Purpose: The purpose of this applied research is to study the effectiveness of gamification on corporate training.  Methodology: A gamified course was designed and implemented to train the location of Fire Hosing Cabinet for 24 employees of a firefighting maintenance company in Iran Mall shopping Center in Tehran. Using a quantitative quasi-experimental research plan (post-test only control group design) the participants of the study were randomly assigned to treatment (12) and control (12) groups and trained for a week.  Conclusion: The descriptive and interpretive result of the posttest analyses indicated the effectiveness of gamification of the training performed for the employees of the firefighting maintenance company in Iran Mall shopping Center in Tehran. Moreover, the descriptive result of Gamification Acceptance Questionnaire answered by the members of the experimental group after gamified training indicated that all the participants in the experimental group were satisfied with the gamified training course.

We are... So, to reframe the inquiry: who are we on a metaphysical level? Which aspects of ourselves are the most universally representative of who we are? How do we fare in the face of the passage of time? For decades, philosophers have debated the concept of diachronic personal identity, which focuses on the question of what keeps us alive. An intricate debate has developed between those who hold the body view (animalism) and those who hold the psychological view (memory) on the question of who we are. The two groups will eventually become so firmly set in their views that they will be unable to compromise. Hylomorphic animalism, or the view that HUMANs are rational animals, living bodies made of prime matter and a rational soul, is an alternative answer to this divisive question that I propose in this study, following in the footsteps of Aristotle and Aquinas. We only survive if matter and rational souls do.

Background & Purpose: HUMAN resource management as a scientific and practical field is growing and developing amazingly, but due to various factors, it faces challenges that can turn it into pure opportunities and a competitive advantage in the case of correct and timely measures achieved. Such a function of HUMAN RESOURCES at the national and macro levels can become a platform for the economic progress and development of the country, thus, the purpose of the current research is to identify the factors affecting the management of national HUMAN RESOURCES with an emphasis on the challenges of HUMAN RESOURCES in three structural, contextual, and behavioral dimensions. Methodology: The research method is based on library studies and using meta-synthesis method. The sampling method is purposeful and available sampling, and domestic and foreign scientific databases are also referred to in the collection databases. Among the internal databases, Magiran, Irandoc, ensani.ir, Noormags, and SID can be mentioned.  From the foreign databases, Google Scholar, Science Direct, and Emerald sites were also examined. In the first step, based on the collection of previous studies, effective factors were extracted in the form of themes, then based on the meta-synthesis process in the framework of the three-pronged model, these factors were categorized in the three dimensions of structure, context and behavior. Findings: According to the findings, the most important factors in the structural dimension include "architectural and structural maturity of HUMAN RESOURCES management", "amendment of processes and structures and laws of HUMAN RESOURCES policy at the national level", "reconstruction of social, economic and political structures related to HUMAN RESOURCES management in national level", "modification of education and empowerment structures at the national level"; and the most important factors in the context dimension include "state of development of the country", "maturity of innovation in HUMAN RESOURCES management systems", "globalization and internationalization of HUMAN RESOURCES", "cultural and contextual differences in countries", "participatory governance in HUMAN RESOURCES management", "technology and its role in HUMAN resource management" and the most important factors in the behavioral dimension include "attention to cultural and social components in the management of national HUMAN RESOURCES", "reconstruction of social attitudes, perceptions and behaviors in the management of national HUMAN RESOURCES", "attention to multinational components and ethnic differences", "the importance of leadership and networking in the management of national HUMAN RESOURCES" have been identified in the policy making process of national HUMAN RESOURCES. Conclusion: The special achievement of the research, based on the review and analysis of previous studies, pointed out that in the design of the national HUMAN RESOURCES management system, it is necessary to pay special attention to structural components, contextual components, and behavioral components at the same time, and therefore, in accordance with the identification of these causes, solutions for the system management was provided. Moreover, the knowledge-building and practical contribution of the current research can be seen in considering the challenges of HUMAN RESOURCES at macro and national levels and from an institutional perspective.

Introduction: Electronic HUMAN resource management includes electronic tools that enable HUMAN resource managers to manage HUMAN resource data and information and also provide the possibility for the beneficiaries to have access to specific information and tasks of HUMAN RESOURCES through the Internet. Therefore, this research was conducted to identify the effective factors of electronic HUMAN RESOURCES management in the Iranian Health Insurance Organization using the fuzzy Delphi approach. Methods: The current research, which was carried out in 2023, has a mixed approach and an inductive paradigm. The statistical population of the research in the qualitative and quantitative part are academic experts and (senior) managers of the health insurance organization in Tehran province, and 30 of them were selected as sample members based on the principle of theoretical saturation. The data collection tool in the qualitative part of the research is a semi-structured interview and in the quantitative part, a fuzzy Delphi questionnaire. In this research, to analyze the data in the qualitative part, the content analysis method and coding approach using MAXQDA software was used and in the quantitative part, the fuzzy Delphi method was used. The validity and reliability of the interview were confirmed using content validity and intra-coder inter-coder reliability and the validity and reliability of the questionnaire were confirmed using content validity and inconsistency rate. Results: The results of the qualitative part indicate the identification of 15 factors as effective factors in electronic HUMAN RESOURCES management in Iran's health insurance organization. On the other hand, the results of the quantitative part using the fuzzy Delphi approach show that HUMAN RESOURCES architecture, structure and process reform, integration of HUMAN RESOURCES processes, reduction of administrative bureaucracy, the existence of financial support, and the creation of a suitable culture as the most important factors on the effective management of electronic HUMAN RESOURCES in Iran's health insurance organization. Conclusion: The application of electronic HUMAN RESOURCES management in the current changing conditions helps the health insurance organization more than ever in achieving its goals and agility.

The aim of this research was determining the proper functions of HUMAN RESOURCES in HUMAN RESOURCES architectural model in order to realize ambidexterity at Tom's firm. This quantitative study was run in two stages. At first, the architectural questionnaire was distributed among managers and assistants to differentiate the jobs. Second, HUMAN resource functions questionnaire in terms of renumeration, rewards, performance appraisal, training and development was distributed among the managers and assistants so that the proper kind of HUMAN resource functions for each architecture be distinguished. To analyse the data inferential statistics (one sample t-test) was used. The results indicated that, the rewards in job-oriented should lead the employees to ambidexterity. The rewards in partnership type should lead the employees toward the improvement ambidexterity in organization.

Background: Ameloblastoma an odontogenic tumor of ectodermal origin has been reported to arise, on rare occasions, in a primordial or dentigerous cyst of a young person. Numerous authors have suggested differing nomenclatures for these ameloblastomas and have sought to describe and classify the clinical and histopathologic features. These tumors have been characterized as a distinct variant exhibiting less aggressive behavior and a lower rate of recurrence than conventional ameloblastoma.Aims: This study was designed to look at the HUMAN papilloma virus as a caurse for Ameloblastoma.Materials and Methods: Samples of Ameloblastoma tumors were traced from the filing system in path lab Beheshti Dental School. Using PCR technique a search was carried out to dated HPV in DNA of samples.Results: There was a clear relationship between the rates of HPV in Ameloblastoma cases.Conclusion: HPV could be a preparing factor for Ameloblastoma.

One of the most important issues in modern economy is to create the relationship between education & earning. For estimating this relationship, a common & usual tool of "earning functions" was used. These functions which for the first time introduced by "Mincer", show the effect of education and experiences on earning. In this article the effect of HUMAN capital variables on earning was estimated. In addition to the personal characteristics [such as sex, region, place of work and,...], the main results indicates the increasing effect of education and experience on the earning of the more educated & experienced individuals compared to the less ones.

Based on the value system efficiency of HUMAN RESOURCES as the most important and influential factor in increasing the efficiency of an organization. Purpose of this paper is typology of HUMAN resource efficiency policies and how is different mentalities and perspectives among participants in about the research subject area of Razavi Khorasan education. For a more comprehensive and more complete explanation of productivity of HUMAN resource policies, the methodology of (Q) is used. The combined method of classifying participants a deeper viewpoints of the subject could provide. The method of factor analysis and Q-factor typology of arrays and interviews with participants during sorting was achieved, the views and opinions of the participants in four categories have been identified. Analysis results show that the role of "similar" to evaluate the basis for the emergence of new roles for HR productivity in education policy. As the "merit selection to enhance productivity, " "Creative educatable" and "lack of policy enforcement efficiency Critics'. and weakness is as well as productivity of the proposed policy coordination activities with the ultimate aim of HUMAN RESOURCES, HUMAN RESOURCES and not the importance mental skills, HUMAN and teamwork.