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.

The current research was conducted with the aim of identifying the employment COMPETENCIES of educational graduates from the perspective of view of employers. This research was applied in terms of purpose and was among the qualitative researches of Grounded Theory type. The participants of this research included 24 employers in the field of educational (interviewers for the Education recruitment exam, directors of non-state educational institutes, directors and recruitment officers of non-state schools, directors of kindergartens and preschools) in Birjand city. Data were collected using semi-structured interview and analyzed by Strauss and Corbin method and using MAXQDA-2020 software. In order to validate the research, two methods of member control and peer review or feedback were used. Consecutive review and comparison of data resulted in the extraction of 28 categories and 6 themes. Data analysis led to the formation of a sub-theory. The model shows that the focal variable is the process of education and teaching skills. The focal variable, under the influence of contextual and intermediate conditions, leads to the formation of the strategies of "being a lifelong learner", "research skills", "planning skills", "classroom skills and classroom management", "purposefulness" and "problem solving skills". became Finally, "increasing employability" was the consequence of this process.

The purpose of this research was to design a model to measure the general COMPETENCIES of elementary school students with regard to regard to all domains education and to examine these COMPETENCIES in elementary school students from the perspective of school principals and assistants. The present one is of the type of exploratory mixed research projects, and the researchers conducted have been collected using two qualitative methods (comparative analysis and interviews with experts) and quantitative methods (researcher's questionnaire based on the research model). In the qualitative part, at first, using comparative content analysis with Meiring's method and based on the fundamental reform doc ument of Education and other high-level documents, 5 main were extracted and the text of the interview based on these elements and considering all domains education was provided to 8 primary education experts who were selected by purposeful and snowball sampling. The results of semi-structured interviews showed that the general COMPETENCIES of primary school students had 8 common themes and 182 sub-themes. In the quantitative part, a researcher-made questionnaire was created based on the research model, and after validating it, it was given to 70 vice-principals and managers (out of 205 people) of schools in Bukan city in the academic year of 1402-1401, who were selected by multi-stage cluster sampling method, it placed. Finally, the results of Friedman's test showed that the performance of students in spiritual and intrapersonal-ethical COMPETENCIES is favorable, in learning COMPETENCIES is weak and in psychological-physical and cultural-social COMPETENCIES is very unfavorable.

We are... So, to reframe the inquiry: who are we on a metaphysical level? Which aspects of ourselves are the most universally representative of who we are? How do we fare in the face of the passage of time? For decades, philosophers have debated the concept of diachronic personal identity, which focuses on the question of what keeps us alive. An intricate debate has developed between those who hold the body view (animalism) and those who hold the psychological view (memory) on the question of who we are. The two groups will eventually become so firmly set in their views that they will be unable to compromise. Hylomorphic animalism, or the view that HUMANs are rational animals, living bodies made of prime matter and a rational soul, is an alternative answer to this divisive question that I propose in this study, following in the footsteps of Aristotle and Aquinas. We only survive if matter and rational souls do.

This study aimes to investigate the role of INDIVIDUAL COMPETENCIES of HUMAN RESOURCES in the behavioral intentions of guests in 4-star hotels in Mazandaran. The population of this study consists of tourists who have stayed there three times during the year 1394. According to the study situation, sampling was determined by Convenience Sampling and 247 usable questionnaires were collected. Reliability and validity of the questionnaire was approved based on Cronbach's Alpha and composite reliability and convergent validity were accepted through Confirmatory Factor analysis. To investigate the hypotheses, Pearson Correlation, Regression Analysis, method of Baron and Kenny, Sobel test and Goodman test were used. Statistical techniques were performed through SPSS23 and Lisrel8.5. The findings indicate that INDIVIDUAL COMPETENCIES of HUMAN RESOURCES affect on behavioral intentions of guests in 4-star hotels in Mazandaran province, and also, INDIVIDUAL COMPETENCIES of HUMAN RESOURCES through guests’ satisfaction and perceived value Affect on behavioral intentions of guests in 4-star hotels in Mazandaran province.

The aim of this study is to identify and appraise the professional COMPETENCIES of the countrytax affairs organization’s education experts. This study is objective, developmental and functional in terms of data gathering, and it is also qualitative and quantitative. For this purpose, in the qualitative section, a semi-structured interview was accomplished with 24 persons of general managers, deputies, heads of offices, heads of groups and education experts through purposeful sampling. For analyzing interviews, the content analysis method was used and then sixteen components were identified consist of knowledge and educational information, organizational knowledge, HUMAN RESOURCES knowledge, technology skills, social skills, job skills, management skills, technical abilities, administrative abilities, intellectual abilities, positive attitude toward organizational education, systematic approach to organization, attitudes toward organizational learning, Problem-solving approach, job characteristics and behavioral characteristics. In this section, the population of the study was the countrytax affairs organization’s education experts in which 107 persons were randomly selected as the sample. The questionnaires were utilized in this section which were determined according to identified components and sub-components in the qualitative section. The reliability of questionnaires was calculated by the Cronbach's alpha coefficient of 0.97and the validity was evaluated by the confirmatory factor analysis. The Results of the confirmatory factor analysis indicated that mentioned components could properly determine the professional competence of education experts.Additionally, findings of the quantitative section implied that the professional competence of education experts is at a relatively desirable level and components of organizational knowledge, as well as job skills, are at average level.

Background & Purpose: The emergence of the 4th generation industry has caused many progresses in the world, especially in the field of healthcare. For the correct implementation of this progress, HUMAN resource must have the necessary COMPETENCIES. The importance of this issue is greater in the field of healthcare due to HUMAN interactions. Previous research has not paid much attention to this issue in the field of healthcare and has not provided a model of these COMPETENCIES in the field of healthcare. Identifying these COMPETENCIES and providing a model of relationships between them is vital for the progress of the country's healthcare. This research was done to cover this research gap. Methodology: This research was done in 2 phases. The first phase was conducted to identify COMPETENCIES through semi-structured interviews with experts. The sampling method in this phase was judgmental and snowball and its size was 15 people. Thematic analysis was used to analyze the interviews. In the second phase, the method of fuzzy total interpretive structural modeling was used to present the model. The data collection tool was a researcher-made questionnaire. The sampling method in this phase was judgmental and snowball and its size was 10 people. Findings: The results suggest 30 COMPETENCIES that were placed in 7 general categories. Among the COMPETENCIES, the COMPETENCIES of "high perceptive ability" and "possibility of using multiple senses" were not observed in the reviewed articles. The interpretive structural model showed that personality traits are the most fundamental COMPETENCIES, followed by analytical skills, analytical skills, and then technological skills. Conclusion: Since the people's personality is formed during childhood, it is required to revise the recruitment processes based on existing COMPETENCIES. One of the most important tools of any organization is the capacity of in-service training systems, which can be used to strengthen other COMPETENCIES. In most organizations, the effectiveness of these trainings has decreased. It is necessary to revise the employee training system based on the process of making motivation, group training, and follow-up learning level.

The purpose of this study was to design a model for assessing key HUMAN RESOURCES COMPETENCIES of Yazd executives. Accordingly, the study was mixed (quantitative – qualitative(Therefore, first, the synthesis method was used, then the Delphi technique was used to design the model, and finally, the quantitative method was used for validation. Due to the nature of the research, there are different sampling and sampling methods. The first part of the statistical population consists of all articles related to key HUMAN resource COMPETENCIES, scientific documents and all specialists, academics and elites with relevant experience and expertise. The sample included 84 documents (45 internal sources and 39 external sources) selected by census method and in the second part 10 targeted INDIVIDUALs (saturation limit of 10 persons) using purposive sampling method were chosen. For the design of the sample, the statistical population includes experts who were selected by purposeful sampling method (31 persons saturation limit) and for statistical population validation including senior experts and HUMAN RESOURCES managers of provincial executive agencies including deputy. Manpower Development Management and Planning Organization, Governorate, HUMAN RESOURCES and Administrative Transformation Committee in the province with a bachelor's degree or higher and with at least 4 years of work related to 828 people. In this section, 267 persons were selected using simple random sampling. Semi-structured interviews and researcher-made questionnaires were used for data collection. Based on this, a questionnaire was prepared and then provided to the instructors and consultants and the questions were modified. The coefficient of agreement was 0. 81 which was confirmed by 3 experts. The results showed that the components of key COMPETENCIES of HUMAN RESOURCES in executive systems consist of 4 components including INDIVIDUAL characteristics (36 indices), knowledge (16 indices), skills (23 indices) and value (36 indices( In the last step, using structural equation modeling, model validation was performed. The results indicate that the questionnaire data can be reduced to a number of underlying and fundamental factors. And the result of Bartlett test showed that the correlation matrix is not a single matrix and the same matrix and finally 4 factors (components) have higher than one specific value. These components include 4 components including INDIVIDUAL characteristics, knowledge, skills and values.

One of the factors that can be the link between our intentions and actions and their external consequences is HUMAN agency, which indicates the conscious design and intentional execution of actions by the INDIVIDUAL in order to influence future events.Objective and Method: This research with a developmental approach of psychometric method and method 1, examines the psychometric indices of the HUMAN Factor Characteristics Scale using the classical theory of test score measurement and the graduated question-answer theory. The purpose of this study, which included high school students in Tehran, was selected by cluster sampling of 500 people as a sample size and statistical analysis was performed on 481 data. To collect the data, the ion HUMAN Agent Characteristics Scale (2011) was used and the research questions were evaluated using IRTPRO and SPSS software.Results:The assumption of local independence based on Pearson x2 index was established by applying Simjima's calibrated question-answer theory and the assumption of being one-dimensional based on the analysis of multidimensional question-answer theory. Diagnosis parameters with question-answer approach and classical approach Test score Both item 25 approach had the lowest and item 2 had the highest diagnosis parameter. The answer thresholds for all the questions were so far apart that no option was covered by the other option, and the options were independently selected by INDIVIDUALs at intervals of theta. The total scale was calculated with Cronbach's alpha of 0.945, intentionality of 0.894, foresight of 0.780, self-reactivity of 0.871 and rethinking of 0.762. Also, the role of each item in internal consistency was investigated by the loop method, which all questions had a favorable role in internal consistency of this scale. The value of the validity coefficient obtained from the question-answer theory was obtained by marginal method for intentionality 0.92, forethought 0.85, self-reaction 0.91, rethinking 0.83..