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List of articles (by subject) New theories and models of human resource training and development


    • Open Access Article

      1 - Analysis of factors affecting student absenteeism in organizational training programs and providing exit solutions
      Mohammad  hooman doosti Milad Javanmardi
      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 trai More
      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
    • Open Access Article

      2 - (Validating the Return on Expectations Evaluating Model (ROE
      Alireza Dehghani Bijan Abdollahi hossein Abbasian Mohammad Reza Behrangi
      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 meas More
      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
    • Open Access Article

      3 - The Model of Human Capital Capabilities Evolution in Public Organizations of Iran: The Phenomena Hierarchy Approach
      Mehdi Hodaei Seyed Mehdi Alvani Hamid Reza Yazdani Hasan Zarei Matin
      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 More
      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
    • Open Access Article

      4 - Redesigning Evaluation and Effectiveness in the Training and Development System of Private Banks: Proposing an Integrated Model
      دکتر علی دانا Mohammadreza Nili Ahmadabadi Khadijeh Aliabadi Ali Delavar Mohammadali Dehghan Dehnavi
      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 ind More
      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
    • Open Access Article

      5 - Factors Influencing the Selection of Human Capital Compatible with the Fourth Generation Industrial Revolution Using Fuzzy DEMATEL Method
      mohammad amin  aeiny
      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 op More
      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