نوع مقاله : مقاله پژوهشی
نویسندگان
1 سازمان فرهنگی هنری شهرداری تهران. تهران. ایران
2 کتابداری، علوم انسانی، دانشگاه ازاد اسلامی، همدان، ایران
3 علم اطلاعات و دانش شناسی دانشگاه آزاد اسلامی واحد همدان، ایران
چکیده
کلیدواژه‌ها
موضوعات
عنوان مقاله [English]
نویسندگان [English]
Abstract:
Background: We live in an era where turbulence and complexity are increasing rapidly. More than ever before, the world is changing continuously. In other words, the characteristic of today's world is continuous change. In order to face such changes, organizations must be aware of the vital role of knowledge and development in their survival and growth. In fact, organizations must pay more attention to the development of knowledge, skills, and abilities of their employees than ever before. This issue has led to serious attention to human resource development by researchers and executives in recent years. Human resource development is the continuous and continuous development and improvement of various and comprehensive dimensions of the individual (Pakdel, Gholipour, and Hosseini, 2019: 51).
Until recently, few people considered human resources to be the source of competitive advantage of organizations. However, today it is claimed that human resources are the greatest asset of organizations and countries, and the development and growth of these human complexes cannot be achieved without the development of humans. Numerous studies have shown that human resource development has led to the development of organizations and, consequently, the development of societies. Therefore, human resource development has become one of the most important and greatest concerns of managers and organizations of this era (Sinhe, 2019: 29). Human resource development is considered one of the most important components that distinguish effective and successful organizations from other social institutions and institutions, so that numerous studies have considered the success and sustainability of organizations in the fields of international competition and leadership in the fields of services, economy, and technology to be due to addressing human resource development as one of the main policies of the organization. In other words, the discussion of human resource development is the development of the individual in all directions. The development of the individual in work life, social life, private life, and cultural and spiritual issues (Mossikhani, 2013: 25). Human resource development refers to the production of thoughts and ideas by the organization's employees, and its new concept requires that employees be equipped with qualities and skills that, with compassion and full commitment, place their capabilities, energy, expertise, and thoughts in line with the fulfillment of the organization's missions and permanently create new intellectual and qualitative values for the organization. (Roozbeh, Timornejad, and Rabiei Mandejin, 2019: 18)
The purpose of the research: To examine the human resource development model in the knowledge and research structures of Faraj.
Method: The present study is an applied development study in terms of its purpose and a mixed research method in which two qualitative and quantitative methods were used. The data collection tool in the qualitative part is an interview and in the quantitative part is a questionnaire. The statistical population in the qualitative part includes 20 scientific, knowledge, and law enforcement elites at the Faraj level who were selected using the snowball sampling method. The statistical population in the quantitative part also includes 2600 people, and the sample size was calculated as 335 people using the Cochran formula. We used the coding technique in the qualitative part to analyze the data, and the Como, Bartlett, and Varimax tests in the quantitative part. In order to measure the validity of the tool, the trinity method was used in the qualitative part and content validity was used in the quantitative part. Findings: The human resources development model in the Faraj knowledge and research structure consists of three main dimensions: organizational, individual, and support. Support, which can be part of the human resources development model or an organizational dimension, is considered to create and maintain the context and conditions that facilitate the development and advancement of human resources. This dimension includes human resources management processes and systems, policies and procedures, infrastructure and technologies, organizational culture, and cooperation with other organizational departments. Therefore, support is still part of the human resources development model in the knowledge and research structure of Farajah and plays an important role in improving and developing human resources in the organization.
Conclusion: In order to achieve the set goals, including the scientific map of Daja, Farajah's knowledge and research structures are in dire need of human resources development by considering a model that includes three organizational, individual, and support dimensions. The development and application of the aforementioned model can lead to better synergy between knowledge and research structures including Amin Comprehensive University of Law Enforcement Sciences, the Deputy of the Directorate of Education and Training, and the Center for Strategic Studies in Human Resources Development.
Keywords: Research structure - Knowledge structure - Resource development - Human resources
کلیدواژه‌ها [English]
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