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Designing an E-Learning Management Model Based on Human Resource Development in the Islamic Republic of Iran Customs Administration
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Simin Noorbakhsh   , Fereshteh Kordestani * , Yalda Delgoshaei , Baharak Shirzad Kebria |
| Department of Educational Management and Higher Education, Central Tehran Branch, Islamic Azad University, Tehran, Iran , drshabnamtorabi@gmail.com |
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Abstract: (75 Views) |
Background and Aim: This research was conducted with the aim of designing an e-learning management model based on human resource development in the Islamic Republic of Iran Customs Administration. The necessity of this research stems from the shortcomings of the traditional training system, the need for employee empowerment, increasing organizational productivity, and aligning training with human resource development goals. Review of literature and the existing situation revealed that achieving digital transformation and improving training quality requires a comprehensive and operational model that can account for individual, organizational, and extra-organizational factors.
Methods: This study utilized a qualitative approach based on the Grounded Theory methodology. Data were collected through semi-structured interviews with 19 experts specializing in training and human resource management. Data analysis was conducted in three stages: open coding, axial coding, and selective coding, resulting in the extraction of 189 codes (130 open codes, 51 axial codes, and 8 selective codes). Content validity of the codes was confirmed using the Content Validity Ratio (CVR), with all values exceeding 88.5%, indicating high validity of the generated content.
Results: The designed model comprises five main components: Causal Conditions, Contextual Factors, Intervening Factors, Strategic Actions, and Consequences. Causal conditions included macro digital transformation policies, senior management commitment, World Customs Organization requirements, organizational culture supportive of learning, and the need to reform the traditional system. Contextual and intervening factors specified the infrastructure and limitations for model implementation. Strategic actions involved developing a roadmap and precise needs assessment, producing specialized and localized content, digital empowerment of employees and instructors, establishing an incentive system, and utilizing a blended learning approach. The model's outcomes were observed at three levels: individual (empowerment and job satisfaction), organizational (increased productivity and reduced errors), and extra-organizational (enhanced international standing and educational equity).
Conclusion: The results of this study indicate that the model designed for e-learning management with a human resources development approach has the necessary comprehensiveness and implementation capability in customs. By identifying 11 key components and emphasizing the centrality of human capital, this model provides a suitable framework for educational transformation. Successful implementation of this model can lead to improved individual and organizational performance, as well as enhancing the international status of customs. Given the validation conducted, the gradual implementation of this model is recommended as a key strategy for developing human resources in the customs of the Islamic Republic of Iran. |
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| Keywords: E-Learning, Customs administration, Human resource management |
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Full-Text [PDF 463 kb]
(85 Downloads)
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Type of Study: Original Article |
Subject:
Marine Medicine
Received: 2025/11/8 | Accepted: 2025/12/6 | Published: 2026/04/30
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