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- The first issue of this journal was published in 2003 under the title of Culture of Management. Later, in 2010 and with the modification made by the Ministry of Science, Research and Technology, the journal received the scientific research grade under the title of Organizational Culture Management according to the certificate no 89/3/11/72958. The Journal of Organizational Culture Management (JOMC) is a scientific and research journal promoting the study of, and interest in the field of management and organizational culture studies... moreThe first issue of this journal was published in 2003 under the title of Culture of Management. Later, in 2010 and with the modification made by the Ministry of Science, Research and Technology, the journal received the scientific research grade under the title of Organizational Culture Management according to the certificate no 89/3/11/72958. The Journal of Organizational Culture Management (JOMC) is a scientific and research journal promoting the study of, and interest in the field of management and organizational culture studies. Articles are welcomed on research, practice, experience and other related issues.
This journal provides immediate open access to its content on the principles that making research freely available to the public supports a greater global exchange of knowledge.edit
Article type: Research Article The success of organizations in achieving their strategies and goals requires alignment of HR systems, behaviors, and practices with business strategies, and this principle will be achieved in the beam of... more
Article type: Research Article The success of organizations in achieving their strategies and goals requires alignment of HR systems, behaviors, and practices with business strategies, and this principle will be achieved in the beam of human resources architecture. Human resources architecture aims to draw major and minor directions of human resource management and Presentation of the integrated images from HRM performance. This study examined the architecture of human resource management in Saipa insurance broker company and its suitability of the desired state using the Lepak & snell (2002) model and also explained the typology of existing positions based on this model. This study was conducted by using the method of case study. The statistical population of the study is Saipa Insurance Broker Company in Tehran. The targeted Sampling method was used, a data collection tool was a questionnaire and descriptive statistics were used for data analysis. The results of this study show that, unlike the Lepak and Snell (2002) four-part model, most jobs in Saipa insurance broker companies are placed in two parts of the matrix that are contractual and commitment strategies. In other words, there is a difference between the ideal and the existing situation of human resource management systems in the company. Finally; Based on Job conditions, prescriptions of the subsystems in human resources were presented.
