Presenting a Conceptual Framework for instituting a manager merit selection of Bank Melli Iran

Subject Areas : Education

Majid ghobadi ¹ (PhD Student in Department of Educational Management, Roudehen Branch, Islamic Azad University, Roudehen, Iran)
Rashid Zolfaghari Zaafarani ² (Assistant Professor in Department of Educational Management, Roudehen Branch, Islamic Azad University, Roudehen, Iran)
Mahdi Kalantari ³ (Assistant Professor in Department of Educational Management, Roudehen Branch, Islamic Azad University, Roudehen, Iran)

Received: 2017-11-01 Accepted : 2019-03-17 Published : 2019-05-22

Keywords: Knowledge, skills, individual factors, organizational factors, merit selection,

Abstract :

The purpose of the present study is presenting a Conceptual Framework for instituting a manager merit selection of Bank Melli Iran. Research method based on aim was practical and based on data type was mixed (Qualitative and Quantitative(. The population of the study in qualitative part includes Elites and Banking Specialists. Among them, the sample was selected according to purposive sampling and 10 person’s saturation method. The second group of the study population includes all (3766) all the managers of the National Bank of Iran in the country. The sample size of 400 was selected by Stratified random sampeling method. Data collection was done by library method. Semi structured interviews (qualitative part) and questionnaire (quantitative part) was used. For measuring the questionnaires’ validity, the face, content and construct validity were measured and for measuring the questionnaires’ reliability, Cronbach's alpha reliability coefficient and combination reliability were used. The results indicated that the researched made questionnaire was valid and reliable (knowledge (0.862), skills (0.812), individual factors (0.858), organizational factors (0.812). Data analysis was done thrugh content analysis. descriptive and inferential statistics (structural equation modeling, exploratory factor analysis) were used in quantitative part using SPSS and SmartPLS soft wares. The results of the study indicated that the components of internationalization of universities are knowledge, skills, individual factors and organizational factors. According to the components, a model was presented which was in good fit. It means all components in good condition.

References:

• Alvani, S.M., Ardalan, O. & Mohammadi Fateh, A. (2016). Designing and developing a proper model of managers and commanders competencies in the military organization of the Islamic Republic of Iran using Imam Khamenei's views. Human Resource Management Research, 8(1): 1-30.


• Arman, Mani; Khosravi, Mahboobeh (2013). Validation of human forces training pattern with an eligibility approach. Research-Science Quarterly of Management studies (improvement and evolution), 23^rd year, Vol. 71, Autumn 29, pp. 49-73.


• Bordbar, gholamreza; Shakeri, Fatemeh (2011). An analysis of the quality of meritocracy among the managers of Yazd University's educational groups. Production management and operation, 2^nd course, successive (3), Vol. 2, autumn and winter, 2011.


• Boyatzis, R E (2007), The Competent Manager: a Model For Effective Performance, Mcber and Co/ Wiley, pp102.


• Brommer, U. (1993): Schlüsselqualifikationen. Stuttgart.


• De Vos, A., De Hauw, S., & Willemse, I. (2015). An integrative model for competency development in organizations: the Flemish case. The International Journal of Human Resource Management, 26(20), 2543-2568.‏


• Draganidis, F., & Mentzas, G. (2006). Competency based management: A review of systems and approaches. Information Management and Computer Security, vol. ١٤, No.١, pp.٥١-٦٤.


• Frydenberg, E. (2004). Coping competencies: What to teach and when. Theory into practice, 43(1), 14-22.‏


• Gambardella, A., Panico, C., & Valentini, G. (2015). Strategic incentives to human capital. Strategic Management Journal, 36(1), 37-52.‏


• Ghorban Nejad, P & Isakhani, A. (2016). Designing a Model for the Academic Administrator's Competency Based on Islamic Patterns: A Comparative Study. Management in Islamic University. 5(11): 37-48.


• Herzog, M., Ehlert, A., & Fritz, A. (2017). A Competency Model of Place Value Understanding in South African Primary School Pupils. African Journal of Research in Mathematics, Science and Technology Education, 1-12.‏


• Hooman, Heidarali (2016). Structural Equations Modeling using Lisrel software (with expressions). Tehran: Samt.


• Imani, A & Ghodrati, S. (2016). Conceptual model of HR managers within the framework of Islamic value system


• Jamshidi, Rasool (2013). A review of the historical era of the foundation of Iran's National Bank. Internal publication of Iran's national bank, Vol. 200, Aug, 2013.


• Javidmehr, Mahmud; Amiri Jami, Hoda; Akbari; Ahmed (2015). Meritocracy among managers by focusing on general eligibilities. The first international conference on the role of Islamic Revolution management in the ideology of the power of a world system (management, politics, economics, culture, security, and accountancy). 


• Jeou-Shyan Horng H.H. Liu C-H. Lin L & Tsai C-Y (2011) Competency analysis of top managers in the Taiwanese hotel industry. International Journal of Hospitality Management. Vol. 30 pp. 1044–1054.


• Kelchen, R. (2015). The landscape of competency-based education: Enrollments, demographics, and affordability. American Enterprise Institute.


• Kuching, P.K (2006). Markov Chains: Modeles, Algorithms and Applications. Proceeding of the Academy of Human Resources Development. North Carolina. http:/ / www.bitc.org.uk.


• Lapinsky, A. T. (2016). A performance based approach to managerial competence.‏


• Masumi, Alireza (2015). Training based on eligibility. MA thesis, Pardis, Alborz, Theran's University.


• McGuire, D. (2014). Human resource development. Sage.


• Murugaia, S., & Kubendran, V. (2016). Managerial Competency Mapping and Gap Analysis Among the Middle Level Managers of Banking Sector. International Journal of Scientific Research, 5(7).‏‏


• Musazadeh, Zohreh; Adli, Maryam (2009). Criteria for selecting and hiring managers, using a meritocracy approach from  Nahj Al-Balaghah, 132 – management thoughts, third year, Vol. 1 – spring and summer, 2009, pp 103-132.


• Panagiotis Trivellas, Zoe Akrivouli, Evdokia Tsifora, Paraskevi Tsoutsa. (2015). the impact of knowledge sharing culture on job satisfaction in accounting firms. The mediating effect of general competencies. Procedia Economics and Finance 19 (2015) 238 – 247.


• Rantz, R. (2016).learning urban institutions of higher education in the new Millennium. Leadership & organization development journal. 456-460.


• Richter, Ch. (1995): Schlüsselqualifikationen. Alling.


• Roberts-Mahoney, H., Means, A. J., & Garrison, M. J. (2016). Netflixing human capital development: personalized learning technology and the corporatization of K-12 education. Journal of Education Policy, 31(4), 405-420.‏


• Ross, K. G., Wisecarver, M., Thornson, C. A., Peluso, D. A., & Key-Roberts, M. (2017). Development of a Competency Model for Civil-Military Teaming. In Advances in Cross-Cultural Decision Making (pp. 237-249). Springer International Publishing.‏


• Salleh, K. M., & Sulaiman, N. L. (2016). Malaysian human resource development practitioners competencies in manufacturing and non-manufacturing sector: An application of the competency model. Man In India, 96(4), 1169-1179.‏


• Sanghi, S. (2016). The handbook of competency mapping: understanding, designing and implementing competency models in organizations. SAGE Publications India.‏


• Schröder, H. (1999): Theorie und Praxis der Erziehung, München.


• Shirazi, Ali; Ajdari, Golnaz (2014). A model for designing and evaluating knowledge workers' occupational eligibilities: case study of occupations. Organizational resources studies, course 4, Vol. 2.


• Singh, K., & Paul, K. (2016). Technical or Functional Competency at the Workplace: an Exploratory Study. Indian Journal of Applied Research, 6(2).‏


• Sule, B. A. (2015). Effects of Competency Based Management Approaches on Employee Performance in UNHCR Kenya (Doctoral dissertation, United States International University-Africa).‏


• Survila, A., & Valickas, A. (2015). Emergency Management: Guidelines for Emergency Manager’s Competency Model Formation. Public policy and administration, 14(2), 265-278.‏


• Ten Cate, O. (2017). Competency-based medical education and its competency frameworks. In Competence-based Vocational and Professional Education (pp. 903-929). Springer International Publishing.‏


• Vasheghani Farahani, H. R., & Soltanpanah, H. (2016). Designing Fuzzy Expert System to select managers based upon competency Case Study: Middle Managers of Automobile manufacturing company (Iran Khodro). European Online Journal of Natural and Social Sciences: Proceedings, 4(1 (s)), pp-1498.‏


• Wilton, N. (2016). An introduction to human resource management. Sage.‏


• Yari, Saeed (2013). Designing an eligibility model for the managers of sports programs in Islamic Republic of Iran's TV stations. Islamic Republic of Iran's TV College, 2013. MA.       


• Zarrin-Panah, Shahab (2014). Commitment and expertise; wings of managers' meritocracy. http://www.kamnanews.ir.