JOURNAL OF HUMAN RESOURCE MANAGEMENT RESEARCH
Year:2019 | Volume:11 | Issue:1 (35)|Papers Count:9

This research seeks to explain and design the human capital education and development model in the Islamic Republic of Iran Broadcasting News Agency. This research is an applied objective which is carried out with a qualitative approach (classical ground) and content analysis method. Regarding the quality of the data, in order to analyze the data, an interpretive-analytical method has been used that replaces the inferential and descriptive statistical methods in the quantitative approach. Sampling method was purposeful and snowball. In this research, prototypes were first selected and in-depth interviews were conducted. The number of participants in the interview was about 13 media directors and university professors, following several interviews, the initial model of coding and analysis was obtained. Following the coding of all interviews, the main categories and related categories have been identified and step by step, the final model has been completed. The results of codings and analyzes with a qualitative approach in the whole theory have led to model design. Finally, the conceptual model and components of the model are presented with related components and indicators.

Organizational Intelligence, is a multi-dimensional concept that from the epistemological point of view can be studied from cognitive, behavioral, emotional/social approach. Because of the concentration of most of the researches in the intelligence field on cognitive dimension (on the individual and organizational level), the lack of researches on behavioral and emotional/social dimensions of intelligence is clearly seen. The main goal of this research is determining the components of organizational intelligence in behavioral, emotional/social dimensions and then ranking them. In order to achieve this, in the first step, based on semi-structured interviews with ten experts and using thematic analysis, the conceptual model with fourteen components in two aforementioned dimensions were determined. In the next step, the ranking of the determined components, based on the opinions of fifteen experts and the results from interpretative structural modeling questionnaires, were done on nine levels. In order to increase the organizational intelligence in banks, based on the opinions of statistical population, the components of emotional dimension were generally considered more important and were ranked higher than the components of behavioral dimension.

The purpose of this study was to investigate the barriers affecting the Implementing of the succession system in the central offices of the National Bank of Iran. This study was conducted using descriptive-survey method and is of applied type. The statistical population of this study was directors, experts and officials of the central departments of the National Bank of Iran in 1396. The sample size was 191 persons by using simple random sampling method and Krugsi Morgan's method. The data gathering method was library and field survey. The data were gathered through a researcher-made questionnaire. Data analysis was carried out using SPSS software in two descriptive and inferential sections (T-test and ahp). The results of this study indicated that structural barriers, behavioral barriers, organizational barriers, and management barriers in the establishment of the succession system in the National Bank of Iran offices have a positive and significant effect, while structural barriers are of high priority.

Policy-making is the adoption of large-scale decisions that will be the framework for other decisions, have long-term implications for the organization. Policy-making, if not done with insight, results in a long-term negative impact on the organization and prevents the mission and mission of the organization. In the present study, we sought to provide a model for policy making in the field of human capital. In this regard, we first investigated the literature on policy making, human capital policy and human capital policy in military-security organizations to further identify the subject and achieve the appropriate protocol for referring to experts and interviewing them. In the next step, using the qualitative research method and the research strategy of the grounded theory of unstructured theory, 12 qualified experts were interviewed and each one was interviewed qualitatively and coded. Finally, by summarizing coding, a narrated theorem is a systematic look that includes five main dimensions of input, process, output, results, and evaluation.

Organizational wisdom not only captures the ability to effectively select and apply appropriate knowledge in a particular context, but also captures the ability to integrate and link this knowledge with acceptable organizational tools. The purpose of this study was to design and explain the model of organizational micro-measurement and identify the important components of organizational micro-measure in educational organizations in Yemen. This research is a descriptive survey in a cross-sectional manner and has a type of applied and qualitative purpose. In this research, by first examining the literature on organizational wisdom, the components and indicators of organizational micro-measurements were identified and in the next step, using the new analytic methodology called Interpretative Structural Modeling (ISM), the relationships between dimensions and indicators of organizational micro-measurements Determination of the integrated case has been analyzed and the final model is designed. The results of the research show that the structural model showed that the organizational intelligence model includes eleven elements including strategy thinking, ethical virtue, decision making and control, learning, leadership, relationships and cooperation, strategy and goals, human resource management, organizational structure, pragmatism, Innovation is the degree of dependency, which these components interact with each other.

The purpose of this study is design a multilevel model of human resource thriving that identifying the factor affecting of thriving in the individual, group and organizational level. Research base on purpose is applied and developmental research. The research method used is a qualitative research method. In this study, thematic analysis was conducted to develop the factor affecting of thriving in the individual, group and organizational level. The participants of the qualitative phase were faculty member of Isfahan University, Isfahan University of Technology and Isfahan University of Medical Sciences. Twenty two person was selected based on purposive method. The data was collected through semi-structural interviews and were analyzed using thematic analysis. Results revealed that task resources and develop resources had significant effect on individual thriving and the personal resource had a mediating effect on this relation. Social resources and team resources with the mediating effect of agentic work behaviors had a significant effect on individual, group and organizational thriving. Additionally, cultural resources with mediating effect of organizational resources had a significant effect on organizational thriving. Job demands had a negative significant effect on individual and Group thriving.

Recently, the issue of risk management has been raised and expanding as a new approach in the field of management science, including strategic management. HRM is also considered as a reliable sponsor for the continuous growth of companies. The main question is that the process of "designing human resource strategies with a focus on human resources risks", and the priority of its stages? Therefore, this paper seeks to understand the model in which HR risk management is used to develop HRM strategies. In order to extract the components of the model, the Thematic Analysis was used and the ISM method was used for leveling and clarifying the Transposition of these components. As Sufficient By studying the previous models and studies, the data were collected and then, by coding the texts, extracting the contents, finding the components of the model and the initial conceptual model was drawn up. In the following the elements were validated and ranked by using the ISM and utilizing expert opinions. The findings, while validating all of the 12 components of the model in 8 levels. Finally, the final model was drawn by analyzing and summarizing the relationship between the elements of the model and their precedence.