بررسی و ارزیابی سطح بلوغ مدیریت سرمایه انسانی در سازمانهای بخش دولتی شهر اصفهان
محورهای موضوعی : مدیریت بازرگانی
علیرضا شیروانی
1
(استادیار گروه مدیریت،واحد دهاقان،دانشگاه آزاد اسلامی، دهاقان،ایران)
مسعود شفیعیه
2
(کارشناس ارشد مدیریت دولتی)
کلید واژه: سرمایه انسانی, مدیریت, منابع انسانی,
چکیده مقاله :
امروزه صاحبنظران به منظور رسیدن به مزیت رقابتی پایدار معتقدند، مدیریت بر منابع انسانی مهمترین عامل به حساب می‌آید، آنها معتقدند که سرمایه انسانی، به دلیل کمیابی، ارزشمندی، جانشین‌ناپذیری و تقلیدناپذیری، بسیار با اهمیت است. بدون شک مزیت استراتژیک پایدار نصیب سازمان‌هایی خواهد شد که بتوانند بهتر از سایرین، تیم‌هایی مشتمل بر بهترین و درخشان‌ترین استعدادهای انسانی را جذب، پرورش و حفظ نمایند. بر همین اساس در سال‌های اخیر مفهوم مدیریت سرمایه انسانی که نشان دهنده حد اعلای توجه و تمرکز بر انسان است مطرح شده است. با توجه به مطالب فوق در این مقاله که حاصل یک پژوهش میدانی از شاخه کاربردی است محققین درصدد برآمدند تا میزان سطح بلوغ مدیریت سرمایه انسانی در سازمانهای بخش دولتی شهر اصفهان اندازه‌گیری نمایند. تجزیه و تحلیل یافته‌های مربوط به مؤلفه‌های سطح بلوغ مدیریت سرمایه انسانی در سازمانهای بخش دولتی نشان داد که میانگین نمره شیوه‌های اعمال رهبری 70/2، میزان مشارکت 94/1، دسترسی به دانش 17/2، بهینه‌سازی و آموزش نیروی انسانی 81/2 و ظرفیت یادگیری 70/2 بوده است. مقایسه میانگین نمره مؤلفه‌های سطح بلوغ مدیریت سرمایه انسانی در سازمانهای مورد مطالعه نشان داد که سطح بلوغ مدیریت سرمایه انسانی در سازمانهای مذکور کمتر از سطح متوسط بوده است. میانگین نمره سطح بلوغ مدیریت سرمایه انسانی در 16 سازمان بین 51/41 تا 38/53 در نوسان بوده است که بر اساس مدل باسی و مک مورر کلیه سازمانهای مورد مطالعه دارای سطح بلوغ ضعیف میجباشد که در پایان به ارائه راهکارهایی برای ارتقاء سطح بلوغ مدیریت سرمایه انسانی مبادرت شده است.
Nowadays the importance of Human Capital Management arises from the fact that improved or deteriorated organizational performance can be directly linked to the way human resources is managed. Accordingly, in recent years, the concept of Human Capital Management reflecting the ultimate attention to and concentration on human has come into focus. In this study, the outcome of an applied survey study, the researcher have sought to measure the maturity of human capital management in the public sector organizations of the city of Esfahan. This study is a survey in nature conducted on the basis of Basis and McMurrer's Model. The hypotheses were based on motives arising from human capital including leadership styles, access to knowledge, staff participation, and manpower optimization and learning capacity. Analysis of the findings from the components comprising the maturity of human capital management in the public sector organizations revealed that the mean score of leadership styles was 2.70, degree of participation 1.94, access to knowledge 2.17, and manpower optimization 2.81 and that of capacity for learning 2.70. Comparison of the mean scores for components of the maturity of human capital management in the organization under study revealed that the maturity of human capital management in the above organizations was below average. The mean scores for the maturity of human capital management ranged from 41.51 to 53.38 for 16 organizations. Based on Basis and McMurrer's Model, all the organizations under study had a low maturity level. Finally, recommendations were made to raise the maturity of human capital management
Ansari, M. I. (2005). Increasing Return on Human Capital. Tadbir Monthly, 161, (In Persian).Armstrong, M. (2005). Strategic Human Resource Management; Practice Guide. Translated by: S. M. Arabi & D. Izadi, Office of Cultural Studies, (In Persian).
Armstrang, Michael. (2006), A handbook of human resource management practice/ Michael Armstrong – 10th Ed, library of congress cataloging – in – publication data.
Bambergger, P., & Moshlom, I. (2005). Human Resources Strategy. Translated by: A. Parsaeean & S. M. Arabi, Office of Cultural Research, (In Persian).
Bassi, L and Daniel McMurrer. (2007). Maximizing your Return on People. Har ward Business Review, 8 (71): 32-42.
Becker, Gary Stanley, 1993, Human Capital, University of Chicago Press (third edition), ……
Boriel, G., & Morgan, G. (2004). Sophisticated and Sociological Theories and Organization Analysis. Translated by: M. T. Nowroozi, Tehran: Samt Publishing, (In Persian).
Bozbura, F, Beskese, A, kahreman. C(2007) , Prioritization of human capital measurement indicators using fazzy AHP, Expert Systems with Applications , pp , 1100-1112 (32)
Brown, A, and Adams, j, and, Amjad, A (2007), the relationship between human capital and tim performance in project Management A path analysis, international journal of project management, pp, 77-89(27)
Casico, wayen F.(1998) Managing Human Resource: Productivity and Quality of work Life.McGraw-Hill.
Cooper, g,(2005) leading Human capital and the global Economy, pp 346-349
De carvalho, A, Calomiris, c, Matos, j(2007),Venture Capital as Human resource Management , journal of Economics and Business,
Emadzadeh, M. (2003). Education Economics. Isfahan: Isfahan University Jihad Publication, (In Persian).
Expectation, Y. (2004). Analysis of the Relationship between Technology and Human Capital from Knowledge-Based Industries. Quarterly Journal of Research and Planning in Higher Education, 31 & 32, 117-131, (In Persian).
Jones, G. (1997). Education Economics. Translated by: M. Emadzadeh, Isfahan: University of Isfahan Puplication, (In Persian).
Jozi, N. (2002). Developing Strategies for Human Resource Development. Journal of Official Transformation, 7, 61-69, (In Persian).
Kaplan, R., & Norton, D. (2005). Strategy for the Transformation of Intangible Assets into Outstanding Consequences. Translated by: H. Akbari, Tehran: Asia Publishing, (In Persian).
Keramati, M. A. (2006). The Role of Human Capital and Intelligence in Asian Economic Development. Journal of Political Economy, 204-219, (In Persian).
Mahmoudi, V. (2006). Human Capital, Human Capacity. Journal of Political and Economic Information, 220-227, (In Persian).
Naderi, A. (2002). Human Capital and Economic Growth: From Theory to Reality. Journal of Planning and Development, 43, 52-73, (In Persian).
Offstein, E, and Gnyawli, D , Cobb, A(2005) , A strategic human resource perspective of firm competitive behavior, human resource Management review , pp , 306-318-(5)
Ramezanpour Nargessi, Gh. (2002). Investigating the Relationship of the Process of Human Resources Development with the Technology Development Process in Iran, Management Quarterly, 35 & 36, 51-65, (In Persian).
Shahvazian, M., & Alavi Rad, A. (2007). The Contribution of Human Resources Specializing in Value Added of the Industrial Sector with a New Approach. Political Economic Information, 21, 226-236, (In Persian).
Soliman, Fawzy & Spooner, Keri (2003), Implementing knowledge management: role of human resources management.
Tracy, Bruce j., Nathan, Arthur E. (2002) "The strategic and Operational Roles of Human Resources of an Emerging Model", Cornel Hotel & Resturant Administration Quarterly, p.19.
Walker. David M. (2002), A Model of strategic human capital management, United States general accounting office exposure draft, March.
Zhu, chew, I, Spangler, W(2005), CEO transformational leadership and organizational Outcome the mediating role of human – capital-enhancing human resource management, the leadership quarterly,pp,39-52
Schultz, T.W. (1961),"Investment in Human capital". American Economic Review. Vol. 51.
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Ansari, M. I. (2005). Increasing Return on Human Capital. Tadbir Monthly, 161, (In Persian).Armstrong, M. (2005). Strategic Human Resource Management; Practice Guide. Translated by: S. M. Arabi & D. Izadi, Office of Cultural Studies, (In Persian).
Armstrang, Michael. (2006), A handbook of human resource management practice/ Michael Armstrong – 10th Ed, library of congress cataloging – in – publication data.
Bambergger, P., & Moshlom, I. (2005). Human Resources Strategy. Translated by: A. Parsaeean & S. M. Arabi, Office of Cultural Research, (In Persian).
Bassi, L and Daniel McMurrer. (2007). Maximizing your Return on People. Har ward Business Review, 8 (71): 32-42.
Becker, Gary Stanley, 1993, Human Capital, University of Chicago Press (third edition), ……
Boriel, G., & Morgan, G. (2004). Sophisticated and Sociological Theories and Organization Analysis. Translated by: M. T. Nowroozi, Tehran: Samt Publishing, (In Persian).
Bozbura, F, Beskese, A, kahreman. C(2007) , Prioritization of human capital measurement indicators using fazzy AHP, Expert Systems with Applications , pp , 1100-1112 (32)
Brown, A, and Adams, j, and, Amjad, A (2007), the relationship between human capital and tim performance in project Management A path analysis, international journal of project management, pp, 77-89(27)
Casico, wayen F.(1998) Managing Human Resource: Productivity and Quality of work Life.McGraw-Hill.
Cooper, g,(2005) leading Human capital and the global Economy, pp 346-349
De carvalho, A, Calomiris, c, Matos, j(2007),Venture Capital as Human resource Management , journal of Economics and Business,
Emadzadeh, M. (2003). Education Economics. Isfahan: Isfahan University Jihad Publication, (In Persian).
Expectation, Y. (2004). Analysis of the Relationship between Technology and Human Capital from Knowledge-Based Industries. Quarterly Journal of Research and Planning in Higher Education, 31 & 32, 117-131, (In Persian).
Jones, G. (1997). Education Economics. Translated by: M. Emadzadeh, Isfahan: University of Isfahan Puplication, (In Persian).
Jozi, N. (2002). Developing Strategies for Human Resource Development. Journal of Official Transformation, 7, 61-69, (In Persian).
Kaplan, R., & Norton, D. (2005). Strategy for the Transformation of Intangible Assets into Outstanding Consequences. Translated by: H. Akbari, Tehran: Asia Publishing, (In Persian).
Keramati, M. A. (2006). The Role of Human Capital and Intelligence in Asian Economic Development. Journal of Political Economy, 204-219, (In Persian).
Mahmoudi, V. (2006). Human Capital, Human Capacity. Journal of Political and Economic Information, 220-227, (In Persian).
Naderi, A. (2002). Human Capital and Economic Growth: From Theory to Reality. Journal of Planning and Development, 43, 52-73, (In Persian).
Offstein, E, and Gnyawli, D , Cobb, A(2005) , A strategic human resource perspective of firm competitive behavior, human resource Management review , pp , 306-318-(5)
Ramezanpour Nargessi, Gh. (2002). Investigating the Relationship of the Process of Human Resources Development with the Technology Development Process in Iran, Management Quarterly, 35 & 36, 51-65, (In Persian).
Shahvazian, M., & Alavi Rad, A. (2007). The Contribution of Human Resources Specializing in Value Added of the Industrial Sector with a New Approach. Political Economic Information, 21, 226-236, (In Persian).
Soliman, Fawzy & Spooner, Keri (2003), Implementing knowledge management: role of human resources management.
Tracy, Bruce j., Nathan, Arthur E. (2002) "The strategic and Operational Roles of Human Resources of an Emerging Model", Cornel Hotel & Resturant Administration Quarterly, p.19.
Walker. David M. (2002), A Model of strategic human capital management, United States general accounting office exposure draft, March.
Zhu, chew, I, Spangler, W(2005), CEO transformational leadership and organizational Outcome the mediating role of human – capital-enhancing human resource management, the leadership quarterly,pp,39-52
Schultz, T.W. (1961),"Investment in Human capital". American Economic Review. Vol. 51.