The Pathology of the Human Resource Management (HRM) Process in Technical & Vocational Training Organization (Case study: Technical & Vocational Training Organization of Mazandaran)

Document Type : Sterategic Management

Authors

1 PhD student of Management, Faculty of Economics and Administrative Sciences, university of Mazandaran, Babolsar< Iran

2 Professor, Department of Educational Management,, University of Mazandaran,, Babolsar, Iran

3 Professor, Industrial management department/University of Mazandaran, Babolsar, Iran

4 Professor of Industrial Management,, University of Mazandaran, Babolsar< Iran

Abstract

The present study aimed to diagnose the human resource management process in the Technical & Vocational Training Organization of Mazandaran province. The study is conducted with the exploratory sequential mixed approach. The case study research and the descriptive-survey methods were used in the qualitative and quantitative sections of research, respectively. The managers of technical and vocational training organization and experts, familiar with technical and vocational training including all staff of the technical and vocational training organization of Mazandaran province were participated in the qualitative and quantitative sections. The purposeful sampling method is used in the qualitative section of the study and finally, 11 managers were selected in this section. Also, experts were selected in the quantitative section by the cluster random sampling. Qualitative research results were extracted within 4 inclusive themes of Human Resources Recruitment, Human Resource use, Human Resource retention and Human Resources training and improvement as existing complications in Human Resources Management Process in the technical and vocational training organization of Mazandaran province. According to the survey results, these complications exist in the organization based on the employees’ view, and it is expected that policymakers consider the issues identified to improve the organizational performance.

Keywords

References

Adeniji, A. A., Osibanjo, A. O., & Abiodun, A. J. (2013). Organisational change and human resource management interventions: An investigation of the Nigerian Banking Industry. Serbian Journal of Management, 8(2), 2-16.
Ardakan M.R;Ghanbari S & Mohammadi shahed E(2016). The relationship between organizational stress and quality of work life with organizational management effectiveness. A New Approach to Educational Management.7(4): 83-108( In persian).
Armstrong, M., & Brown, D. (2019). Strategic Human Resource Management: back to the future. Uk: Institute for Employment Studies. available at: www. employment-studies. co. uk/system/files/resources/files/517_Strategic-Human-Resource-Management-Back-to-the-future-IES-CIPD-2019.
Aslani, F., Tahmasbi, S., & Bordbar, N. (2019). Pathology of Human Resources in Health and Treatment Network Using the Three-dimensional Model. Journal of Health Based Research, 5(1), 45-56[In Persian]
Beirami pour A(2011). An analysis of the descriptive qualitative evaluation plan in primary schools of the country and providing a theoretical framework for its proper implementation. (PhD Thesis: Curriculum Planning). University of Isfahan, Isfahan. ( In persian).
Bhurtel, A. (2015). Technical and vocational education and training in workforce development. Journal of training and development, 1, 77-84.
Bissell, B. Keim J.(2008); “Organizational Diagnosis: The Role of Contagion Groups”; International Journal of Organizational Analysis.16( ½):7-17.
Chenijani, A. A., & Yaghoubi, N. M. (2013). Pathological approach to human resource management: Strategic approach to maintenance human resource and organizational commitment. International Journal of Organizational Leadership, 2(1), 38-44.
Esfandiari A, Nekoueimoghadam M, Mohammadi Z, Norouzi S, Amiresmaili M. Pathology of human resources by applying three dimensional model -2011(case study: Kerman University of Medical Sciences, Iran). Tolooebehdasht 2012;10(3):1-12. [In Persian]
Fallah Haghighi N & Mahmoudi M(2019).The Pathology Study of Higher Education System performance with an Emphasis on Human Resource Development. Quarterly Journal of Training & Development of Human Resources.5(19): 127-150[In Persian]
Gal M,Borg V, Gal J & etal(2007). Quantitative and qualitative research method in educational sciences and psychology. Translated by: Ahmad Reza Nasr et al. Tehran: The Position and Martyr Beheshti. ( In persian).
Holloway, I and Wheeler , S. (1996). Qualitative research for nurse. Oxford: Blackwell Science.
Human Development Report Office .(2018).Human Development Indicators and Indices: 2018 Statistical Update Team .USA , Washington DC :Communications Development Incorporated, ,
Jeerapattanatorn P(2013). Current Issues on Vocational and Technical Education in Nigeria. Journal of Educational and Social Research. 3(10):121-125.
Kuipers, B. S., Higgs, M., Kickert, W., Tummers, L., Grandia, J., & Van der Voet, J. (2014). The management of change in public organizations: A literature review. Public administration, 92(1), 1-20.
Maleki E(2006). Identification of Factors Affecting the Conservation and Maintenance of Human Resources of National Iranian Gas Company (MSc). Tehran: Faculty of Management and Accounting, Allameh Talabatabai University. ( In persian).
Masoud sinki S & Seyyed naghavi A(2017). Complicating organization based on Weisbord model: A case study at the University of Medical Sciences. Payavard salamat.10(6): 461-469. ( In persian).
Matemani, J. K. (2019). Impacts of Labour Shortage on Organization Perfomance: A Case Study Ministry Of Water and Irrigation -Tanzania. International Journal of Economics, Business and Accounting Research (IJEBAR), 3(3).
McFillen, J. M., O'Neil, D. A., Balzer, W. K., & Varney, G. H. (2013). Organizational diagnosis: An evidence-based approach. Journal of Change Management, 13(2), 223-246.
Mohammadpour A,Sadeghi R & Rezaei M(2010). Combined research methods as the third methodological movement: Theoretical foundations and practical principles. Applied Sociology .21(2): 77-100. ( In persian).
Nwaeke, L. I., & Obiekwe, O. (2017). Impact of manpower training and development on organizational productivity and performance: A theoretical review. European Journal of Business and Management, 9(4), 153-159.
Rafferty A.E & Griffin M.A(2006).Perceptions of Organizational Change: A Stress and Coping Perspective .Journal of Applied Psychology. 91(5): 1154-1162.
Rahmani H, Rajabi Vasokolaee G, Saeidpour J, Rezaei M, Niakan S, Khosravi B. Pathology of human resources in Imam Khomeini hospital complex based on applying three-dimensional model. Hospital 2018;16(4):35-41. [In Persian]
Rasoli N(2011). Analysis of Human Resource Management Problems in Travel and Tourism Offices of Hamadan Province Based on Organization Life Cycle (OLC) Model (MSc). Tehran: Faculty of Management and Accounting, Allameh Tabataba'i University. ( In persian).
Richman, N. (2015). Human Resource Management and Human Resource Development: Evolution and Contributions. Creighton journal of interdisciplinary leadership, 1(2), 120-129.
Seyyed naghavi M.A ,Khanbashi M & Salavati M(2017). The alignment of the general HR strategy with the HR subsystem strategy. Human Resource Management Research.9(1):183-206. ( In persian).
Seyyedali roteh Z.S.(2012). The Pathology of Human Resource Management in the Iranian Hospitality Industry: A Case Study of Four- and Five-Star Hotels in Tehran (M.Sc.). Tehran: Faculty of Management and Accounting, Allameh Tabataba'i University. ( In persian).
Subramanian, K. R. (2018). The connection between your employees and customers. Journal of Advance Research in Business Management and Accounting (ISSN: 2456-3544), 4(8), 01-14.
Tavakoli darestani SH & Shahbaz moradi S(2008). Pathology of Human Resource Management for Improvement and Development. Management and human resources in the petroleum industry. 17(4): 94-110. ( In persian).
Tavakoli darestani SH(2006). Pathology of Human Resource Management (Department of Commerce Department) with the aim of improvement and development (PhD thesis). Tehran: University of Tehran ( In persian).
Unesco(2016). Strategy for Technical and Vocational Education and Training (TVET) (2016-2021).unesco.
Yusnandar, Y., Masbar, R., Nazamuddin, B. S., & Jamal, A. (2019, January). High-skilled Workforce and Productivity Growth: the Knowledge-based Economics Perspective. In 1st Aceh Global Conference (AGC 2018). Atlantis Press.
Zhaleh Baghbadorani M(2016). Pathology Quality Evaluation of In-service Training in Maroon Oil and Gas Producing Company, Ahvaz (One of the Oil Companies of Oil Rich Zones in Southern Iran). Internationl Journal of Humanities and Cultural Studies.1707-1719
Zubair, M. K., Tatlah, I. A., & Butt, I. H. (2020). Implementation of Curriculum in Traditional and Competency Based Technical and Vocational Education Programs. Pakistan Journal of Social Sciences (PJSS), 40(1), 539-546.

Files

History

  • Receive Date: 15 March 2020
  • Revise Date: 03 October 2020
  • Accept Date: 25 October 2020

Share

How to cite

Statistics