Educational Management
Kh. Sarboland
Abstract
Background and Objectives: One of the most important challenges facing human resource experts is proving the role of these resources in value creation of the organization. With the advent of knowledge organizations in the knowledge-based economy, the share of human capital in the value creation of the ...
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Background and Objectives: One of the most important challenges facing human resource experts is proving the role of these resources in value creation of the organization. With the advent of knowledge organizations in the knowledge-based economy, the share of human capital in the value creation of the organization has surpassed the physical and structural capital and heavy investments in human resources to make them the main factor justified competitive advantages. Since efficient and value-creating manpower is the most valuable resource of any organization, most of the investments are focused on human resources. The most important tool used for this purpose is training, which is used with the aim of improving the quality of skills, knowledge and attitudes that enable people to perform their duties and the success of the organization. In a dynamic and efficient organization, employees need new training and new skills to regain the success of their careers and to be equipped with what is needed for high-standard training. Manpower training courses include programs and activities designed to improve employee performance with the aim of solving current performance problems and preventing future problems of the organization. It is also an approach whose main purpose is to change and teach employees and increase the skills needed to perform job duties more effectively. This research has sought to explain the development model of the system supporting electronic performance with the human resource rewarding approach in governmental organizations. Methods: The research method was mixed. The statistical population of the present study in the qualitative part included experts in the field of support of electronic performance and value creation of human resources of governmental organizations. In the qualitative part the population included senior staff of public organizations in Ardabil province. Sample size in the qualitative section was 24 people selected through targeted sampling and snowball interviews, and in the quantitative part, 278 of the senior staff members of public organizations in Ardebil province were selected by proportional allocation sampling method.The instruments used in the qualitative section were structured interviews and semi-structured interviews, and in the quantitative section, a questionnaire. Data were analyzed using SPSS and PLS software. Findings: According to research findings, research structures were satisfactory Also, all components of the electronic performance support system offered in the human resource value creation were desirable. Conclusion: Electronic performance support system plays an important role in realizing the value creation of human resources. This means that as the level of support for electronic performance increases, the value creation of human resources will also increase. Due to the multiplicity of government organizations, it is suggested that in future research, government organizations be clustered according to appropriate criteria and then be studied and analyzed in each cluster separately and if possible they merge to achieve more reliable results at the national level; providing a computer-based job environment and combining appropriate tools in it, which indicates the actual performance of employees, and can increase the effectiveness and efficiency of this system in creating value for employees; managers of government organizations should pay basic attention to the skill level of employees in designing support resources and choosing the level of support; and finally, according to the results of these analyses, the level and element of performance support should be identified and selected. to increase the value creation of human resources.
Electronic learning- virtual
Kh. Sarboland
Abstract
Background and Objective:The advent of information and communication technologies, increasing access to computers in higher education and universities’ challenges such as increasing demand for education, the need for economic activities to provide new resources and the use of information technology ...
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Background and Objective:The advent of information and communication technologies, increasing access to computers in higher education and universities’ challenges such as increasing demand for education, the need for economic activities to provide new resources and the use of information technology to provide education services in the global market has caused universities to reconsider their traditional roles and create new organizational structures. E-learning is one of the advances of technology in education. Along with the growth of technology and its development in the field of learning, experts in this field conceived the idea that they can meet the educational needs of the learners by launching e-learning courses. Determining the level of student satisfaction is one of the most important indicators of achieving the desired quality. Studies also show that in order to continuously improve higher education system, it is necessary to evaluate the quality of educational, research and welfare services. Due to the above-mentioned reasons, examining the readiness and potential of the e-learning system is inevitable. Therefore, the purpose of this study was to evaluation the effectiveness of e-learning on the satisfaction of graduate students in Islamic Azad University. Methods: The research method is mixed (qualitative-quantitative). In qualitative section, a theme-based questionnaire/focal group and in quantities section, a surveying type was used. The statistical population of the research in the qualitative section was experts in the field of e-learning, academic elites, professors and experts, 22 of whom were selected by non-random and snowball sampling. The selection criteria was having more than 10 years of experience and being excellence in education and research. The statistical population of the quantitative section were postgraduate students of university units in northwestern Iran, among whom a sample size of 219 was selected by stratified sampling. The data collection method was interview in the qualitative section. In the quantitative section a 45-item researcher-made questionnaire was used based on a 5-point Likert scale. Spatial and local research area included university units in northwestern Iran consisting of 14 units in 2018: Tabriz, Bonab, Maragheh, Marand, Khoy, Parsabad Moghan, Ardabil, Garmi, Khalkhal, Meshkinshahr, and Azarshahr. These units were selected because their instructors had the following academic degrees: professors, associate professors and assistant professors. Findings: The results showed that all the components of the research was satisfactory and with the exception of user interface all features of e-learning were efficient. Conclusion:Inspired by theoretical foundations, research background, as well as the results of qualitative data, it was observed that the effectiveness of e-learning method has an impact on students’ satisfaction and also student satisfaction affects many variables in northwestern university units in Iran. These include motivation in relation to the goals of the organizational excellence, learning in anywhere any time, participatory learning, self-assessment and self-directedness, improving the functions of the educational system that provide a high return on extracurricular learning.
E-Lerning
Kh. Sarboland
Abstract
Background and Objective Implementing training and improving human resources allows people to effectively continue their activities and increase their efficiency in accordance with organizational and environmental changes. As a result of the increasing complexity and wast development of specializations ...
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Background and Objective Implementing training and improving human resources allows people to effectively continue their activities and increase their efficiency in accordance with organizational and environmental changes. As a result of the increasing complexity and wast development of specializations in the last century, the traditional education has been criticized for cost-effectiveness, being time-consuming, being prescriptive, having ack of creativity and poor focus on education instead of business results. This type of training is not enough to meet the needs of employees and manage complex affairs in organizations. In this regard, organizations have taken advantage of e-learning to be able to keep their employees up-to-date and active in terms of knowledge and skills required in line with the development of technology. The purpose of this study was to provide an e-learning model on teachers' satisfaction of learning in branches of Ardabil Islamic Azad University. Methods: The study was conducted on the basis of Delphi and survey models of research. In the first stage, the participants of this study were the lecturers and faculty members, and in the second stage, they were the faculty members of Management in all branches of Ardabil Islamic Azad University. Samples of the first stage were 136 subjects and in the second stage 20 subjects. The sampling method in the first stage was random-stratified and in the second stage it was purposive sampling. Data collection instrument was an e-learning researcher-made questionnaire. For data analysis Structural Measurement Model (Confirmatory Factor Analysis) was used and for specifiying e-learning, Delphi three-staged method was used. Findings: Findings included 77 concrete variables and 8 basic concepts (IT infrastructures, quality of educational system, self-learning, learners' support, identifying and recording educational needs, management of values, educational materials, society-based learning). In the first stage, the appropriacy of the model was approved and showed that the structures were in a satisfactory level of validity, and in the second stage, the quality of educational system, IT infrastructures, self-learning and learners' support, were identified as the dimensions of e-learning. Conclusion: Based on the findings of the research, it is suggested that the officials of the units of the Islamic Azad University of Ardabil Province implemented e-learning with a consistent approach in line with the organization's strategy and instructors’ satisfaction. In this regard, the units of Islamic Azad University of Ardabil can form a specialized department of human resources in relation to e-learning of professors and faculty members in addition to identifying talents, building e-learning processes, structures and systems to promote their e-learning processes. Eventually, all systems cannot sustain functioning without evaluation. E-learning does not work in a static environment and must be formed in a dynamic or organized way. Therefore, the units of Islamic Azad University need to adjust the e-learning of their professors based on its characteristics and to establish feedback and evaluation systems (internal and external evaluation system).
