This paper aimed to examin how employer brand experience formed for talented Employees and determine the effect of Employee’ s expectation and brand promise on forming the employer brand experiences. The statistical population is talented Employees who worked in active enterprises of Tehran labor market with mixed research method. This study is applied and survey research which was done with theme analysis from 25 interviews by using Nvivo 10 software and identified expectations, brand promises, and brand experiences from the talented Employees point of view. The research hypotheses were tested with path analysis from 437 questionnaires by using SPSS 25 and AMOS 24 software. Results revealed that Employees expectations affected either through brand promise, or directly on brand experience. Also job experience affected on brand promise. In the other hand, brand promise affected either through brand experience, or directly on turnover intention. Although brand experience didn’ t lead to job persistence, brand promise affected directly on job persistence. The model found that Employee’ s expectations and employer brand promises had hierarchical structure. The concept of employer brand experience for Employee included sum of employer brand images that they could remember from each touch points with organization.

Background: This study focused on human resource management in the field of attracts and retain Employees in the social security organization.Objective: The main objective of this study was to investigate the relationships and the effectiveness of employer branding on Employee engagement variables, Discretionary Effort and Employee expectations.Methods: In this regard, the number of 162 questionnaires was distributed among the study population. The survey research methods and solidarity that using a questionnaire consisted of four variables employer branding, Employee engagement, Discretionary Effort and expectations of Employees. There is also the type of content validity and its reliability through Cronbach's alpha coefficient was reported number 0.774.Results: The results showed that there is positive and significant correlation between all variables. Employer branding could receive about 26 percent of the total variance for Employees, less than 1 percent of the total variance Discretionary Effort of Employees and 45% of the total variance to explain the expectations of Employees. Belonging about 25% of the total variance Employees could Discretionary Effort to explain the staff and the expectations of Employees, 23% of the total variance to predict which Employees' concern.Conclusion: Data analysis we can conclude that employer branding is a significant impact on the level of engagement and expectations of Employees.

Researchers consider four foundations for Employee compensation, including job status, individual status, membership, and performance. Building upon these foundations, the present article employs the methodology of critical realism and research implications to critique a prominent book in the field of Employee compensation. The selected book for review is “Handbook of Employee Reward Management and Practice” authored by Michael Armstrong and translated into Farsi as Compensation “Management”. This book holds significant importance as a teaching resource in the realm of management and management policy. This article delves into the four fundamental principles of compensation management while critiquing the mentioned work. It also presents actuarial implications and research alternatives in this field. The findings highlight the necessity of explicitly incorporating all four fundamental elements of compensation for the comprehensive coverage of educational research works on Employee compensation management, avoiding any implicit treatment.

The purpose of this study is to identify the women’ s expectations who are working in public organizations and to examine organization in Yazd Province in terms of fulfilling these expectations and demands. The research is qualitative in terms of methodology using a qualitative mixed exploratory approach. 17 female Employees, randomly selected, interviewed to collect the qualitative data and a questionnaire, developed based on the qualitative findings, was used in the quantitative section. Employing a snowball method, the questionnaire distributed among randomly selected female Employees in Yazd Province public organizations. Findings in qualitative phase explored the dimensions of commitment to policies and law implementation, Providing facilities and benefits for women, supportive environment, vacation opportunity, justice-based behavior, and the equal educational opportunities. Survey results showed that the level of female Employees’ satisfaction toward the justice-based behavior, equal services and welfare facilities, supportive actions are lower than the average.