ارائه مدل مدیریت ریسک‌های منابع انسانی در شرکت‌های تأمین سرمایه (رویکردی جهت ارتقای عملکرد سازمان)
محورهای موضوعی : مدیریت دولتی
عظیم ثابت
1
(دانشجوی دکتری گروه مدیریت دولتی، واحد تهران مرکزی،دانشگاه آزاد اسلامی، تهران، ایران)
وجه الله قربانی زاده
2
(دانشیارگروه مدیریت دولتی، دانشگاه علامه طباطبائی، تهران، ایران)
احمد ودادی
3
(دانشیار گروه مدیریت دولتی،واحد تهران مرکزی، دانشگاه آزاد اسلامی، ، تهران، ایران)
کلید واژه: ریسک, منابع انسانی, مدیریت ریسک‌های منابع انسانی, تأمین سرمایه,
چکیده مقاله :
مدیریت کردن ریسک‌های منابع انسانی به‌عنوان یک رویکرد قابل‌بحث برای رشد مداوم شرکت‌های تأمین سرمایه مطرح شده است. ازاین‌رو شرکت‌ها باید بتوانند با شناسایی و ارزیابی ریسک‌های موجود، آنها را به‌گونه‌ای مناسب مدیریت نمایند. پژوهش حاضر با هدف تدوین مدلی برای مدیریت ریسک‌های منابع انسانی در شرکت‌های تأمین سرمایه با رویکردی جهت ارتقای عملکرد سازمان اجرا شده است. روش تحقیق به صورت کیفی و مبتنی بر نظریه‌پردازی داده بنیاد است. برای گردآوری اطلاعات از مصاحبه‌های نیمه ساختاریافته استفاده شد و تجزیه‌وتحلیل اطلاعات به روش استراوس و کوربین انجام گرفت. نمونه‌گیری به روش هدفمند انجام شد. مطابق با الگوی نظام‌مند نظریـة داده بنیـاد، خبرگان و مدیران باسابقه در شرکت‌های تأمین سرمایه برای جامعـة آماری انتخاب شدند. نتایج تحلیل داده‌های به‌دست‌آمده از مصاحبه‌ها طی فرایند کدگذاری باز، محوری و انتخابی، به ایجاد مدل مدیریت ریسک منابع انسانی بر مبنای نظریه‌پردازی داده بنیاد منجر شد. درنهایت، الگویی برای مدیریت ریسک‌های منابع انسانی در شرکت‌های تأمین سرمایه شناسـایی شـد. یافته‌های این پژوهش حاکی از آن است که برای موفقیت مدیریت ریسک‌های منابع انسانی در شرکت‌های تأمین سرمایه، مدیران بایستی به کلیه مقوله‌ها و زیرمقوله‌های شناسایی‌شده در این پژوهش به‌دقت توجه کنند و در خصوص هر یک از آنها اطلاعات لازم و کافی داشته باشند. بعلاوه این پژوهش لزوم توجه به مدیریت ریسک‌های منابع انسانی بـرای توسعة شرکت‌های تأمین سرمایه را نشان می‌دهد.
Human resource risk management has been proposed as a controversial approach to the continuous growth of investment companies. Hence, companies should be able to identify and evaluate existing risks and manage them properly. The present study aims to develop a model for human resource risk management in investment banking companies. The research method is qualitative, based on a data-driven theory. Semi-structured interviews were used to collect the data and data analysis was performed by Strauss and Corbin method and paradigm model. Sampling was purposive and was done using targeted (judgmental) techniques. In accordance with the systematic pattern of data-driven theory, experts and managers with experience in investment companies were selected as the statistical population of the study. The results of the optained data from the interviews, using open, axial, and selective coding, led to a human resoursce risk management model based on a data-driven theory. Thus a model for human resource risk management in investment companies was identified. The findings of this study indicate that for the success of human resource risk management in investment companies, managers must pay attention to all the categories and sub-categories identified in the present study, and have the necessary sufficient information about each of them. In addition, this study shows the need to pay attention to human resource risk management for the development of investment companies.
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Aven, T., & Renn, O. (2009). On risk defined as an event where the outcome is uncertain. Journal of Risk Research, 12(1), 1-11.
Anaraki, D, & Ganjali, A (2014). Human Resource Risk Management, Applied mathematics in Engineering,Management and Technology,2(6),pp,129-142.
Thomas Stephen Calvard, Debora Jeske, (2019). Developing human resource data risk management in the age of big data International. Journal of Information Management, 43,159-164
Batarliene, N,. Ciziuniene, K,. Vaicute, K,. Sapalaite, I,. Jarasuniene, A (2017). The Impact of Human Resource Management on the Competitiveness of Transport Companies. International Scientific Conference Transbaltica, 187, 110-116.
Beaker, K; Smidt, M, (2016). A risk perspective on human resource management: A review and directions for future research, Human Resource Management Review, Volume 26(2), 149–165.
Blacker K., McConnell P (2015). People risk management: A practical approach to managing the human factors that could harm your business, London: Kogan Page, 1-312.
Cascio, W. (2012). Be a Ringmaster of Risk. HR Magazine, 38-43.
Cascio W., Boudreau J. (2014). HR strategy: Optimizing risks, optimizing rewards, Journal of Organizational Effectiveness: People and Performance,Vol. 1, No. 1, pp: 77-97.
Ebru Yazgan, (2018) "Development taxonomy of human risk factors for corporate sustainability in aviation sector", Aircraft Engineering and Aerospace Technology, 90(6), pp.1012-1022.
Ernst & Young. (2008). Global Human Resources (HR) Risk: from the Danger Zone to the Value Zone. London: EY,8(3),321-342.
Ebrahimi, E,Gholipour, A. (2016), Typology of human resource risks based on strategic reference points: Qualitative application, Organizational resource management research, 14 (4) 1-25.[In Persian]
Ebrahimi, E,Gholipour, A; Moghimi, S.M , Qalibaf Asl, H. (2017), Analysis and Assessment of Human Resource Risks Using Fuzzy Demetel Techniques and Fuzzy Similarity, Organizational Culture Management, Volume 15)1(, 1-23.[In Persian]
Ebrahimi, E,Gholipour, A; Moghimi, S.M , Qalibaf Asl, H.(2015), Designing and Explaining a Framework for Classifying and Identifying Human Resources Risks: Applying a Qualitative Approach, Quarterly Journal of Human Resources Management Research, Imam Hossein University, 7 (2) 1-24.[In Persian]
Faraskhah, M. (2016), Qualitative Research Methodology in Social Sciences with Emphasis on Grounded Theory (GTM Theory), Tehran: Agah Publications.[In Persian]
Flouris, T., & Yilmaz, K.A. (2010). The Risk Management Framework to Strategic Human Resource Management. International Research Journal of Finance and Economics,36, 25-45.
Gholipour, A, Ebrahimi, E. (2016), Human Resource Risk Management: Application of Mixed Approach, Public Management Research 36 (9) 73-96. [In Persian]
Kupi, E., Ilomäki, S.-K., Talja, H., Lönnqvist, A. & Sillanpää, V. (2008). Risk Management of Intangible Assets – Risks and Risk Management Practices in Companies Finland: VTT Working.
Karen Becker, Michelle Smidt(2015). A risk perspective on human resource management: A review and directions for future research, Human Resource Management Review Volume 26(2), 149-165.
Lam, J. (2003). Enterprise Risk Management, from incentives to Controls,Hoboken, NJ: John Wiley & Sons, Inc, 1-496.
Li, Y. & Zhang, X. (2014). Research on the Innovative Talent Management Based on Risk Management Theory. Journal of Chemical and Pharmaceutical Research, 6(4), 413-419.
Mousavi, S. N.; Shariatnejad, A.; Saedi, A. (2015), Designing a Human Resource Risk Management Model in Government Organizations Using Data Foundation Theory, Volume 8, 28, 121-142. [In Persian]
Mir Mohammad Sadeghi, S. A, Tavakoli, M. (2008), Necessity Analysis and Evaluation of Integrated Risk Management and Value Engineering Models, National Conference on Value Engineering, 3.
Meyer, M., Roodt, G. & Robbins, M. (2011). Human Resources Risk Management: Governing People Risks for Improved Performance. SA Journal of Human Resource Management, 9(1), 310-321.
Schat, j. (2010). Business Risks Identified in South Africa. Personal discussion Johannesburg
Strauss, A., & Corbin, J. (1998). Basics of qualitative research: Techniques and procedures for developing grounded theory (2nd ed.). Sage Publications, Inc, 1-456.
Stevens, J. (2005). Managing risk: The HR contribution. London: Routledge, 1-320.
Warfield, J.W. (1974). Developing interconnected matrices in structural modelling, IEEE transcript on systems, Men and Cybernetics, 4(1), 51-81.
Young, M. & Hexter, E. (2011). Managing Human Capital Risk. New York: The Conference Board,4(3),79-92.
_||_Ayse Kucuk Yilmaz, (2019) "Strategic approach to managing human factors risk in aircraft maintenance organization: riskmapping", Aircraft Engineering and Aerospace Technology, 91(4), 654-668.
Aven, T., & Renn, O. (2009). On risk defined as an event where the outcome is uncertain. Journal of Risk Research, 12(1), 1-11.
Anaraki, D, & Ganjali, A (2014). Human Resource Risk Management, Applied mathematics in Engineering,Management and Technology,2(6),pp,129-142.
Thomas Stephen Calvard, Debora Jeske, (2019). Developing human resource data risk management in the age of big data International. Journal of Information Management, 43,159-164
Batarliene, N,. Ciziuniene, K,. Vaicute, K,. Sapalaite, I,. Jarasuniene, A (2017). The Impact of Human Resource Management on the Competitiveness of Transport Companies. International Scientific Conference Transbaltica, 187, 110-116.
Beaker, K; Smidt, M, (2016). A risk perspective on human resource management: A review and directions for future research, Human Resource Management Review, Volume 26(2), 149–165.
Blacker K., McConnell P (2015). People risk management: A practical approach to managing the human factors that could harm your business, London: Kogan Page, 1-312.
Cascio, W. (2012). Be a Ringmaster of Risk. HR Magazine, 38-43.
Cascio W., Boudreau J. (2014). HR strategy: Optimizing risks, optimizing rewards, Journal of Organizational Effectiveness: People and Performance,Vol. 1, No. 1, pp: 77-97.
Ebru Yazgan, (2018) "Development taxonomy of human risk factors for corporate sustainability in aviation sector", Aircraft Engineering and Aerospace Technology, 90(6), pp.1012-1022.
Ernst & Young. (2008). Global Human Resources (HR) Risk: from the Danger Zone to the Value Zone. London: EY,8(3),321-342.
Ebrahimi, E,Gholipour, A. (2016), Typology of human resource risks based on strategic reference points: Qualitative application, Organizational resource management research, 14 (4) 1-25.[In Persian]
Ebrahimi, E,Gholipour, A; Moghimi, S.M , Qalibaf Asl, H. (2017), Analysis and Assessment of Human Resource Risks Using Fuzzy Demetel Techniques and Fuzzy Similarity, Organizational Culture Management, Volume 15)1(, 1-23.[In Persian]
Ebrahimi, E,Gholipour, A; Moghimi, S.M , Qalibaf Asl, H.(2015), Designing and Explaining a Framework for Classifying and Identifying Human Resources Risks: Applying a Qualitative Approach, Quarterly Journal of Human Resources Management Research, Imam Hossein University, 7 (2) 1-24.[In Persian]
Faraskhah, M. (2016), Qualitative Research Methodology in Social Sciences with Emphasis on Grounded Theory (GTM Theory), Tehran: Agah Publications.[In Persian]
Flouris, T., & Yilmaz, K.A. (2010). The Risk Management Framework to Strategic Human Resource Management. International Research Journal of Finance and Economics,36, 25-45.
Gholipour, A, Ebrahimi, E. (2016), Human Resource Risk Management: Application of Mixed Approach, Public Management Research 36 (9) 73-96. [In Persian]
Kupi, E., Ilomäki, S.-K., Talja, H., Lönnqvist, A. & Sillanpää, V. (2008). Risk Management of Intangible Assets – Risks and Risk Management Practices in Companies Finland: VTT Working.
Karen Becker, Michelle Smidt(2015). A risk perspective on human resource management: A review and directions for future research, Human Resource Management Review Volume 26(2), 149-165.
Lam, J. (2003). Enterprise Risk Management, from incentives to Controls,Hoboken, NJ: John Wiley & Sons, Inc, 1-496.
Li, Y. & Zhang, X. (2014). Research on the Innovative Talent Management Based on Risk Management Theory. Journal of Chemical and Pharmaceutical Research, 6(4), 413-419.
Mousavi, S. N.; Shariatnejad, A.; Saedi, A. (2015), Designing a Human Resource Risk Management Model in Government Organizations Using Data Foundation Theory, Volume 8, 28, 121-142. [In Persian]
Mir Mohammad Sadeghi, S. A, Tavakoli, M. (2008), Necessity Analysis and Evaluation of Integrated Risk Management and Value Engineering Models, National Conference on Value Engineering, 3.
Meyer, M., Roodt, G. & Robbins, M. (2011). Human Resources Risk Management: Governing People Risks for Improved Performance. SA Journal of Human Resource Management, 9(1), 310-321.
Schat, j. (2010). Business Risks Identified in South Africa. Personal discussion Johannesburg
Strauss, A., & Corbin, J. (1998). Basics of qualitative research: Techniques and procedures for developing grounded theory (2nd ed.). Sage Publications, Inc, 1-456.
Stevens, J. (2005). Managing risk: The HR contribution. London: Routledge, 1-320.
Warfield, J.W. (1974). Developing interconnected matrices in structural modelling, IEEE transcript on systems, Men and Cybernetics, 4(1), 51-81.
Young, M. & Hexter, E. (2011). Managing Human Capital Risk. New York: The Conference Board,4(3),79-92.
