Knowledge management
Seyyed Abdul Ali Hosseini Nia; Karamollah danesh fard; Abdul Khalegh Gholami Chenaristan Alia; Ali Ali pirzad
Abstract
This research aims to use organizational information as an interpretive structural model for the development of knowledge-based capabilities of human resources. This research is mixed and after identifying indicators of the development of human resources capabilities through interviews with experts, ...
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This research aims to use organizational information as an interpretive structural model for the development of knowledge-based capabilities of human resources. This research is mixed and after identifying indicators of the development of human resources capabilities through interviews with experts, they were modeled using the thematic analysis method. The final model was proposed using the quantitative method of interpretive structural modeling with the expert decision-making approach. The statistical population in this research is all the experts of the judicial organizations of Bushehr province, based on the purposive sampling method, 12 people were selected as a sample. MAXQDA software was used in the qualitative analysis. EXCEL software was used in interpretative structural analysis. The studied structures of developing human resources capabilities are employment potentials, specialized potentials, organizational potentials, cognitive characteristics, performance improvement, motivational and emotional characteristics, competitive advantage, productivity capabilities, and psychological characteristics. Based on the proposed model, knowledge organizations, to reduce their organizational challenges, especially in the field of human resources, need an approach to cover them in topics such as recruiting and hiring, salaries and wages, benefits, and rewards, but also at higher levels of human resources such as career path, skills development, training, job enrichment, integrated performance management, employee empowerment, employee relations, psychological well-being, etc.
Knowledge Extraction
Khalil Shams; Karamollah Karamollah danesh fard; Abdul Khalegh Abdul Khalegh Gholami; Ali Ali pirzad
Abstract
This research is done in a mixed way (thematic analysis and data mining). In the first step, based on the qualitative method of thematic analysis, the effective factors of knowledge-based career path planning with a high-performance approach and data processing approach are identified. The investigated ...
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This research is done in a mixed way (thematic analysis and data mining). In the first step, based on the qualitative method of thematic analysis, the effective factors of knowledge-based career path planning with a high-performance approach and data processing approach are identified. The investigated population is the managers and decision-makers of Zone Ten of Iran's gas transmission operations. 10 people were purposefully selected and interviewed. These people had more than 10 years of work experience in this organization. Using the six-step coding method, the interviews were entered into the MAXQDA software, and the effective factors on career path planning with a high-performance approach based on organizational knowledge were identified. Data was collected in SPSS format and used as input in WEKA software. The path of career development in this research was determined based on the dimensions of individual factors, organizational factors, empowerment strategies, management strategy, culture-building strategies, process development, and management processes. The operationalization of these factors in data mining showed that the situation of the predicted career path has significant differences from the reality of the organization. This procedure can be improved by periodic knowledge extraction and long-term performance evaluation. The obtained results showed that the knowledge-oriented career path emphasizes the empowerment of employees in a specialty. The level of knowledge participation of employees does not only mean that the employee shows useful behaviors for the organization within the organization, but also includes the attitude of people towards the company and recognizing their existential value in the company.
