Purpose: The purpose of this applied research is to study the effectiveness of gamification on corporate training.  Methodology: A gamified course was designed and implemented to train the location of Fire Hosing Cabinet for 24 employees of a firefighting maintenance company in Iran Mall shopping Center in Tehran. Using a quantitative quasi-experimental research plan (post-test only control group design) the participants of the study were randomly assigned to treatment (12) and control (12) groups and trained for a week.  Conclusion: The descriptive and interpretive result of the posttest analyses indicated the effectiveness of gamification of the training performed for the employees of the firefighting maintenance company in Iran Mall shopping Center in Tehran. Moreover, the descriptive result of Gamification Acceptance Questionnaire answered by the members of the experimental group after gamified training indicated that all the participants in the experimental group were satisfied with the gamified training course.

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.

The present study seeks to identify and prioritize the factors influencing Human resource development through happiness management in the Printing and Publishing Company of the National Bank of Iran, with an emphasis on controlling and preventive factors. In terms of methodology, the research employed a mixed exploratory approach. In the first phase, a meta-synthesis method was utilized, considered as a qualitative method. In the second phase, a survey method was applied to examine and validate the identified factors and construct the final model. This involved a survey of experts in the form of forming focus groups and questionnaires. The study corpus comprised documented studies related to employee misconduct in organizations, and the second statistical population was the company's experts in the field of Human resource management. Through Application of seven stages of meta-synthesis, a six-layer conceptual model was developed, and each layer included concepts and topics, encompassing 29 components. As a result, the main dimensions affecting the control and prevention of employee misconduct and organizational happiness were determined: strategic and political factors, Human resource development, individual development, management, participation, and environment. The proposed conceptual provides a foundation for future research on guidance, management, and employee behavior in order to offer executive strategies and policies for officials and policymakers of organizations and institutions involved in controlling and preventing employee misconduct.

The models of studying the concept of Human resource can be divided into two approaches: field approach and functions approach. Making use of field and functions approaches, and following the general action theory, the researcher intends to describe the Human resource development model from sociological perspective. This article is intended to measure four aspects of Human resource development: identity, integrity, achievement, and adoption of the employees of the Iranian National Petroleum Company. The results indicated that all aspects were necessary for managers, specialists, and operational employees. The results also revealed that, except for identity and maintenance of organizational culture, the importance of Human resource development was different among the groups.

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 primary purpose of this study was to determine how members of rural girls' clubs respond to their training needs. In this regard, the most important of their training needs in agricultural, social and technico-educational domains were examined. The design of study was a survey research. The population consisted of members of rural girls' clubs at Kohkiloyeh and Boyerahmad province. The sample consisted all of club members. Therefore, 222 members of 3 clubs were included in the sample. In this study questionnaires were used to collect data. The questionnaires were examined by five specialist professors to determine suitability of the questions and to establish face validity of instrument. A pilot study was conducted by 30 members who were not in the sample, and Cronbach Alpha coefficient was calculated for determining internal consistency of the questionnaire. Alpha coefficient for different questions were 0.79 to 0.95. For the calculation and analysis of data SPSS/PC was used. Statistical methods used in this study were mean, frequency count and distributions, t-test, one - way analysis of variance, Pearson correlation coefficient and stepwise multiple regression. Members' age and their satisfaction were found to be significantly correlated with their technico-educational needs. The correlation between training needs of members in agricultural and social domains was positive and significant. The correlation between training needs of members in agricultural and technico-educational domains was positive and significant, too. Stepwise multiple regression analysis determined the most important training needs in agricultural, social and technico-educational domains as well.The study should be replicated periodically to keep abreast of any changes in club members perceptions of the training needs. The result of similar studies in other rural girls' clubs could be useful as an important tool for modifying and changing rural club programs.