سازمان تأمين اجتماعي يك سازمان عمومي غيردولتي است كه فعالیت اصلی آن بيمهگری اجتماعي است
- 1. 1385 Human Resource Development in Social Security
2. 3. : 4.
5. 1 6 9 ( ) 2 7 4 8258 52000 ( 8 7000 ) 1000000 30 29 430 30 2
76 7 6 9 00000 1 2 00 6. 7. ( )
8. ( )
- ( Human Rights Declaration )
9.
10.
11. :
12. - - - - - - : - - - : - - - - - - - 13. - : International
Social Security Association: . (ISSA) 14. : 4 :
Contribution- based Tax-based Social Insurance Schemes 1 - 1883
- 1884 - 1889 - 1911- 1919 15.
Provident Fund Schemes EmployersLiabilitySchemesNon-
Contributory Schemes 2 4 3 16. :
17. ILO-ISSA ( ) ( )( ) ( ) ( ) ( ) ( ) ( ) ( ) 1. Old
AgeBenefits 2.Disability Benefits 3.Death Benefits 4.Sickness
Benefits 5.Maternity Benefits 6.Medical Care Benefits 7.Employment
Injury Benefits 8.Unemployment Benefits 9.Family Benefits 18. 19. :
: ( ) : ( ) . 20. ! 21. Global SustainableDevelopment National
Development 22.
23. :
24. :
25. :
26. :
27. :
28.
29. : . 30.
31. = 32.
33.
( 1383 ) 64 147 394 44295 139= = = = = = 5262 520 15317 4341
17635 8466 = = = = = = 2/10 % 1 % 7/29 % 4/8 % 2/34 % 34/16 % 34. (
1383 ) 2/10 % 1 % 7/29 % 4/8 % 2/34 % 34/16 % 35.
54/50 % . 36. 7/29 % 34/16 % . 37. , . 38. : 39.
40.
. 41. Staffing Employee & Labor Relations Safety &
Health Compensation & Benefits HumanResource Development
42.
Human Resource Development 43.
- Training and Development (T&D)
- Personnel Development (PD)
- Learning and Development (L&D)
- Employee Development (ED)
- Workforce development (WD)
44.
- :1- Attitudes2- Knowledge 3- Skills .
45. . Training Development GoalAchievement 46.
47.
48.
49. Training Presentjobs Future jobs Development 50.
51. Focus Scope Time Frame Goal Participation Use of
workexperience Training Development Current job Individual
employees Immediate Fix current skill deficit Required Less Current
and future jobs Work group organization Long term Prepare for
future workdemands and changes Voluntary High 52.
. 53.
54. ( Bill Gates ) : . . . 55.
- 1- 2- ( - ) 3- ( - ) 4- ( - )
: 56.
57. :
58. . 59. : . . 60.
61.
. 62.
1- 2 - 63. The Changing World
- "There is only one constant in this universe, and that constant
is ... change". Albert Einstein
64. The Changing World
- 90% of all white-collar jobs in the United States as well as
globally will be either destroyed or altered beyond recognition in
the next 10 to 15 years .
Tom Peters : 65. ( ) ( ) ( ) 66. Passive Active Proactive
67.
68. - . Proactive 69.
70. 71. Training Development 72. . 73. . . . 74.
. . 75.
. . 76.
. 77.
Environment *Economic Forces *Political Forces *Cultural Forces
Organization *Mission & Strategy *Organization Structure
*Technology *Human Resources Inputs Processes Outputs Analyze
ProposeCreateImplementAssess HUMAN RESOURCE DEVELOPMENT 1 2 3 4 5
78.
. 79. : 80. 81.
82. ( ) ( ) ( ) ( ) 83.
- Human Resource Development is concerned with providing learning
and development opportunities, making training interventions and
planning, conducting and evaluating learning programs.It is
essentially a strategic process which is concerned with meeting
both business and individual needs .
Armstrong: 1999 84.
- HRD is a strategic approach to acquiring, motivating,
developing and managing the organizations human resourcesto shaping
appropriate corporate cultures, and introducing programs that
reflect and support the core values of the organization and ensure
its success .
DEVELOPING AN ORGANISATIONS ASSETS: ITS HUMAN RESOURCES Reid and
Barrington: 2000 85.
- Human Resource Development is any process or activity that,
either initially or over the long term, has the potential to
develop work-based knowledge, expertise, productivity and
satisfaction, whether for personal or group/team gain, or for the
benefit of an organization, community, nation, or ultimately, the
whole of humanity. (p. 322)
McLean, G. N., & McLean, L. D. (2001). If we can't define
HRD in one country, how can we define it in an international
context?Human Resource Development International, 4 (3), 313-326
86.
- Learning and performing will become one and the same
thing.Everything you say about learning will be about
performance.People will get the point that learning is
everything.
Peter Block 87.
- The UK Governments PIU defined workforce development (HRD)
as:
- Activities which increase the knowledge, skills and abilities
of the workforce necessary both to ensure sustainable economic
success and to contribute to social inclusion(PIU 2001, p1. cited
in Gibb:2002, p5)
88. Analysis of business environment market situation customers
competition Enterprises current status marketing productdevelopment
production finances Personnel competence motivation will to succeed
Vision Main objectives Strategy Changes and their effect on
thepersonnel Other development measures Training plan 89. Step
1:Recognize and appreciate existing learning Step 2:Establish the
Gap between existing learningand strategic learning needs Step
3:Identify actions to build desiredlearning capability From A. J.
DiBella (2001)Learning practices:Assessment and actionfor
organizational improvement .Upper Saddle River, NJ:Prentice-Hall
90. Needs Assessment Readiness For Training Create Learning
Environment Ensure Transfer Of Training DevelopEvaluation Plan
Select Training Methods Monitor and Evaluate Program 91.
Determining Training Needs
92.
- Distance Learning and Videoconferencing
93. -( ) 94. Irwin/McGraw-Hill The McGraw-Hill Companies, Inc.
2000 -( ) Videotapes Lectures One-on-One Instruction Role Plays
Games/Simulations Audiotapes Slides Films 43 46 51 54 62 79 90 92
Films 41 Self-Assessment/Self-Testing Instruments 41 27 17 11 10 3
Noncomputerized Self-Study Programs Multimedia Teleconferencing
(Audio only) Video Teleconferencing Computer Conferencing * Percent
of organizations using these methods for employee training. 95. -(
) 96. -( ) How Often the Types of Training Are Offered Source:Tammy
Galvin, The Methods,Training38, no. 10 (October 2001): 4856. 97. -(
) Source:Tammy Galvin, The People,Training38, no. 10 (October
2001): 5864. 98. 99. Social Security: Social Justice and Welfare
for All
