The purpose of this paper is to develop a comprehensive Maturity Model for command and control. For this purpose, the inductive research method has been used to design the Maturity Model. Thus, firstly, the most prominent Maturity Models in command and control, including the conceptual Maturity Model, the headquarters Maturity Model, the NATO Model, and the Maturity Model of Integrated command and control centers (ICCCs) were analyzed. Among the studied Models, the NATO Model is more comprehencive, so we chose it as a basis for developing our Model. Then, the stages and variables of Maturity were analyzed using the focus group method. The findings of the research show that some important characteristics of the command and control Maturity  have been neglected in the basic Model. Therefore, the innovation of this research is to add new features to achieve a more comprehensive Model. The result is a Model containing 5 levels and 20 variables. Validation of the Model has been done through comparative study and focus group method, which should be further strengthened by case studies and survey researches.

This paper results from a descriptive and survey research. First in this study we explain human resources role and importance of small and medium sized enterprises. Then we review HR approaches& Models and while comparing adoptively this Models with P-CMM, we mention advantages and disadvantages of this Model in comparisons with others rendered Models. After that in order to evaluating level of human resources Capability Maturity in companies manufacturing automobile spare parts, we analyze data obtained from questionnaires and interviews. Consequently, this research shows that the organizations which have been studied are at the low level of this Model and related processes have not been institutionalized.

Purpose: Challenges associated with changes in the last ten years confirmed the importance of the use of the software by businesses. Today, organizations are viewed differently the cost and quality of software. While the IS organization formally reduce redundant development and engineering costs, the basic nature of the software in a product or service on the evaluation is development process. Thus, organizations are looking for effective software development. Methodology: In this study, Six Sigma methodology is used which focuses on improving the process and reducing variability. Six Sigma projects use one of two DMAIC and DFSS methodologies. Findings: Although the two dominant approaches are available, But if they are participating. One of the solutions containing is CMMI Model that is as a framework for improvement in the methods and service delivery. Another option is to use the Six Sigma program to articulate the issues of quality and customer satisfaction. It is necessary to understand whether these attitudes are compatible to use with Integrated systems or should be used independently of each other. Originality/Value: This paper addresses the issues of coherence and consistency of these two methodologies and checks their coherence strategies.

In this study marketing Maturity Model has been used in Iran Transfo Corporation. For this purpose, the five levels process Maturity Model has been applied. The statistical population includes managers, supervisors and experts of marketing and sales at Iran Transfo Corporation and due to its small size, the entire population has been studied as the sample of research. 11 questionnaires have been used for data collection; its validity has been confirmed by content validity analysis and its reliability has been approved by Cronbach’s Alpha. The results imply that none of the marketing processes are at fifth and fourth levels, while out of them, eight are at the third and three are at the second level.

Maturity Models were introduced with the advancement, development and application of technologies and are considered as management topics. Maturity Models have levels that each level includes the characteristics related to it. Using Maturity Models, the effectiveness and performance of the organization can be evaluated. In the present study, articles on Maturity Models and Maturity Capability Models with a qualitative approach and meta-combined method are reviewed. In addition to examining Maturity Models in different fields and examining the dimensions of that Maturity Model, the ability to evaluate the performance and effectiveness of university libraries should be examined. The existing writings on Maturity Models are based on their translation and interpretation. Based on this, 93 valid sources in the field of Maturity Models and 37 sources in the field of Maturity Models of Capability and university libraries were examined. By analyzing the sources, 3 categories, 9 indicators and 21 codes for the characteristics of each level were obtained for the Maturity Model of university libraries. Based on the results, the technical category and the concept of hardware and software systems have the first rank and are of higher importance. The Maturity Model of university libraries helps library and university administrators to plan for the promotion of each level and reach the ideal level by determining and evaluating the characteristics of each level.

Maturity Models were introduced with the advancement, development and application of technologies and are considered as management topics. Maturity Models have levels that each level includes the characteristics related to it. Using Maturity Models, the effectiveness and performance of the organization can be evaluated. In the present study, articles on Maturity Models and Maturity Capability Models with a qualitative approach and meta-combined method are reviewed. In addition to examining Maturity Models in different fields and examining the dimensions of that Maturity Model, the ability to evaluate the performance and effectiveness of university libraries should be examined. The existing writings on Maturity Models are based on their translation and interpretation. Based on this, 93 valid sources in the field of Maturity Models and 37 sources in the field of Maturity Models of Capability and university libraries were examined. By analyzing the sources, 3 categories, 9 indicators and 21 codes for the characteristics of each level were obtained for the Maturity Model of university libraries. Based on the results, the technical category and the concept of hardware and software systems have the first rank and are of higher importance. The Maturity Model of university libraries helps library and university administrators to plan for the promotion of each level and reach the ideal level by determining and evaluating the characteristics of each level.

Purpose: The main aim is to present a comprehensive Model of e-governance Maturity, which includes all areas of governmental interactions with other sectors. Identifying the evaluation components of Maturity Model, leveling e- governance and explaining the measures under each level and component are the other objectives. Design/Methodology/Approach: The methodology is designed based on the optimization of conventional approaches with three main stages, which includes studying e-government and e-governance Maturity Models, comparing existing Models and extracting new subcomponents, providing a new structure for evaluating e-governance Maturity, with the help of expert opinions, usage of questionnaire tools and confirmatory factor analysis to confirm the proposed Model and define different levels of Maturity and measures appropriate to the components of Maturity. Research Findings: Based on literature review and expert opinions, 27 sub-components were extracted, which were classified into six components, including management, strategy, technology, security, people, and evaluation and measurement. Factor analysis and questionnaire data confirmed the Model structure. Four levels have been proposed for the e-governance Maturity Model: awareness, purposeful managed endeavor, and optimal ecosystem. Limitations & Consequences: Accessing to the actions of governmental affairs in the development of e-governance and the impossibility of examining the feasibility of the proposed Model is one of the most important limitations of the research. Practical Consequences: The proposed Maturity Model is a guide for the excellence of the executive organs of the country in the implementation of e-government and its levels show the path of their growth and is the basis for coordination between different organs. Innovation or value of the Article: Identifying the most important components and subcomponents of e-governance Maturity assessment in accordance with the characteristics of the present age and presenting it in the form of an appropriate structure along with a description of measures by levels and subcomponents of the Model. Paper Type: Research Article

Continuous monitoring of human resources processes is one of the most important tasks of HR managers, which is widely used in HR planning in organizations. In this regard, investigating the current status of human resources processes using the people Capability Maturity Model in Khazar Oil Company, as one of the operating companies in the field of oil and gas of Iran, has been considered as the goal of this research. This study is consumes an applied research in terms of its purpose and descriptive-survey in terms of data collection method. The statistical population of this study consisted of 97 managers and official experts of Khazar Oil Company. The main tool of data collection was a questionnaire consisting of 45 questions that its validity was confirmed by human resource professors and some human resource management experts and its reliability was confirmed by Cronbach's alpha coefficient of 0. 96. The sample size was 78 persons based on Cochran formula. The research questionnaire was distributed among them randomly. The data were analyzed by descriptive and inferential methods (Kolmogorov-Smirnov & T-test & ANOVA) using SPSS 23 software. The findings of the study indicated that Khazar Oil Company is at the level 2 of this Model in terms of Maturity of human resources processes.

This research evaluates performance management system in Khorasan Razavi gas corporation based on people Capability Maturity Model. This research also is based on applied goal and on the basis of data collecting is descriptive. This study conducted in order to determine Maturity level in performance management process area, so, using formula of estimation of sample size, 92 employee were selected randomly. The research tool for data gathering was questionire that reliability assess is 0.953.The result indicated performance management process area on the basis of people Capability Maturity Model is not optimum and Implementation Practices and Institutionalication Practices must establish in this corporation.