Managerial capabilities and perceptions have positive impact on their success. Aim of the current study is to understand and evaluate the perception of the Kurdish managers in the Sulaymaniyah city. Accordingly, it has been a face to face interview programmed and the managers of various companies have been visited. During the interviews, we have asked several questions based on the managerial roles and capabilities. In conclusion, ten companies have been visited and related managers have been interviewed. As a result, it has been observed that residential managers give the most importance on "Creating an innovative culture" in the organization. Secondly, they have noted that "time management" has vitally important role in the managers daily activities.

Job autonomy is the respect for employees to choose their own methods of approaching the work demands besides, Innovative culture promotes innovation and innovation creates value for organizations further, job satisfaction is one of the many important concepts that are required to reach high performances by the staff, in this respect, this paper assumes that job autonomy and job satisfaction have positive effects on employee innovative behavior in Kurdistan. To do then we have organized a survey questionnaire and visited various in Sulaymaniyah city in Kurdistan, as a result 191 data has been used and found that true regression analysis that job satisfaction and job autonomy positively related to employees’ innovative behaviors in the region, it is recommended that residential managers should give autonomy to their employees in their responsibilities for the sake of their job satisfaction and performances

Human resource management is one of the key departments at the organizations to improve employee abilities and skills based on the objectives of the companies. Accordingly, finding correct staff for the correct position is key responsibility for HRM to increase the competitive advantage of the organization. In this respect, this paper aims to investigate how HRM at the Tishk international university evaluates teaching staff for hiring. To understand this, we have organized a questionnaire and interviewed with the head of the departments of TIU. Results of the interviews have been evaluated through analytical hierarchy process (AHP). It has been observed that "knowledge in his/her field" is the most important factor for a lecturer to be hired TIU. Further, "Productive (writes article, does projects…etc)" is the second most important factor for the head of the departments at the university.