scholarly journals Development a Model for the Evaluation and Improvement of Key Human Resource Competencies Using the Grounded Theory

2019 ◽  
pp. 13-22
Keyword(s):  
Grounded Theory ◽  
Human Resources ◽  
Social Services ◽  
Human Resource ◽  
International Committee ◽  
Red Cross ◽  
Health Improvement ◽  
Snowball Sampling ◽  
Voluntary Service ◽  
Statistical Population

INTRODUCTION: The Red Crescent Society of the Islamic Republic of Iran is a human-centered organization. Therefore, the competencies of its employees must be improved to make it possible for them to have their best performances. In this regard, the present study aimed to investigate and identify the factors that affect the development of key human resource competencies in the Iranian Red Crescent Society and design an appropriate model for its evaluation. METHODS: The present applied qualitative research used an exploratory approach. The statistical population of this study consisted of managers and experts in the field of human resources of the Red Crescent Society who were selected using the snowball sampling method. Moreover, the required data were collected through semi-structured in-depth interviews and we reached saturation after 26 interviews. The collected data were analyzed using the Straussian version of grounded theory. Finally, the collected data were analyzed in the MAXQDA software (version 10). In total, 72 concepts, 568 sub-concepts, and 19 categories were identified in this research. FINDINGS: Five out of the seven fundamental principles of the Red Crescent Society and the International Committee of the Red Cross, including the principle of humanity, voluntary service, neutrality, impartiality, and independence are among the foundational factors and necessities of the development of human resources competencies and were axially coded in causal conditions. Improvement and development of individual, organizational, social, and professional competencies were the four main categories of this research that were selected as the main strategies for the development of human resource competencies. CONCLUSION: According to the results of data analysis, employing appropriate strategies for the evaluation and development of key human resources competencies can have beneficial consequences. More specifically, these categories include human resource efficiency, provision of desirable social services, enhancement of the community health, improvement of human values, increase of public trust and participation, and improvement of the financial position of the organization.

scholarly journals Designing a Model for Developing Key Human Resource Competencies in the Red Crescent Society of the Islamic Republic of Iran

2020 ◽  
pp. 185-196
Keyword(s):  
Human Resources ◽  
Sample Size ◽  
Social Services ◽  
Human Resource ◽  
Sample Size Determination ◽  
Health Improvement ◽  
Islamic Republic ◽  
Voluntary Service ◽  
Statistical Population ◽  
Islamic Republic Of Iran

INTRODUCTION: In recent years, competency has emerged as a major issue which plays a significant role in responding to challenges facing organizational management in a rapidly changing environment. In this regard, the competency-based approach puts emphasis on individuals and highlights the importance of human resources to achieve organizational goals. The Red Crescent Society of the Islamic Republic of Iran is a human-centered organization; that is to say, most of the services provided to the target communities rely on the capabilities of human resources. Therefore, the current study aimed to design a model for the development of key human resource competencies in the Red Crescent Society of the Islamic Republic of Iran. METHODS: This applied qualitative study was conducted based on an exploratory approach and used mixed-type data. Data collection was performed in two qualitative and quantitative phases. The first phase was conducted based on grounded theory, while a quantitative research method was used in the next phase. The statistical population of the study in the qualitative section included managers and human resource experts of the Red Crescent Society, as well as university professors and experts, who were selected using purposive sampling and were interviewed until saturation data (25 interviews). The statistical population of the quantitative section included 8,451 managers and employees of the Red Crescent Society of all provinces of Iran. The sample size was calculated at 361 cases using Krejcie and Morgan sample size determination table. FINDINGS: In the present study, among the seven principles of the Red Cross and Red Crescent Movement, the five principles of humanity, impartiality, neutrality, independence, and voluntary service were regarded as infrastructure requirements for the development of human resource competencies and were axially coded in causal conditions. Thereafter, the relationship between these principles and human resources competencies in the Red Crescent Society was determined using PLS software. CONCLUSION: As evidenced by the obtained results, the employment of appropriate strategies for evaluating and developing key human resource competencies resulted in the following consequences: human resource efficiency, provision of desirable social services, community health improvement, enhancement of human values, reinforcement of trust and public participation, and improvement of the financial capacity of the Red Crescent Society. The results indicated that competency development among Red Crescent staff is positively and significantly correlated with the principles of humanity, neutrality, impartiality, and independence.

Statutes of the International Red Cross and Red Crescent Movement

1987 ◽  
Vol 27 (256) ◽  
pp. 25-44
Keyword(s):  
Social Welfare ◽  
Armed Conflict ◽  
International Committee ◽  
Red Cross ◽  
Human Suffering ◽  
Human Being ◽  
Voluntary Service ◽  
International Conference

The International Conference of the Red Cross and Red Crescent,Proclaims that the National Red Cross and Red Crescent Societies, the International Committee of the Red Cross and the League of Red Cross and Red Crescent Societies together constitute a worldwide humanitarian movement, whose mission is to prevent and alleviate human suffering wherever it may be found, to protect life and health and ensure respect for the human being, in particular in times of armed conflict and other emergencies, to work for the prevention of disease and for the promotion of health and social welfare, to encourage voluntary service and a constant readiness to give help by the members of the Movement, and a universal sense of solidarity towards all those in need of its protection and assistance.

Identifying the impact of meritocracy on human resource productivity from the perspective of police academy lecturers

2020 ◽  
Vol 3 (2) ◽  
pp. 56-61
Author(s):  
Mohammad Ali Fetrat ◽  
Sema Mutahar
Keyword(s):  
Regression Analysis ◽  
Human Resources ◽  
Human Resource ◽  
Police Academy ◽  
Alpha Coefficient ◽  
Statistical Population ◽  
Resource Productivity ◽  
Spss Software ◽  
Descriptive Survey ◽  
The Impact

The present study was conducted to "identify the impact of meritocracy on human resource productivity from the perspective of police academies". This research is a descriptive-survey research in terms of purpose and methodology. The statistical population of this study is all lecturers of Kabul Police Academy. Morgan table was used to determine the sample size, which according to the population of the sample required 121 people. The instrument or the device of this study is a complex questionnaire. The reliability of this questionnaire was confirmed by Cronbach's alpha coefficient of 0.85. SPSS software was used to analyze the data using regression analysis. The results of this study show that meritocracy has a significant effect on human resource productivity, it also the effect of meritocracy components (knowledge, consciousness, abilities, skills, attitudes, education, training, and retention) on productivity. Human resources are influential and the hypotheses are confirmed.

scholarly journals Designing a Quantum Management Model for Organizational Learning Through a Systematic Approach to Grounded Theory (a Case Study of the Zahedan University of Medical Sciences)

Health Scope ◽  
2020 ◽  
Vol In Press (In Press) ◽  
Author(s):  
Maliheh Gharibi ◽  
Mehdi Zirak ◽  
Hossein Momeni Mahmouei ◽  
Yousef Mehdipour
Keyword(s):  
Grounded Theory ◽  
Organizational Learning ◽  
Study Data ◽  
Management Model ◽  
Theory Approach ◽  
Snowball Sampling ◽  
Medical Sciences ◽  
Statistical Population ◽  
Higher Education System ◽  
Axial Coding

Background: The quantum theory has been developed so much so that its principles and concepts have been used as a paradigm in other disciplines, including management science, especially in the management of educational organizations. Universities need to restructure their management methods to succeed in dealing with issues and to be consistent with the higher education system in other successful countries. Objectives: The present study aimed at designing a quantum management model for organizational learning through a systematic grounded theory approach in the Zahedan University of Medical Sciences in 2019. Methods: In this qualitative study, the methods and techniques of interpretation were used to understand the phenomena from the participants’ point of view and in their particular institutional and social context. The interview was conducted with 19 people from the statistical population, including faculty members and managers of the Zahedan University of Medical Sciences, who actively participated in research and management. The data collection occurred through snowball sampling until data saturation. The information analysis process was based on three stages: open coding (creating concepts and categories), axial coding (identifying axial category, causal conditions, confounding conditions, contexts, strategies, and outcomes conditions), and selective coding (creating theory), which eventually led to the presentation of the final research model in the form of a central coding paradigm. Results: In this study, data are not expressed as numbers, but are presented as words and sentences to identify and understand people’s experiences of events in a particular context. Finally, the final model of research was presented as an axial coding paradigm resulting in six themes, of which causal conditions with six categories. Conclusions: Quantum management can be used in organizational learning at the Zahedan University of Medical Sciences and to achieve the desired goals by implementing the designed and presented model in this study.

scholarly journals The League of Red Cross and Red Crescent Societies (LRCS)

1985 ◽  
Vol 1 (3) ◽  
pp. 209-209
Author(s):  
Andrei K. Kisselev
Keyword(s):  
United Nations ◽  
Rural Areas ◽  
Technical Assistance ◽  
Disaster Relief ◽  
International Committee ◽  
World Health ◽  
Red Cross ◽  
Voluntary Service ◽  
The World ◽  
The United Nations

The “International Red Cross” is composed of: (1) The International Committee of the Red Cross (ICRC) which focuses on war victims; (2) the LRCS; and (3) the 130 National Red Cross and Red Crescent Societies worldwide which are federated by the LRCS. The LRCS was founded to facilitate, encourage and promote the humanitarian activities of its member societies and thus contribute to the promotion of peace in the world. The LRCS considers health as one of the keys to a better world for everyone. Red Cross programs include the training of nursing personnel, the provision of health care in rural areas, the organization of assistance to the sick, aged, and handicapped, and teaching first aid skills to lay people.The Red Cross bases its actions on seven principles: (1) Humanity; (2) Impartiality; (3) Neutrality; (4) Independence; (5) Voluntary Service; (6) Unity; and (7) Universality.The LRCS assists national societies in improving their disaster relief preparedness through the following functions: (1) to encourage, facilitate and assist in the establishment of a national disaster relief plan; (2) to give technical assistance to national Red Cross societies by sending delegates and equipment and/or by giving cash grants; (3) to convene seminars and conferences to help exchange opinions and share experiences; (4) to train qualified personnel; and (5) to maintain contact with other international governmental and non-governmental organizations. These include the United Nations Disaster Relief Organization (UNDRO); the World Health Organization (WHO); the International Children's Fund (UNICEF); the World Meteorological Organization (WMO); the Food and Agricultural Organization/World Food Program (FAO/WFP); the UN High Commissioner for Refugees (UNHR); and the United Nations Education Scientific and Cultural Organization (UNESCO).

Providing a comprehensive model for improving employee productivity indicators in Agricultural Jihad Organization of Ilam province

2020 ◽  
Vol 33 (02) ◽  
pp. 213-222
Author(s):  
Amin Alikarami ◽  
Mohammad Bagher Arayseh ◽  
Marjan Vehedi ◽  
Hamed Chaharsoghi Amin
Keyword(s):  
Human Resources ◽  
Organizational Behavior ◽  
Human Resource ◽  
Structural Equation ◽  
Individual Characteristics ◽  
Employee Productivity ◽  
Comprehensive Model ◽  
Productivity Improvement ◽  
Statistical Population ◽  
Partial Least Squares Model

  The current study aims to design and explain a comprehensive model for employee productivity improvement indicators. This research is objectively a fundamental-practical study, naturally a survey research, and paradigmatically an exploratory blended research. The statistical population consists of human resource experts and organizational behavior in the qualitative section. The targeted sampling and snowball were used to identify the experts. Twenty experts were employed due to the data adequacy. To test the model, 245 employees of Agriculture Jihad Organization of Ilam province were used. The analysis method included the grounded theory and the structural equation approach. Data were collected through deep interviews along with a 69 item questionnaire. The grounded results indicate the fact that the supportive atmosphere and attention to the learning organization were identified in causal conditions. The main phenomenon of individual characteristics was identified in relation to the intervention conditions, the internal and external factors of the organization. The governing body of organizational culture and laws and regulations and merit-based leaders and human resources skills have been identified in relation to the main strategy of human resource management (HRM) practices. The main consequence of this model is also the productivity of human resources, and the results of the partial least squares model were approved and its relationships were correctly designed.

scholarly journals Presenting a sustainable human resources model in the iranian automotive industry using the grounded theory approach

2021 ◽  
Vol 7 (3) ◽  
pp. 697-712
Author(s):  
Alireza Ahmadbeighi ◽  
Masoud Ahmadi ◽  
Farshide Zameni
Keyword(s):  
Grounded Theory ◽  
Human Resources ◽  
Automotive Industry ◽  
Theory Approach ◽  
Snowball Sampling ◽  
Senior Managers ◽  
Open Coding ◽  
Saturation Stage ◽  
The Government ◽  
Grounded Theory Approach

This research aims to provide a model of sustainable human resources in the Iranian automotive industry using the grounded theory approach. To achieve the research objectives using the non-probability snowball sampling method, the opinions of 15 experts in the field of human resources and senior managers of development units of Iran Khodro and Saipa companies were used to the theoretical saturation stage. The present study has been conducted using an experimental mixed research method. During open coding, approximately 129 items were extracted from the text of interviews as initial concepts. The results showed that economic conditions have the highest priority among the causal states, recruitment and retention of the workforce have the highest priority among the contextual conditions, the government has the highest priority among the interventionist conditions, investment in employee competence for current and future scenarios has the highest priority among strategies, and financial benefits and economic growth have the highest priority among outcomes and consequences.

scholarly journals Explaining a Model of Human Resource Development and Empowerment Using the Service Provision Approach

2020 ◽  
pp. 288-297
Keyword(s):  
Health Services ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Service Provision ◽  
Resource Development ◽  
Medical Sciences ◽  
Main Category ◽  
Statistical Population ◽  
Library Studies

INTRODUCTION: Health and healthcare services are of paramount importance in every society and are regarded as the essential needs of people. The present study aimed to assess, describe, and explore the model of human resource development and empowerment adopting a service provision approach in Ilam University of Medical Sciences and Health Services in 2019. METHODS: In the current study, theoretical sources were collected using systematic and library studies, and expertschr('39') opinions were collected through open-ended interviews. Thereafter, these sources were analyzed using grounded theory and structural modeling. In this qualitative study, a researcher-made checklist was provided to experts to identify the internal relationship among the components of each variable. The exploratory approach was used in the current study since the focus was on the use of qualitative methods. To identify the dimensions of the model and its associated factors, the indicators were firstly extracted using library studies. The Delphi method was then performed in three steps to monitor the indicators and obtain the final dimensions of the model. The statistical population of the study included all managers and experts of the human resources unit with more than 15 years of work experience in the studied university. MAXQDA software was used to record and manage the codes, and finally, the concept model was designed. FINDINGS: After analyzing the studies and conducting interviews with experts, "employee development and empowerment" was selected as the main category. It encompasses such issues as training and productivity of human resources, development of personnel capabilities, sustainable development of human capital, highlighting the importance of strategic human resource management by the management system, senior managerschr('39') support from human resources, and the independence of human resources unit. The relationship of other classes with the central class can be realized in five ways: causal conditions, control system, motivation, and appropriate counseling lead to the development and empowerment of employees. CONCLUSION: Healthcare organizations assume more importance since their human resources are mostly experts in charge of specialized activities. As evidenced by qualitative and library studies, as well as the conducted interviews, the development and empowerment of human resources in Ilam University of Medical Sciences and Health Services is positively correlated with the service provision approach and exerts a significant impact on it.

Evaluasi Pengembangan Sumber Daya Manusia: Sebuah Review

2017 ◽  
Vol 23 (1) ◽  
pp. 52-63
Author(s):  
Titik Nurbiyati
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Development Program ◽  
Productivity Improvement ◽  
Participant Satisfaction ◽  
Effective Manner ◽  
Human Labor ◽  
Use Of Knowledge

Human resource management (HRM) is a recognition of the importance of human labor as vital resources that contribute to the goals of the organization, and utilization of multiple functions and activities to ensure that they are used effectively and fairly for the benefit of individuals, organizations, and society. Now human resource management has a unique and timely opportunity to improve productivity. Eventhough, productivity improvement does not means only increase the output. In addition, the evaluation of program responsibles and meets the special needs of employees with efficient cost. It is a very effective manner that very important, as organizations are tempted to cut costs and improve quality in their company. Without evaluation, it is very difficult to demonstrate that the development is the reason for the improvement. Human Resources Development can maintain and support productivity, as well as company isolate of lack of expertise of the human resources for the current job and future. The results are used in evaluating development programs include participant satisfaction with the training and development program development, learning knowledge or skills, the use of knowledge and skills on the job, and the results such as sale, productivity, or the prevention of accidents. Evaluation can also compare costs against benefits that receive development (return on investment).

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