social security organization

Purpose: Huge economic, social, political and technological changes, particularly in recent decades, have brought about increasing complexity and reduced predictability of the organizations’ environments. One solution offered to deal with such environments is the human resource agility approach. Though human resources play an effective role in the agility of organizations, the integrated model that identifies its dimensions and components has not been yet explained. This study aimed to design an agility model for human resources and to explain the factors influencing it. Methodology: This research has been conducted in the qualitative approach framework along with the survey method and by relying on grounded theory. Related data were extracted from theoretical literature, upstream documents, and interviews and then analyzed in three stages of open, axial and selective coding. Findings: The results indicated that the agility of human resources as an axial phenomenon is due to a set of individual-organizational, individual-personal, organizational and occupational characteristics. Conclusion: The effects of this phenomenon were categorized into two groups: individual and organizational. Also, in this model, the underlying factors (power sharing practices, human resource management practices, organizational coordination, communication and information technology, organizational process) and interventional conditions (organizational culture, leadership style, self-development, environmental factors) are influential on the ruling relations.

Purpose : The purpose of this study is to design and explain the development model of future managers based on talent management and personality types with the grounded theory approach in the headquarters of the National Social Security Organization. Method : This research was conducted with a qualitative-inductive approach and Strauss-Corbin's grounded theory method. The research tool was a semi-structured interview. Using the grounded theory method, the data obtained from interviews with 12 elites and qualified specialists of the Social Security Organization were analyzed in three open, axial, and selective coding stages. Findings : 19 general categories in the form of a paradigm model in which these factors include causal conditions (individual factors, organizational factors, lack of proper selection, knowledge and skills of employees), central phenomenon (future managers based on talent management and personality types), contextual conditions (Organizational context, Talent Selection, Talent utilization), intervening conditions (psychological (individual) factors, Individual factors, Management factors), and strategies (Talent sourcing, Empowerment of managers and employees, Proportion of job and employment, Succession, Foresight and Cognitive Strategy) and Consequences (Organizational results, Public satisfaction, Futurization). Conclusion : Conclusion: Recent developments in the field of human resources have made this field doubly important. Organizations try to employ the most specialized people at management levels, and therefore talent management, as a key king, examines the types of situations involved in this field. Proper use of talents leads to success and puts the organization on the right track.

This paper primarily aims to introduce a model to enhance the performance of the stock market portfolio of the Iran Social Security Organization. Performance indices were measured using documentary-based research and expert interviews based on theoretical saturation to evaluate the stock portfolio performance of the Iran Social Security Organization relative to companies listed on the Tehran Stock Exchange (T.S.E.) during 2016-2020. The Delphi technique was employed to ensure the validity of the indices. Drawing on the analytical hierarchy process (A.H.P.), the indices were prioritized and ranked based on the weight vector. The Iran Social Security Organization was found to have poor stock portfolio performance based on risk, return, liquidity, Sharpe ratio, and T.O.P.S.I.S. Hence, several solutions were identified based on expert interviews through thematic analysis to improve the stock portfolio performance of the Iran Social Security Organization. The solutions were validated through the Delphi technique, prioritizing and quantifying the performance improvement indices using the A.H.P. Based on expert views and T.O.P.S.I.S., a stock portfolio performance improvement model was proposed for the Iran Social Security Organization. Handling the non-profitable, low-return, and out-of-strategy companies is the optimal solution for the portfolio performance improvement of the I.S.S.O., with portfolio modification based on liquidity, effective stock market-making, return-based stock risk management, synergy between the portfolio and value chain completion, and value-added creation approach to stock management and exchange having the second-fifth ranks, respectively.