The Volatility Index (VIX) is a real-time index that has been used as the first measure to quantify market expectations for volatility, which affects the financial market as a main actor of the overall economy that is sensitive to the environmental and social aspects of investors and companies. The VIX is calculated using option prices for the S&P 500 Index (SPX) and is expressed as a percentage. Taking into account that VIX only shows the implicit volatility of the S&P 500 for the next 30 days, the authors develop a model for a near-optimal state trying to avoid uncertainty and insufficient accuracy. The researchers are trying to make a contribution to the theory of socially responsible portfolio management. The developed approach allows potential investments to make decisions regarding such important topics as ethical investing, performance analysis, as well as sustainable investment strategies. The approach of this research allows to use deep probabilistic convolutional neural networks based on conditional variance as a linear function of errors with the aim of estimating and predicting the VIX. For this purpose, the use of technical indicators and economic indexes such as Chicago Board Options Exchange (CBOE) VIX and S&P 500 is considered. The results of estimating and predicting the VIX with the proposed method indicate high precision and create a certainty in modeling to achieve the goals.

Purpose—The aims of the current study were as follows: (1) to develop a framework of the job competence of employees to examine the recruitment of employees in their specialized fields, and (2) to answer the question of whether the development of that framework of the job competence of employees in attracting and employing people or their appointment and promotion was effective in achieving the goals of the organization. Design/methodology—Researchers examined the work environment of a branch of the Welfare Organization of Iran and the most important duties and responsibilities of the employees of the specialized spheres of the organization. Afterward, researchers listed the essential knowledge, skills, and attitudes necessary for the employees. Then, the authors asked 70 experts working in this organization to express their views on the importance of each of these items and the status of each of the proposed items in terms of their relevance, clarity, simplicity, and ambiguity. Accordingly, the competencies were categorized and titled. The identified competencies were classified into four main groups: needs assessment, planning, implementation, and evaluation. The authors used the pairwise comparison method and the hierarchical analysis process approach to weighting. Findings—The authors set and presented critical competencies related to each specialized field of healthcare, social, educational, and cultural affairs in separate frameworks. The research results allowed theoretical and practical approaches to modeling to consider transversal and disciplinary competencies for a social, economic, or environmental commitment based on the sustainability concept. Value—Developing the employee competency frameworks of the health service is essential for sustainable development. The validated employee competency frameworks in the Welfare Organization can be applied in other provinces of Iran and other sectors of the healthcare system.

Employees’ performance appraisal can be seen as an intersection between employees and organizations’ expectations. The two main tasks in evaluating employees’ performance are the establishment of a system for evaluating performance, and the preparation of supervisors to play an effective role within the system and related executive processes.

Управление знаниями в области риск-менеджмента в корпоративной среде нефтяной промышленности Ирана

Iran’s economy has three sectors: hydrocarbons, agriculture and services. Due to the historical trend, Iranian economy is under the influence of government governance in production and services. Considering the role of non-oil exports and the over-reliance of Iranian economy on petroleum and petroleum products, it is necessary to conduct a research to determine the factors, which affect non-oil export.Since oil revenues are not considered as a reliable source of revenue for the government due to their volatility, development of non-oil export is one of the major goals of Iranian most important goals. If the goals, set in this area will be achieved, the country’s position will be improved in terms of foreign exchange, curbing the volatility, caused by oil prices and gaining economic and competitive advantages in the global arena. The most important issue in the development of nonoil exports is the liberalization of economic capacity through new investments.In this article all factors, affecting non-oil exports have been determined, based on studying literature. Considering a survey of 32 executives and experts of Fajre Jam Refining Company as one of the most important condensate exporter companies in the country and region, the most important of them have been identified and then categorized using the affinity graph approach. Pairwise comparisons were used to weight the main and sub-factors with the participation of 10 executives and experts of the mentioned company within the framework of the analytic hierarchy process in expert choice software.

The problem of staffing the gas and petrochemical cluster is acutely raised in all oil-producing states. This article’s purpose is to study program-targeted and problem-oriented approaches to forming infrastructure provision for personnel needs in Iran’s gas and petrochemical cluster. Their peculiarity is that they belong to natural monopolies characterized by a high level of capital concentration. In this study, two approaches were identified to form infrastructure provision for the needs of personnel in the cluster. The first approach, program-targeted, relies on developing programs to overcome the lack of qualified specialists. The second approach, problem-oriented, considers the causes of the problem itself and the ways to prevent it. Based on the results of the study, several conclusions can be drawn. First, the traditional understanding of human resources infrastructure is insufficient to develop Iran’s gas and petrochemical cluster (GPC). Secondly, for the successful development of social production, it is necessary to adequately develop infrastructure, the technical and economic justification of all processes, and to focus the entire industry on endogenous factors of scientific, technical, and socio-economic progress. Finally, the most critical issue in the system is the issue of staffing each stage with employees of mass professions, engineering, and scientific personnel, specialists in the field of economics, organization, and management, and executives of various levels.