for identification of effective strategies in create teams favoring knowledge creating.