Abstract:

A lot of Iranian companies established, implemented, maintained and improved species management systems under international standards. The Institute of Standards and Industrial Research of Iran's web site notify 1160 Iranian companies registered their management systems includes ISO 9001:1994, 2000, 2008 and ISO/TS 16949:2002, ISO 14001:2004 and HACCP by 30 international Certification Bodies.
But Iranian quality assurance managers generally envisaged very important challenges. One of their important challenges is human resources development that at long term decreases management systems efficiency, effectiveness and performance.
Some of the important Iranian companies' managers' challenges for human resources development are studied which includes:
- Iranian organizations policies aren’t focused on human resources development,
- Lack of the documented, reasonable targets and suitable long term and short term plan,
- The training systems are used statically; their system has apposite efficiency, effectiveness and performance,
- The used training courses are unsuitable with competency requirements,
- Lack of interaction with abroad training resources
Now, Iranian companies use global monitoring and measurement criteria for human resources performance assessment. Also in 2008, Human Resources Management society of Iran set a model for human resources excellence assessment. The criteria are used in this model which includes:
- Strategies, includes: human resources leadership and human resources strategies,
- Processes, includes: human resources development, working and staff relationships, Human Resources compensation, human resources planning and providing,
- Results, includes: human resources conceptual results, human resources performance results, organization results.
In 2009 Iranian companies assess with this model for the first national Human Resource Excellence Award.
Also 16 Iranian big companies established, implemented, maintained and improved their training management systems under international standards ISO 10015:1999.
The results of international standard are used remarkable which includes:
- The needs of the organization within business environment are reviewed,
- Competence requirements are analyzed, documented and periodically or as necessary reviewed,
- The organization's personnel competence needs relative to its strategic goals and management systems objectives are defined,
- Competence with interviews, questionnaire, observation for example audit results, group discussions and inputs from subject matter experts are reviewed,
- Competence gaps are defined and solutions to close them are identified,
- The specification and constraints for training needs, requirements and planning are defined,
- Training methods and criteria for selection are listed,
- Suitable internal and external training providers are assess and selected,
- Pretraining, training and end-of-training are suitable supported,
- The training reports are evaluated, and the training processes are validated and improved.

Conclusion:
Few of Iranian certified companies implemented, maintained and improved training systems under international standard ISO 10015:1999 and established, implemented, maintained Iranian human resource excellence award models.
Iran's Human development index is 0.782 and seem Iranian managers will be inevitable to review their human resources development strategies and organization performance under global approach.

Keywords:

Human resources development, Challenges of Iranian quality assurance managers, International standards, Iranian Human Resource Excellence Award model.