Today, thinkers and policymakers envision new roles for human resource management, one of the most important one is "competency-basing" in all functions of human resource management from planning and selection as input processes to the development and maintenance and output processes of human resources. The purpose of this article is to review the “, Competency-Based Human Resource Management”,book by David Dubios et al. The book is reviewed and criticized based on two methods of formalist critique that focuses on form-elements such as structure and writing-and research critique that gives originality to the content, and also based on the criteria of the Iranian Council for Reviewing Books and Text on Human Sciences. Findings showed that the main strengths of the book are having a theoretical and practical perspective, paying attention to the organizational context in the application of competencies and confronting and comparing traditional with competency-based human resource processes. This work also has points for improvement, the most important of which are the lack of up-to-date references despite the reprint of the book, issues unrelated to or less related to the main concept of the book, and the need to explain new methods of human resource management processes in the competency-based approach. In the end, based on the findings, suggestions were made in two headings of form and content.

Objective: People who have higher social health can more successfully deal with the challenges and ups and downs of playing key social roles and participate more in collective activities and prevent social deviations and anomalies. In this regard, foresight and the development of a forward-looking strategy model by the media can play an important role in promoting the social health of their audience (individuals).Method: This research has been done qualitatively and quantitatively. In the qualitative phase, content analysis and Q methods were used, and in the quantitative phase, factor analysis was used to analyze the Q method data.Results: The content analysis of the media in this study showed that the most media production in the field of social deviations with 576 cases and the lowest media production in the field of violence with 237 cases. The field of social quality with 485 and the field of social issues with 312 cases are in the second and third ranks. A small questionnaire was made and based on it, the desired model was designed using PLS software. Conclusion: This model showed that the function of media is effective in promoting social health of society and can have the greatest impact on improving quality of life, reducing violence, reducing social deviations and social issues.

Background: In this paper the real role and place of human resource (HR) in health system reform will be discussed and determined within the whole system through the comprehensive Human Resource Management (HRM) model.Method: Delphi survey and a questionnaire were used to 1) collect HR manager ideas and comments and 2) identify the main challenges of HRM. Then the results were discussed in an expert panel after being analyzed by content analysis method. Also, a deep focus study of recorded documents related to Health Human Resource Management was done. Then based on all achieved results, a rich picture was drawn to illustrate the right place of HRM in health sector. Finally, the authors revitalize the missed function of HRM within the health sector by drawing a holistic conceptual model.Result: The most percentage of frequency about HR belongs to “Lack of reliable HR information system” (91%) and the least percentage of frequency belongs to “Low responsibility of HR” (28%). The most percentage of frequency about HR manager belongs to “Inattention to HR managers as key managers and consider them in background” (80%) and the least percentage of frequency belongs to “Lack of coordination between universities’ policies” (30%). According to the conceptual framework, human resources employed in health system are viewed from two comprehensive approaches: instrumental approach and institutional.Conclusion: Unlike the common belief that looks HRM through the supportive approach, it is discussed that HRM not only has an instrumental role, but also do have a driver role.

Background: To achieve sustainable productivity, creativity and innovation, proper quality of organizational performance, and effective management of human resources is essential. The aim of this study was to determine the structural equation model of human resources management in healthcare centers. Methods: This study was a descriptive-correlational. Library search method was used to review the literature. The statistical population of the study included staff of health centers and experts in different departments of Hormozgan health centers (n=420). According to the Cochran's formula, the sample size was 200 people who were selected by random sampling. To collect data by reviewing the research literature and surveys of experts. A researcher-made questionnaire was prepared that includes 50 items in the form of 6 categories, including contextual, interventional, core concept, the strategies and the consequences. To analyze the data, structural equation modeling was used in PLS software. Results: Causal factors have had an effect on strategies with a rate of 0. 705 in the main category (employment and retention of hospital employees) and the main category (recruitment and retention of hospital employees) with a rate of 0. 379 with a confidence level of 95%. Intervening factors with a rate of 0. 129, background factors on strategies with a rate of 0. 457, and finally strategies with a rate of 0. 849 had an effect on the results. Conclusion: Strategic human resource management has been presented as the only way to the success of health centers in the new era.

Green human resource management is the most important component of green management which has attracted the attention of many HRM researchers recently. This research is aimed at designing a structural model of human resource management based on human resource management systems. It is being proposed for the first time in the literature of human resource management. This applied research follows a descriptive-survey method. It is a cross-sectional research in terms of time. A combination of a structured questionnaire on green human resources management and a researcher-made questionnaire on human resource management systems was used for data collection. The reliability of the instruments was tested through convergent method, and the validity was calculated by Cronbach's alpha coefficient. The statistical population of this research contains all managers of Fars Power Distribution Company (120 members). The sample included 92 people selected according to Cochran formula based on stratified random sampling. The research hypotheses were tested through structural equation modeling with SmartPLS software. The results indicated that the effectiveness of predictive variables for implementing green human resources management can be ranked in the following way: maintenance, compensation, performance management and human resource development. The relationship between these systems and the management of green human resources turned out to be significant.

Human resource slack is one of the terms that has recently entered the human resources management literature. Human resources slack refer to more resources than the organization needs. This study aims to identify the types of stagnant human resources and provide a model of human resource management functions appropriate for each type of stagnant employees. The present research is qualitative and fundamental in terms of systematic method and content analysis. For this purpose, systematic search was limited to two databases, including Scopus (Elsevier) and the Scientific Network Information Science Institute (Thomson Reuters), to identify and extract articles. After reviewing the articles, the model was presented. The CASP standard checklist was used to assess the validity of the research and in order to assess the reliability of the research, the Kappa Cohen index in SPSS software was used, which was approved. After presenting the model, using semi-structured interviews with academic and industrial experts and conducting content analysis of human resource management functions such as training, development, rewarding and Service compensation, and performance control and evaluation, for each type of employee slack. The model presented, citing articles, introduces four types of human resources slack by considering two dimensions of strategic value and competence,Surplus-oriented, Accumulated-oriented, Knowledge-oriented and Value-oriented. The proposed model and the proposed functions for each type of employee slack can be the basis for future researchers' research.