Development of Logistics and Human Resource Management
Year:2012 | Volume:6 | Issue:22|Papers Count:7

Nowadays most organizations seek to promote their employees' efficiency and achieve the best pattern to set their high organizational goals. In this paper it has been tried to recognize FATEB human resources pathology indicators and standards, categorizing them in three groups of structural, behavioral, and domain losses in order to analyzing their impacts on organization's performance.The descriptive was applied to identify elements influencing human resources pathology. Statistical population was all employees of FATEB that 150 person were randomly selected to perform prepared test. The results reveal that the vulnerability includes structural elements (interview & employment, assignment, promotion, performance assessment) and behavioral elements (motivation, job satisfaction, organizational culture and job security) and lowest losses are pertaining to domain category.

The scientists' commitment to share their knowledge and their willing to gain new knowledge are the key factors of scientific systems and organizations' success. Therefore attracting employees' commitment in developing scientific processes became one of the manager's concerns. Applying a proper incentive system is an effective method that increases the possibility of scientists and researchers' commitment attraction. Considering the importance of motivating programs in development of scientific processes, this paper tries to present a theoretical model to apply inspiring programs in knowledge oriented organizations through reasoning & interpreting method while analyzing recorded researches about motivation and the application of motivating programs in succeeding knowledge processes.

Goals: Examining effects of specialized courses of disciplinary rank in associate's course of studies approved by Police University on graduates' performance in 2011. The subjects of specialized courses, knowledge, technical skills, updated contents, and the applicability of lessons, instructors' specifications, and the quantity of lessons had been examined in 7 different hypotheses.Method: this is applying research had been performed through descriptivesurvey method. To examine the research's hypothesis, all 70 students of bachelor's course of studies in 2010-2011 of Police University had been chosen to fill the questionnaire prepared through Spearman Rank Correlation and the relation between each variable with students' performance had been evaluated.The Cronbach's alpha index of the questionnaire was 0.84.Results: the results reveal that the specialized courses of disciplinary rank in associate's course of studies approved by Police University have affected graduates' performance. All hypotheses had been confirmed and according to some results, the most impact relates to the applicability of lessens.

Iran's society had been changed in all aspects after Islamic revolution. As a result, social management includes management of society's organization needed principles and methods on the basis of Islamic Management. It is obvious that the Islamic management would affect not only the organization's dimensions, its management method and goal selection but also the managers' specifications.Nowadays, after thirty year of Islamic revolution, the lack of Islamic managers is being felt in our organization. But what is the correct method to apply Islamic management? Are performed researches enough? Was Islamic management successful in competing other management theories? To answer these questions, scientific researches shall be performed. In this paper, it has been tried to refer to the role of education as a missed principle of Islamic management. Education is one of the main measures that can develop knowledge in all fields and would prepare the society to face different issues. The history of developed countries reveals that education has positive impact on solving different social crisis. The development of education and familiarizing new generation with concepts of Islamic law is one of the effective measures to enforce Islamic management.

the effective factors on preventive maintenance and preservation of the police vehicles (case study of Tehran Police) had been recognized & analyzed through present research. After assessing present maintenance conditions and recognizing its difference with preventive maintenance and preservation, the results had been calculated and some recommendations presented to achieve the goal.The research had been performed through descriptive-survey method that was accomplished among managers and experts of vehicle maintenance administration and vehicle repairing of NAJA logistic deputy. The statistical population contains 50 people that as result of sample limitation the wholecounting method were employed. The theories had been selected through Library research and the information gathered by questionnaire. The data calculated through descriptive method and by employing Spss software.The results reveal that human resource, planning, management factors, budget & credits, equipments, and place are respectively affecting factors in police vehicle maintenance.

Theory & Object: motivating the personnel is one of the main management responsibilities while many researches emphasized on necessity of motivation.Unfortunately most of managers had not accurately understood this issue and cannot employ these findings in their organizations. The object of present research is analyzing intra organization factors' effects on Disciplinary Personnel of West Azerbaijan Province Motivation.Method: the present research had been performed through descriptive-survey method. The statistical population was all police officers of West Azerbaijan Province that 311 samples had been selected through stratified sampling. The data had been gathered by questionnaire. The frequency distribution tables had employed to describe population variables and the theories had been tested through T-student test.Findings: all of the research's theories that were effect of income on personnel's motivation, effects of service compensation system on working motivation, effect of practical education on personnel's motivation, effects of awareness about real results of services on personnel's motivation, and effects of intra organization factors on personnel's motivation had been confirmed. The results reveal that personnel's motivation shall be improved.Results: the affective factors on Disciplinary Personnel of West Azerbaijan Province Motivation are respectively as follows: salary, service compensation system, awareness about real results of services and practical education that according to the gathered data, amount of salary is the most affective factor on personnel's motivation. Considering performed research, the personnel's motivation was less that median and basic measures shall be performed to improve personnel's motivation.

Background & object: analyzing the appointment process of NAJA logistic middle managers.Materials & method: this is an operational research with descriptive-analytic method and the data had been gathered through questionnaire after testing them by Cronbach's alpha index. The statistics analyzer is one of the NAJA logistic managers or deputies of logistic departments of provinces and independent units which has 17 or 18 independent stations. The premier statistical population included 62 persons that the only 32 of them filled the questionnaire completely; as a result this number had been regarded as a sample. The hypothesis had been assessed through inferential statistics, Friedman Tests, and T-test.Results: the results reveal that the importance of applying scientific processes of identification, assessment, and selection in appointment of logistic middle managers is developing.Recommendations: organizations with professional employees need expert managers that had been appointed through scientific processes as one of the main goals of organization's strategies.Therefore, it is recommended to apply scientific processes of 1) Identification of managerial jobs on the basis of general competency, 2) Assessing the candidates on the basis of professional competency, and 3) selecting the most competent manager according to achieved grades to increase level of success and beneficial organizational behaviors.