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Open Access Article
1 - Pathology of Human Resources Management System in Education System: Proposing a Strategy for a Better Future in This System
elahe salimi Nasser Mirsepassi karamollah danesh fardIntroduction and problem statement: The education department is the most eminent institution in charge of forging, growing, and fostering the community. Nation builders (efficient teachers) are imperative to develop an efficient community. This goal will be fulfilled as MoreIntroduction and problem statement: The education department is the most eminent institution in charge of forging, growing, and fostering the community. Nation builders (efficient teachers) are imperative to develop an efficient community. This goal will be fulfilled as long as the required scrutiny is observed in the human resource management of this institution. However, the persistence of several issues in this system have brought about teachers' dissatisfaction, lack of motivation, and slumped education level across the country. Research objective: This research to identify the defects in the human resource management system of the department of education, and has devised solutions to improve this system based on the results. Methodology: The present study is qualitative in nature, applied research in terms of research objective, and a survey in terms of data collection. The statistical population was made up of education experts, and the statistical sample was selected based on purposive nonprobability sampling. The defects were identified based on the Mir model in the four categories of recruitment, training, retention, and staffing of human resources. final interviews were conducted with 12 experts from this field. Results were obtained using the theme analysis technique through which primary and secondary themes and codes were identified. The reliability of the theme analysis was 0.86 through retest.Results: Results indicated the experts considered the most important defects to be in the two fields of provision and retention. Among these defects, one can mention , improperness of the current ranking indices, and lack of civic liability insurance. Manuscript profile -
Open Access Article
2 - Pathology of the lack of Child Labour Elimination & Presenting a Proper Model
دکتر مراد کردیThis research aims to study the pathology of the lack of child labour elimination &present a proper model to help execute this law. This research recognizes theeconomical factor to be the most effective factor on the execution of law in this regardamong all other fa MoreThis research aims to study the pathology of the lack of child labour elimination &present a proper model to help execute this law. This research recognizes theeconomical factor to be the most effective factor on the execution of law in this regardamong all other factors of organizational & management factor, social factor, legalfactor, and cultural factor. The researcher has studied the scale of Interaction of theaforementioned factors using factor analysis. Using the results, the researcher haspresented a model for the effective factors of child recruitment. To assay his model,the researcher has gathered data from the experts at the council of social affairsthrough a questionnaire. The research results have shown that the economical factor isthe most effective factor on the execution of law in child recruitment and all otherfactors of organizational & management factor, social factor, legal factor, and culturalfactor come after. Manuscript profile -
Open Access Article
3 - Designing and explaining the pattern of formation of evidence-based policies in the field of attracting and retaining professional employees of Iran's aviation industry (mixed approach)
hesam ghorbanali morteza mosakhani Karamollah DaneshfardAbstract This research was done with the aim of designing and explaining the pattern of formation of evidence-based policies in the field of attracting and retaining professional employees. This research is applied in terms of purpose, exploratory in terms of approach, MoreAbstract This research was done with the aim of designing and explaining the pattern of formation of evidence-based policies in the field of attracting and retaining professional employees. This research is applied in terms of purpose, exploratory in terms of approach, and mixed (qualitative-quantitative) in terms of data analysis. In the qualitative phase of the research, a group of experts, including university professors and experienced consultants in the field of human resources management, as well as senior managers of human resources in Iran's aviation industry, were considered as the statistical population. In this phase, 11 experts were selected using the purposeful sampling method. The main tool of data collection in the qualitative phase of the research was in-depth and semi-structured interviews with experts. In the qualitative phase of the research, the data obtained from the interviews were analyzed based on the theme analysis method. In the quantitative phase, all senior managers of Iran's aviation industry were considered as the population, and among them, 108 people were selected as a statistical sample based on simple random sampling. In the quantitative phase of the research, a closed and researcher-made questionnaire consisting of 27 items was used as the main tool for data collection. The validity and reliability of this questionnaire was checked and confirmed in different ways. In the quantitative phase of the research, SPSS and Lisrel software were used to perform descriptive and inferential analyses. Finally, the research results led to the design of a multi-pronged model for the formation of evidence-based policies in the field of recruiting and retaining professional employees. This model includes three main tentacles including witnessing, technical and political, each of these tentacles also includes subcategories. Manuscript profile -
Open Access Article
4 - Pathology of Elementary Teacher Recruitment Process in Iranian Education
Ahmad Ahmadi farsany fariba karimi badri shahtalebiThe current study aims to look into the merits and demerits of elementary teacher recruitment process in Iranian Education. To achieve this purpose, phenomenology approach was utilized. The population included all formally employed teachers as well as elementary educati MoreThe current study aims to look into the merits and demerits of elementary teacher recruitment process in Iranian Education. To achieve this purpose, phenomenology approach was utilized. The population included all formally employed teachers as well as elementary education experts. The sample of study entailed 22 persons selected via purposive sampling method (considering the saturation point). They were interviewed using a semi-structured interview. The interviews were first recorded and transcribed and then analyzed based on the seven-stage Colaizzi method. The study finally led to identification of 65 drawbacks within 15 conceptual units in force-finding, selection, and appointment dimensions. The most important drawbacks in each of these dimensions were: Lack of comprehension of job nature, occupational qualification weakness, non-technical procedures, weakness in information giving, weakness in teachers’ social rank, , technical and skill weaknesses, selective weaknesses, psychological contrasts, inattention to research activities, inattention to welfare and livelihood facilities, weakness in employing modern technologies, Weakness in pinpointing policies, weakness in teachers’ organization, weakness in motivational factors, weakness in maintaining teachers, weakness in assessment and feedback. Finally, remedial strategies were suggested based on the related literature and Iranian realities one of which was changing the rules and policies regarding workforce recruitment. Manuscript profile -
Open Access Article
5 - Designing a model of factors affecting the recruitment, maintenance and organization of human resources for education and training in North Khorasan
mehdi omrani Roya Afrassiabi Mahboubeh Soleimanpour OmranPurpose: The purpose of the current research was to compile and examine the model of factors affecting the recruitment, maintenance and organization of human resources for education and training in North Khorasan. Method: The method of the current research was an explo MorePurpose: The purpose of the current research was to compile and examine the model of factors affecting the recruitment, maintenance and organization of human resources for education and training in North Khorasan. Method: The method of the current research was an exploratory research that has a qualitative nature. In this research, the components of attracting, maintaining and organizing human resources were extracted by using the foundational data theory and conducting interviews. The research community included managers and education experts of North Khorasan who were active in the period of 1401-1402. The sampling method of the present research was purposive sampling, and finally, based on theoretical saturation, 12 people participated as a sample. Findings: The findings of the research showed that the causal conditions of attracting, maintaining and organizing the human resources of education and training include individual causes, social causes and organizational causes; The consequences of attracting, maintaining and organizing the human resources of education and training, including organizational consequences, individual consequences and extra-organizational consequences; Background conditions for attracting, maintaining and organizing human resources, including infrastructure and the availability of supporting conditions; Intervening conditions for recruiting, maintaining and organizing human resources for education and training, including job conditions, organizational conditions, global conditions and employee conditions; Strategies for attracting, maintaining and organizing human resources include improving human resource management and human resource empowerment strategies. Conclusion: According to the obtained results, human resources planners in North Khorasan province should pay attention to these dimensions and components in order to attract and improve their forces. Manuscript profile -
Open Access Article
6 - Explaining and Designing the Model of Internal Factors of Strategic Human Resource Planning Based on the Recruitment and Adjustment of Knowledge-Based Employees (Case Study: National Development Fund)
Haniyeh Fardmanesh Saeed Sayadi Sanjar Salajegheh Ayob Sheykhi Mohammad Jalal Kamali -
Open Access Article
7 - Designing the optimal model of elite recruitment in Public agencies
zahra moghimi gholamreza memarzadeh tehranImplementing an effective recruitment process is directly related to the performance of the organization. the shortage of talent is the biggest Barrier to growth in the organizations, This study aimed to design the optimal model of elite recruitment in public agencies. MoreImplementing an effective recruitment process is directly related to the performance of the organization. the shortage of talent is the biggest Barrier to growth in the organizations, This study aimed to design the optimal model of elite recruitment in public agencies. Research has a quantitative and qualitative approach. In the qualitative part, a hybrid technique was used to achieve the appropriate model. At this point, after identifying elite categories, concepts, and codes, an initial conceptual model was formed. In the next step, mathematical modeling technique (fuzzy expert system) in MATLAB software was used to achieve the desired combination of dimensions. The results showed that in the ideal combination the coefficient of ssocio-cultural factor is 11%, economic factor is 16%, political-legal factor is 12%, job attractions is 17%, organizational attractions is 10%, cultural attractions is 17% and ideal attractions is 15%. Therefore, enhancing job attractions such as challenging jobs, competing salaries and competencies, job-to-employee fit, outsourcing, job security, utilizing up-to-date technology, and creating opportunities for advancement and promotion can facilitate the recruitment of elites. Concerning cultural attractions, it will also be important to respect the principle of meritocracy in installing, promoting justice, elite respect, and promoting a culture of elitism and central talent in attracting elites to government agencies. Manuscript profile -
Open Access Article
8 - Identifying and Priority the Indexes of Job-fitness and labor in recruiting specialized human resource
Mirza Hassan Hosseini Zeinolabedin Rahmani Fataneh HabibiHuman Resource Supply is considered as one of the principal tasks of management, and the other managerial tasks (such as planning, organization, etc.) in practice realize just when the right and skilled human resource exist to implement them. The Appropriate selection o MoreHuman Resource Supply is considered as one of the principal tasks of management, and the other managerial tasks (such as planning, organization, etc.) in practice realize just when the right and skilled human resource exist to implement them. The Appropriate selection of staff is of utmost importance, because the selection of inappropriate personnel, i.e. the people do not have adequate skills and eligibilities or leave the organization after a while, imposes heavy costs to the organization. Selecting and recruiting the staff is a multi-criteria decision-making issue, which encompasses numerous indices. The present research is an attempt to identify and prioritize those indices. The research statistic sample includes high-ranking executive managers, managers in human resource department, the academic faculty members and educational managers in private sectors, offices and departments in Qazvin province. This research is an applied-descriptive type in which the relationship between the indices and the factors affecting the job-fitness have been investigated using mathematical multi-criteria decision-making methods and Group Analytical Hierarchy Process (GAHP) technique, as well as the calculation and pair comparison approach. The Hierarchy Process analysis indicates that these two factors have different effects in public and private sectors. Hence, if these factors are controlled at the time of recruitment, the job fitness can be maximized. Manuscript profile -
Open Access Article
9 - برنامه ریزی نیروی انسانی به روش زنجیره مارکوف (مطالعه موردی دانشگاه آزاد اسلامی، واحد فیروزکوه)
ملیحه صحراییمقاله حاضر با هدف پیش بینی و تعیین عرضه خالص نیروی انسانی دانشگاه آزاد اسلامی واحد فیروزکوه برای یک دوره معین انجام شده است. لذا به کمک تجزیه و تحلیل اطلاعات گذشته منابع انسانی، از روش مدل زنجیره مارکوف استفاده شده است و در نهایت تعداد نیروی انسانی، ورود و خروج و همچنین Moreمقاله حاضر با هدف پیش بینی و تعیین عرضه خالص نیروی انسانی دانشگاه آزاد اسلامی واحد فیروزکوه برای یک دوره معین انجام شده است. لذا به کمک تجزیه و تحلیل اطلاعات گذشته منابع انسانی، از روش مدل زنجیره مارکوف استفاده شده است و در نهایت تعداد نیروی انسانی، ورود و خروج و همچنین کمبود و مازاد در هر یک از واحدها و پست های مختلف سازمانی برای 5 سال آینده ( از 1390 تا 1394) پیش بینی شده است و بدین ترتیب تصویر روشنی از وضعیت نیروی انسانی از لحاظ ارتقاء، تنزل، انتقال، استخدام و ترک خدمت کارکنان برای تصمیم گیری مدیران فراهم شده است. جامعه آماری این پژوهش شامل کلیه کارکنان دانشگاه آزاد اسلامی واحد فیروزکوه میباشد. Manuscript profile -
Open Access Article
10 - Analysis of Agency Theory in Explaining the Relationship Between Internal control weakness and CEO Recruitment
mohammad gholamrezapoor roohollah arab mohammadali palangi mazrae narjes hossiniAccording to agency theory, CEO can inefficiently use the firms assets to promote their personal interests at the expense of shareholders, leading to agency costs such as weak internal controls, which the CEOs Recruitment can serve as a strategy for the board to improve MoreAccording to agency theory, CEO can inefficiently use the firms assets to promote their personal interests at the expense of shareholders, leading to agency costs such as weak internal controls, which the CEOs Recruitment can serve as a strategy for the board to improve controls. Internal and reduce firm representation problems. Therefore, the purpose of this study is to investigate the relationship between the weakness of internal controls and the employment of CEOs in companies listed on the Tehran Stock Exchange with respect to agency theory. To test the research hypothesis, the financial information of firms listed on the Tehran Stock Exchange in the period between 2016 and 2020 has been used, so that after applying the restrictions in this study, the final sample consisting of 163 companies was selected. After measuring the research variables, multivariate linear logistic regression analysis was used to test the research hypothesis. Hypothesis testing was also performed using Eviews econometric software and statistical techniques of integrated data. The results of the statistical test of the research show that there is a positive and significant relationship between the internal controls weakness and the CEO Recruitment. Manuscript profile -
Open Access Article
11 - Analysis of job satisfaction of teachers and students of schools in Kermanshah
faranak mosaviThe aim of this study was to investigate the job motivation of high school teachers and vocational students in Kermanshah, which is applied in terms of purpose and causal-comparative method. The statistical population of the study includes all high school teachers and v MoreThe aim of this study was to investigate the job motivation of high school teachers and vocational students in Kermanshah, which is applied in terms of purpose and causal-comparative method. The statistical population of the study includes all high school teachers and vocational students in Kermanshah working in the academic year 2009-2010. According to the official statistics of the General Directorate of Education of Kermanshah province, their number was 3084 people. Using the stratified sampling method and the Georgian-Morgan table, 342 high school teachers and art students in Kermanshah were selected as sample members, of which 57 were students and 285 were students. People were also formed by secretaries.The data collection tool was the job motivation questionnaire of Scafieli et al. (2002) which consists of three subscales of self-absorption, strength and endowment. The construct validity and content of this scale have been reported optimally by the manufacturers. The reliability of this scale has been obtained in several studies with Cronbach's alpha method between 0.80 to 0.90. The results of t-test of independent groups showed; The difference between the calculated average in the components of professional energy (enthusiasm to work), professional sacrifice (dedication to work) and recruitment is statistically significant between the group of teachers and students and the job desire of students is more than Is teachers (p Manuscript profile -
Open Access Article
12 - Identify and determine the appropriate pattern of central justice in recruitment and employment Manpower in government organizations
Mohammad Kazemzadeh Hochghan Reza NajafBeigi Naser Mirsepasi Karamollah Daneshfard Objective: The purpose of this study is to identify the factors affecting justice in the process of attracting and hiring human resources in Iranian government organizations.Methodology: The research method is mixed (quantitative content analysis method - quantita More Objective: The purpose of this study is to identify the factors affecting justice in the process of attracting and hiring human resources in Iranian government organizations.Methodology: The research method is mixed (quantitative content analysis method - quantitative method)Results: Factors affecting justice in the recruitment and employment of human resources were divided into two general categories of external and internal factors. 4 cultural, economic, social and political dimensions were identified as external factors and 3 dimensions (management of ethics, values and culture), individual and internal as internal factors and a total of 2 factors, 7 dimensions and 48 indicators were identified in the 3 mentioned processes.To assess the impact and prioritization of the components, a researcher-made questionnaire was distributed among 214 managers and senior human resources experts of government organizations. Data were analyzed using binomial test and Friedman test.Discussion: Political, social, cultural and economic factors have an effect on attracting justice-oriented, respectively. Also, individual factors have the most impact and the factors of managing ethics and values and organizational culture as well as internal organization, in terms of effectiveness in attracting justice-oriented, are in a group and after individual factors. Manuscript profile -
Open Access Article
13 - Providing a model for identifying and attracting primary school principals in Tehran
B. Moradi B. Moradi , A. Khorshidi , A. Khorshidi , L. Abassi Servak , L. Abassi ServakAbstractThe Purpose of this study was to provide a model for identifying and attracting primary school principals in Tehran. If an organization does not have a program for attracting and employing trained human resources in line with the current business requirements, t MoreAbstractThe Purpose of this study was to provide a model for identifying and attracting primary school principals in Tehran. If an organization does not have a program for attracting and employing trained human resources in line with the current business requirements, the effectiveness and efficiency of the organization's human resources programs and policies will suffer irreparable damage. In order to achieve the first two goals, the researcher has used the qualitative method and to achieve the third goal, he has used the quantitative survey method. Therefore, this research is in the category of mixed research. The sample of the qualitative section included 30 specialists, education experts and university professors in Tehran who were selected via purposive sampling. In the quantitative part of the sample using Morgan and Krejcie’s Table, 134 individuals were estimated who were randomly selected and evaluated using a researcher-made questionnaire. The results of the qualitative part were analyzed using the coding process, which finally included 200 indicators, 17 components and four dimensions of managerial competence, social competence, individual competence and final absorption. The findings of the quantitative section confirmed the qualitative findings. Manuscript profile -
Open Access Article
14 - Provide a model for attracting faculty members to higher education institutions with a thematic analysis approach
seyedhassan alavirad Fereshteh Kordestani Yalda Delgoshaei Asad HejaziToday, the employment and employment of human capital in organizations, especially highereducation centers and universities, emphasizes the qualitative evaluation of applicants and therecruitment of qualified and capable people. Therefore, it is important to provide a s MoreToday, the employment and employment of human capital in organizations, especially highereducation centers and universities, emphasizes the qualitative evaluation of applicants and therecruitment of qualified and capable people. Therefore, it is important to provide a suitablemodel for attracting academic staff. The aim of this study is to provide a model for attractingacademic staff to universities and higher education institutions. The research method isqualitative and analyzes the content. The statistical population consists of professors, specialists and experts in the management and planning of policy-making bodies in the field of recruitment and maintenance of human resources. Theme analysis was used. The results were analyzed according to the four stages of the recruitment process, including planning, recruitment, selection and self-employment. Detection”, 2 components (announcing the call and reviewing the applicants' file), in the“ selection ”section, 3 components (reviewing the scientific and general competence, inquiring from the authorities and issuing the executive board vote) and finally in the“ employment ”section, 3 components (informing). Complaints and rulings have been identified and presented in the form of a model for attracting academic staff to universities and higher education institutions Manuscript profile -
Open Access Article
15 - Analyzing recruitment factors in talent management to improve the individual performance of employees
mohamadtaghi mahmodi fardin javanbakht badri shahtalebiThe purpose of this study was to investigate the recruitment factors in talent management in order to improve the individual performance of Iranian education and training staff through qualitative-quantitative method. After coding and categorizing the first 40 themes, i MoreThe purpose of this study was to investigate the recruitment factors in talent management in order to improve the individual performance of Iranian education and training staff through qualitative-quantitative method. After coding and categorizing the first 40 themes, its content validity was assessed in two ways, qualitative and quantitative. Using the Holstein coefficient, the reliability of the themes was 0.85. Estimated. In the quantitative phase of the study environment, 5873 individuals were selected using Cochran's formula 369 as the sample size by non-random sampling. Values corresponding to Cronbach's alpha coefficient were reported for themes above 0.75. . In order to analyze the data, descriptive statistical methods were used in quantitative data analysis including frequency distribution tables and graphs, and in the inferential part the confirmatory factor analysis method and covariance-based structural equation modeling approach were used. According to valuation indices, recruitment methods, competency and recruitment channel with factor loadings of .57, .55, .39, .37 had the most explanatory effect in this model, respectively. Manuscript profile -
Open Access Article
16 - A suitable model for attracting faculty members .
kadijeh asgariy Fatemeh hamidifar mehdi shariatmadari Abbas KhorshidiThe purpose of this study is to identify the components of faculty recruitment. In terms of practical goals and in terms of data, it is a bit cross-sectional in terms of the nature and type of survey study. The statistical population of all the faculty members of the Te MoreThe purpose of this study is to identify the components of faculty recruitment. In terms of practical goals and in terms of data, it is a bit cross-sectional in terms of the nature and type of survey study. The statistical population of all the faculty members of the Technical and Vocational University is 234 people. 132 people were selected through stratified random sampling method. Simultaneous validation and CVR were performed. Preliminary output shows that the correlation matrix determinants are non-zero and the result of Bartlett spherical test is statistically significant at a level of less than 0.0001.The output of 25 factors by PC method and Varimax method of period and data that were jointly correlated with one factor formed a test piece. The results of factor analysis of the research were introduced as priorities of 8 dimensions, 25 components and 128 indicators, respectively, as constructive factors in attracting faculty members. Manuscript profile
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