Evaluation of Policies for Empowering Top Talents in the Islamic Republic of Iran with Emphasis on Management and Governance

Document Type : Research Article (with qualitative approaches)

Authors
heidar Najafi Rastaghi
mohammadmahdi zolfagharzadeh
Faculty of Management University of Tehran
10.48308/jpap.2023.103493
Abstract
Purpose: Elites, as one of the most effective social groups, have a significant role in advancing social and national goals and achieving country's progress in various fields.
Design/ methodology/ approach: The research method is based on library studies, specialized into interviews with experts and content analysis. In order to evaluate national policies in this field, the CIPP method has been used, which examines the policy system of top talents and elites in the dimensions of context, input, process and output.
Research Findings: Based on the Themes analysis of the expert interviews, solutions have been explained in cultural and discourse axes, policy axis, structural reforms and executive mechanisms. Among the most important solutions are "the need for macro-architecture and the integration of the governance ecosystem, including education, higher education, administrative system, etc." The need to create a human resources architecture in the administrative system "," providing financial resources and support and employer mechanisms in raising elites”, etc. can be mentioned.
Limitations & Consequences: Among the most important limitations of the research, we can mention the limited internal background and financial limitations in this field. The main consequence of this research is the policy-making bodies in the field of talent development and elites, which helps to understand the big issue and make appropriate decisions in talent development.
Practical Consequences: This research is useful in Talent Policy Making in National Level.
Innovation or value of the Article: The main initiative of the article is to focus on national policies in the field of talent development and explanation and formulation of the problem on a large and national scale.
Paper Type: Research Paper




 
Keywords
Empowerment Policies
Governance
Evaluation
National Human Resource Management
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  2. Aghavirdi, B.,Moghaddasi, A., Sharifzadeh, F., (2016). Effective factors on the empowerment of human resources for the purpose of organizational excellence (Study case: Customs of the Islamic Republic of Iran). Journal of Human Resource Management, 6(3), 45-70.
  3. Agrawal, S. (2010). Talent Management Model for Business Schools: Factor Analysis. Indian Journal of Industrial Relations,45(3), 481-491.
  4. Ahmadi torshiza, H., Nobakht, J. (2007). A Systematic approach to the Relations Between University, Industry and Government. Iranian Journal of Engineering Education, 9(34), 115-131
  5. Anaraki Ardakani D, Hasanpoor A, Abdollahi B, Abbasian H. (2018). Designing Talent Construct in Iranian Public Organizations: Using the Repertory Grid Method. JMDP, 31 (2) :3-26
  6. Akhavan Alavi, H., Alvani, M., Hosseini Fard, M., & Bayat, T. (2014). Analyzing the National Elites Foundation Programs in Recognition, Employment and Promotion of Elites. , 3(7), 41-70.
  7. Aarabi, S. M., & Fayyazi, M. (2006). Typology of Empowerment Theories. Industrial Management Studies, 4(13), 67-88.
  8. asadi, M., & tabatabaee, M. (2018). Investigating the Impact of Political Elite's Work on the Political Progress of the Islamic Republic of Iran. The Islamic Revolution Approach, 11(3), 3-24.
  9. Bandari, N., & Migiro, S. (2015). Talent Management in Indian IT & ITES Sectors. Indian Journal of Industrial Relations,51(1), 43-56.
  10. Buttiens, D., & Hondeghem, A. (2015). Strategic Choices Regarding TALENT Management in The Flemish Public Sector. Society and Economy,37(1), 49-72.
  11. Cadorin, E., Johansson, S. G., & Klofsten, M. (2017). Future developments for science parks: Attracting and developing talent. Industry and Higher Education, 31(3), 156–167.
  12. Colarusso, M., Heckel, K., Lyle, D., & Skimmyhorn, W. (2016). (Rep.). Strategic Studies Institute, US Army War College.
  13. Creswell, J. W. & Miller, D. L. (2000). Determining Validity in Qualitative Inquiry, Theory into Practice, 39 (3), 124-130.
  14. Danaee Fard, H., Kheirgoo, M., Azar, A., Fani, A. (2013). Apprehension Policy Transfer of Administrative Reforms in Iran: Grounded Theory’s Strategy-Based Research. Organizational Culture Management, 10(26), 5-28.
  15. Debebe, G. (2017). Authentic Leadership and Talent Development: Fulfilling Individual Potential in Sociocultural Context. Advances in Developing Human Resources, 19(4), 420–438.
  16. Dehghanan, H., Khashei Varnamkhasti, V., Sehat, S., Karimzandi, M. (2021). Talent Supply Chain Pattern in the Banking Industry. Public Administration Perspaective, 12(1),75-98.
  17. Faghihi, A., Zakeri, M. (2015). Pathology of the Iranian Public Organizations for Establishment of Management Succession Planning. Public Policy In Administration, 5(5), 15-24.
  18. Farahi, B. & Soltani, M. & Samvati, M. (2013). Pathology of Recruitment System in Public Organizations In the Islamic Republic of Iran. Journal of Research in Human Resources Management, 4(2), 100-124.
  19. Flint, D. (1998). Change in customers' desired value: A grounded theory study of its nature and process based on customers' lived experiences in the U.S. automobile industry, (Doctoral dissertation), The University of Tennessee, Tennessee, US.
  20. Garnett, B., Guppy, N., & Veenstra, G. (2008). Careers Open to Talent: Educational Credentials, Cultural Talent, and Skilled Employment. Sociological Forum,23(1), 144-164.
  21. Grant, J. (Ed.). (2014). Seeking Talent for Creative Cities: The Social Dynamics of Innovation. Toronto; Buffalo; London: University of Toronto Press.
  22. Guba, E. G., & Lincoln, Y. S. (1982). Epistemological and methodological bases of naturalistic inquiry. ECTJ, 30(4), 252-233.
  23. Hallajian, E. (2016). Investigation of Creating and Applying the Managerial Innovations on Effectiveness of the Achievement of the Entrepreneurship Goals in Governmental Organizations in Iran According to Xavier Mandozi Model (4E). Journal of Innovation and Creativity in Human Science, 5(4), 79-96.
  24. Hertzog, N. B. (2017). Designing the Learning Context in School for Talent Development. Gifted Child Quarterly, 61(3), 219–228.
  25. Jeswani, S., & Sarkar, S. (2008). Integrating Talent Engagement as a Strategy to High Performance and Retention. Asia Pacific Business Review, 4(4), 14–23.
  26. Joske, A. (2020). Hunting the phoenix: The Chinese Communist Party’s global search for technology and talent(pp. 25-26, Rep.). Australian Strategic Policy Institute. doi:10.2307/resrep26119.9
  27. Joske, A. (2020). Hunting the phoenix: The Chinese Communist Party’s global search for technology and talent(pp. 08-11, Rep.). Australian Strategic Policy Institute.
  28. Koh, A. (2003). Global Flows of Foreign Talent: Identity Anxieties in Singapore's Ethnoscape. Sojourn: Journal of Social Issues in Southeast Asia,18(2), 230-256.
  29. Kousari, R., Niknami, M., Delavar, A., Arasteh, H. R., & Qorchian, N. Q. (2015). Presenting a Structural Model of Scientific Innovation for Members of Young Scholars and Elite Club on the Basis of Personal Factors. Journal of Innovation and Creativity in Human Science, 4(3), 159-189.
  30. Lee, S.-Y., Matthews, M. S., & Olszewski-Kubilius, P. (2008). A National Picture of Talent Search and Talent Search Educational Programs. Gifted Child Quarterly, 52(1), 55–69.
  31. Lee, J. (2014). Education hubs and talent development: Policymaking and implementation challenges. Higher Education,68(6), 807-823.
  32. Lincoln, Y. S., & Guba, E. G. (1985). Naturalistic Inquiry. Beverly Hills, CA: Sage Publications, Inc.
  33. Lough, B., & Turner, Y. (2017). How to Accelerate Volunteering through Employee Volunteer Programmes. The Journal of Corporate Citizenship,(67), 77-94.
  34. Mobini Dehkordi, A., & Tahmasb Kazemi, B. (2013). The Talents Strategic Management: An Analysis of Approaches, Problems and Features. , 6(22), 105-134.
  35. Morris, S., Snell, S., & Björkman, I. (2016). An architectural framework for global talent management. Journal of International Business Studies,47(6), 723-747.
  36. Mosavi, S., Ghodsian, H. (2016). Analyzing the Elites Emigration and the Impacts of Preventive Policies by Using System Dynamics. , 21(59), 37-62.
  37. Monavarrian, A., Aboyee Ardakan, M., Iravani, M., Zandimanesh, M. (2013). Designing a policy making model to improve the business environment of Iran , A grounded theory. Journal of Public Administration, 5(2), 125-142.
  38. Monavvarian, A., Peyvasteh, A., Kamal Vaezi, S., & Khosh Chehre, M. (2017). Designing a Model to Employ Scientific Elites in University Camps of the Country (Case Study: Tehran University Professors). Journal of Public Administration, 9(3), 463-488.
  39. Mohammadi, H., Alvani, S. M., Memarzadehtehran, G., & Hamidi, N. (2017). Designing and Developing Iran Administrative system Effectiveness Model. Journal of Public Administration, 8(4), 591-616.
  40. Mohammadzadeh Soltanmoradi, H., Feizy, T., Geramipour, M., Yadollahi, M. (2019). Explanation and Pathology of the Current Pattern of Public Administration in Iran. Journal of Public Administration, 11(1), 1-26.
  41. Montazer, Gh. Nazemi, A., & Mousavinasab, M. (2012). Consequences of Rethinking in Elite Concept. Journal of Science and Technology Policy, 5(2), 17-33.
  42. Muyia, M. H., Wekullo, C. S., & Nafukho, F. M. (2018). Talent Development in Emerging Economies Through Learning and Development Capacity Building. Advances in Developing Human Resources, 20(4), 498–516.
  43. Paul, K. A., & Seward, K. K. (2016). Place-Based Investment Model of Talent Development: A Proposed Model for Developing and Reinvesting Talents Within the Community. Journal of Advanced Academics, 27(4), 311–342.
  44. Rafie, M., Ghorbi, S. (2011). Research with an Emphasis on Traditional Ideas about Elitism V. Pareto. Research Letter of International Relations, 4(14), 185-218.
  45. rashki, M., Salarzehi, H., & Kamaliyan, A. R. (2018). Designing a model of Student entrepreneurship talent management of higher education institutions with a grounded approach. Journal of Entrepreneurship Development, 10(4), 595-614.
  46. Seyed Javadein, S. R., Heydari, H., & Shahbaz Moradi, S. (2009). A Study on Employees Empowerment in Service Sector(case study of banking system). Journal of Public Administration, 1(2), -.
  47. Saunders , Mark ; Lewis, Philip; Thornhill, Adrian (2009). Research methods for business students. Fifth edition. Harlow: Pearson Education
  48. Simonton, D. K. (2001). Talent Development as a Multidimensional, Multiplicative, and Dynamic Process. Current Directions in Psychological Science, 10(2), 39–43.
  49. Sharma, A., & Bhatnagar, J. (2017). Talent Analytics: A Strategic Tool for Talent Management Outcomes. Indian Journal of Industrial Relations,52(3), 515-527.
  50. Swailes, S. (2016). The Cultural Evolution of Talent Management: A Memetic Analysis. Human Resource Development Review, 15(3), 340–358.
  51. Subotnik, R. F., Stoeger, H., & Olszewski-Kubilius, P. (2017). Talent Development Research, Policy, and Practice in Europe and the United States: Outcomes From a Summit of International Researchers. Gifted Child Quarterly, 61(3), 262–269.
  52. Suk, P. (2008). How to attract and retain the best in government. International Review of Administrative Sciences, 74(4), 637–652.
  53. Talebzade shoshtari, L., & khademi ashkezari, M. (2018). Optimizing Human Resource Management through the Identification of their Requirements, Barriers, and Problems: Solutions Presented by the Elites Themselves. Journal of Research in Human Resources Management, 10(3), 215-237.
  54. Taslimi, M. S., & Alipour, M. (2019). Talent Research Approaches in I. R. Iran's Talent Policies. Journal of Public Administration, 11(1), 123-150.
  55. Varkonyi, I. (2017). The Challenge of Attracting Young Talent to the Department of Defense. Defense Transportation Journal,73(2), 26-30.
  56. Wardynski, C., Lyle, D., & Colarusso, M. (2009). (Rep.). Strategic Studies Institute, US Army War Colle Kaliannan, M., Abraham, M., & Ponnusamy, V. (2016). Effective Talent Management In Malaysian Smes: A Proposed Framework. The Journal of Developing Areas,50(5), 393-401.
  57. Yazdaninasab, M. (2016). the role of multiple elites in Iran's constitutional revolution. Social analysis of order and social inequality, 8(2), 37-70.
  58. Zareei, M., Ahmadi, M.& Solgi, M. (2021). Human Capital Productivity Model In Revolutionary Institutions. Public Administration Perspaective, 12(2), 126-147.
  59. Zweig, D., & Kang, S. (2020). (Rep.). Center for Strategic and International Studies (CSIS). doi:10.2307/resrep24782.
  1. Abolhasani, A., Daneshfard, K., Faghihi, A. (2018). An Agenda Setting for the Reformation Policies of Administrative System in Iran. Journal of Public Administration, 9(4), 615-640.
  2. Aghavirdi, B.,Moghaddasi, A., Sharifzadeh, F., (2016). Effective factors on the empowerment of human resources for the purpose of organizational excellence (Study case: Customs of the Islamic Republic of Iran). Journal of Human Resource Management, 6(3), 45-70.
  3. Agrawal, S. (2010). Talent Management Model for Business Schools: Factor Analysis. Indian Journal of Industrial Relations,45(3), 481-491.
  4. Ahmadi torshiza, H., Nobakht, J. (2007). A Systematic approach to the Relations Between University, Industry and Government. Iranian Journal of Engineering Education, 9(34), 115-131
  5. Anaraki Ardakani D, Hasanpoor A, Abdollahi B, Abbasian H. (2018). Designing Talent Construct in Iranian Public Organizations: Using the Repertory Grid Method. JMDP, 31 (2) :3-26
  6. Akhavan Alavi, H., Alvani, M., Hosseini Fard, M., & Bayat, T. (2014). Analyzing the National Elites Foundation Programs in Recognition, Employment and Promotion of Elites. , 3(7), 41-70.
  7. Aarabi, S. M., & Fayyazi, M. (2006). Typology of Empowerment Theories. Industrial Management Studies, 4(13), 67-88.
  8. asadi, M., & tabatabaee, M. (2018). Investigating the Impact of Political Elite's Work on the Political Progress of the Islamic Republic of Iran. The Islamic Revolution Approach, 11(3), 3-24.
  9. Bandari, N., & Migiro, S. (2015). Talent Management in Indian IT & ITES Sectors. Indian Journal of Industrial Relations,51(1), 43-56.
  10. Buttiens, D., & Hondeghem, A. (2015). Strategic Choices Regarding TALENT Management in The Flemish Public Sector. Society and Economy,37(1), 49-72.
  11. Cadorin, E., Johansson, S. G., & Klofsten, M. (2017). Future developments for science parks: Attracting and developing talent. Industry and Higher Education, 31(3), 156–167.
  12. Colarusso, M., Heckel, K., Lyle, D., & Skimmyhorn, W. (2016). (Rep.). Strategic Studies Institute, US Army War College.
  13. Creswell, J. W. & Miller, D. L. (2000). Determining Validity in Qualitative Inquiry, Theory into Practice, 39 (3), 124-130.
  14. Danaee Fard, H., Kheirgoo, M., Azar, A., Fani, A. (2013). Apprehension Policy Transfer of Administrative Reforms in Iran: Grounded Theory’s Strategy-Based Research. Organizational Culture Management, 10(26), 5-28.
  15. Debebe, G. (2017). Authentic Leadership and Talent Development: Fulfilling Individual Potential in Sociocultural Context. Advances in Developing Human Resources, 19(4), 420–438.
  16. Dehghanan, H., Khashei Varnamkhasti, V., Sehat, S., Karimzandi, M. (2021). Talent Supply Chain Pattern in the Banking Industry. Public Administration Perspaective, 12(1),75-98.
  17. Faghihi, A., Zakeri, M. (2015). Pathology of the Iranian Public Organizations for Establishment of Management Succession Planning. Public Policy In Administration, 5(5), 15-24.
  18. Farahi, B. & Soltani, M. & Samvati, M. (2013). Pathology of Recruitment System in Public Organizations In the Islamic Republic of Iran. Journal of Research in Human Resources Management, 4(2), 100-124.
  19. Flint, D. (1998). Change in customers' desired value: A grounded theory study of its nature and process based on customers' lived experiences in the U.S. automobile industry, (Doctoral dissertation), The University of Tennessee, Tennessee, US.
  20. Garnett, B., Guppy, N., & Veenstra, G. (2008). Careers Open to Talent: Educational Credentials, Cultural Talent, and Skilled Employment. Sociological Forum,23(1), 144-164.
  21. Grant, J. (Ed.). (2014). Seeking Talent for Creative Cities: The Social Dynamics of Innovation. Toronto; Buffalo; London: University of Toronto Press.
  22. Guba, E. G., & Lincoln, Y. S. (1982). Epistemological and methodological bases of naturalistic inquiry. ECTJ, 30(4), 252-233.
  23. Hallajian, E. (2016). Investigation of Creating and Applying the Managerial Innovations on Effectiveness of the Achievement of the Entrepreneurship Goals in Governmental Organizations in Iran According to Xavier Mandozi Model (4E). Journal of Innovation and Creativity in Human Science, 5(4), 79-96.
  24. Hertzog, N. B. (2017). Designing the Learning Context in School for Talent Development. Gifted Child Quarterly, 61(3), 219–228.
  25. Jeswani, S., & Sarkar, S. (2008). Integrating Talent Engagement as a Strategy to High Performance and Retention. Asia Pacific Business Review, 4(4), 14–23.
  26. Joske, A. (2020). Hunting the phoenix: The Chinese Communist Party’s global search for technology and talent(pp. 25-26, Rep.). Australian Strategic Policy Institute. doi:10.2307/resrep26119.9
  27. Joske, A. (2020). Hunting the phoenix: The Chinese Communist Party’s global search for technology and talent(pp. 08-11, Rep.). Australian Strategic Policy Institute.
  28. Koh, A. (2003). Global Flows of Foreign Talent: Identity Anxieties in Singapore's Ethnoscape. Sojourn: Journal of Social Issues in Southeast Asia,18(2), 230-256.
  29. Kousari, R., Niknami, M., Delavar, A., Arasteh, H. R., & Qorchian, N. Q. (2015). Presenting a Structural Model of Scientific Innovation for Members of Young Scholars and Elite Club on the Basis of Personal Factors. Journal of Innovation and Creativity in Human Science, 4(3), 159-189.
  30. Lee, S.-Y., Matthews, M. S., & Olszewski-Kubilius, P. (2008). A National Picture of Talent Search and Talent Search Educational Programs. Gifted Child Quarterly, 52(1), 55–69.
  31. Lee, J. (2014). Education hubs and talent development: Policymaking and implementation challenges. Higher Education,68(6), 807-823.
  32. Lincoln, Y. S., & Guba, E. G. (1985). Naturalistic Inquiry. Beverly Hills, CA: Sage Publications, Inc.
  33. Lough, B., & Turner, Y. (2017). How to Accelerate Volunteering through Employee Volunteer Programmes. The Journal of Corporate Citizenship,(67), 77-94.
  34. Mobini Dehkordi, A., & Tahmasb Kazemi, B. (2013). The Talents Strategic Management: An Analysis of Approaches, Problems and Features. , 6(22), 105-134.
  35. Morris, S., Snell, S., & Björkman, I. (2016). An architectural framework for global talent management. Journal of International Business Studies,47(6), 723-747.
  36. Mosavi, S., Ghodsian, H. (2016). Analyzing the Elites Emigration and the Impacts of Preventive Policies by Using System Dynamics. , 21(59), 37-62.
  37. Monavarrian, A., Aboyee Ardakan, M., Iravani, M., Zandimanesh, M. (2013). Designing a policy making model to improve the business environment of Iran , A grounded theory. Journal of Public Administration, 5(2), 125-142.
  38. Monavvarian, A., Peyvasteh, A., Kamal Vaezi, S., & Khosh Chehre, M. (2017). Designing a Model to Employ Scientific Elites in University Camps of the Country (Case Study: Tehran University Professors). Journal of Public Administration, 9(3), 463-488.
  39. Mohammadi, H., Alvani, S. M., Memarzadehtehran, G., & Hamidi, N. (2017). Designing and Developing Iran Administrative system Effectiveness Model. Journal of Public Administration, 8(4), 591-616.
  40. Mohammadzadeh Soltanmoradi, H., Feizy, T., Geramipour, M., Yadollahi, M. (2019). Explanation and Pathology of the Current Pattern of Public Administration in Iran. Journal of Public Administration, 11(1), 1-26.
  41. Montazer, Gh. Nazemi, A., & Mousavinasab, M. (2012). Consequences of Rethinking in Elite Concept. Journal of Science and Technology Policy, 5(2), 17-33.
  42. Muyia, M. H., Wekullo, C. S., & Nafukho, F. M. (2018). Talent Development in Emerging Economies Through Learning and Development Capacity Building. Advances in Developing Human Resources, 20(4), 498–516.
  43. Paul, K. A., & Seward, K. K. (2016). Place-Based Investment Model of Talent Development: A Proposed Model for Developing and Reinvesting Talents Within the Community. Journal of Advanced Academics, 27(4), 311–342.
  44. Rafie, M., Ghorbi, S. (2011). Research with an Emphasis on Traditional Ideas about Elitism V. Pareto. Research Letter of International Relations, 4(14), 185-218.
  45. rashki, M., Salarzehi, H., & Kamaliyan, A. R. (2018). Designing a model of Student entrepreneurship talent management of higher education institutions with a grounded approach. Journal of Entrepreneurship Development, 10(4), 595-614.
  46. Seyed Javadein, S. R., Heydari, H., & Shahbaz Moradi, S. (2009). A Study on Employees Empowerment in Service Sector(case study of banking system). Journal of Public Administration, 1(2), -.
  47. Saunders , Mark ; Lewis, Philip; Thornhill, Adrian (2009). Research methods for business students. Fifth edition. Harlow: Pearson Education
  48. Simonton, D. K. (2001). Talent Development as a Multidimensional, Multiplicative, and Dynamic Process. Current Directions in Psychological Science, 10(2), 39–43.
  49. Sharma, A., & Bhatnagar, J. (2017). Talent Analytics: A Strategic Tool for Talent Management Outcomes. Indian Journal of Industrial Relations,52(3), 515-527.
  50. Swailes, S. (2016). The Cultural Evolution of Talent Management: A Memetic Analysis. Human Resource Development Review, 15(3), 340–358.
  51. Subotnik, R. F., Stoeger, H., & Olszewski-Kubilius, P. (2017). Talent Development Research, Policy, and Practice in Europe and the United States: Outcomes From a Summit of International Researchers. Gifted Child Quarterly, 61(3), 262–269.
  52. Suk, P. (2008). How to attract and retain the best in government. International Review of Administrative Sciences, 74(4), 637–652.
  53. Talebzade shoshtari, L., & khademi ashkezari, M. (2018). Optimizing Human Resource Management through the Identification of their Requirements, Barriers, and Problems: Solutions Presented by the Elites Themselves. Journal of Research in Human Resources Management, 10(3), 215-237.
  54. Taslimi, M. S., & Alipour, M. (2019). Talent Research Approaches in I. R. Iran's Talent Policies. Journal of Public Administration, 11(1), 123-150.
  55. Varkonyi, I. (2017). The Challenge of Attracting Young Talent to the Department of Defense. Defense Transportation Journal,73(2), 26-30.
  56. Wardynski, C., Lyle, D., & Colarusso, M. (2009). (Rep.). Strategic Studies Institute, US Army War Colle Kaliannan, M., Abraham, M., & Ponnusamy, V. (2016). Effective Talent Management In Malaysian Smes: A Proposed Framework. The Journal of Developing Areas,50(5), 393-401.
  57. Yazdaninasab, M. (2016). the role of multiple elites in Iran's constitutional revolution. Social analysis of order and social inequality, 8(2), 37-70.
  58. Zareei, M., Ahmadi, M.& Solgi, M. (2021). Human Capital Productivity Model In Revolutionary Institutions. Public Administration Perspaective, 12(2), 126-147.
  59. Zweig, D., & Kang, S. (2020). (Rep.). Center for Strategic and International Studies (CSIS). doi:10.2307/resrep24782.