Nowadays, learning does not stop after graduation, but it is considered as the starting point for the development of human resources in the occupation and in this regard, one of the tools to strengthen learning in individuals' professions is the individual development plan. In fact, this plan is a practical tool and a precise schedule to meet the professional needs of employees in line with the goals of the organization and employees’ occupation. Although the usage of this tool is very common, no purposeful study has been done in order to familiarize researchers with the various results of numerous global researches in the field of its implementation. Therefore, the purpose of this study is to examine the findings of global studies on the implementation of individual development plan and its effectiveness in organizations. The results of a total of 23 global and local researches indicate that most of them have emphasized the significant effectiveness of IDP implementation on the development of knowledge, improvement of professional skills and performances of employees, encouragement of professional responses and promotion of employabilities of the individuals. On the other hand, the results of some researches have considered the individual nature of this plan to be the cause of neglecting the macro-organizational strategies; and therefore, these studies have highlighted the lack of motivation and persuasion of the feedback method, the lack of effects on professional actions at the workplace, the ornamental nature and also unrealistic application of this plan. In some other studies, having sufficient support to implement the plan, the type of organizational learning environment, attention to work teams, leadership style, decentralization, and also supporting the coaches in their guiding roles have been mentioned as the factors and conditions for the effectiveness of this plan’s implementation.

How to profoundly change the beliefs of the polytheists during the age of revelation from the denial of the Prophet (pbuh) to the certainty of his Message and the acceptance of his full guardianship is a question worthy of attention. The order of verses about prophecy based on the order of revelation is the reason to lead a transformative process and a special Quranic method in institutionalizing the belief of prophecy in the lives of Arabs. In the first stage, the Holy Quran in the first Makkī (Arabic: المکّیّ, suras revealed in Mecca) chapters has prepared the community from the motivational side to accept the truth of the Prophet’s (pbuh) prophecy and briefly stating the key issues surrounding it. The Holy Book of Quran at the time of the emergence of oppositions and doubts (the second stage) destroyed the arguments of the polytheists and explained the prophecy and proved its authenticity from a cognitive perspective in the second stage by presenting clear arguments. and the Holy Book of Quran in the third stage after Madanī (Arabic: المدنیّ, suras revealed in Medina) period has undertaken measures in order to fulfill the goals of the Massage by explaining the true position of the Prophet (pbuh) to deepen and operationalize the Prophetic belief through explaining practical duties for the Prophet (pbuh) and behavior based on the acceptance of Walaya (Arabic: ولایة, meaning “guardianship” or “governance”).

The purpose of this study was to design and validat an individual development plan in Ansar Bank. The research method was a mixed approach. The statistical society of this research includes all administrators and employees of Ansar Bank, as well as human resource development experts working in different organizations with writings and experiences in the field of individual development planning. Sampling in the qualitative part of the research was done purposefully, and in the quantitative section, it was done randomly. Semi-structured interviews and self-designed questionnaires were used to collect data. Content validity of the questionnaire was confirmed by experts and its reliability was assessed by Cronbach's alpha test. To analyze the findings of the qualitative section, open and axial qualitative analysis was used and a single-sample T-test was used to analyze the quantitative data. In total, qualitative findings were classified into 14 main themes: development strategy; comprehensive human resources management system; audience analysis (identification of individual needs); appraisal and merit analysis; goal setting; identification of organizational needs; organizational managers; outcomes; Feedback; the determination of education and development methods; the existence of timing; the development of culture; the elaboration of an executive mechanism; and the evaluation of the results. The fourteen themes extracted from the data analysis were eventually divided into three general categories: executive components, supportive components, and outcomes. The findings of the quantitative section showed that the various components of the model are valid from the perspective of the employees and managers of Ansar Bank and have the ability to implement in the bank.

Introduction: Today, training and improvement of human resources is one of the main strategies to achieve human capital and positive adaptation to changing conditions as two competitive advantages of organizations. In recent years, there have been significant and extensive changes in the field of education, which is called the change in the teaching-learning paradigm. One of the emphases of this paradigm shift is the use of different and combined methods in training and improving human resources. Therefore, this study was conducted to explain the paradigm shift in human resource training and improvement: focusing on the Individual Development Planning (IDP). Methods: This is a review-analytical research method with a review of theoretical literature in books written in the field of training and improvement of human resources and the use of published articles in the field of education and curriculum of personalized development, human resources and improvement was done in domestic and foreign magazines in the years 2010-2019, after explaining the importance and necessity of improving human resources to change the paradigm of training to learning in improving human resources, and emphasizing this paradigm to use combined methods and characteristics of new paradigms in human resource training and improvement and theoretical foundations were discussed; Among the most important models of human resource development, the Individualized Development Planning model (IDP) is extensively studied, including the definition, goals and characteristics of the individual development plan, the six-stage process of individual development planning, and finally summarizing and concluding. Results: The Individual Development Planning (IDP) is a model for human resource training and improvement that focuses on identifying the necessary experiences for the growth and improvement of each individual in order to achieve the common goals of professional development in organizational improvement and promotion. Conclusion: One of the manifestations of employee empowerment is training. The Individual Development Planning (IDP) is a model for human resource improvement planning; The present results of the study showed that this model of planning can be considered in the form of a continuous and dynamic process for employee excellence and achieving organizational goals.

Resistance is one of the fundamental Quranic values in the cause of the development of the Islamic society and the formation of the Islamic civilization, which means standing and resisting against something has upset the balance in internal and external dimensions. The formation of this value in the society as one of the methods of the conventional model of human life in the fields of human life; So that its manifestation can be observed in the totality of social behaviors, it is called the culture of resistance (Problem statement). The purpose of this article is the achievement of the engineering process of this value in a society based on the growth-oriented thought (ideological) system of the Holy Quran (Purpose). Now the question is what process does the Holy Quran propose in order to engineer the culture of resistance in the society? (Question). The necessity of examining this issue is clear considering the emphasis of religious teachings on this value and the need for Islamic societies, especially considering the current conditions of Islam and the need for convergence and coordination between the resistance front (Necessity). The research method in stating the engineering process and its components is qualitative content analysis with an analogy approach (Method). The findings of the research show that the engineering process of resistance culture is based on a self-awareness and purposefulness, according to the idea of Quranic growth, in a three-stage process that leads to the happiness of man and human society (Conclusion).

Despite a strong background in education and human resources, teachers’ Individual Development Planning (IDP), as a reflective tool for further learning, has remained untouched in the domain of ELT. Therefore, the current study is an attempt to investigate EFL teachers’ IDP in light of the grounded theory approach in an Iranian context. To do so, a semi-structured interview was conducted with 17 expert participants selected through purposive sampling in the field of IDP from all over Iran. Interviews were transcribed and labeled as open, axial, and selective codes. The results led to 9 main categories of EFL teachers’ IDP: identifying EFL teachers’ current status, identifying EFL teachers’ duties, tasks, and educational needs, school and teachers’ mutual agreement, setting goals, providing resources, planning for an IDP, implementing an IDP, self-evaluation, and reformative acts. Data also unveiled the causal, contextual, and intervening conditions in the way of developing and implementing an IDP. The findings of the study can have theoretical and practical implications for EFL teachers, school principals, and educational policymakers.