ارزیابی راهبردهای توسعۀ منابع انسانی در فضای معماری تغییرات

محورهای موضوعی : آموزش و پرورش

ناصر شیربگی ¹ , سمیرا نظری ² , شراره صادقی ³ , شهاب نصیری نیا ⁴

1 - استاد مدیریت آموزشی، گروه علوم تربیتی، دانشگاه کردستان، سنندج، ایران،
2 - کارشناس ارشد مدیریت آموزشی، دانشگاه کردستان، سنندج، ایران
3 - کارشناس ارشد مدیریت آموزشی، دانشگاه کردستان، سنندج، ایران
4 - کارشناس ارشد مدیریت آموزشی، دانشگاه کردستان، سنندج، ایران

تاریخ دریافت : 1398/10/23 تاریخ پذیرش : 1400/04/31 تاریخ انتشار : 1400/04/01

کلید واژه: ارزیابی, فضای توسعه, راهبرد توسعۀ منابع انسانی,

چکیده مقاله :

پژوهش حاضر به‌منظور ارزیابی بسترها و فضای راهبردهای توسعۀ منابع انسانی برای تغییرات احتمالی در آموزش‌وپرورش اجرا شد. رویکرد پژوهش کمّی و راهبرد بکار رفته توصیفی– ارزیابی بود. جامعۀ آماری کارکنان آموزش‌وپرورش خرم‌آباد بودند که به روش نمونه­گیری تصادفی طبقه­ای متناسب با حجم تعداد 215 نفر از کارکنان انتخاب شدند. ابزار مورداستفاده دو پرسشنامۀ «ارزیابی فضای توسعۀ منابع انسانی» و «ارزیابی راهبردهای توسعۀ منابع انسانی» بود. روایی سازه ابزار با روش تحلیل عاملی تأییدی مورد آزمون قرار گرفت. پایایی نیز با ضریب آلفای کرونباخ مورد تأیید واقع شد. نتایج نشان داد که کارکنان آموزش‌وپرورش فضای توسعۀ­ منابع انسانی را در محیط کار خود ازلحاظ مطلوبیت در سطح متوسط ارزیابی کرده‌اند. یافته­ها حاکی از آن بود که کارکنان میزان رضایت خود را از مطلوبیت راهبردهای توسعۀ منابع انسانی در سطح پایین‌تر از سطح متوسط ارزیابی نموده­اند. تحلیل واریانس یک­راهه نیز نشان داد که بین دیدگاه کارکنان آموزش‌و‌پروش در متغیرهای فضای توسعۀ منابع انسانی و راهبردهای توسعۀ منابع انسانی برحسب مدرک تحصیلی و سابقه خدمت تفاوت معناداری وجود نداشت. به‌نظر می‌رسد فضا برای ایجاد تغییرات راهبردی در حوزۀ منابع انسانی در سازمان آموزش‌و‌پرورش چندان مطللوب نیست. برای ایجاد یک تغییر کلی در سازمان لازم است تا فرایند آن از طریق راهبردهای منابع انسانی به کار گرفته‌شود. سازمان‌دهی فرایند تغییرات نیازمند ایجاد توازن ظریف میان ذی‌نفعان سازمان است. تحول در راهبرد منابع انسانی منجر به ایجاد تغییر در تمامی جنبه‌های مربوط به منابع انسانی، نظام‌ها، باورها، ساختارها و هم چنین انتظارات تجاری‌سازی می‌شود این تحول مشابه معماری ایجاد تغییرات است.

چکیده انگلیسی:

The present study was conducted to assess the space and strategies of human resources development in preparation for possible changes in education. The research approach was quantitative and descriptive - evaluation. The statistical population of the study consisted of employees of Khorramabad general education and education departments who were selected by stratified sampling proportional to the size of 215 employees. The tool used included two questionnaires adapted from the studies (Chanda & Kabra, 2000) under the heading "Evaluating Human Resources Development Area" and "Evaluating Human Resources Development Strategies". The face validity of the questionnaire was tested through expert opinions and its construct validity was confirmed by confirmatory factor analysis. The reliability of the questionnaires was confirmed by Cronbach's alpha coefficient. The results showed that the education staff evaluated the human resource development space in their work environment as moderately desirable. The findings also showed that employees rated their satisfaction with the desirability of HR strategies at a lower-than-average level. One-way ANOVA test also showed that there is no significant difference between the educational staff's perspective on HRD variables and HRD strategies based on educational background and experience. It seems that there is little room for change in the organization of education. To make an overall change in the organization, it is necessary to apply the process through HR strategies. Organizing the change process requires a delicate balance between the stakeholders of the organization. The evolution of HR strategy leads to change in all aspects of HR, systems, beliefs, structure and business expectations of this sector. This is similar to the architecture of change.
 

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