Designing and Evaluation of Coaching Model in the Workplace(Case study: Isfahan Mobarakeh Steel Company)

Extended Abstract Abstract Coaching is one of the significant approaches in human resource development and the coach needs to get familiar with principles and rules of coaching to apply the appropriate educational patterns according to personal learning content and style. Therefore, this study has been conducted with the aim of designing and evaluating the coaching model in the workplace using a combined-exploratory approach and using a systematic design of grounded theory in the qualitative section. For this purpose, while conducting open interviews with 22 academic and executive experts, a set of basic topics were collected during the open coding process, and categories were extracted from them. Then, in the axial coding stage, the relationship between these categories in the form of titles (causal conditions, axial phenomena, strategies, intervening conditions, contextual conditions and consequences) was determined in the form of coding paradigm. Then, in the selective coding stage, each component of the coding paradigm was described and a theory was created. In the quantitative part, a researcher-made questionnaire taken from the qualitative part of the research was distributed among the managers and experts of Isfahan Mobarakeh Steel Company by stratified-random sampling method. The sample size was calculated 282 with using of the Tabachnik and Fidell formulas. To ensure that the required valid data is obtained, 499 questionnaires were distributed, of which, 372 questionnaires were returned and analyzed. Using the structural equation model by Amos24 software, the governing relations and fitting of all the main conditions of the designed quality model were evaluated and finally approved.Introduction Human resource development is one of the main strategies to achieve human capital and coaching is one of the staff training methods which results in human resource development with continuous learning upgrade. Coaching is a process of practical learning to create executive knowledge, ability, focus, and commitment for more effective achievement of professional and organizational goals .Coaching style has an optimistic view of individuals. It is a method based on optimism, self-efficacy, positive emotions, and learning. Its focus is on the employees who want to develop their potentials and to become the best. In the coaching process, the interaction between the coach and trainees is embedded in an organizational system, and the coach must be fully aware of the relevant cultural norms and be able to facilitate learning and internalize these norms. The coach must create and develop a learning environment based on trust and effective relationships and, thus, create learning through the reflection of experiencesCase studyThis study aims to designing and evaluation of coaching model in the workplace in Isfahan Mobarakeh Steel CompanyMaterials and Methods The present study in terms of purpose is developmental and practical, in terms of method, it is a combination (qualitative-quantitative) and in terms of data collection time, it is cross-sectional. The library method has been used to compile the theoretical foundations and research literature. In the qualitative part of the study, grounded theory has been used, and the statistical population includes managers and supervisors with coaching experience in Isfahan Mobarakeh Steel Company, as well as academic experts in the field of human resource management. The samples in this research were 22 people, and a semi-structured interview was used to collect the data. In the quantitative part of the study, the paradigm model presented in the qualitative part, through a 57-item questionnaire designed by the researcher, have been distributed among the managers and experts of Isfahan Mobarakeh Steel Company by stratified-random sampling method.The sample size was estimated to be 282 people based on Tebachnik and Fidel's formula, to ensure that the required valid data was obtained, 499 questionnaires were distributed, of which, 372 questionnaires were returned and analyzed. The questionnaire is designed in the form of a 5-point Likert scale. The validity of the questionnaire was confirmed by both content and structural methods using structural equation model and SPSS24 and Amos24 software. The reliability of the questionnaire was also confirmed by Cronbach's alpha method.Discussion and Results The present study, while using the literature and theoretical framework and adopting a new approach to the subject, has opened a new window on the research problem. This research with a combined approach (qualitative and quantitative) in compare with other researches in the background has a good comprehensiveness and by reviewing previous models and analyzing the content of the participants' opinions in the present study, it plays an important role in explaining the model for establishing coaching and knowledge acquisition. Also, considering that the present study was tested through the structural equation model and confirmed with a reliability of 0.95, it can be a roadmap for the members of the organization. Researchers in future research can evaluate and critique the efficiency and effectiveness of the designed model in other organizations of the country with a comparative approach. However, the guidelines derived from this study, while having practical aspects, have provided an appropriate response to the current and future needs of the organization under study (Isfahan Mobarakeh Steel Company).ConclusionThe results of the interview in the qualitative stage were explained in the form of six core categories: 1) phenomenon, 2) causal conditions, 3) context, 4) intervening conditions, 5) strategies, and 6) consequences and in the quantitative stage, the findings confirmed the accuracy of the proposed model. The results showed that the core category with an impact factor of 80% has the most impact and the contexts with an impact factor of 47% have the least impact on the strategies of the coaching model in the organization

Ranking the Factors Contributing to Effective Meetings in Isfahan Gas Company

Abstract The present study was aimed to identities and ranks the factors contributing to the effective meeting in Isfahan Ga

Designing a model for the acceptance of electronic stock exchange by individual investors

AbstractAcculturation in the field of familiarity of stockholders and individuals with modern methods of electronic stock exchange has a special position. Applying and paying attention to these methods is an inevitable and considerable issue. So, developing electronic stock exchange culture is considered one of the research priorities in our country. One of the fields for this subject is innovation and technology acceptance model [1]. In this study we have tried to identify necessary strategies for developing the culture of electronic stock exchange in order to access productivity in capital market as well as productivity of service section and at last increasing productivity in the whole economy. In this study, attempts are made to recognize effective factors in enhancing intension to use electronic stock exchange application by real investors through combining models of innovation diffusion and technology acceptance and merging it with dimensions of online trading. Period of data collection for this research has been from July to September 2009. Structural equations modeling has been used by means of LISREL software in order to test this model. Results reveal that there is a relationship between normal tendencies, perceived ease of use, perceived risk and market effectiveness with intension to use electronic stock exchange

The Role of Employee Expectations and Brand Promises in Forming the Employer Brand Experiences

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

Representation a Model of Organizational Culture Management with Contextual Approach (Case Study: An Industrial Company)

The purpose of this article is representation a model of organizational culture in an industrial company with contextual approach in diagnostic of present and desire organizational culture and suggestions about organizational culture change for obtain desire culture. For this purpose, three questions designed and in based on, the model of cultural management represented. For gathering data observation, semi structure interview and researcher designed questionnaire were used.Observation and semi structure interview were used for diagnostic of basic variables of present organizational culture and confirm of initial variables of organizational culture. Questionnaire was used for testing and diagnosing of the initial variables of organizational culture and diagnosing of desired organizational culture. For testing the present and desire organizational culture, 116 people selected with Cochran’s formula as a sample and all questionnaire distributed feed backed. Result obtained showed that there is a gap between present and desire organizational culture that based on, model of organizational culture management designed and represented

A Pattern of Competency - Oriented Compensation System of Employees

The purpose of this research is to propose a competency-Compensation Assessment System Through Succession Planning. Having reviewed the research literature as well as experts' opinions, the primary model was proposed and then, the final research model was presented using the experts' opinions. The study was carried out via mixed methods research. The statistical population included the experts and academic specialists in the field of human resources and senior managers of Bank Saderat Iran in the qualitative section and experts and managers at various levels of Bank Saderat in the quantitative section. Non-judgmental purposive sampling and random stratified sampling were employed in the qualitative and quantitative sections respectively. In the qualitative section, 17 persons participated in the interview and in the quantitative section, 400 persons participated as the research sample. Tools of data collection were interview and researcher self-made questionnaire. Reliability of the questionnaire was calculated equal to 0.93 and its validity was approved. The results of the survey in the qualitative section illustrate that there are 25 components for competency-oriented compensation system in five dimensions including competency, foresight, flexibility, justice, and comprehensiveness. In the quantitative section, the findings showed that competency has the highest effect on employees' competency-oriented compensation. Likewise, among the secondary components in the subset of competency dimension, "absorption, retaining and development of organization's talents" has the highest effect on employees' competency-oriented compensation system. T-statistic of this component is equal to 11.82 and its path coefficient is equal to 0.8