The main purpose of this study is to identify barriers to the establishment of electronic human resource management, according to studies conducted in the literature review section and interviews among experts, including 31 senior managers, indicators and basic components were identified. Data collection in this study was a semi-structured interview and a questionnaire whose questions consisted of extracted indicators. In the second part, the statistical population of the study includes all managers and experts with a history of more than 15 years, which is 611 people. In the second statistical population, the sampling of the present study is of a simple random type, which according to Cochran's formula, the appropriate number of samples according to the calculations was equal to 234 people.The scale of the questionnaire was a five-point Likert scale in which respondents rated their views on the questions from strongly agreeing to strongly disagreeing. To measure the content validity of the opinions of supervisors and consultants and for factor validity, exploratory factor analysis method and Spss and PLS software were used. To determine the reliability of the questionnaire, Cronbach's alpha method was used. The results showed the obstacles to establishing electronic human resource management in an organization with 21 components and 6 dimensions; Structural factors, environmental factors, technological factors, strategic factors, cultural factors and individual factors. Finally, the factors were prioritized.

Background: In Iran, developments in the administrative system, especially in the field of human resources, have been less successful, and the establishment of the EHRM as a human resource development program is one of those programs. Experts say that neglecting the factors affecting the establishment of EHRM can prevent it from its establishment. Purpose: The purpose of this paper is to identify the barriers to the establishment of electronic human resource management via Q methodology and reviewing the status of Khorasan Razavi government agencies in order for preparation for the establishment of EHRM. Methods: The present study is an exploratory mixed research project. In the qualitative section to identify barriers to literature review, thematic analysis and Delphi technique were the basis for collecting the data. In the quantitative section, by means of researcher-made questionnaire, the readiness of the establishment of electronic human resources management in the was measured. The purpose of this research is descriptive in terms of content and purpose-wise this study is applied research. The statistical population of this research consists of all human resources managers and experts responsible for governmental organizations in Khorasan Razavi province with total number of 1100 people. 145 individuals were selected randomly. Results: The results of the research indicate that all four categories of cultural, structural, technological and strategic barriers affect the establishment of EHRM. Conclusion: The results of the research indicate this matter that the structure is the decisive factor of each change, in other words, it affects both changes and it is affected by the change itself. In this research, structural barriers were considered as well. Therefore, it is recommended that at first, the senior management of the organization declare their support for establishment of the EHRM in an official meeting. Furthermore, by establishing human resources Assistance (correspondingly it is a government decree) instead of managing human resources in the organization, promote the status of the department. The structure can be transformed from a solid and bureaucratic state to an adaptive structure by means of downsizing. Consequently, this will provide the background for eliminating other barriers.

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.

These days, technological advancement has greatly affected organizations' atmosphere, including human resource managers’ functions. An example of the influence of technology in the field of human resource is manifested in the management of electronic human resource. After the development of internet, this technology has been employed extensively in the developed countries and had recently been considered in the academic and organizational discussions in Iran. Yet, its application in the Iranian organizations has faced two problems including a significant insufficiency of researches in the field of human resource management, as well as the ignorance of the localization of this new system, which has not been welcomed considerably and has resulted in great problems in its establishment. Hence, taking several methods of data collection (interviews, questionnaires, and Q test), this research aims at identifying the barriers and factors influencing the establishment of human resource management. The barriers and factors were integrated through Q method, and a final localized model identifying the barriers and factors of electronic human resource management in Iran was achieved. Finally, a suitable model with localization approach for the establishment of management electronic human resources in Iran are designed. Regarding the strategic reference points, the researchers presented the model as input and consideration of the new system.

Today, developed and developing countries are focusing more on environmental issues and development. The present study aims to provide a model for the establishment of green human resources management in the entrepreneurship ecosystem. The purpose of this research is in the field of applied research, and since it describes the variables and relationships between them, the recognition of the status quo and finally the presentation of the pattern of deployment, is descriptive-survey method. The statistical population of this research includes relevant experts. In order to reach the consensus, 27 people were studied by interview method and the required information was collected. To analyze qualitative data and to extract factors affecting HRM and its influential factors, the method of analysis of the theme (theme analysis) was used. Structural-interpretive modeling has been used to identify the relationships between variables and the deployment of green human resources in the entrepreneurship ecosystem. The findings of the research include explaining the green human resources management model in the entrepreneurship ecosystem and analyzing the results of infiltration-correlation; the existing model is a model for different businesses with the aim of establishing a green human resource management in the entrepreneurship ecosystem. The research findings show 18 dimensions for the establishment of green human resources management. The research results indicate the impact of green human resource management on entrepreneurship ecosystems and green thinking and sustainable development, and ultimately globalization...

The main purpose of this study is to present and explain the model of electronic human resource management. According to the studies conducted in the literature review section and conducting interviews among experts, which included 31 senior managers, the indicators of electronic human resource management were identified. The use of fuzzy Delphi method and calculations of agility, foresight and technical support indicators were eliminated and other indicators were approved. According to the approved indicators, the relations between the variables were examined using exploratory factor analysis. For this purpose, a questionnaire was designed in accordance with the identified components and distributed among the statistical sample including 234 managers and experts in total. The country has a history of more than 10 years, by extracting the set of primary factors, variance of eigenvalues, rotation and final selection of factors, the relationships between indicators and components were determined so that by determining factors that are statistically based on factor load of close numbers to each other were identified as components of the main indicators. According to the identification and determination of relationships between indicators and components using confirmatory factor analysis, the fit of each dimension was analyzed and finally a suitable model was obtained to manage electronic human resources.

E-HRM should be an opportunity for HR professionals to benefit from many of their routine tasks and to focus on the strategic aspects of their work. The purpose of this qualitative research is to present an e-HRM model in the banking industry. Semi-structured interviews were used to extract key components of the electronic human resource management and in-depth interviews were conducted with 36 HR experts in banks. The study population consisted of HR experts in the banking industry. Participants were selected through purposive sampling from theoretical sampling. In this study, 15 categories and 31 concepts were extracted using Corbin and Strauss database method in open coding. In the axial coding stage, a paradigmatic model was presented based on the concepts of axial category, causal conditions, strategy, context, confounding conditions and consequences, and in the selective coding stage the theoretical model derived from the research findings was introduced and described. electronic human resource management is recognized as an innovation and development underlying human resource management infrastructures that results in a new phenomenon, driven by significant changes.

In the past decades, technology has had a considerable impact on the processes and practices of human resource manaegement. For instance, technology, particularly the Internet, has helped many HR processes to be followed with higher productivity. New systems have enabled HR professionals to provide their beneficiaries with better services. electronic human resource management (EHRM) is the best example of such systems. Its application in the present era is so widespread that it has become a necessity. Of course, this system in Iran is faced with some problems. On the one hand, a suitable explanation of the concept has not been provided, and on the other hand, due to factors affecting its establishment, the system has faced some problems. The present research article proceeds, through a mixed approach, to identify the factors affecting the establishment of EHRM through focusing on the overall strategic pattern. What has made the article unique is the pluralistic method of data collection. Finally, by means of “Q” method, which is a quantitative-qualitative method, the conceptual model of establishing electronic human resource management in the governmental organizations of Razavi Khorasgan Province has been presented.

Introduction: Considering that competitive advantage is the basis of strategic management, the purpose of this study is to determine the relationship between electronic human resource management, competitive advantage, and human resource flexibility. Methods: The present applied and descriptive research was done in the 2020. The statistical population of this research was the employees of the Isfahan government hospitals. Using Cochran formula, 341 people were taken as the final sample. The data collection tool in this study was a standard questionnaire whose validity and reliability had been confirmed in previous studies. The data were then analyzed by SPSS and LISREL software. Results: The results of the tests showed that electronic human resource management with 0/76 impact factor had a positive and significant effect on the competitive advantage, and the one with 0/66 impact factor had a positive and significant effect on flexibility of human resources. Also, human resource flexibility with 0/35 impact factor had a positive and significant impact on competitive advantage. Conclusion: Considering the mediating role of the human resources flexibility in the relationship between electronic human resources with competitive advantage, we need to invest in the electronic system related sectors to improve strategic decision-making procedures in the field of appropriate investment in human resources and increased competitive advantage.