The will is a kind of legal-social entity and one of the most widely used and important subjects in Islamic jurisprudence, which has been advocated and emphasized by the Islamic religion and has been discussed repeatedly by jurists and lawyers. But over time, new issues have arisen about this legal-juridical institution that needs to be further explored, while Iran's law has not discussed expeditiously, contrary to Islamic jurisprudence, and this abbreviation has led to the creation of many ambiguities that unfortunately have not been answered by lawyers. The specificity of Wills institution; in view of the fact that the beginning of the testator assignment is related to the time after the death of testator, and at that time there is no longer any time in which to decide on the issues of authority in the task of determining and deciding; caused doubling the importance and necessity of the discussion about the assignment of these ambiguities. In the present study, the traits and requirements for the EXECUTOR will be known and different views will be examined in this regard, after which the guarantee for the lack of necessary conditions and the valid time for having them, will be determined. Eventually the result of the research is that in addition to the general conditions, the EXECUTOR must be sure and trustworthy and, in some cases, be Muslim, and the existence of other conditions in him (except in the manner specified by testator) is not necessary.

The current research was performed in Mobarake Steel Co. in order to determine the required competencies in human resources entitled “competencies of human resource managers in companies based on Ulrich competency model”. The statistical society of the study comprises of 16 human resource managers among 32 and also 90 OPERATIONAL managers among 120 that were randomly selected using the Morgan table. Then two kinds of questionnaires were designed in order to compare the viewpoints of human resource managers about their own performance and also OPERATIONAL managers’ viewpoints about human resource managers’ performance using Ulrich competencies model. The data were analyzed through SPSS software, ANOVA, normality test, one sample T test, two independent sample T test, simple regression, multivariate regression and Pearson correlation. Finally the following results were estimated: Credible Activist 3.12 ,Culture & Change Steward 2.98, Talent manager/organization designer 3.04, Strategy architect 2.89, OPERATIONAL EXECUTOR 2.98, Business ally 2.96, and the mean was 3.00.

Competent court to deal with the third executive objection in cases of issuing judicial commission,grantor of commission or its EXECUTOR(Justification and criticism of the uniform judicial vote No. 802-18/09/1399 of the General Council of the Supreme Court)By Dr. Reza Shah Husseini Articles 146 and 147 of the Law on the Implementation of Civil votes, under the title of third party objection, deal with the method of objection by a third party to the confiscation of the property of the losing party and how to deal with it without the third party objecting to the principle of the decision. This type of objection against the third party's objection to the principle of the vote (main objection) is known as executive third party objection. In many cases, the property of the losing party is located outside the jurisdiction of the court issuing the original judgment under which the enforcement action is under its jurisdiction. In these cases, the court delegates the seizure and continuation of executive operations to another court by granting judicial commission. Regarding the jurisdiction of the court handling the third party's executive objection to the confiscation of property, there is a difference in inference between the court granting judicial commission and the court executing it. The Supreme Court of the country, according to the uniform judicial vote No. 802-18/9/1399, has taken action by separating the general judicial commission and the commission with respect to certain property in order to resolve the dispute and create unity of procedure. The uniform judicial vote can be justified in some ways and it seems to be criticized in other ways. In this article, while justifying the said vote, we have also noted the points of criticism.

There is no discord on the legitimacy of delegation of the guardian’ s authority to the EXECUTOR of last will concerning the financial matters of the minors. Whatever causes heated debate is the proof of the last will EXECUTOR’ s guardianship on marriage of minors on behalf of their parents. There are three approaches to this problem: the majority of the jurists denounce absolute authority of the guardian in this case; another group of jurists approve absolute authority of the guardian; and the third group of jurists condition legitimacy of such authority to the parents’ clear assertion on the right of marriage. Some jurists, like Imam Khomeini, who have not reached a conclusion from the collection of evidences provided by the above-said three approaches, say no authority for guardian in marriage of the minors is an instance of obligatory precaution. This descriptive-analytical research has reviewed and analyzed the evidences in the aforementioned approaches and concluded that the guardian has authority on marriage of the minors on condition of assertion by the testator.

The aim of this study is to investigate human resource competencies in Iranian Petroleum Company. This study is a descriptive-analytical approach. In this research, we examined human resource competencies in six main categories including; credible activist, culture & change steward, talent manager/organizational designer, strategy architect, OPERATIONAL EXECUTOR, business ally, as well as 21 sub indicators. To collect data, we used a designed questionnaire with 60 items. The collected data were analyzed by T-Test and Confirmatory Factor Analysis tests. The results showed, all of human resource competencies recorded above average score. Also the results showed that strategy architect and business ally had the highest average and the culture & change steward had the lowest average. The research also revealed that strategy architect and credible activist have the lowest and highest correlation with Human resource competencies respectively.According to the results, it is suggested that managers need to identify skills relevant to these competencies, and take necessary steps to learn and practice them.

In this paper we distinguish between OPERATIONAL risks depending on whether the OPERATIONAL risk naturally arises in the context of model risk. As the pricing model exposes itself to OPERATIONAL errors whenever it updates and improves its invest-ment model and other related parameters. In this case, it is no longer optimal to implement the best model. Generally, an option is exercised in a jump-diffusion model, if the stock price either exactly hits the early exercise boundary or the price jumps into the exercise price region. However paths of the diffusion process are continuous. In this paper the impact of OPERATIONAL risk on the option pricing through the implementation of Mitra’ s model with jump diffusion model is pre-sented. A partial integral differential equation is derived and the impact of param-eters of Merton’ s model on OPERATIONAL risk and option value by OPERATIONAL value at risk measure is employed. The option values in the presence of OPERATIONAL risk on data set are computed and some of the results are presented.