نظام مطلوب مدیریت استعداد در سازمانها، زیر سیستم ها و الزامات پیاده سازی
محورهای موضوعی : مدیریت بازرگانینازیلا عاکفیان 1 , محمد مهدی رشیدی 2
1 - دانشجوی دکتری آینده پژوهی پژوهشگاه شاخص پژوه
2 - استادیار پایه 24 مؤسسه مطالعات بین المللی انرژی، قائم مقام سردبیر فصلنامه مدیریت و منابع انسانی درصنعت نفت
کلید واژه: سرمایه فکری, نظام مدیریت استعدادها, توسعه و نگهداشت, الزامات پیاده سازی, سازمانهای کشور,
چکیده مقاله :
یکی از مباحث نوین در مباحث مدیریت منابع انسانی سرمایۀ فکری است. سرمایۀ فکری شامل سرمایۀ های انسانی، ساختاری و رابطه ای است و سرمایۀ انسانی مهمترین بخش آن است. در میان اجزای سرمایۀ انسانی، استعدادهای هر سازمان از جایگاه ویژه ای برخوردار است، این دارایی نامشهود در تعیین ارزش سازمان ها در عرصه بین المللی، نقش کلیدی و حساسی را ایفا می کند. دراین مقاله نظام مطلوب برای مدیریت استعدادها وزیر سیستم ها و الزامات پیاده سازی آن طراحی و پیشنهاد شده است. در پاسخ به سوال اول مقاله (نظام مطلوب برای مدیریت استعدادها و زیر سیستم های آن)، با استفاده از مباحث نظری و نتایج جلسات گروه کانونی طرحی پیشنهاد شده و ضمن آن دو سیستم توسعه و نگهداشت با شش زیر سیستم مرتبط پیش بینی شده است. در پاسخ به سوال دوم نیز به الزامات پیاده سازی این نظام پرداخته شده و به جای تأکید صرف بر جذب مدیریت استعدادها و سپس رهاسازی آنها، شناسایی این سرمایه در درون سازمان ها و راهکارهای نگهداشت و توسعه آنها محور قرار گرفته است.
One of the modern discourses in human resource managementliterature is intellectual capital. Intellectual capitals include human,structural and relationd. Human capital is the most important amongthem. Among the human capital components, the talents in anyorganization have particular position. This hidden property plays asensitive key role in determining the value of organizations ininternational arena. This paper designed and suggested the optimal talentmanagement systems and its implementation requirements. In order todevelop and maintain a design, based on the theoretical literature and theFocus group meetings six subsystems including organizationalcommunication, work environment, performance management, training,compensation and career planning were suggested. In relation toimplementation requirements, instead of emphasizing on employingtalented managers and later dismissing them, recognizing the existingtalent in the organization and focusing on their retention and developingtheir skills should be maintained.
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Abili, KH., Narenjiye sani, F., Rashidi, M. M., & Mokhtarian, F., (2011),The role of effective factors on sharing knowledge at Institute for International Energy Studies. Quarterly Management & Human Resource in Oil Industry, 14, 31-54, (In Persian).
Abrenthy M. A. (2005), A multi-method approach to building causal performance maps from expert knowledge; Management Accounting Research, 16.
Armstrong, M. (2009), Armstrong’s handbook of human resource management practice (Eleventh ed.ed.). Philadelphia: Kogan Page Limited.
Bain, K. (2010), What the Best College Teacher Do. Translated by: A. M. Hagi Yousefi, & M. Jebli. Tehran: Institute of Social and Cultural Studies (In Persian).
Barron, P. (2008), Education and talent management: implications for the hospitality industry: International Journal of Contemporary Hospitality Management, 20(7).
Bazargan, A. (2008), Sociology of information society. Tehran: Didar, (In Persian).
Bhatnagar, J. (2007), Talent management strategy of employee engagement in Indian ITES employees: key to retention. Employee Relations, 29(6).
Bontis, N. (2006), Intellectual capital: an exploratory study that develops measures and models.
Bounfour, A., & Edvinsson, L.(2005), Intellectual capital for communities: nations, rregions, and cities, Linacre House, Jourdan Hill, Oxford OX2 8dp, UK.
Burbach, R., & Royle, T.(2010), Talent on demand? Talent management in the German and Irish, subsidiaries of a US multinational corporation. Personnel Review, 39(4).
Christensen Hughes, J., & Rog, E.(2008),Talent management A strategy for improving employee recruitment, retention and engagement within hospitality organizations.International Journal of Contemporary Hospitality Management, 20(7),743-757
Chuai, X., Preece, D., & Iles, P. (2008 ), Is talent management just old wine in new bottles?. Management Research News, 31(12).
Collings, D. G., & Mellahi, K. (2009), Strategic talent management: A review and research agenda: ScienceDirect Group, Human Resource Management Review journal.
Cunningham, I. (2007), Talent management: making it real. 21(2).
Daft, R. L. (1995). Organization theory and design.. Translated by: A. Parsaeian, & S.M.Arabi. Tehran: Cultural Research, (In Persian).
Dunnagan, K., Maragakis, M., Schneiderjohn, N., Turner, C., Vance, & C. M. (2013), Meeting the .Global Imperative of Local Leadership Talent Development in Hong Kong, Singapore and India. Global Business and Organizational Excellence.
Festing, M., Schäfer, L., Scullion, H. (2014), Talent management in medium-sized German companies: an explorative study and agenda for future research. The International Journal of Human Resource Management, 24(9), 1872-1893.
Gangi, H. (2003), Psychometric. Tehran: Payame Noor, (In Persian).
Gareth, M. (2004), Broadcasting Organization. Translated by:A.Moshbaki. Tehran: Tehran Univercity. (In Persian).
Hartmann, E., & Feisel, H. S. (2010),Talent management of western MNCs in China: .Balancing global integration and local responsiveness. Journal of World Business, 45 169-178.
Holden, N., Vaiman ,V. (2013), Talent management in Russia: not so much war for talent as, wariness of talent. Critical perspectives on international business, 9(1/2), 129-146.
Kinla, D. (2005), Human resources empowerment. Excellence, 2(11).
Kosko, B. H. (2014), Ptterns in combined and adaptive knowledge networks; International. Journal of Approximate Reasoning, 2.
Lewis, R., & Heckman, R.(2006), Talent management,A critical review. Human Resource Management Review,16.
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Moaliye Tofti, M., & Tajaldin, M. (2008), Succession planning; key to saving the talent crisis. Tadbir. 199. (In Persian).
National Iranian Gas Company. (2010), The study of elite National Iranian Gas Company. Retrieved from:http://www.nigc.ir/,(In Persian).
North S. (2011), Finding new roles for existing staff within your organization. Human Resource Management International Digest, 19(5), 3-5.
Oosthuizen, P., & Nienaber, H. (2010), The status of talent management in the South African consulting civil engineering industry in 2008: A survey. Journal of the South African Institution of Civil Engineering, 52(2), 41-47.
Orr, B., & McVerry, B. (2007), Talent Management Challenge in the Oil and Gas Industry natural Gas & Electricity, Wiley Periodicals.
Phillips, R., & Roper, O. (2009), A framework for talent management in real estate. Journal of Corporate Real Estate, 11(1).
Preece, P. I., & Chuai, X. (2011), Talent management and management fashion in Chinese enterprises: exploring case studies in Beijing. The International Journal of Human Resource Management, 22(16), 3413–3428.
Rashidi, M. M., Ebili, KH., Ehrami, M., Teymouri Nasab, A., (2009), The present situation study of human recourse devlopment with emphasis on Empowerment (Case study:Institute for International Energy Studies). Quarterly Management & Human Resource in Oil Industry, 9, 7-34, (In Persian).
Robbins,S.P.(2006), Organizational behavior: concepts, controversies, applications. Translated by: A. Parsaeian, & M. Arabi. Tehran: Cultural Research, (In Persian).
Sarmad, Z., Bazargan, A., & Hejazi, E. (2011), Research methods in the behavioral sciences. Tehran: Agah, (In Persian).
SBC Oil and gas HR benchmark. (2011), SBC energy institute, Schlumberger business consulting.
Sedghi, SH., A Asghari, H. A. (2001), Telecommuting, new challenges for employment. Conference of IT Role in Engagement, (In Persian).
Serenko, A, Bontis, N., & Booker, L. (2010), A scientometric analysis of knowledge management and intellectual capital academic literature. Journal of Knowledge Management.
Shafritz, J. M., & Steven, O. J. (2008). Classics of organization theory. Translated by: A. Parsaeian. Tehran: Termeh, (In Persian).
Sharabati, S. N., & Jawad, N. B. (2010), Management Decision, Intellectual capital and business performance. Jourdan Hill,Oxford OX2 8dp,UK.
Sharif Univercity of Technology. (2006),The causes of dissatisfaction and Potential reasons of Turnover Elite forces in staff of the National Iranian Gas Company. Retrieved from:http://www. sharif.ir/, (In Persian).
Skuza A., Scullion H., & McDonnell, A. (2013), An analysis of the talent management challenges in a post-communist country: the case of Poland. The International Journal of Human Resource Management, 24(3).
Srivastava P., & Bhatnagar, J. (2007), Talent acquisition due diligence leading to high employee engagement: case of Motorola India MDB. Asia Pacific Researchers in Organizational Studies (APROS) 12 Conference, India.
Tajaldin, M. (2009), Talent management processes, human resource development. Tadbir. 202. (In Persian).
Valverde, M., Scullion, H., & Ryan, G. (2013), Talent management in Spanish medium-sized .organisations. The International Journal of Human Resource Management, 24(9), 1832-1852.
Vorhauser, S. (2012), Talent serach: seeking a new generation of workers in the oil and. gas industry, north american oil and gas pipelines.
Weeks, S. (2011), Intellectual property: human capital, Cadernos de Estudos Africanos, 4.
Zéghal, D., & Maaloul, A. (2010), Analysing value added as an indicator of intellectual. Capital and its consequences on company performance. Journal of Intellectual capital, 19.
Zheng, C. (2009), Keeping talents for advancing service firms in Asia. Journal of Service Management, 20(5), 482-502.
_||_Abazari, Y., Mortazavian, S. A., Mosibi, R., Lajevardi, H., Meysami, S., Rafatjah, M., Parastesh, SH., Farhadpour, M. (2011), On Systems of Theory (A Collection of Articles). Tehran: Tab va Nashr, (In Persian).
Abili, KH., Narenjiye sani, F., Rashidi, M. M., & Mokhtarian, F., (2011),The role of effective factors on sharing knowledge at Institute for International Energy Studies. Quarterly Management & Human Resource in Oil Industry, 14, 31-54, (In Persian).
Abrenthy M. A. (2005), A multi-method approach to building causal performance maps from expert knowledge; Management Accounting Research, 16.
Armstrong, M. (2009), Armstrong’s handbook of human resource management practice (Eleventh ed.ed.). Philadelphia: Kogan Page Limited.
Bain, K. (2010), What the Best College Teacher Do. Translated by: A. M. Hagi Yousefi, & M. Jebli. Tehran: Institute of Social and Cultural Studies (In Persian).
Barron, P. (2008), Education and talent management: implications for the hospitality industry: International Journal of Contemporary Hospitality Management, 20(7).
Bazargan, A. (2008), Sociology of information society. Tehran: Didar, (In Persian).
Bhatnagar, J. (2007), Talent management strategy of employee engagement in Indian ITES employees: key to retention. Employee Relations, 29(6).
Bontis, N. (2006), Intellectual capital: an exploratory study that develops measures and models.
Bounfour, A., & Edvinsson, L.(2005), Intellectual capital for communities: nations, rregions, and cities, Linacre House, Jourdan Hill, Oxford OX2 8dp, UK.
Burbach, R., & Royle, T.(2010), Talent on demand? Talent management in the German and Irish, subsidiaries of a US multinational corporation. Personnel Review, 39(4).
Christensen Hughes, J., & Rog, E.(2008),Talent management A strategy for improving employee recruitment, retention and engagement within hospitality organizations.International Journal of Contemporary Hospitality Management, 20(7),743-757
Chuai, X., Preece, D., & Iles, P. (2008 ), Is talent management just old wine in new bottles?. Management Research News, 31(12).
Collings, D. G., & Mellahi, K. (2009), Strategic talent management: A review and research agenda: ScienceDirect Group, Human Resource Management Review journal.
Cunningham, I. (2007), Talent management: making it real. 21(2).
Daft, R. L. (1995). Organization theory and design.. Translated by: A. Parsaeian, & S.M.Arabi. Tehran: Cultural Research, (In Persian).
Dunnagan, K., Maragakis, M., Schneiderjohn, N., Turner, C., Vance, & C. M. (2013), Meeting the .Global Imperative of Local Leadership Talent Development in Hong Kong, Singapore and India. Global Business and Organizational Excellence.
Festing, M., Schäfer, L., Scullion, H. (2014), Talent management in medium-sized German companies: an explorative study and agenda for future research. The International Journal of Human Resource Management, 24(9), 1872-1893.
Gangi, H. (2003), Psychometric. Tehran: Payame Noor, (In Persian).
Gareth, M. (2004), Broadcasting Organization. Translated by:A.Moshbaki. Tehran: Tehran Univercity. (In Persian).
Hartmann, E., & Feisel, H. S. (2010),Talent management of western MNCs in China: .Balancing global integration and local responsiveness. Journal of World Business, 45 169-178.
Holden, N., Vaiman ,V. (2013), Talent management in Russia: not so much war for talent as, wariness of talent. Critical perspectives on international business, 9(1/2), 129-146.
Kinla, D. (2005), Human resources empowerment. Excellence, 2(11).
Kosko, B. H. (2014), Ptterns in combined and adaptive knowledge networks; International. Journal of Approximate Reasoning, 2.
Lewis, R., & Heckman, R.(2006), Talent management,A critical review. Human Resource Management Review,16.
Management of Human Resource Development. (2004), The edit effective methods Recruitment of human resources at Absorption and Recruitment of human resource in Bachelor level and above, especially graduates. Retrieved from: http://hrm.nioc.ir/,(In Persian).
Management of Human Resource Development. (2005), The Pathological uptake of istinguished Alumni and academic elite. Retrieved from:http://hrm.nioc.ir/, (In Persian).
Management of Human Resource Development. (2006), The review of withdrawal Causes from accepted employment finalists of employment test in National Iranian Oil Company. Retrieved from:http://hrm.nioc.ir/, (In Persian).
McDonnell, A., Lamare, R., Gunnigle, P., Jonathan, L. (2010), Developing tomorrow's leaders-Evidence of global talent management in multinational enterprises. Journal of World Business, 45(2).
Moaliye Tofti, M., & Tajaldin, M. (2008), Succession planning; key to saving the talent crisis. Tadbir. 199. (In Persian).
National Iranian Gas Company. (2010), The study of elite National Iranian Gas Company. Retrieved from:http://www.nigc.ir/,(In Persian).
North S. (2011), Finding new roles for existing staff within your organization. Human Resource Management International Digest, 19(5), 3-5.
Oosthuizen, P., & Nienaber, H. (2010), The status of talent management in the South African consulting civil engineering industry in 2008: A survey. Journal of the South African Institution of Civil Engineering, 52(2), 41-47.
Orr, B., & McVerry, B. (2007), Talent Management Challenge in the Oil and Gas Industry natural Gas & Electricity, Wiley Periodicals.
Phillips, R., & Roper, O. (2009), A framework for talent management in real estate. Journal of Corporate Real Estate, 11(1).
Preece, P. I., & Chuai, X. (2011), Talent management and management fashion in Chinese enterprises: exploring case studies in Beijing. The International Journal of Human Resource Management, 22(16), 3413–3428.
Rashidi, M. M., Ebili, KH., Ehrami, M., Teymouri Nasab, A., (2009), The present situation study of human recourse devlopment with emphasis on Empowerment (Case study:Institute for International Energy Studies). Quarterly Management & Human Resource in Oil Industry, 9, 7-34, (In Persian).
Robbins,S.P.(2006), Organizational behavior: concepts, controversies, applications. Translated by: A. Parsaeian, & M. Arabi. Tehran: Cultural Research, (In Persian).
Sarmad, Z., Bazargan, A., & Hejazi, E. (2011), Research methods in the behavioral sciences. Tehran: Agah, (In Persian).
SBC Oil and gas HR benchmark. (2011), SBC energy institute, Schlumberger business consulting.
Sedghi, SH., A Asghari, H. A. (2001), Telecommuting, new challenges for employment. Conference of IT Role in Engagement, (In Persian).
Serenko, A, Bontis, N., & Booker, L. (2010), A scientometric analysis of knowledge management and intellectual capital academic literature. Journal of Knowledge Management.
Shafritz, J. M., & Steven, O. J. (2008). Classics of organization theory. Translated by: A. Parsaeian. Tehran: Termeh, (In Persian).
Sharabati, S. N., & Jawad, N. B. (2010), Management Decision, Intellectual capital and business performance. Jourdan Hill,Oxford OX2 8dp,UK.
Sharif Univercity of Technology. (2006),The causes of dissatisfaction and Potential reasons of Turnover Elite forces in staff of the National Iranian Gas Company. Retrieved from:http://www. sharif.ir/, (In Persian).
Skuza A., Scullion H., & McDonnell, A. (2013), An analysis of the talent management challenges in a post-communist country: the case of Poland. The International Journal of Human Resource Management, 24(3).
Srivastava P., & Bhatnagar, J. (2007), Talent acquisition due diligence leading to high employee engagement: case of Motorola India MDB. Asia Pacific Researchers in Organizational Studies (APROS) 12 Conference, India.
Tajaldin, M. (2009), Talent management processes, human resource development. Tadbir. 202. (In Persian).
Valverde, M., Scullion, H., & Ryan, G. (2013), Talent management in Spanish medium-sized .organisations. The International Journal of Human Resource Management, 24(9), 1832-1852.
Vorhauser, S. (2012), Talent serach: seeking a new generation of workers in the oil and. gas industry, north american oil and gas pipelines.
Weeks, S. (2011), Intellectual property: human capital, Cadernos de Estudos Africanos, 4.
Zéghal, D., & Maaloul, A. (2010), Analysing value added as an indicator of intellectual. Capital and its consequences on company performance. Journal of Intellectual capital, 19.
Zheng, C. (2009), Keeping talents for advancing service firms in Asia. Journal of Service Management, 20(5), 482-502.