List of Articles Musa Rezvani Chaman Zamin

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  1 - Qualitative Modeling of Human Capital Strategies in Sepeh Bank of Iran with an Emphasis on Organizational Structure Change
  Shahriyar Emamdoust Harehdasht Musa Rezvani Chaman Zamin Morteza Hazrati
  This research has been done to design the model of human capital strategies in Sepeh Bank of Iran, emphasizing changing the organizational structure. The research method is qualitative, and the data collection tool is a semi-structured interview. The statistical populat More

  This research has been done to design the model of human capital strategies in Sepeh Bank of Iran, emphasizing changing the organizational structure. The research method is qualitative, and the data collection tool is a semi-structured interview. The statistical population of the current research is 543 people, provincial managers, district affairs management, human capital management, Sepeh Bank managers, and public administration faculty members of Islamic Azad University of Gilan province. The research participants, with the purposeful sampling method, are 22 people, including 15 managers at different levels of Sepeh Bank and 7 university professors. The interview and data collection process were stopped when the data collection reached saturation. The data collection method was a semi-structured interview. The content analysis method was used to analyze the data, and open, central, and selective coding of the interviews was done with the Max Kyuda 2020 software. The findings of the research indicated that for the qualitative design of the human capital strategies model in Sepeh Bank of Iran, with an emphasis on changing the structure, in the education and development subsystem, to the educational needs, educational effectiveness, and career advancement path, in the reward and compensation subsystem, the strategy And the policy of payment and welfare plans, innovative methods of reward and reward for service and organizational targeted reward, and in the subsystem of employee relations, special attention should be paid to the strategy of employee relations, interaction and participation of employees and the optimal design of structural change. Manuscript profile
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  2 - Identifying the Components of the Quality of Work Life Pattern with a Strategic Approach of Human Resources in the Administrative System of Mellat Bank
  Vahid Mohammadi Musa Rezvani Chaman Zamin Badri  Abbasi Morteza Hazrati Mehran Nasirzad
  The purpose of this research is to identify the components of the quality of work life model with a strategic approach of human resources in the administrative system of Mellat Bank. The research method is mixed and qualitative-quantitative, which is practical in terms More

  The purpose of this research is to identify the components of the quality of work life model with a strategic approach of human resources in the administrative system of Mellat Bank. The research method is mixed and qualitative-quantitative, which is practical in terms of purpose and descriptive-survey in terms of nature. The sample in the qualitative section was 20 academic and banking experts who were selected as a snowball method. The statistical population of the quantitative part was all the employees and experts of Mellat Bank all over the Iran, who were selected from a sample of 378 people using a simple stratified method using the Cochran formula. The data collection tool in the quantitative section included a researcher-made questionnaire, the total Cronbach's alpha coefficient was calculated as 0.84, which is higher than the base value of 0.70, and as a result, the measurement tool has adequate reliability. Data analysis was done in the qualitative part by the method of open and axial coding in MAXQDA software, and in the quantitative part, the data were analyzed using descriptive statistics methods using SPSS software. The results obtained from the codings showed that the components of the model of quality of work life with a strategic approach of human resources in the administrative system of Mellat Bank include 5 strategies in the form of a career development strategy and a career path (career path), job design strategy, job security strategy, and job satisfaction strategy. And the deployment strategy of operation and decision support systems has 20 subcomponents and 118 subcomponents. Manuscript profile