Arman Behrad; Mehdi Sabokro; Seyed Mohammad Tabatabaeenasab
Abstract
In the past decades, the tendency to use competency-based systems has increased. Correct introduction of the competency framework can help organizations improve the performance of HR systems. This research is designed as a model for designing the competencies of senior tax experts in the tax administration ...
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In the past decades, the tendency to use competency-based systems has increased. Correct introduction of the competency framework can help organizations improve the performance of HR systems. This research is designed as a model for designing the competencies of senior tax experts in the tax administration of Iran.This research is based on an interpretative paradigm, uses a basic strategy, is considered as an exploratory research goal and in terms of the results, is a developmental research, and from the data viewpoint, is a qualitative research. Archival studies, Interviews and questionnaires are used for gathering the required information. Content analysis and qualitative methods of content analysis were used to extract information from the interview data.The statistical population of the research consisted of managers of the department of the organization, thematic experts, experts and operational managers of the provinces. Purposive sampling was performed and using the snowball method, 10 people were selected from the statistical population. In designing the model, the process of preliminary planning, conducting interviews and compiling an initial list of competencies, comparing the list with the existing lists and competency models, providing a definition of competency concepts and compiling a compilation list, evaluating and refining the list of competencies by the expert group and, finally, designing the competency model was performed. Finally three areas of functional, behavioural, and contextual competencies with 50 competency concepts in eleven categories were identified and a model of these competencies was presented
Abbas Abbasi; Moslem Alimohammadloo; Zahra karimi
Abstract
Nowadays, recognizing and applying managerial skills truly target their activities at achieving goals. The aim of this study is to present a model for measuring managerial skills in different organizational levels. Regarding method, this study has a mixed method (using qualitative meta-synthesis method ...
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Nowadays, recognizing and applying managerial skills truly target their activities at achieving goals. The aim of this study is to present a model for measuring managerial skills in different organizational levels. Regarding method, this study has a mixed method (using qualitative meta-synthesis method and Delphi method in the first phase and quantitative survey method and its analysis by means of DANP method in the second phase). And, regarding the goal, this is a practical study. In the first phase of the study, all related research published in Iranian and foreign valid scientific databases were studied using meta-synthesis method and the model was confirmed by Delphi. In the second phase, the statistical population was consisted of all managers in South Zagros Oil and Gas Exploitation Company chosen by purposive sampling method. The results of this study shows that the dimensions of team working, technology and problem solving skills have the most importance among top managers respectively; the dimensions of technology, learning and communication skills have the most importance among middle managers respectively, and the dimensions of learning, communication and technology skills have the most importance among first-line managers respectively.
Mahmood shafi; Mohsen shafie nik abadi
Abstract
In Yazd Alloy Steel Corporation, due to high volume production and number of employees, management competency is important. Moreover, according to the effect of financial and physical damages due industrial accident on company performance, attention to safety management competency have been so necessary. ...
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In Yazd Alloy Steel Corporation, due to high volume production and number of employees, management competency is important. Moreover, according to the effect of financial and physical damages due industrial accident on company performance, attention to safety management competency have been so necessary. In this study, using the model that proposed by Chang et al. key competencies of the industrial safety managers have been investigated. Theory sampling has been used to collect data. Therefore to determine the priority of competencies the questionnaires were distributed between 10 safety , health and environment directors and based on Fuzzy Prospect Theory, Multi Attribute Decision Making called Fuzzy Todim, data has been analysed. According to the research results , the ability to identify the social and psychological risks , project management, health and safety and environment, the ability to identify environmental risks have preference in order to planning for enhancement. The results can help the factory managers in developing training programs to upgrade the skills of staff safety , health and environment.
Volume 20, Issue 62 , September 2010, , Pages 37-59
Abstract
As human beings have learning abilities and can acquire knowledge through discovery and making mistakes, and also have the power to create concepts and sights, organizations also possess the same abilities. With the current vast and fast development of information technology in this ...
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As human beings have learning abilities and can acquire knowledge through discovery and making mistakes, and also have the power to create concepts and sights, organizations also possess the same abilities. With the current vast and fast development of information technology in this century and clear and cryptic competition in the world, the importance of organizational learning and psychological empowerment is felt increasingly. Therefore, in this research the effect of organizational learning on psychological rehabilitation ofemployees of the Deputy for the State Treasury and Expense of the Ministry of Economic and Property Affairs was surveyed. To evaluate organizational learning factors, Nife Model Standard questionnaire, and to survey Psychological empowerment Mirsha and Sprinter Model Standard questionnaire were applied. The statistical methods used in this research are Kolmogruf- Smirnoff Test, correlation Coefficient on sample t test, liner regression and Friedman Test. The results achieved indicate that organizational learning has influence on psychological empowerment of the employees (competency sense, self-organizational sense, effective sense,meaningful sense of occupation and trust sense).This results can act as a basis for organizations to compose the suitable human resource management strategies regarding organizational learning and psychological empowerment of employees, in this ever-changing world
seyed hoseyn abtahi; mohammad montazeri
Volume 19, Issue 57 , May 2008, , Pages 1-16
Abstract
Successful accomplishing of HR tasks and responsibilities in organizations depends on different factors such as their knowledge, abilities, skills and competencies. Some of management theorists belibe that competitive advantages in future will be shown in form of organization's abilities to managing ...
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Successful accomplishing of HR tasks and responsibilities in organizations depends on different factors such as their knowledge, abilities, skills and competencies. Some of management theorists belibe that competitive advantages in future will be shown in form of organization's abilities to managing information and knowledge. In this way, Competency Management (CM) is an important issue in the scope of knowledge management and knowledge management, also, is subordination of Human Resources Management (HRM). In this paper, we try to review the concept of competency- standard, competency profile, competency life cycle and etc, and to state the stages of the process of designing a competency model. Also, by emphasizing on the important tole of competency- based management in HRM, some advantages of using subsystems of HRM that are based upon competency have explained, and finally, some recommendations have offered for human resources managemers in organizations in our country.
gholamreza kordestani
Volume 19, Issue 57 , May 2008, , Pages 33-52
Abstract
In this paper meritocracy in fields of recruitment and selecting, promotion and keeping the qualified in government's set in Qazvin, have been investigated. Required data for testing the hypothesis gathered by questionnaire distributed among 119 of staff of 21 government sets. The results show that: ...
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In this paper meritocracy in fields of recruitment and selecting, promotion and keeping the qualified in government's set in Qazvin, have been investigated. Required data for testing the hypothesis gathered by questionnaire distributed among 119 of staff of 21 government sets. The results show that: there is not meritocracy in high level in fields of selecting, training and keeping the qualified, in Qazvin. Except training the qualified, there is not a meaningful difference in the word of qualification between the staff of Qazvin government sets.
So we can express that, the main role of human resource being in creation of values, true use of limited resource and achieving to a department success, needs a top management in government sets, that it goes to select the staff according to scientific measures, so by setting to complete training program, we could gain to this aim and in order to avoid of direct or indirect costs and also loosing the experienced staffs, we need to know the correct ways in case of reaching to a good qualification rules
