طراحی و تدوین برنامه استراتژیک نظام مدیریت منابع انسانی در وزارت ورزش و جوانان

محورهای موضوعی : آموزش و پرورش

سمیه عمادی ¹ , سید احسان امیر حسینی ² , مهرزاد حمیدی ³

1 - گروه مدیریت ورزشی،دانشکده تربیت بدنی، دانشگاه آزاد اسلامی، یاسوج، ایران
2 - دانشگاه تربیت بدنی و علوم ورزشی، واحد یاسوج، دانشگاه آزاد اسلامی، یاسوج، ایران
3 - دانشیار دانشگاه تهران

تاریخ دریافت : 1397/08/26 تاریخ پذیرش : 1399/04/01 تاریخ انتشار : 1399/04/01

کلید واژه: منابع انسانی, برنامه, استراتژیک, وزارت ورزش و جوانان,

چکیده مقاله :

این پژوهش با هدف طراحی برنامه استراتژیک نظام مدیریت منابع انسانی در وزارت ورزش و جوانان انجام شد. روش تحقیق توصیفی- تحلیلی بوده که بر مبنای فرایند مطالعات استراتژیک انجام گرفت. جامعه آماری این تحقیق را مدیران، کارشناسان و استادان آگاه در خصوص منابع انسانی، برابر با 65 نفر تشکیل داد. نمونه آماری برابر با جامعه آماری (کل شمار) بود. روش جمع آوری اطلاعات، میدانی بود که به صورت آمیخته کمی و کیفی انجام گرفت. همچنین جمع آوری اطلاعات از دو پرسشنامه باز و بسته و مصاحبه با اعضای جامعه تحقیق تا حد اشباع نظری انجام شد. سپس در شورای راهبری جمع بندی و نهایی گردید. روایی پرسشنامه بسته توسط اساتید مدیریت ورزشی تایید شد و ضریب پایایی آن با استفاده از آلفای کرونباخ 0.86 محاسبه گردید. در مجموع 14 قوت، 7 ضعف، با 9 فرصت و 7 تهدید احصاء گردید و به لحاظ موقعیت استراتژیک، جایگاه تهاجمی به دست آمد. برای تدوین استراتژی ها از روش تجزیه و تحلیل سوات استفاده گردید. از تحلیل و مقایسه عوامل درونی و بیرونی در مجموع 8 استراتژی تدوین گردید. برای اولویت بندی استراتژی ها از تکنیک ماتریس برنامه ریزی استراتژیک کمی استفاده شد. استراتژی های موقعیت استراتژیک نشان داد که وزارت ورزش و جوانان می بایست در خصوص طراحی نظام توسعه و توانمند سازی مدیران و کارکنان، معیارها و شاخص های استاندارد جهت جذب نیروهای مورد نظر و ایجاد و استقرار طرحی در زمینه تعدیل نیرو، اقدام لازم را انجام دهد.

چکیده انگلیسی:

Aim: The purpose of the present research was to design the strategic plan of HRM in the Ministry of Sport and Youth. The research method was descriptive-analytic based on the process of strategic studies.
Methodology: The statistical population of this study consisted of 65 people who were members of well-known managers and experts on human resources in the Ministry of Sports and Youth and some knowledgeable academic staff about human resources in sport. Due to the limited statistical population, sampling was done by the total number of subjects. The method of collecting information was a field that was carried out in a quantitative and qualitative manner. Data collection was done by two open and closed questionnaires and interviews with members of the research community to the extent of theoretical saturation in order to quantify the mission statement, prospects, strengths, weaknesses, opportunities and threats of the organization. Validity of closed questionnaire was confirmed by sport management professors and its reliability coefficient was calculated using Cronbach's alpha 0.86.
Results: A total of 52 strengths, weaknesses, opportunities, and threats were identified. After the plan, 37 supervisory boards, 14 strengths, 7 weaknesses, 9 opportunities and 7 threats were finalized. The internal and external factors were used to analyze the information. Finally, the score of the internal factors of 2.89 and the score of the external factors table was 2.79 calculated.
Conclusion: The strategic position of HRM in the Ministry of Sports and Youth was also in an offensive situation (SO). Therefore, the Ministry of Sport should take steps to develop programs and activities in the human resources basin in order to further expand sport in the community.

منابع و مأخذ:

 

 

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