List of Articles آموزش و توسعه

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  1 - Identifying and prioritizing the dimensions and components of training and development of Knowledge-based human resources training and development strategy in the banking industry in the digital age (case study: Bank Mellat)
  fereshteh eftekharnejad Majid Jahangirfard ali mehdizadeh ashrafi torag mojibi
  With rapid environmental change, the emergence and complexity of new jobs and tasks, and competition in today's rapidly changing business environment to meet customer needs, the role of education and change in knowledge, skills, abilities and behavior of staff is tangib More

  With rapid environmental change, the emergence and complexity of new jobs and tasks, and competition in today's rapidly changing business environment to meet customer needs, the role of education and change in knowledge, skills, abilities and behavior of staff is tangible. Implementation of training and development of human resources causes people to be able to effectively continue their activities in accordance with organizational and environmental changes and increase their efficiency.The present study aimed to identify and explain the components and indicators of training and development of Knowledge-based human resources training and development strategy in the banking industry in the public sector. First, using theoretical literature the components of training and development strategy and knowledge management were extracted extracted, and in the next part, through Delphi method and interviews with 15 human resource management experts in Bank Mellat, using a semi-structured questionnaire , components and indicators of Knowledge-based staffing strategy were determined. After designing the pairwise comparison questionnaire, the opinions of human resources experts were collected and the components and indicators were weighted and ranked. According to the research findings, To successfully implement knowledge management in the training and development strategy in the field of human resources must be in five areas : Determining educational needs, determining the goals of education and human resource development, determining the content of courses, applying the principles and foundations of learning,Implementation and evaluation ;paid attention to a total of 24 indicators in the fields of structure, value and behavior in knowledge management. Manuscript profile
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  2 - 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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  3 - Qualitative Modeling of Training and Development Strategy in Sepah Bank of Iran with an Emphasis on Changing the Organizational Structure
  Musa Rezvani Chaman Zamin
  Considering the merger of Sepeh Bank and the importance of training and development for employees to achieve organizational goals, this research was conducted with the aim of qualitative modeling of training and development in Sepeh Bank of Iran with an emphasis on chan More

  Considering the merger of Sepeh Bank and the importance of training and development for employees to achieve organizational goals, this research was conducted with the aim of qualitative modeling of training and development in Sepeh Bank of Iran with an emphasis on changing the organizational structure. The research method is a case study and a qualitative research type, and the collection tool is a semi-structured interview. The statistical population of the current research is the governors of the provinces, the management of the district affairs, the management of human capital affairs, the managers of Sepeh Bank, and the faculty members of the public administration department of the Islamic Azad University of Gilan province, numbering 543 people. Research participants, 22 people, including 15 managers at different levels of Sepeh Bank and 7 university professors, were selected with the purposeful sampling method. Finally, when the data collection reached saturation, the interview and data collection process was stopped. The data collection method was semi-structured interviews. 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 research findings indicated that for the qualitative modeling of the training and development strategy in Sepeh Bank of Iran, emphasizing changing the organizational structure, special attention should be paid to the training needs, training effectiveness, and career advancement path. Manuscript profile
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  4 - Present a conceptual model for designing managerial training programs based on managerial competence : Qualitative research
  Hassan Asheghi Mohammad Ghahramani Nadergholi Ghourchian
    In recent decades, the paradigm of development of managers has become an indispensable footing for the sustainable development of organizations, and the strategic development path for managers is education and learning. With such a philosophy of thought, the purp More

    In recent decades, the paradigm of development of managers has become an indispensable footing for the sustainable development of organizations, and the strategic development path for managers is education and learning. With such a philosophy of thought, the purpose of the present research is to provide a conceptual framework for designing a managerial training program in the banking industry with a professionalism approach in management. To achieve this goal, the qualitative research approach and semi-structured interview method have been used. To formulate the research framework, literature and the history of managerial development were studied and emphasized on managerial competencies. Literature review and subject background, framework and interview questions were developed. In the second step, the interviews were executed in the statistical society of the managers of the development co-operation bank by a targeted sampling method. In other words, the study population was bank executives and the sample was 15 of them. The data collection tools were interview forms and analytical method, content analysis.Findings of the research include identifying the elements and design elements of the training program for managers including five groups of managerial factors, namely: 1. Identifying and strengthening intellectual-value competencies, 2. Developing and improving abilities, 3. Improving and developing managerial skills,4- Development of know-how-specialized and 5. Strengthening and promoting interactions and communication capabilities of managers. The results of this study indicate that for training and professional improvement of managers in the field of money and banking, a training program based on five groups of factors should be emphasized on improving and improving knowledge, insight, skills, behavior, experience and characteristics of managers Has been compiled. Key words Manuscript profile