طراحی الگوی مدیریت استعداد معلمان دوره متوسطه

محورهای موضوعی : آموزش و پرورش

حسن احمدی ¹ , عادل زاهدبابلان ² , مسعود مرادی ³ , علی خالق خواه ⁴

1 - دانشجوی دکتری مدیریت آموزشی دانشگاه محقق اردبیلی (‌مقالۀ حاضر از رسالۀ دکتری این نویسنده استخراج شده است).
2 - استاد مدیریت آموزشی گروه علوم تربیتی دانشگاه محقق اردبیلی
3 - دانشیار برنامه‌ریزی درسی گروه علوم تربیتی دانشگاه زنجان
4 - دانشیار فلسفه آموزش و پرورش گروه علوم تربیتی دانشگاه محقق اردبیلی

تاریخ دریافت : 1395/11/21 تاریخ پذیرش : 1397/12/26 تاریخ انتشار : 1398/03/01

کلید واژه: مدیریت استعداد, کلیدواژه: آموزش‌وپرورش, شایسته‌گرایی,

چکیده مقاله :

هدف تحقیق حاضر، طراحی الگوی مدیریت استعداد معلمان دوره متوسطه شهر اردبیل بود. روش پژوهش از نوع همبستگی با استفاده از مدل یابی علی بود. جامعه آماری این پژوهش کلیه معلمان دوره متوسطه شهر اردبیل به تعداد 2360 بود که با استفاده از فرمول کوکران 331 نفر به‌صورت نمونه‌گیری چندمرحله‌ای و طبقه‌ای متناسب انتخاب شدند. ابزار گردآوری داده ها پرسشنامه محقق ساخته مدیریت استعداد معلمان بود. روایی صوری و محتوایی پرسشنامه مورد تایید صاحبنظران قرار گرفت. روایی همگرای( ( AVE سوالات پرسشنامه 80/. بدست آمد. پایایی پرسشنامه نیز از طریق ضریب آلفای کرونباخ 83/. بدست آمد. به‌منظور تحلیل داده‌های کمّی از مدل معادلات ساختاری با نرم‌افزار 2 PLS استفاده شد. یافته‌های پژوهش نشان داد که شایسته گرایی (شایسته گزینی، شایسته پروری، شایسته گماری) از طریق عوامل علی مدیریت استعداد (بلوغ سازمانی و ساختار سازمانی)، راهبردهای مدیریت استعداد (آموزش کارکنان، طرح ریزی اجرای مدیریت استعداد، تمرکز زدایی)، عوامل زمینه ای (مشارکت معلمان،ساختار نظامند، امکانات آموزشی) و استقلال مدارس تاثیر مثبت و معناداری بر بالندگی سازمانی دارد. شاخص ارتباط پیش بین یا استون-گایسر نیز نشان داد که مدل ساختاری از کیفیت مناسبی برخوردار است.

چکیده انگلیسی:

The aim of this study was to Designing a model of talent management for secondary school teachers in Ardabil. The study population included secondary school teachers Ardabil was in 2360 that number using multi-stage stratified sampling method chosen sample of 331 persons were chosen. The data collection tool was Teachers talent management made questionnaire. Face and content validity of the questionnaire was confirmed by experts. Convergent validity (AVE) questionnaire / 80. Was obtained. and Cronbach's alpha coefficient of 83 /. Was obtained. PLS2 software for quantitative data analysis, structural equation modeling was used. The results showed that meritocracy (decent selection, good breeding, good impressment) through talent management causal factors (organizational maturity and organizational structure), talent management strategies (teaching staff, planning the implementation of talent management, decentralization), field agents (the participation of teachers, systematic structure, training facilities) and independent schools is positive and meaningful impact on organizational development. Linkage between or acetone-Gaysr index also showed that the structural model of appropriate quality.

منابع و مأخذ:

• Adamsky, H. (2003). Talent management: Something productive this way comes, Retrieved from http://www.ere.net/articles/db/76E79D059FEB4637A7F0FBD4439490C6.asp, in February 2008.


• Aguinis, H., Gottfredson, R. K., & Joo, H. (2012). Using performance management to win the talent war. Business Horizons, 55(6), 609-616.


• Arabpour,A., Nickpour, A. (2015). The impact dimension of talent management on labor productivity in government organizations city of Kerman. Human Resource Management Researches,No 1(6), pp. 159-186. [persian]


• Aziz, A., & Ogbolu, M. (2012). Talent: China's Elusive Strategic Resource. Procedia-Social and Behavioral Sciences, 58, 350-354.


• Berger, L. A., & Berger, D. R. (2004). The talent management handbook: creating organizational excellence by identifying, developing, and promoting your best people. New York; London: McGraw-Hill.


• Bilim, I. (2014). Pre-service Elementary Teachers’ Motivations to Become a Teacher and its Relationship with Teaching Self-efficacy. Procedia-Social and Behavioral Sciences, 152, 653-661.


• Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304–313.


• Davies, B., & Davies, B. J. (2010). Talent management in academies. International Journal of Educational Management, 24(5), 418-426.

 

• Haji karimi, A. Soltani, M. (2011). Investigation and analysis of factors to measure talent management: The Case of Iran’s industrial equipment and machinery industry. Organizational Culture Management Journal, No 23 (9)pp 95 116. [persian]


• Ingram, T., & Glod, W. (2016). Talent Management in Healthcare Organizations-Qualitative Research Results. Procedia Economics and Finance, 39, 339-346.


• Kehinde, J. (2012). Talent Management: Effect on Organization Performances. Journal of Management Research, 4(2). Pp. 178-186.


• Khaluondy, F; ABBASPOUR, A. (2014). Design optimization model talent management process: Case Study of Pars Oil and Gas Company. Research of Public Administration, 19. pp. 128-103. .[persian]


• khndaghi, A. dehghani, M. (2010). Reflection on centralization, decentralization and return to centralization and their implications for curricula Iran: a new perspective. Studies in Education and Psychology,No 11 (2) ,pp184-165.[persian]


• Megri, Z. (2014). The Impact of Talent Management System on the Enterprise Performance: a Study on a Sample of Workers in National Company of Juice and Canned-food Unit MANAA (Batna). Arab Economic and Business Journal, 9(2), 156-165.

 

• Mirkamali,­SM. Gholamzadeh, H. (2012). Investigation the  relationship between organizational commitment and intention to leave the service of teachers in the School District Dastgerd (Yazd), Journal of Educational Leadership and Management.No6(1),pp 9-25. [persian]

 

• Nopasandasil, SM. Malekakhlagh, Ismail. Mehravani, M. (2014) . Investigation the  relationship between talent management and organizational performance. Human Resource Management Researches.vol 1(6), pp. 31 -51. [persian]


• Oehley, A. M. (2007). The Development and Evaluation of a Partial Talent Management Competency Model, PHD Dissertation. University of Stellenbosch.

 

• Phillips, D. R., & Roper, K. O. (2009). A framework for talent management in real estate. Journal of Corporate Real Estate, 11(1), 7-16.


• Poorashraf, y. Toolabi, Z. (2009). Qualitative Approach on factors affecting the desire to remain motivated teachers (Case Study: Ilam province). Quarterly Journal of Education, No. 2 (98),p53.[persian]


• Ready, D. A., & Conger, J. A. (2007). Make your Company a Talent Factory. Harvard Business Review, 85(6). Pp. 69-77.


• Rezaeian, Ali. Sultani, F. (2009) . Comprehensive model and talent management system to improve the performance of individual employees of the oil industry, Journal of management and human resources in the petroleum industry.N0 3(8),pp7-50. [persian]


• Sahai, S., & Srivastava, A. K. (2012). Goal/target setting and performance assessment as tool for talent management. Procedia-Social and Behavioral Sciences, 37, 241-246.


• Stevenson, A. (Ed.). (2010). Oxford Dictionary of English (3th ed.). Oxford: Oxford University Press.


• Swapna. R., & and Raja K. G. (2012). Business Transformation Management- The Role of Talent management with Special Reference to Service Sectors. Advances In Management, 5(2). Pp. 61- 64.


• Sweem, S. L. (2009). Leveraging Employee Engagement through a Talent Management Strategy: Optimizing Human Capital Through Human Resources and Organization Development Strategy in a Field Study. ProQuest.


• Tahmasebi, R. Gholipour, Arian. Javaherizade, A. (2012). Talent Management: Explain, Identify and the Rank Influencing Factors on Recruitment and Retention of Academic talent . Management Researches,NO 5(17), PP 5-26. [persian]


• van Zyl, E. S., Mathafena, R. B., & Ras, J. (2017). The development of a talent management framework for the private sector. SA Journal of Human Resource Management, 15, 19-pages.

 

• Veladat, F., & Navehebrahim, A. (2011). Designing a model for managing talents of students in elementary school: A qualitative study based on grounded theory. Procedia-Social and Behavioral Sciences, 29, 1052-1060.


• Vesamavibool, S., Urwongse, S., Hanpanich, B., Thongnoum, D., & Watcharin, K. (2015). The Comparative Study of Professional Standards for Thai Teachers and for Asean Teachers. Procedia-Social and Behavioral Sciences, 191, 2280-2284.


• Vestal, K. (2010). Managing Your Talent Forward. Nurse Leader, 8(4). Pp. 10-11.

 

• Viner, R. M., Hargreaves, D. S., Ward, J., Bonell, C., Mokdad, A. H., & Patton, G. (2017). The Health Benefits of secondary education in adolescents and young adults: An international analysis in 186 low-, middle-and high-income countries from 1990 to 2013. SSM-Population Health.

 

• Vural, Y., Vardarlier, P., & Aykir, A. (2012). The effects of using talent management with performance evaluation system over employee commitment. Procedia-Social and Behavioral Sciences, 58, 340-349.