Today, thinkers and policymakers envision new roles for Human Resource Management, one of the most important one is "competency-basing" in all functions of Human Resource Management from planning and selection as input processes to the development and maintenance and output processes of Human Resources. The purpose of this article is to review the “, Competency-Based Human Resource Management”,book by David Dubios et al. The book is reviewed and criticized based on two methods of formalist critique that focuses on form-elements such as structure and writing-and research critique that gives originality to the content, and also based on the criteria of the Iranian Council for Reviewing Books and Text on Human Sciences. Findings showed that the main strengths of the book are having a theoretical and practical perspective, paying attention to the organizational context in the application of competencies and confronting and comparing traditional with competency-based Human Resource processes. This work also has points for improvement, the most important of which are the lack of up-to-date references despite the reprint of the book, issues unrelated to or less related to the main concept of the book, and the need to explain new methods of Human Resource Management processes in the competency-based approach. In the end, based on the findings, suggestions were made in two headings of form and content.

Today, Sustainability is a term that is widely used in various fields, and since people are one of the most important Resources in organizations, sustainability is a constant concern for Human Resource Management systems. This research was conducted with the aim of identifying the antecedents and consequences of Sustainable Human Resource Management in a qualitative way. Data collection was done by applying the theoretical foundations of the subject and semi-structured interviews and by the snowball method in a targeted manner. The thematic analysis method was used to analyze the data. After discovering the themes of the communication pattern between them in the form of a drawing model, their validity and reliability were examined and confirmed. The obtained results showed 71 unique concepts that identified 3 antecedents (Sustainable work system, Sustainable Management, and Sustainable Human Resources) and 3 consequences (individual level, organizational level, and community level) for Sustainable Human Resource Management.

Background and Objective: Equipping and preparing Human Resources as the most critical organizational pillar to cope with rapid changes is of great importance, and its knowledge-based development ensures organizational stability. The present study aims to identify knowledge-based Human Resource development strategies for Sustainable Management.Method: This study is applied in terms of purpose and qualitative in terms of approach, employing the thematic analysis method. Participants included Human Resource managers, professors, and experts in this field, with a purposive sample of 15 individuals. In this research, "trustworthiness" was evaluated as a criterion for replacing validity and reliability.Findings: Through semi-structured face-to-face interviews and employing the thematic analysis strategy, 234 basic themes, 15 organizing themes, and 5 global themes were identified.Conclusion: The identified organizing themes include "Information and Communication Technology," "Internal Structure," "Training," "Knowledge-Based Recruitment," "Knowledge-Oriented Performance Evaluation," "Job Design," "Personality," "Competency and Skills," "Motivation," "Sustainable Development Thinking," "Organizational Culture," "Social Value System," "Rules and Procedures," "Environmental," and "Economic" factors. Ultimately, a model was proposed consisting of five global themes: Knowledge-Based Human Resource Systems, Knowledge-Oriented Information and Bureaucratic Structure, Human Capital, Knowledge-Based Thinking and Culture, and Sustainability and Extra-Organizational Factors.

Environmental and social challenges have led to considerable attention to Sustainable development. Considering that the Human being is both the goal of and the factor of development, therefore the Human factor is considered as one of the most significant factors in attaining the highest level of sustainability. Moreover, digital transformation also represents a fresh challenge to organizations, which is the reason behind the special attention to digital Human Resource Management. Thus, what is the Human Resource Management model, which is both committed to complying with the requirements of sustainability and has the most and best positive use of digital developments, is the subject of this research. Also, in order for Human Resource Management to be successful with regard to the two challenges of sustainability and digital transformation, it requires new dynamic capabilities of digital/Sustainable Human Resources. The study applies a combination of six research methods including Meta-Synthesis, Thematic Analysis, Interpretive Structural Model (ISM), Cognitive Rating Cluster Map, DEMATEL, and Analytic Network Process (ANP), and it represents the final model with 3 approaches, 3 aspects and 9 dimensions.

target is design an strategic model for Sustainable Human Resource Management for administrative organizations of Iran. The research method is descriptive in terms of applied purpose and in terms of exploratory nature and in terms of method of collecting and analyzing information, this research is descriptive and survey type. The statistical population in the qualitative field includes professors and researchers in the field of Human Resource Management and senior managers of the administrative and recruitment organization of Iran. so after studying the literature and then to codify the data theory theory method, Sustainable Human Resource Management factors were identified. The results of the analysis show that the causal factors affecting Sustainable Human Resource Management include Human factor, organizational factor and organizational environment. Underlying factors affecting Sustainable Human Resource Management including sustainability and retention of Human Resources, use of infrastructure for organizational sustainability, intervening factors affecting Sustainable Human Resource Management including socio-political constraints, environmental legal constraints and financial constraints, strategic factors Effective on Sustainable Human Resource Management includes hiring people based on job conditions, formulating and implementing Human Resource strategies, using and establishing a Human Resource recruitment system and Management principles to apply the payment system, the main and effective phenomena on Human Resource Management Sustainability includes green culture Management, Sustainable organizational status and behavioral social status and the effective consequences on Sustainable Human Resource Management include the economic productivity of the organization, ensuring the interests of employees for the welfare of the organization and development of the organization based on environmental issues.

The aim of this research is to identify and stratify the factors affecting Sustainable Human Resource Management in order to implement it effectively using structural interpretive modeling (ISM).Method: The current research is applied in terms of purpose and exploratory in terms of method, which was done in a mixed qualitative and quantitative way. In the first phase of the research, the meta synthesis method was used. In the second phase and the quantitative part, Interpretive Structural Modeling (ISM) method was used to level the factors and identify the most influential components.Findings: According to the results obtained from the research, 7 components and 43 indicators were identified and validated for this purpose.Conclusion: The results of this research indicate that the components of stakeholder pressure, government policies and regulations, factors related to Human Resources policy, cultural factors, and factors related to employees are interrelated variables; These variables have high dependence and high guiding power, in other words, the effectiveness and effectiveness of these criteria are very high and any small change on these variables causes fundamental changes in the system. Since the components that are determined as outputs in the last iterations will be more effective in terms of the interpretive structural equation method, therefore the components of government policies and regulations, and economic factors will be more effective and in order to achieve the implementation of Sustainable Human Resources Management. You should pay attention to these factors.

Human Resource Management with a Sustainable approach refers to the use of policies, philosophies, policies and Human Resource Management practices within the organization's business in order to promote the Sustainable use of Resources and prevent environmental damage. The purpose of this research is to present a Human Resource Management model with a Sustainable organizational development approach in the Electricity industry. The research method is mixed (qualitative and quantitative). The conceptual model was developed by using the Grounded Theory research method. The number of samples in the qualitative part, were 17 experts and specialists, and in the quantitative part, it included 385 managers and experts working in the Electricity industry. The research data was analyzed by TI Atlas software in the quantitative portion of the research, in order to validate the model obtained in the qualitative step, a confirmatory factor analysis was carried out with the tool of a researcher-made questionnaire and polling. SPSS software and structural equation tests with Smart PLS software were used to analyze the quantitative data.In the qualitative section, a paradigmatic model was presented. Quantitative findings indicate that all the calculated variables, taking into account that the absolute value of the “t” statistic for all relationships between variables is greater than the critical value of 1.96 and all the factor loadings in the standard state are greater than 0.3, so none Relationships were not rejected and all variables and relationships were confirmed.In order to achieve Human Resource Management with a Sustainable approach, it is necessary for the organization to implement appropriate Sustainable Human Resource Management strategies such as creating and developing a common goal, process approach, awareness and selection and maintenance with proper planning.

Importance of Human Resources and its unique role as a strategic Resource, designer and systems executive and organizational systems has found higher position than in the past As far as the advanced enterprise thinking Considers Human being as the most important Resource and asset for an organization. Today, new approaches to Human Resource Management emphasizes that should Human Resource with Sustainable approach to be managed. Therefore, Sustainable Human Resource Management is defined as a suitable strategy for Human Resource Management and ways to achieve company’ s financial, social and environmental goals. The aim of this study is to evaluate the impact of social capital and maturity of Human Resources on Sustainable Human Resource Management. This study in terms of aims is applied research and in terms of data gathering is correlation-descriptive research. The study population consisted of all companies operating in Iran’ s Petrochemical Industry. In order to test the hypothesis and model is also used Smart PLS software. Research findings show that social capital and Human Resources maturity have a significant and positive impact on Sustainable Human Resource Management, also in sub-hypothesis, Relational capital, Organizational Image, personal health has Management a significant and positive impact on Sustainable Human Resource, but structural and cognitive capital, Alignment Personal and Organizational Goals and productivity of Human Resources and have not Significant and positive impact on Human Resource Management.

The concept of sustainability was first crystallized in 1987 in a report by the United Nations Commission on Environment and Development (Brandtland Commission), emphasizing the current Human needs and the need for future generations to be able to fulfill their aspirations. Issues such as environmental degradation, the marginalization of significant groups in society, anti-capitalist protests, and the search for innovation and creativity in the public and private sectors have put the issue of sustainability on the agenda of global and organizational problems. the organization should be stable and stablish the sustainability dimension, if they want to live in today's variable environment and roam the evolution path. Many factors including HR can be applied to organization's sustainability analysis, so it is necessary that organizations expand connection between sustainability and Human Resources Management subdivisions. with such a purpose, the available reasearch is mindful to recognise and ranking the components that are effective on Human resourse sustainability in the Fars province electronic industries. Fundemental descriptive reasearch method with applicable purpose is applied. The statistical society of reasearch is the Fars privince electronical industries reporter's. purposeful sampling method is used for certification and fusion fuzzy Delphi approach was used for data and hierarchical analysis. This way the effective factors in the Sustainable Human resourse Management implimentation were identufied in social, economical and ecologicalservises. For identification، screening and ranking the components combined approach and hierarchical technique (AHP) were used. the results showed that the environmental dimension was higher than social and economical dimensions and environmental dimension were the most important one.