Defensive Future Studies

Defensive Future Studies

Optimized Talent Development Model in the Islamic Republic of Iran's Army: A Combination of Network Content Analysis and Fuzzy Sets Theory

Document Type : Original Article

Authors
Behnam Golshahi 1
Hamid Bigdeli 1
Alireza Mohebi 2
1 Assistant Prof. IRI Military Command and Staff University, Tehran, Iran.
2 Researcher, IRI Military Command and Staff University, Tehran, Iran.
10.22034/dfsr.2024.2015491.1746
Abstract
Objective: Researchers aim to address in proposing a model for optimal talent development in the Army of the Islamic Republic of Iran.
Methodology: This research is developmental-applied and was conducted using an exploratory mixed-method approach. To achieve this, four main steps were taken, including a systematic review of the literature to discover indicators of optimal talent development and qualitative data analysis using the six-stage Clarke and Braun network content analysis method. Additionally, the fuzzy Delphi method was used to validate the identified indicators. The statistical population consisted of commanders, managers, and experienced experts in the field of human resource management and talent management in the General Staff of the Islamic Republic of Iran's Army and the University of Command and Staff with a specialized doctoral degree and over 20 years of experience in the relevant field. S
Findings: The results of the network content analysis showed that the dimensions of optimal talent development can be categorized into three main categories: commitment combined with enthusiasm, competencies, and capabilities, and alignment with the organization's goals and strategies. Below these dimensions, 12 organizing themes and 44 basic themes (indicators) were identified. Furthermore, using the best and worst fuzzy methods, the weight and impact of each indicator on talent optimization were determined.
Conclusion: The summary indicates that for the Army to have optimal talents, it is essential to develop talents in three dimensions simultaneously: alignment with the organization's goals and strategies, competencies and capabilities, and commitment combined with enthusiasm
Keywords
Optimal talent
Talent development
Network content analysis
Fuzzy Delphi
Best and worst fuzzy method
Subjects
  • احمدی، حسن. و باقری مقدم، ناصر. (1399). مدیریت استعداد: توسعه رهبران جدید در سازمان شناسایی و تحلیل عوامل موثر برآن. رهبری آموزشی کاربردی. 1(2)، 13-28.
  • اخوان دورباش، روح اله؛ ذکریایی، منیژه. و انتصار فومنی، غلامحسین. (1400). طراحی مدل بهینه مولفه های مدیریت و توسعه استعداد. دوماهنامه علمی - پژوهشی رهیافتی نو در مدیریت آموزشی, 12(1)،150-132.
  • زین‌آبادی، حسن‌رضا. آراسته، حمیدرضا. بهرنگی، محمدرضا. قمری، آزاده. (1397). ارائه الگوی مفهومی توسعه استعدادهای نیروی انسانی. مطالعات مدیریت (بهبود و تحول). 27(90): 11-43.
  • گلشاهی، بهنام. رستگار، عباسعلی. فیض، داود. زارعی، عظیم.(1399). معماری فرآیند توسعه و حمایت از اجتماع نخبگانی در حوزه دانش آموزی و دانشجویی. فصلنامه اندیشه‌های نوین تربیتی، 15(1): 135-159.
  • گلشاهی، بهنام، و معینی‌فرد، اسماعیل. (1402). تبیین مبانی ارزشی پشتیبان فرهنگ استعدادباوری در ارتش جمهوری اسالمی ایران. فصلنامه مدیریت نظامی، 23(1)، 120-191.
  • مالمیر، آمنه. بررسی نقش مدیریت استعداد در مسیر توسعه شغلی مدیران بیمارستان. مجله مهندسی فرآیندها. ۱۴۰۰; ۹ (۱۵) :۵۱-۴۶.
  • محفوظی، علی. لفظ فروشان، داود. قربانی، محمود. (1398). طراحی مدل جامع مدیریت استعداد با رویکرد جانشین پروری در راستای توسعه بهره‌وری سازمانی با استفاده از روش معادلات ساختاری (مورد مطالعه: سازمان های دولتی). مدیریت بهره‌وری, 13(1)، 1-48.
  • مهری، داریوش. ابوالقاسمی، محمود. قهرمانی، محمد. محجوب، حسن. (1397). شناسایی عوامل موثر بر توسعه راهبردی استعدادها. مطالعات بین‌ رشته‌ای دانش راهبردی، 8(33)، 89-63.
  • Ahmadi, H., Bagheri Moghaddam, N. (2020). Talent management: developing new leaders in the organization, identifying and analyzing the factors affecting it. Applied educational leadership, 1(2), 28-13 (In Persian).
  • Akhavan Dorbash, R., Zakaria, M., & Ansar fomani, G. H. (2021). Designing the optimal model of talent management and development components. Journal of New Approaches in Educational Adminstration, 12(1), 132-150 (In pesian).
  • Anlesinya, A., & Amponsah-Tawiah, K. (2020). Towards a responsible talent management model. European Journal of Training and Development.
  • Braun, V., & Clarke, V. (2022). Conceptual and design thinking for thematic analysis. Qualitative Psychology, 9(1), 3.
  • Dirani, K. M., Abadi, M., Alizadeh, A., Barhate, B., Garza, R. C., Gunasekara, N., & Majzun, Z. (2020). Leadership competencies and the essential role of human resource development in times of crisis: a response to Covid-19 pandemic. Human Resource Development International, 23(4), 380-394.
  • Dzwigol, H., Dzwigol-Barosz, M., Miśkiewicz, R., & Kwilinski, A. (2020). Manager competency assessment model in the conditions of industry 4.0. Entrepreneurship and Sustainability Issues, 7(4), 2630.
  • El Asame, M., & Wakrim, M. (2018). Towards a competency model: A review of the literature and the competency standards. Education and Information Technologies, 23(1), 225-236.
  • Gallardo-Gallardo, E., Thunnissen, M., & Scullion, H. (2019). Talent management: context matters. The International Journal of Human Resource Management, 1466-4399.
  • Golshahi, B., Moyinifard, E. (2023). Explanation of the value bases supporting the culture of belief in talent in the army of the Islamic Republic of Iran. Military Management Quarterly, 23(1): 191-120 (In pesian).
  • Golshahi, B., Rastegar, A., Feyz, D., Zarei, A. (2020). The architecture of the process of development and support of the elite community in the field of students. New educational ideas quarterly 15(1): 135-159. (In pesian).
  • Kaewnaknaew, C., Siripipatthanakul, S., Phayaphrom, B., & Limna, P. (2022). Modelling of Talent Management on Construction Companies’ Performance: A Model of Business Analytics in Bangkok. International Journal of Behavioral Analytics, 2(1).
  • Kansal, J., & Singhal, S. (2018). Development of a competency model for enhancing the organisational effectiveness in a knowledge-based organisation. International Journal of Indian Culture and Business Management, 16(3), 287-301.
  • Mahfoozi, A., Lafz forushan, D., Ghorbani, M. (2019). Designing a comprehensive talent management model with a succession approach in order to develop organizational productivity using the structural equation method (case study: government organizations). Productivity management, 13(1), 48-10 (In pesian).
  • Malmir, A. (2021). Examining the role of talent management in the career development of hospital managers. A bimonthly scientific-research journal of a new approach in educational management (In pesian).
  • Mehri, D., Abolghasemi, M., Ghahremani, M., Mahjoob, H. (2018). Identifying factors affecting the strategic development of talents. Interdisciplinary studies of strategic knowledge, 8(33), 63-89 (In pesian).
  • Meyers, M. C., van Woerkom, M., Paauwe, J., & Dries, N. (2020). HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices. The International Journal of Human Resource Management, 31(4), 562-588.
  • Midhat Ali, M., Qureshi, S. M., Memon, M. S., Mari, S. I., & Ramzan, M. B. (2021). Competency framework development for effective human resource management. SAGE Open, 11(2), 21582440211006124.
  • Naim, M. F., & Lenka, U. (2018). Development and retention of Generation Y employees: a conceptual framework: a conceptual frameworkRoorkee, India. 40(2), 433-455.
  • Podmetina, D., Soderquist, K. E., Petraite, M., & Teplov, R. (2018). Developing a competency model for open innovation: From the individual to the organisational level. Management Decision, 56(9), 0025-1747.
  • Reis, I., Sousa, M. J., & Dionísio, A. (2021). Employer Branding as a Talent Management Tool: A Systematic Literature Revision. Sustainability, 13, 10698.
  • Schiemann, W. A. (2013). From talent management to talent optimization. Journal of World Business.
  • Shum, C., Gatling, A., & Shoemaker, S. (2018). A model of hospitality leadership competency for frontline and director-level managers: Which competencies matter more?. International Journal of Hospitality Management, 74, 57-66.
  • Sparrow, P. R., & Makram, H. (2015). What is the value of talent management? Building value-driven processes within a talent management architecture. Human Resource Management Review, 25, 249–263.
  • Zeynabadi, H.R., Arasteh, H., Behrangi, M., Ghamari, A. (2018). Presenting a conceptual model for the development of human resources. Management studies (improvement and transformation) (In pesian).
Defensive Future Studies
Volume 8, Issue 30
Winter 2024
Pages 67-96