A Model for Human Resource Development Based on Statement of Revolution’s Second Step:A Qualitative Research
Subject Areas :
Mohammad bagher Reza alizadeh
1
,
Naser Mirsepassi
2
,
Karam alah danehfard
3
1 - PhD student in Public Administration, Department of Public Administration, Faculty of Management and Economics, Science and Research Unit, Islamic Azad University, Tehran, Iran.
2 - Professor, Department of Public Administration, Faculty of Management and Economics, Science and Research Unit, Islamic Azad University, Tehran, Iran
3 - Professor, Department of Public Administration, Faculty of Management and Economics, Science and Research Unit, Islamic Azad University, Tehran, Iran.
Keywords: human resource development model, statement of the second step of the revolution, human resources, human resource management,
Abstract :
Human resource is considered an important and influential factor in the success and development of organizations and societies, and the development of human resources is a process which improves this significant capital and keeps it equipped with the required competencies. On the other hand, the coordination and compatibility of human resource development policies and the general policies of the country is an undeniable necessity. The purpose of the current research is to provide a model for the development of human resources based on the statement of revolution’s second step. For this purpose, the qualitative research method and the content analysis method of the interviews and the text of the second step statement have been used. Based on the findings, 3 basic dimensions (individual, organization, society), 16 main components (empowerment, career planning, needs, motivations, needs assessment, goal setting, education design, information and communication system, maintenance, selection and application, content of training, implementation of programs, evaluation, culture, values and requirements of the society/organization) and 9 basic indicators (all-round growth, proper management of the material and spiritual capacities of the country , emphasizing the ideals of the revolution, justice-oriented, anti-corruption, research-oriented and science-oriented, coordination and coherence of actions and policies, participation and cooperation and realism) were identified for the human resource development model based on the second step statement.
1.قاسم زاده، فرزاد؛ رسولی، احمد؛ منتظری، رسول (1395)، مطالعه شاخص¬های توسعه مدیریت منابع انسانی در مدیریت شهری، سومین کنفرانس بین المللی پژوهش¬های نوین در مدیریت، اقتصاد و علوم انسانی، 16 خرداد ماه 1395، باتومی گرجستان.
2.کاشانی، علیرضا؛ خضری نژاد، مریم (1394)، مدیریت و توسعه منابع انسانی در ابران اسلامی، کنفرانس بین المللی پژوهش های نوین در مدیریت و مهندسی صنایع.
3.دانش فرد، کرم الله؛ رجایی، زهرا (1395)، تاثیرات بین المللی بر روی فرایندهای سیاست گذاری داخلی؛ فصلنامه سیاست، سال سوم، شماره 11، پاییز 1395.
4.نوری، اکبر؛ یداللهی، رضا (1398)، الگوی ارزیابی عملکرد منابع انسانی از دیدگاه مقام معظم رهبری، فصلنامه مطالعات دفاعی استراتژیک، سال هفدهم، شماره 77، پاییز 1398، مقاله هشتم، صص 157- 178.
5.محمدولی، مجید؛ صفرآهنگ، رسول (1398)، بازسازی معماری سازمان ناجا بر اساس بیانیه گام دوم انقلاب اسلامی، فصلنامه مطالعات راهبردی ناجا، سال چهارم، شماره چهاردهم، زمستان 1398.
6.نظری، فرهاد (1400)، اخلاق حرفه ای در مراکز تعلیم و تربیت، با تاکید بر بیانیه گام دوم انقلاب اسلامی، نشریه ی اخلاق حرفه ای در آموزش، شماره 1، دوره 1، بهار 1400.
1. Armstrong, M. (2001). A Handbook of Human Resource Management Practice. Kogan Page: London.
2. Bapna, R., Langer, N., Mehra, A., Gopal, R., & Gupta, A. (2013). Human capital investments and employee performance: An analysis of IT services industry. Management Science, 59(3). 641-658.
3. Barnett, Michael & Finnemore, Martha (2008). The politics, power, and pathologies of international organizations, International Organization, 53(4), 699-733. [Excellent article on the relationship between politics and organizational problems and pathologies].
4. Galley, J. W., & Maycunich, A. (2000). Organizational Learning, Performance, and Change: An Introduction to Strategic Human Resource Development. Cambridge, MA: Perseus Books.
5. Harahap, N. J., & Rafika, M. (2020). Industrial Revolution 4.0: and the Impact on Human Resources. Ecobisma (jurnal ekonomi, bisnis dan manajemen), 7(1),96-98.
6. Harkness, S. (2008). Human development in cultural context: One pathway or many? (Essay review of Cultures of Infancy by Heidi Keller). Human Development, 51, 283-289.
7. Hilgert MA. & Hogath, JM. (2009). Household.Management: The Connection Between Knowledge and Behavior. Federal Reserve Bull, 309.
8. Jain, M. (2011). ORGANIZATIONAL POLITICS AND HUMAN RESOURCE MANAGEMENT. The Indian Journal of Political Science, 72(4), 953–960. http://www.jstor.org/stable/41856531.
9. Rao,T.V.(2004), Performance Management and Appraisal Systems—HR Tools for Global Competitiveness, Sage Publications, London, UK, pp.173-99.
10. Yuliantari, P. D., & Martini, I. A. O. (2019). Implementation of human resource development to improve employee performance. International research journal of management, IT and social sciences, 6(6), 194-200.
