JOURNAL OF TRAINING AND DEVELOPMENT OF HUMAN RESOURCES
Year:2016 | Volume:3 | Issue:10|Papers Count:7

The present study tried to evaluate the impact of organizational social capital on knowledge sharing in media organizations. In this regard, center of new media in IRIB as a major media organization in the country was studied. The descriptive survey was used as a research method. In this study, Nahapiet and Ghoshal (1998) social capital model was used to evaluate the social capital and Chang et al. (2013) Model for checking the status of organizational knowledge sharing. The data collection tool was the questionnaires of abovementioned models and the reliability of the questionnaires were satisfying. A sample for this research is 97 people of center of new media in IRIB. Data compiled was examined by the software of structural equation PLS. The results of the model were satisfying. The results of path analysis showed that organizational social capital on knowledge sharing has a significant and positive impact. It was also found among the three dimensions of social capital (Structural, relational and cognitive), the structure and relationship of social capital dimension have a significant effect on knowledge sharing.

Development of social capital as a macro-policy in higher education may result from high quality human resource training. Educational systems can provide quality training opportunities, laying the groundwork for people to get involved in social events. In this respect, various theoretical conceptions of training qualification should be, however, taken into consideration. In recent decades, the relevance and development of quality training or social capital development has been a theoretical conception influencing Human Resource training quality. Thus, the present paper explores this idea, using a descriptive, analytical, qualitative approach. Analysis of social capital and its relation to the quality of educational skills, which is required for human resources, can be regarded as a genuine policy in promoting higher education quality. Finally, it can be claimed that wise policies in higher education is a prerequisite for offsetting cultural and economic aspects.

The purpose of this research is to explore the positive and negative roles of mentoring on improving knowledge sharing. High turnover rate of talented and experienced employees in this industry are seen due to the fierce competition between active companies in the capital market industry. Thus, we suggest mentoring to keep and share knowledge in company before they intend to quit. The statistical society of the research is experienced employees and human resource specialists in Amin Tamin Sarmayeh, Lotos Parsian, and Melat bank who were aware of the subject. In addition, the sample was selected using snowball sampling. Qualitative research method is used and we used interview to data collecting. Theme analysis is used to data anlyzing. Generally, the purpose of this research is to answer to three questions: 1. what are the barriers of sharing knowledge? 2. What are the volunteer ways to perform mentoring in company? And 3. What strategies would you recommend to prevent the mentee to quit the organization? According to the results, from the perspective of Participators, knowledge sharing barriers were divided to three parts: individual, organizational, and cultural barriers. To perform mentoring, volunteer strategies in organization include three following parts: training, compensation, and appointed curator of the implementation of mentoring. To prevent the mentee to quit the organization, the strategies are divided in four parts as follows: hiring, job advantages after mentoring, branding, mentoring executive procedures.

To modernize any society, in particular in developing countries it is necessary to focus and to be concerned with educational institutions. The quality of these institutions and their anticipation to fulfill the present and future needs of the society throughout Education, Research and Proficiency Services are important. Faculty Development is an organized, goal-directed process to achieve progression and growth of skills that enable one to contribute in a meaningful way to the advancement of the field of interest, whether educational, operational, or scientific. This Research relied on mixed method Research and has been done based on Grounded Theory approach. research participants include 17 higher education Experts including full time faculty members and granted PhD students for qualitative part and 307 faculty members in Tehran universities for quantitative part. In this research type of data generated throughout semi structured interview and questionnaire. In validating the gathered data used two methods including member checking and external audit for Qualitative part and Alpha Cronbach for quantitative part. Data Analysis: The Gathered data were analyzed using the content analysis approach using by LISREL and SPSS software. The results Indicate that 13 General Categories Paradigm Model, Including Causal Conditions, Core phenomena (Participation in Decision Making), Contextual Conditions, the Intervening Conditions, Strategies for Faculty Development (Academic Freedom, Set up the Faculty Development Center) and Outcomes Obtained that Factors Affecting the Faculty Development Process.

The main objective of this paper is the presentation of superintendent competency model for Iran's General Inspection Office. Thus exploratory mixed method was used and the qualitative research methods is based on grounded theory approach. Data collection tool was Interview (structured and semi-structured) with 15 managers and superintendents that were selected using snowball sampling and the method for data analysis is content analysis. Competency codes and components (155 key concept, 33 sub-categories, 11 main categories) were extracted from interviews and a conceptual grounded model was developed. The central concept is "personal characteristics of the superintendents" in the four dimensions of characteristics: personality, moral, insight and analysis. The model was prepared and completed according to causal conditions (personal factors, organizational factors), contextual conditions (individual conditions, organizational conditions), intervening conditions (constraints, environmental conditions), strategies (superintendent's personal development, organizational development) and consequences (superintendent competency development at the individual level, improving the quality of the organization). With use of the Delphi research methodology, a questionnaire was designed and the model was modified and approved by experts. The test for research hypotheses were formulated and the tested questionnaire was designed and completed by 170 managers and superintendent and the collecting and analyzing of the data and testing of the hypotheses were done by using confirmatory factor analysis and path analysis using SPSS, and PLS. The results of the quantitative phase showed that the relations in the model were confirmed with a satisfactory impact coefficient except 4 out of 16 cases as follows: the impact of the organizational factors on the personal factors, impact of the personal factors on the organization development strategies, personal conditions on the personal development of the superintendents, and environmental conditions on the organizational development strategies. Therefore, the abovementioned factors were not significant and these routes were not consistent with the designed model in the quality department and was not verified as for the quantitative aspect.

With the emergence of the knowledge economy, human capabilities known as the Attitude change and variety of insight may enhance or reduce development of human resource in organization. Thus it needs rethinking how to provide human resource development. The aim of current paper is to reorganize effective mental factors and patterns or to explain the dominant mental paradigm for human resource development. The statistical society is experts of SID Organization in a province of Iran. According to the aim of study Q methodology was used and its performance of steps presented 7 effective factors. Based on the results of factor analysis, statistical or new roles for community research unit or experts are provided. Weaknesses that leads to a decrease in human resource development, has also been explained.

The present study aimed to evaluate the effect of education on human resources strategies with emphasis on the intermediary role of professional development and knowledge sharing by structural equations. To do this, 230 employees and managers of district 7 of Gas transmission operation in Iran were participated in the present study. They responded questionnaires of education, professional development, knowledge sharing and human resources strategies. For data analysis, structural equations model with LISREL software was applied. The results showed that learning-oriented training has positive and significant direct effect on knowledge sharing, professional development and human resources strategies. There is a positive and significant direct effect of knowledge sharing on professional development and human resources strategies. There is an indirect, positive and significant effect of learning-oriented training on human resources strategies via professional development and knowledge sharing. Findings emphasized the role of education, knowledge sharing and professional development on human resources strategies.