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.
seyed mohammad erabi; ali bagheri kaljahi
Volume 19, Issue 57 , May 2008, Pages 17-32
Abstract
Many researches point out that organizational commitment has remained a topic of interest ever since it was introduced in the early 1950s to the field of organizational behavior, because they believe that properly managed, organizational commitment can lead to beneficial consequences such as organizational ...
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Many researches point out that organizational commitment has remained a topic of interest ever since it was introduced in the early 1950s to the field of organizational behavior, because they believe that properly managed, organizational commitment can lead to beneficial consequences such as organizational effectiveness, improved performance, reduced turnover and reduced absenteeism (Meyer & Allen, 1997; Baruch, 1998; nowadays, 1998; Buck & Watson, 2002; Dixon, 2002). The present study devotes to investigate the effect of human resources management policies as three subsystems: staffing, appraisal and reward, employee relations to the rate of employee organizational commitment and diagnosing the weakness points of these policies. It is shown that there is significant relationship between HRM1 policies and rate of OC2, using the analysis of information which obtains from questionnaire, two dimensional Chi - square test, Gamma and Somers's d correlation coefficient. Also, using one dimensional Chi - square test, we diagnose the problematic HRM policies of the rate of employee organizational commitment.
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
fattah sharif zadeh; abbas kazemi bidgoli
Volume 19, Issue 57 , May 2008, Pages 53-85
Abstract
Policy Implementation step is one of important phases in public policy - making process. After formulating and legislating policy agenda , public policy should be submitted to respective organization for implementation. Regarding optimal and effective public policy implementation, many issues are involved. ...
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Policy Implementation step is one of important phases in public policy - making process. After formulating and legislating policy agenda , public policy should be submitted to respective organization for implementation. Regarding optimal and effective public policy implementation, many issues are involved. This study tries to analyze the impact of management and organizational factors on optimal implementation of cultural - social and economic development program in our higher educational systems. Achieving this research goal we try to identify most important management and organization variables. Different types of data collection methods such as research questionnaire observation and organization archives were used and the intensity of each factor regarding criteria for measuring variables were statistically analyzed. Then, results and findindings were concluded and finally recommendations were presented to organization managers and authorities.
Higher education administration, public policy analysis,
higher educationimplementationanalysis. Policyimpact evaluation
mir ali seyed naghavi; seyed mohammad mehdi bahrol olum
Volume 19, Issue 57 , May 2008, Pages 86-104
Abstract
The ever increasing importance of knowledge capitals and their conversion to a resource of organization's competitive advantage
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The ever increasing importance of knowledge capitals and their conversion to a resource of organization's competitive advantage
kamran feyzi; abolfazl kazazi; vahab khalili shojaee
Volume 19, Issue 57 , May 2008, Pages 105-132
Abstract
This article deals with investigating CRM's (Customers Relationship Management) impact on customers' satisfaction by using Service Quality Model (SERQUAL) in PEC.
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This article deals with investigating CRM's (Customers Relationship Management) impact on customers' satisfaction by using Service Quality Model (SERQUAL) in PEC.
abdolhamid safaai ghadikolai; mehrdad madhushi; mansur esmail zadeh
Volume 19, Issue 57 , May 2008, Pages 133-156
Abstract
Faced with the heavy burden of dealing with a large number of items, companies must classify the items in inventory and develop effective inventory control policies for these classes. Inventory classification using ABC analysis is one of the most widely employed techniques in organizations. The purpose ...
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Faced with the heavy burden of dealing with a large number of items, companies must classify the items in inventory and develop effective inventory control policies for these classes. Inventory classification using ABC analysis is one of the most widely employed techniques in organizations. The purpose of ABC classification is highlights the need for further study on effective factors in knowledge management processes. In the present age of ideas with the specification of uncertainty, knowledge management counts for an effective tool in the application of human capital and accountability to strategic uncertainties. In this direction, effective knowledge management initiatives need a culture that values sharing knowledge among individuals as well as the creation and application of it. On the other hand, much of the literature emphasizes the fundamental role of managers and leaders in shaping an appropriate culture that facilitates knowledge management processes. Hence, in this article, the value perspective (Denison and Quinn) and the behavioral perspective of organizational culture, and transformational, transactional and laissez- faire leadership styles also their role in developing four key knowledge management activities ( creation, storage, transfer and application) will be analyzed. As part of this analysis, a set of hypothesizes will be provided in order to explain the organizational culture fostering each of knowledge management processes also the compatible leadership style for developing and shaping the underlying culture. Finally the article concludes by considering fruitful areas for further research.
