List of Articles Mohsen  Mohammadian Saravi

• Open Access Article
  • Abstract Page
  • Full-Text
  
  1 - A dairy Products Green Supply Chain model with Emphasis on Customer Satisfaction: Combining Interpretive Structural Modeling Approach and Analytical Network Process
  heydar Safari rashid Zolfaghari Zafarani Mohsen  Mohammadian Saravi
  20.1001.1.27170454.1400.10.19.10.1
  Changing the energy-based economy to a knowledge-based economy, increasing the level of education of the society, raising the standard of living standards, increasing the international complexities have led to many changes in the management of the organization. To overc More

  Changing the energy-based economy to a knowledge-based economy, increasing the level of education of the society, raising the standard of living standards, increasing the international complexities have led to many changes in the management of the organization. To overcome these challenges, future organizations must be able to harness and develop the potential of their talents. Talents are the rarest resource in the current knowledge-based market. In the wake of the globalization of the economy, the downsizing of most public and private organizations, rapid environmental developments and global challenges, the need for organizations to have capable and experienced leaders. Despite the global need and attention to talent, the principles of talent management in all organizations follow the same rules. Talent management includes a set of plans that, in general, make effective use of these individuals to achieve the goals of business and achievement. In this research, with the aim of identifying the variables affecting talent management with the approach of managers' capabilities, Delphi method has been performed by 50 experts. After collecting data and conducting interviews and Delphi method in 2 replications and confirmation of validity and reliability tests using CVR, reflectivity and Cronbach's alpha, the final model is calculated in 3 main components, 14 dimensions and 59 indicators. Among these, management support, engaging talented people, increasing learning capacity, self-centered learning, continuing education, setting criteria for promotion, appreciation and creating internal motivation with an average of 4.9 have been identified as the most effective factors. Finally, the structural model with the partial least squares method was approved by PLS software with a GOF fit coefficient of 0.58. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  2 - Presenting a human resource development model focusing on productivity in the country's tax administration using the structural equation approach
  Mansour  Gholizadeh reshid Zolfaghari Zafarani Mohsen  Mohammadian Saravi
  20.1001.1.27170454.1400.10.19.11.2
  Human resource development is an important part of human resource management and in fact a kind of complement to human resource management. Garavan believes that human resource development is considered very important because its scope is much wider than human resource More

  Human resource development is an important part of human resource management and in fact a kind of complement to human resource management. Garavan believes that human resource development is considered very important because its scope is much wider than human resource management (Garavan et al., 2012). The first efforts to develop human resources began in the 18th century with the establishment of the first technical school (Al-Faki, 2015). Today, human resources are the main assets and capital of the organization and the main factor of competitive advantage of organizations and this source is the only capital and assets in the organization that can not be imitated and has a unique feature. In addition, this resource is one of the assets that can grow. And development, and this development can only be achieved through learning and knowledge, and human resource development emphasizes the leadership perspective on employees to gain knowledge, expertise, experience and efficient decision-making and problem-solving skills in the organization. In this study, with the aim of identifying the variables affecting human resource development with a focus on productivity in the country's tax affairs organization, the Delphi method has been performed by 15 experts. After collecting data and conducting interviews and Delphi method in 2 replications and confirmation of validity and reliability tests using CVR, Cronbach's reflectivity and alpha, the final model is calculated in 4 main components, 15 dimensions and 53 indicators. Among these, group dynamics and team spirit, motivations for success and talent assessment and completion of talent banks from employees, documentation and continuity in learning, motivation and success among employees with an average weight of 4.9 are the most important factors identified. Finally, the structural model by partial least squares method was approved by PLS software with a sample of 251 people with a GOF fit coefficient of 0.63. Manuscript profile