Noosha Hozhbarnejad; Amir Hossein Mahmoudi; Fatemeh Hamidifar; Mohammad Naghi Imani
Volume 7, Issue 1 , September 2021, , Pages 287-298
Abstract
Purpose: The purpose of this study was to identify the strategic-indigenous components affecting the talent management of the staff of the Central Organization of Islamic Azad University.Methodology: The research method was mixed (qualitative-quantitative). The statistical population in this study was ...
Read More
Purpose: The purpose of this study was to identify the strategic-indigenous components affecting the talent management of the staff of the Central Organization of Islamic Azad University.Methodology: The research method was mixed (qualitative-quantitative). The statistical population in this study was all experts in the field of talent management, which was done after 13 interviews. In addition, semi-structured interviews with university experts in 2009 were conducted in the form of descriptive, interpretive and selective codes, and the validity was determined in two ways: 1- The interview questions were fitted by 4 experts 2- The interview process by two colleagues To determine the reliability of Cohen's Coupon formula (0.533) was obtained which showed high reliability. . In order to conduct this research, in addition to the documentary study, the content analysis technique with MAXQDA12 software was used to identify the dimensions and components. SPSS25 software was used for Delphi methodFindings: According to the interviews, 385 initial codes were extracted in this process. With multiple revisions and integration of codes based on similarity and in several stages, finally 11 main components that define talent management along with 5 main themes (many of which were obtained in the research literature section) and finally 67 indicators and also 4 sub-dimensions as filtering dimensions (filters) and for them 8 components that define eachConclusion: The results showed that (dimension of talent absorption system, talent promotion system, talent retention system, development and education system and talent evaluation and discovery system) were identified as the main dimensions of talent management and also in 2 Delphi rounds of case components The evaluation was performed to determine the validity and reliability. In the first round, 23 indicators were removed and in the second round, 44 final indicators were approved with a Kendall coefficient of 0.654.
Sakine Rezaie Siroos; Mohammad Naghi Imani; Asghar Sharifi
Abstract
Purpose: The present study aimed to provide a model for predicting return on investment in training and improvement of human resources based on the components of organizational culture and professional competence. Methodology: The research method was applied in terms of purpose and (quantitative) in ...
Read More
Purpose: The present study aimed to provide a model for predicting return on investment in training and improvement of human resources based on the components of organizational culture and professional competence. Methodology: The research method was applied in terms of purpose and (quantitative) in terms of data type. The statistical population included the mayors of Tehran, who were selected using Cochran’s formula and stratified random sampling, 315 people. Data collection was done by two methods: documentary and field (standard and researcher-made questionnaire). In the present study, in order to determine the validity of the questionnaire, apparent, content and structural validity were used, and to determine the reliability, Cronbach’s alpha and combined reliability were used, which were all confirmed. To analyze the data, structural equation modeling tests using SMAR PLS software and one-group t-test were used. Result: According to the findings of organizational culture, research and professional competence for return on investment in education and human resource creation of Tehran Municipality is effective. Conclusion: The results showed that the components of organizational culture, professional competence, as predictors of return on investment in education and improvement
