شناسایی پیشایندها و پسایندهای تحلیل منابع انسانی در گمرک ایران با روش فراترکیب و دلفی فازی
محورهای موضوعی : مدیریت دولتی
بابک آقاویردی
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داریوش غلام زاده
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احمد ودادی
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1 - دانشجوی دکتری ،گروه مدیریت دولتی ، واحد تهران مرکزی، دانشگاه آزاد اسلامی، تهران، ایران .
2 - گروه مدیریت دولتی، واحد تهران مرکزی، دانشگاه آزاد اسلامی، تهران، ایران(نویسنده مسئول)
3 - گروه مدیریت دولتی، دانشکده مدیریت، دانشگاه آزاد اسلامی واحد تهران مرکزی، تهران، ایران
کلید واژه: پیشایندها , پسایندها , تحلیل منابع انسانی, فراترکیب, دلفی فازی.,
چکیده مقاله :
در چشم انداز در حال تحول منابع انسانی ، سازمان ها به طور فزاینده ای از تحلیل منابع انسانی جهت تصمیم گیری استراتژیک استفاده می کنند. برای استفاده از این قابلیت و ادغام آن در فرایند مدیریت منابع انسانی ، شناسایی عوامل و الزامات پیشایندی و همچنین نتایج حاصل از پیاده سازی تحلیل منابع انسانی اهمیت ویژه ای دارد.بنابراین ، هدف این پژوهش شناسایی پیشایندها و پسایندهای تحلیل منابع انسانی در گمرک جمهوری اسلامی با روش آمیخته اکتشافی(روش فراترکیب و دلفی فازی) بود.نمونه آماری بخش کیفی را ۱۰ نفر از خبرگان دانشگاهی و سازمانی تشکیل داده بودند و در بخش کمی نیز شامل تعداد ۲۱ نفر از خبرگان سازمان گمرک و اساتید مدیریت بودند. نتایج حاصل از فراترکیب مطالعات پیشین و دلفی فازی نشان داد پیشایندهای تحلیل منابع انسانی شامل ۳ مضمون فراگیر عوامل سازمانی ، عوامل فردی و عوامل محیطی با ۴۰ مضمون سازمان دهنده و پسایندها شامل ۳ مضمون فراگیر سازمانی ، واحد مدیریت منابع انسانی و فردی با ۲۹ مضمون سازمان دهنده می باشند.در نهایت ، نتایج پژوهش حاکی از آن است که مهمترین عوامل پیشایندی جهت انجام تحلیل منابع انسانی در سازمان مورد مطالعه، شامل استفاده از تحلیل داده در تصمیم گیری، اصلاح و ادغام فرآیندها ، توانایی تفسیر داده ها و انتظارات خدمت گیرندگان ،تعامل سازمان های مرتبط و اتصال فناوری های بین بخشی و مهمترین شاخص های پسایندی شامل افزایش سطح عدالت ادراک شده، بهبود تصمیم گیری راهبردی، افزایش سطح ابتکارات کارکنان ، ارتقا سطح بهره وری ، تحلیل سناریوهای منابع انسانی و شیوه های منابع انسانی و جبران خدمت و خدمات رفاهی شخصی شده می باشد.
In the evolving landscape of human resources, organizations increasingly leverage Human Resource analytics(HRA) to drive strategic decision-making. To harness this capability and integrate it into human resources management processes, identifying antecedents and outcomes of human resources analytics implementation is critical. This study aims to identify the antecedents and outcomes of human resources analytics within the Islamic Republic of Iran Customs Administration (IRICA) using an exploratory mixed-methods(Meta-Synthesis and Fuzzy Delphi Methods) design.The qualitative phase involved 10 academic and organizational experts, while the quantitative phase included 21 experts from Islamic Republic of Iran Customs Administration and management scholars. Results derived from meta-synthesis of prior studies and fuzzy Delphi analysis revealed that:Antecedents of human resources analytics encompass 3 overarching themes: organizational factors, individual factors, and environmental factors, supported by 40 organizing sub-themes.Outcomes of human resources analytics include 3 overarching themes: organizational outcomes, human resources unit outcomes, and individual outcomes, supported by 29 organizing sub-themes. Finally, the results of the study indicate that the most important antecedent factors for conducting human resource analytics in the organization under study include the use of data analytics in decision-making, process modification and integration, the ability to interpret data and service recipients' expectations, the interaction of related organizations, and the connection of cross-sectoral technologies. The most important The most important consequential indicators of human resource analytics in Iranian Customs include increasing the level of perceived justice, improving strategic decision-making, increasing the level of employee initiatives, improving productivity, analyzing human resource scenarios and human resource practices, and personalized compensation and welfare services.
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