Somayeh Daneshmandi

In today's workplaces, if the workers need to accomplish their career tasks, they required to continually promote their knowledge and skills. Hence, the leaders of organisations always search for applying the most effective educational strategies in order to guarantee maximum performance and profitability. In general, the ultimate goal of training for the learners is to transfer what they have learned during a training period to the actual world. The present study has dealt with studying the transfer of knowledge gained by training courses to the workplace. The study is a mixture of both qualitative and quantitative methods application wise and methodologically. This plan was made using two survey and interview methods. The statistical society contains all employees and heads participating in the training courses of municipality of district Two of Tehran between years 2008 and 2011 and the statistical sample included 282 persons selected by the simple random sampling method. The tools for gathering data of questionnaire and interview have been semi-structured one for employees and the semi-structured questionnaire and interview for the heads. The data gathered was analysed by taking advantage of single-group t statistical methods and independent groups for quantitative part and the Categorisation method was analysed based on the frequency for the qualitative sector. The results showed that the status of transfer of training for employees of Tehran municipality is at an average to high level. Also, the findings of the research indicate that both personal and organisational elements have a crucial role to play in transferring training and the most important obstacles identified for this issue was high amount of work and inappropriate amount of education for some of the courses.

In today's workplaces, if the workers need to accomplish their career tasks, they required to continually promote their knowledge and skills. Hence, the leaders of organisations always search for applying the most effective educational strategies in order to guarantee maximum performance and profitability. In general, the ultimate goal of training for the learners is to transfer what they have learned during a training period to the actual world. The present study has dealt with studying the transfer of knowledge gained by training courses to the workplace. The study is a mixture of both qualitative and quantitative methods application wise and methodologically. This plan was made using two survey and interview methods. The statistical society contains all employees and heads participating in the training courses of municipality of district Two of Tehran between years 2008 and 2011 and the statistical sample included 282 persons selected by the simple random sampling method. The tools for gathering data of questionnaire and interview have been semi-structured one for employees and the semi-structured questionnaire and interview for the heads. The data gathered was analysed by taking advantage of single-group t statistical methods and independent groups for quantitative part and the Categorisation method was analysed based on the frequency for the qualitative sector. The results showed that the status of transfer of training for employees of Tehran municipality is at an average to high level. Also, the findings of the research indicate that both personal and organisational elements have a crucial role to play in transferring training and the most important obstacles identified for this issue was high amount of work and inappropriate amount of education for some of the courses.

This study explored the interventions between mentor & mentee in mentoring of new hired faculty members of universities. This research is a qualitative study. Hence, 20 professors and key informants of faculty mentoring were selected purposefully by criterion sampling strategy. the data were analyzed thematically. To establish credibility of findings, member check and peer debriefing strategies were used and data were modified and reanalyzed continuously. Finding showed that the interaction strategies between mentor and mentee in mentoring of new hired faculty members are 3 categories which included: first interventions, learning-teaching interventions (developmental interventions) and feedback interventions.
Keywords: Mentoring, Faculty Members, Mentor, Mentee, Interactions.

This study is conducted with the purpose of evaluating the production of scientific works through mentoring for faculty members of higher education abroad. This review study seeks to underline the discussions and elements addressed in these studies. The present study is a descriptive-analytic research. Accordingly, all papers published from 2000 to 2016 in the Faculty of Education and Psychology database of Shahid Beheshti University are reviewed (ProQuest, Springer Link, Taylor & Francis, Sage, Wiley Online Library). The papers that are extracted from 28 scientific documents include 20 articles and 8 theses in the field of mentoring for faculty members that are analyzed through descriptive-analytic method. The findings are presented in two parts: the results of the first part regarding the discussions and factors considered by the researchers indicate that topics including the characteristics of the role of faculty members as mentors or mentees and different positive effects of mentoring program for newly hired faculty members are the main topics underlined by researchers. In the second part, the results of formal and descriptive analysis of the studies show that 43% of the studies used qualitative research and 17% used the quantitative method, interviews, questionnaires, and only 14% employed library method. In terms of cooperation and partnerships, 39% of studies are group research and 61% are individual research.

This study explored the areas and conditions of applying coaching in training and development of human resource activities. As a qualitative study, this research utilized content analysis approach in addition to semi-structured interviews for data collection. According to the output of this research which is the result of interview with 7 different training experts, requirements and conditions of coaching were classified into three categories: Organizational conditions (organizational structure, organizational culture, support, educational planning & performance evaluation systems), coach skills (training and information skills, motivation and communication skills) and personal conditions (acceptance , commitment and accountability). Also the areas of coaching were classified into four categories: Developing managers and management activities, developing succession planning, organization development programs and dealing with problems in the workplace.

Aim: The main objective of this study is to evaluate and compare of factors affecting the educational accomplishment of students in governmental, Azad and Payame Noor Universities. Methodology: This study is a descriptive research and was conducted by using survey method. The statistical society contains all senior student of education at governmental, Azad and Payame Noor Universities and the statistical sample included 123 students selected by using stratified random sampling method. The tool for gathering data was questionnaire. The data gathered were analyzed by taking advantage of ANOVA, Freedman and least significant difference test. Results: The research findings showed that there is significance difference between universities in terms of intelligence and cognitive and institutional factors. Conclusion: The result shows that role of intelligence and cognitive factors between students of Azad University was higher than students of Payame Noor University, and the role of institutional factor was higher in governmental university than Payame Noor University. Furthermore, based on Friedman the motivational factor was placed in the first, and the institutional factor was placed in the last rank.
Keywords: Educational accomplishment, cognitive and intellectual factor, motivational factor, institutional factor, psychological factors, students

The present study has dealt with studying the coaching model in training of human resource based on grounded theory. This study has done on qualitative bases and has utilized grounded theory approach besides semi-structured interviews for data collecting. In this study, interview was conducted, by using purposive and chain sampling, 7 training experts who were familiar with coaching. This qualitative study was conducted using the grounded theory method and data were analyzed using Straus and Corbin's method (three stages of coding).
11 categories were emerged from data which based on paradigm model are: Casual conditions (primarily objectives and secondary objectives), context (managerial and developmental areas), intervening conditions (organizational barriers and informational-motivational barriers), Interactions strategies (coachee, coach and organizational conditions) and Consequences (individual and organizational advantages and designing, implementing and evaluation disadvantages).
Keywords
Coaching; Grounded Theory; training of human resource

Training is usually considered as an importance tool for improvement of employee performance. Every training program is only effective if a transfer of training effect can be guaranteed. The present study explored the effect of environmental factors on transfer of training from training courses to the workplace. The study is a mixture of both qualitative and quantitative methods application wise and methodologically. This plan was made using two survey and interview methods. The population contained all of the employees participated in the training courses of Shahid Beheshti University during years of 2010 to 2012. The sample included 217 persons selected by simple random sampling technique. The tools used for data collection were questionnaire and semi-structured interview. The data gathered was analyzed using t-test and exploratory factor analysis for quantitative part of the research and categorization method based on frequency for qualitative one. The results showed that the most important factor influencing transfer of training was employees’ support. Also the most important obstacle identified for this issue was high amount of work.
Keywords: Transfer; transfer of training; environmental factors

The purpose of this study is to investigate the pertinence of training and its components in non-training standards from the viewpoints of the managers and experts of the manufacturing-service organizations in Iran. It is a functional research in purpose. The research method is a mixed one consisting of qualitative and quantitative methods. For data collection and quantitative analysis, the questionnaire was used through a survey method and the categorization is also applied qualitatively. The statistical population includes all the managers and experts of human resources training and development in manufacturing-service organizations in Iran and 64 of them were selected as the research sample through simple sampling. In this study three training standards and 11 non-training standards were weighted and analyzed. In the content analysis with a categorization approach, 9 components were identified and weighted. The data analysis is presented in two general sections: 1) the training experts' viewpoints toward evaluating and prioritizing training components and 2) the perspectives of the managers and the experts toward the pertinence of training components in non-training standards. In the first section, competence was the most important component while the training strategy was considered the least important one. The most prominent point presented in the second section is that " the pertinence of training in the non-training standards is generally inappropriate " .