Sakine Khatoon Ghazanfari; Reza Yoosefi Saeedabadi; Vahid Fallah
Abstract
Purpose: The purpose of this study was to model the relationship between human resource management system and appointment based on the competence of managers in the higher education system. Methodology: The research method was a combination of mixed (quantitative-qualitative) exploratory type. In the ...
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Purpose: The purpose of this study was to model the relationship between human resource management system and appointment based on the competence of managers in the higher education system. Methodology: The research method was a combination of mixed (quantitative-qualitative) exploratory type. In the qualitative section, the statistical population included university deputies in the department of management and resources development (support) of higher education centers in Mazandaran province. Using the "rich information samples" sampling method with 20 deputies by Delphi method and using semi-structured questionnaires; an interview was conducted. The statistical population of the study, in a small part, included the faculty members (instructor, assistant professor, associate professor and full professor) of higher education centers in Mazandaran province in the academic year 2018- 19. People were selected as the research sample. The data collection tools in the quantitative part were human resource management questionnaires and the desired appointment of managers. The face and content validity of the questionnaire was confirmed by experts and the reliability of the questionnaires was calculated and accepted through Cronbach’s alpha coefficient. Data analysis was performed using exploratory and confirmatory factor analysis with Spss and Amos software. Results: The results of the qualitative section indicated that the human resource management system had eight dimensions and the appointment of competency-based managers had twelve dimensions. The results of the quantitative section showed that all aspects of the human resource management system and the appointment of managers based on competence were approved. Conclusion: Based on the research findings, the optimal appointment of managers in educational centers leads to the strengthening and proper functioning of human resources and consequently the high efficiency of the educational system.
