نورمحمد یعقوبی

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.

The purpose of this Study study is to identify and rank the development drivers of knowledge-based, technology-driven businesses. This work is conducted as a case study in Fars Province Science and Technology Park. It is a descriptive survey in terms of purpose since a part of its data is collected through questionnaires and is of surveying type because it describes the existing conditions. The population of the study includes all the knowledge-based, technology-driven companies located in the mentioned Science and Technology Park. At the stage of identifying the drivers, 201 employees were randomly assigned by stratified sampling. For the prioritization of these drivers, 30 of the senior managers of those companies were deliberately consulted and the collected data were analyzed using exploratory and confirmatory factor analysis as well as fuzzy hierarchy process analysis. The findings showed 37 drivers in five economic and legal, marketing and foreign relations, technological, cultural and human relationships and, ultimately, structural and informational dimensions. Drivers of communication with the world market, the world web as a factor for enhancing the world knowledge and a means for knowledge-driven development; ease of access to the technology and technical consulting; ease of access to the suppliers and providing public subsidies to knowledge-based companies while taking note of regional policy were considered as the most important drivers in the development of knowledge-based, technology-driven companies. Also, the dimensions of marketing and foreign relations, technological, economic and legal dimensions were identified as the most important dimensions respectively.