The purpose of this study was to study the evaluation and effectiveness system in private banks in order to propose an integrated model for evaluation and effectiveness in private banks. The present study was carried out mixed method. In the qualitative section, the inductive content analysis method was used and a quantitative part of the survey design was used. The statistical population of this study was all employees of the Private Banking in Training and Development unit, and training and development experts who were selected randomly in a randomized, non-randomized, simple and descriptive manner. A semi-structured interview and a researcher-made questionnaire were used to collect data. Validity and reliability of the tools used in the research were confirmed. Also, for analyzing qualitative data, Graneheim and Lundman's method was used and for analyzing quantitative data one sample T test was used. The results showed that the evaluation and effectiveness system in private banks is not well-suited and it is not done in a coherent, organized and integrated way. The findings also showed that the components of the integrated evaluation and effectiveness model of training and development can be classified into 8 main categories. Finally, the results showed that the proposed model is valid from the perspective of experts. Manuscript profile

Abstract Objective: The present study was conducted to investigate the relationship between the transfer of management skills to subordinates and successor parenting according to the mediating role of coaching in Mobarakeh Steel Company of Isfahan. Method: This study was descriptive-correlation in 1398 and its statistical population included 432 managers, deputies, heads and supervisors of Mobarakeh Steel Company. The sample size was obtained through Morgan table of 205 people and the samples were randomized. Simple were selected. The data collection tool was a researcher-made questionnaire with 76 questions that hypothesized after content, formal and structural validity (confirmatory factor analysis method) and reliability (Cronbach's alpha method 0.88) with partial least squares method and SPSS software and SmartPLS 2.0.M3 was analyzed. Results: There was a significant relationship between the transfer of managerial skills (technical, perceptual, human and professional) and succession based on the results obtained. Also, there was a significant relationship between the transfer of managerial and coaching skills and between succession and coaching Manuscript profile

The main purpose of this study was Investigating the impact of identification and ‎directing top talent (Shahab) on Equal Training Opportunities and Self-actualization student ‎Shirvan 2018-2019. The Comparative Causal Research was descipitive in terms of method ‎and nature. The statistical population inconsisted all students of Difth grads Shirvan 2550 ‎people who didi not pass the shahab plan and sixth graders student out of the 2100 who ‎passed the shahab plan. Statistical sample was selected by simple random sampling method ‎using Gorges Morgan table with 334 and 325 subjects, respectively. The Data were collected ‎by two questionnaires Equal Training Opportunities Javanmard (2014) and Self-‎actualization Ahvaz (2009) . Their validity was of a formal and content type, approved by ‎the professors and their reliability through Cronbach's alpha Were estimated for the past ‎‎(0.71), (0.87) and not passed (0.73) , (0.94) respectively. Data were analyzed by descriptive ‎statistics (frequency distribution table, graph, mean, standard deviation and central indexes ‎and dispersion calculation) and inferential statistics (covariance analysis and t-test) using ‎spss21 software. The results showed that 99% considering of Plan dor idenrifying and ‎directing top talent (Shahab) on Equal Training Opportunities and Self-actualization sixth ‎grade student who dropped out of this course. It can be concluded that guiding all the top ‎talents can an important step towards equal opportunity for education and academic Self-‎actualization.‎ Manuscript profile

One of the methods are used to assess and evaluate employees is the evaluation center. Evaluation centers usually have good validity at the tool level, but there are weaknesses at the model level of estimating the final score of evaluation centers. This research is designed to provide a method to estimate the final score of assessment centers based on the concept of risk and taking into account interpersonal differences. For this purpose, the data of the evaluation center of 800 managers of the country has been used. In this research, nine different models have been designed and evaluated, and finally, the model with the lowest error rate is presented as the selected model. Manuscript profile

The present study has a three-dimensional purpose, which is: First, to identify new criteria for selecting employees in the fourth generation industrial environment. Second; Prioritize and identify causal relationships between these criteria. Third, contribute to the operations management literature by focusing on the recruitment process and supporting human resource activities according to industry-related criteria of the fourth generation. The type of research is applied and descriptive-causal research method and has been done in knowledge-based companies with advanced technology. The statistical population consisted of 5 experts from the relevant companies who were responsible for making changes in order to adapt to the fourth generation industrial revolution in their company. The fuzzy DEMATEL approach has been used to conduct the research. Based on the findings, eleven critical factors influencing the selection of labor in the fourth generation industrial environment were identified, the most important of which, in order of priority, include; Ability to deal with complexity and problem solving, thinking about overlapping processes, and flexibility to adapt to new plans and work environments. In addition, the results indicate the existence of causal factors in descending order, including: information technology and technology production, awareness of information technology security and information protection, the ability to resolve work crises and how to combine relevant knowledge and use it in a job or They are a special process. Outcome factors also include; Flexibility to adapt to new plans and work environments, high analytics and perceptual skills, ability to communicate with new intermediaries, ability to deal with complexity and problem solving, thinking about overlapping processes, continuous interdisciplinary learning and collaboration, and confidence in new technologies and readiness for change Are. Manuscript profile

Considering the role of knowledge workers in knowledge-based organizations and the ‎importance of the motivation of this group of employees to enhance the effectiveness and ‎efficiency of the organization; the main objective of the research, identifying and ranking ‎the factors affecting the reduction of the motivation of knowledge workers and providing a ‎model for its improvement at the Research Institute of Petroleum Industry. After reviewing ‎the research literature and using the experts' opinions, the final research model was ‎prepared. This research is quantitative in terms of its approach, in terms of orientation, ‎applied and in terms of strategy, survey. The statistical population of the research is ‎managers, faculty members and researchers of the research institute of petroleum industry. ‎Fuzzy hierarchy analysis technique was used to rank the identified factors and was used ‎by experts. The results of the research indicate that the most important factors affecting ‎the reduction of motivation of knowledge workers in order of priority are the lack of ‎opportunities for improvement and progress; lack of challenging tasks; lack of freedom of ‎action and independence; the process of evaluating the uncertain performance of ‎employees; low salaries and benefits; Lack of managerial support; lack of direct ‎communication with the manager; and willing co-workers.‎ Manuscript profile

Training is a employee developmental tool. Due to the expansion of e-learning in organizations, the learner engagement is a very important issue that through learning interaction, it is possible. Learning interaction concept is a crucial component in any learning environment and also in e-learning the importance of interaction had been accepted. Despite numerous studies on the types of interactions and the effects of each of them on different variables, a small share of research is devoted to identifying methods of creating interactions especially learner-content interactions. The purpose of this study is identifying methods of creating Learner-content interactions in online learning environments because the lack of interactions in online learning environment is one of the most important problems. The methods of this research are phenomenological focus group, semi-structured interview and qualitative content analysis which have been used in order to provide a systematic review of the previous research from the website of web of science from 2009 to 2019. For validity of data we used triangulation in research methods. The results showed nine way for creating interactions between learner and content. Manuscript profile

The managerial nurturing paradigm as one of the approaches to sustainable development alongside economic and social approaches has been considered by management science experts in recent years. The purpose of this study was to identify and explain the managerial factors and indicators of managerial development within the framework of the model. According to the exploratory approach of the research, the method of mixing was selected based on the priority of data collection, first the qualitative method and then the quantitative method. The statistical population consisted of 21 managers of cooperative banking and 429 managers of cooperative financial services. Purposeful sampling and structured interview information and questionnaire were collected. The validity of the study was determined by face validity and reliability by Cronbach's alpha coefficient and composite reliability. The findings showed that three factors and 27 managerial indices are necessary for managerial development. The results indicate that for nurturing managers with a managerial approach, the three-factor model of self-management, management of others and business management should be considered by the planners. Manuscript profile

Objective: The purpose of this article is how to evolute human capital capabilities in public organizations of Iran. One of the problems in public organizations is single-dimensional view of managers to functions and processes that is an obstacle for evolution. Methods: The research method of this paper to solve the complex problem of human capital capabilities evolution is critical hermeneutics; in this regard, the main axes of systems thinking are studied, interpretation and sympathy between theories are presented firstly; then dimensions are examined in the interpretative paradigm, the expressions and synthesis of key concepts are declared. On the basis of selected method to answer the questions appropriate to the subject of evolution, the purposeful and judgmental sampling has been used. Data gathering method is library, internet searching and looking up in texts, documents and evidences; the gathering tool is taking note. Results: Human capital capabilities in the phenomena hierarchy approach of this matrix are evoluted from simple to complex that more complex level includes the capabilities of more simple levels. The model of human capital capabilities evolution is a system include of public organizations structure, human resource management processes and human capital functions components that are interrelated holistically, synergically and circularly to create shared value and common interest in the Islamic-Iranian context. The results of this research are presented in combination of dimensions, aspects and multi-layer levels. Manuscript profile

Understanding and managing the unique talent, capability and characteristics of leaders who guide employees to achieve organizational goals is so important; because the leadership style they adopt is based on their personal preferences and characteristics. The purpose of this study was to investigate the relationship between Myers-Briggs type indicator (MBTI) and transformational leadership style. The sample of this study was selected through simple random sampling from all the managers of the National Iranian Oil Company (NIOC) who participated in the talent management process in the assessment center, between 2011 and 2019, and finally, 1045 people were selected as the sample. The research method was descriptive and correlational and Myers-Briggs Type Indicator (MBTI) scores were used with transformational leadership scores in interview process and game group process for perform the required analyzes. Cronbach's alpha method were used to evaluate the reliability of instruments. Findings showed that Myers-Briggs types indicator had a significant relationship with transformational leadership style so that the more extroversion, thinking and intuitive scores, the higher the leadership score. As result can help to select, choose and training transformational leaders by identifying personality preferences and types. Manuscript profile

The purpose of this paper is to validate the Return on Expectations Evaluation Model (ROE). The study population was the stakeholders of training program at IRIB which 465 of them were selected by proportional stratified random sampling. The content validity of the measurement tool was based on the expert's view, and CVI and CVR forms, and its reliability was based on the Cronbach's alpha coefficient of 0.975. Collected data were analyzed using the structural equation modeling and LIZREL software. The results of the first-order confirmatory factor analysis indicated that path coefficients between all variables were significant at P<0.01 level. The results of the second-order factor analysis and path analysis, while fitting the model, showed that 17 path coefficients of the hypothesized between the different variables of the model were significant at p<0.05 level. The ROE model adapt to the latest developments in the field of training evaluation. It is result and process-oriented model, provides a new definition of the training effectiveness concept based on stakeholder expectations for training programs, and can evaluate the effectiveness of IRIB training programs based on that organization stakeholders' expectations. Manuscript profile

The present research was conducted aiming to investigate the causal relation of cognitive empowerment with quality of work life and organizational socialization considering the mediating role of organizational learning among the employees of Urmia University, Urmia, Iran. With regard to the faculty of service, 123 employees were randomly selected via stratified sampling in proportion to the size of the faculty. To collect data, four standard questionnaires were used including Richard Walton's Quality of Work Life (QWL) scale (1973), The Organizational Socialization Inventory by Taormina (1997), Cognitive Elements of Empowerment by Thomas and Velthouse (1990), and Nief’s Organizational Learning (2001). Data were analyzed using Structural Equation Modeling (SEM) via PLS software. Data analysis indicated that quality of work life and organizational socialization had no direct or significant effect on cognitive empowerment. On the other hand, the direct effect of quality of work life and organizational socialization on organizational learning was significant; also, the indirect effect of quality of work life and organizational socialization on cognitive empowerment was significant. According to the obtained results, it is essential and effective to highlight the mediating role of organizational learning in the explanation, prediction, and enhancement of cognitive empowerment of employees in organizations Manuscript profile

One of the newest approaches in the discussion of talent management is to consider the issues of diversity in it. Given the novelty of combining these two concepts, the aim of this study is to provide a model of talent management in which the issue of diversity is considered. Therefore, the comprehensive model was extracted using the Grounded theory method and the glaser approach. With the purposeful sampling method, semi-structured interviews were conducted with 26 managers of consulting engineering companies in the electricity industry, until theoretical saturation was achieved. The software used to encode the data was Maxqda version 10. According to the model, the main process was known as diversity-based talent management, which includes four processes: strategic convergence, recruitment, development and the use of diverse talent. The main reasons include: leadership style and changing the demographic composition of the workforce, factors related to the causes include: manager's belief in non-discrimination, organizational culture, economic factors, minority competence, manager's personal characteristics and manager's mentality of talent management based on Diversity, context of study including: competitive environment, conflict management and positive beliefs in the minority, requirements including: governance factors, nature of task, organizational capital, organizational memory, organizational structure, technology and personal communication skills, mediating factors including: organizational justice, Organizational creativity, psychological capital was obtained. The results were classified into three categories: individual, organizational and extra-organizational (social) results Manuscript profile

Choosing the right career path because of its importance in work and personal life, satisfaction, motivation, progress and development, individual and organizational productivity, is always one of the most important concerns of employees and managers of organizations. According to this article, the aim of the present study is to investigate the effect of future-oriented talent management on career path discovery by considering the mediating role of organizational knowledge architecture. The present study is applied in terms of purpose and descriptive-correlation in terms of research method. The statistical population of the study was all medical students of Kermanshah University of Medical Sciences. The sample size was estimated to be 278 using Morgan's table, which was selected by stratified random sampling. The data collection tool was a questionnaire whose reliability was confirmed by Cronbach's alpha test. In order to investigate and test the research hypotheses, the structural equation model has been used through the laser software. The results of data analysis showed that future-oriented talent management affects the two variables of organizational knowledge architecture and career path discovery in a positive and significant way. In addition, organizational knowledge architecture has a positive and significant effect on career path discovery. Finally, the mediating role of organizational knowledge architecture in the impact of future-oriented talent management on career path discovery was confirmed. Manuscript profile

Today, Talents is recognized as an important factor in gaining sustainable competitive advantages and maximizing organizational performance. Regarding the scientific and technological goals in development documents, Iran has emphasized on the education and development of job talents in order to meet the needs of the society and achieve the level of knowledge and skills of the workforce in accordance with international standards. Thus, the present study aimed to identify the factors affecting the development of the talent of aerospace engineering personnel of an organizational university in the workplace with a qualitative approach. The research sample Consisted of 15 experts and were selected by snowball sampling method. Semi-structured interviews were used to collect data which were later analyzed using the Thematic Analysis Strategy and MAXQDA software version 11. The validity and reliability of the data obtained from the interviews were re-coded and received feedback from the participants. Based on research findings, the factors influencing the development of Organizations talents were identified and categorized in three main component, including organizational, management and individual and 16 sub-components. The results of this research can be utilized as an effective model for the development of talent in organizations Manuscript profile

Introduction: In spite of the attention, sensitivity and concern of the custodians of learning and development to identify and cooperate with the professors and also to spend a lot of expenses on conducting training courses, the rate of participation in class-based training programs is low, hence The purpose of this study was to investigate the causes of student absenteeism in courses and outline strategies. Method: The research method in this study is a mixed type of exploration (a design tool for collecting data). Explain that in the data collection sequence, qualitative data and then quantitative data were collected. In the qualitative section, the deep interview method and the focused group were used and in the quantitative section, researcher-made questionnaire was used. The content validity of the questionnaire was confirmed with the help of five experts and professors in the field of education and its reliability was calculated 0.84 using Cronbach's alpha. The study population consisted of all employees of one of the industrial companies of Isfahan province, based on the Morgan table, 196 were calculated. Results: The results of the present study showed that the impact of all three groups of individual, educational and organizational factors in the absence of learners was more than average. Also, the results of the interview showed that lack of incentive, non-payment of mission and work overtime due to training, lack of calculation of educational privilege, lack of relevance of education records in other human resources systems, high work volume, lack of knowledge transfer mechanisms, limited support of knowledge transfer due to the type of managerial thinking, personal and familial problems are other factors affecting the increase in absenteeism rates and thus reducing the rate of participation in training courses. Conclusion: According to the participants in the research, organizational factors have had the greatest impact on the absenteeism, which is necessary to correct this problem in salary systems. Also, in the educational dimension, it is necessary to improve the design and planning of courses, which it is suggested to use modern teaching methods, classes with less number and relatively strict policies against absenteeism in the classroom. Also, at the individual level, it is suggested that the sense of belonging to the courses in the learners be strengthened through peer mentoring. Manuscript profile