ارائه و اعتبارسنجی الگوی همسویی استراتژی‌های جبران خدمات منابع انسانی با راهبردهای سازمان در جهت اثربخشی شرکت بیمه ایران
علی حاجی هادی نقاش
1
(
دانشجوی دکتری تخصصی مدیریت دولتی، واحد کرمان، دانشگاه آزاد اسلامی،کرمان، ایران
)
سعید صیادی
2
(
دانشیار گروه مدیریت واحد کرمان، دانشگاه آزاد اسلامی،کرمان، ایران
)
مهدی محمدباقری
3
(
استادیار گروه مدیریت صنعتی-مالی، واحد کرمان، دانشگاه آزاد اسلامی،کرمان، ایران
)
شهین شرفی
4
(
استادیار، گروه مدیریت، واحد کرمان، دانشگاه آزاد اسلامی، کرمان، ایران
)
آمنه فیروزآبادی
5
(
استادیار گروه علوم اجتماعی، واحد بردسیر، دانشگاه آزاد اسلامی، بردسیر، ایران
)
کلید واژه: استراتژی, جبران خدمات منابع انسانی, راهبرد, اثربخشی, بیمه ایران.,
چکیده مقاله :
هدف این پژوهش، ارائه مدل همسویی استراتژی‌های جبران خدمات منابع انسانی با راهبردهای سازمان در جهت اثربخشی شرکت بیمه ایران و همچنین سنجش اعتبار آن بود. جامعه آماری بخش کیفی شامل اعضای هیئت علمی دانشگاه‌ها و مراکز پژوهشی و همچنین خبرگان اجرایی آشنا به اجرا، دستورالعمل‌ها و بخشنامه‌ها در حوزه جبران خدمت بود که به روش هدفمند 13 نفر به عنوان نمونه انتخاب شدند. جامعه آماری بخش کمّی را کارشناسان و رؤسا و مدیران شاغل در بیمه ایران تشکیل دادند که 138 نفر از آنها به‌عنوان نمونه آماری انتخاب شدند. داده‌های بخش کیفی از طریق مصاحبه نیمه ساختار یافته جمع‌آوری و در نرم افزار MAXQDA تحلیل گردید. داده‌های بخش کمّی نیز توسط پرسشنامه‌ای تدوین شده بر مبنای خروجی‌های بخش کیفی پژوهش جمع‌آوری شد و با نرم‌افزار Smart PLS تحلیل شدند. نتایج پژوهش مضامین نظام جذب، حفظ و نگهداشت کارکنان؛ برند بیمه ایران؛ قابليت‌هاي اجرايي در فرآيند برنامه‌ريزي استراتژيك؛ آموزش، پژوهش و توسعه منابع انسانی؛ استراتژی‌های جبران خدمات منابع انسانی؛ راهبردهای سازمان؛ محدودیت بیمه ایران با قوانین و مقررات کشوری؛ عدم کفایت میزان پرداختی‌‌های شرکت؛ اثربخشی شرکت بیمه ایران و توسعه برنامه استراتژیک شرکت را به عنوان مضامین اصلی الگوی همسویی استراتژی‌های جبران خدمات منابع انسانی با راهبردهای سازمان نشان داد.
چکیده انگلیسی :
This study aimed to provide a model of how salaries and benefits for human resource professionals can be aligned with organizational strategies in order to measure Iranian Insurance Company's effectiveness and credibility. The statistical population of the qualitative part included faculty members of universities and research centers, as well as executive experts familiar with the implementation, guidelines and directives in the field of service compensation, and 13 people were selected as a sample in a targeted manner. The statistical population quantitatively consisted of 138 experts, heads, and managers of Iranian insurance, from which 138 were chosen as a statistical sample. The qualitative data were collected through semi-structured interviews and analyzed using MAXQDA. Data for the quantitative part of the research was collected via a questionnaire compiled based on the qualitative results and analyzed using Smart PLS. The results of the research on the themes of the system of recruiting, retaining and maintaining employees; Iranian insurance brand; executive capabilities in the strategic planning process; Education, research and development of human resources; HR compensation strategies; organization strategies; Iran's insurance restrictions with national laws and regulations; Inadequacy of company payments; It showed the effectiveness of the Iran Insurance Company and the development of the company's strategic plan as the main themes of the alignment pattern of human resource service compensation strategies with the organization's strategies.
Ansari, M. E., Shirvani, A. R., & Hakami Shalamzari, B. (2014). The study Influence Internal aspects of compensation strategies on the Development Innovation staff Agricultural Bank Chahrmahal & Bakhtiari Province Using Robbins & DeCenzo Model. New Marketing Research Journal, 4(3), 1-24. [In Persian]
Asmi Rad, A., & Ebrahimi Vishki, M. (2015). Examining the factors affecting the increase of human resource productivity and providing solutions to improve it in the organization. Second International Conference in Management, Accounting and Economics, Tehran, Iran. [In Persian]
Azar, A., Zarei Mahmoodabadi, M., & Tahari Mehrjardi, M. H. (2012). Prioritization Factors Effecting Productivity of Manpower in the Tile Industry by Combined Approach DEA and Multi Attribute Decision Making. Journal of Industrial Management Perspective, 2(1), 9-25. https://jimp.sbu.ac.ir/article_87348.html [In Persian]
Bamari, M. (2021). The importance and necessity of training and improvement of human resources 5th International Congress of Psychological Sciences and Education, Tehran, Iran. [In Persian]
Barzegarzadeh, A. K., & Shokarollahi Shirazi, E. (2021). Service compensation management.Call of Entrepreneur Publishing House. Tehran. [In Persian]
Ebrahimzadeh, Y., Tarashi, A., & Korosh, S. (2019). Investigating the relationship between organizational effectiveness and outsourcing in Urmia state banks. Applied Studies in Management and Development Sciences, 5(5), 35-42. [In Persian]
Elisa, Z. P., Nabella, S. D., & Sari, D. P. (2022). The Influence of Role Perception, Human Resource Development, and Compensation on Employee Performance Universitas Ibnu Sina. Enrichment: Journal of Management, 12(3), 1606-1612.
Ghahreman, Z., Rafti, M., & Tavassoli, E. (2022). Investigating the effect of organizational structure and strategic alignment on the success of a new product (a case study of Pegah Dairy Company in Razavi Khorasan Province) 11th International Conference on New Researches in Management, Economics, Accounting and Banking, Tbilisi, Georgia. [In Persian]
Hashemi, K., & Kangrani Farahani, A. (2014). Assessing the status of compensation system for strategic human resources management services in the General Directorate of Records and Real Estate of Khuzestan Province the International Conference on Management Economics and Social Sciences, Rasht, Iran. [In Persian]
Ibrahim, M., Sulaiman, M., Kahtani, A., & Abu-Jarad, I. (2012). The relationship between strategy implementation and performance of manufacturing firms in Indonesia: The role of formality structure as a moderator. World Applied Sciences Journal, 20(7), 955-964.
Kang, E., & Lee, H. (2021). Employee compensation strategy as sustainable competitive advantage for HR education practitioners. Sustainability, 13(3), 1-23.
Kargarian, S., & Shaemi, A. (2021). Designing a Strategic Model for Compensation in Yazd Regional Electric Company. Career and Organizational Counseling, 12(45), 9-30. [In Persian]
Kavale, S. (2012). The connection between strategy and structure. International journal of business and commerce, 1(6), 60-70.
Khalili, S. M., Hadi Peykani, M., & Ebrahimzadeh Dastjerdi, R. (2023). The experiences of social security organization managers on the effectiveness of human resource management: Phenomenological approach. Journal of Modern Management Engineering, 2, 57-83. [In Persian]
Loghman Astreki, S., & Fateminejad, Z. (2021). Alignment of position, behavior and strategic structure for smart service businesses in manufacturing 12th International Conference on New Researches in Management, Economics and Development, International Organization of Academic Studies, Tehran, Iran. [In Persian]
Madhani, P. M. (2022). Strategic human resource: Enhancing performance with six sigma approach. Compensation & Benefits Review, 54(2), 51-73.
Mohammadi, Z., & Tahmasabi, S. (2019). Investigating the relationship between service compensation system and employees' job motivation 4th International Conference on Modern Economics, Management and Accounting Studies in Iran, Applied Scientific University-Municipalities Support Organization and Development Center for Creativity and Innovation of Modern Sciences, Tehran, Iran. [In Persian]
Ostadian, A. A. (2021). The six-step model of preparation and implementation of the employee compensation program 5th International Conference on Global Studies in Human Sciences, Management and Entrepreneurship, Iran Science and Technology Development Association, Tehran, Iran. [In Persian]
Rahimi, S., Arabi, S. M., & Fayazi, B. M. (2018). Typology of organizational behavior strategy. Strategic Management Research, 25(75), 45-70. [In Persian]
Rajasekar, J. (2014). Factors affecting effective strategy implementation in a service industry: A study of electricity distribution companies in the Sultanate of Oman. International Journal of Business and Social Science, 5(9), 169-183.
Sepeharinia, F., & Hosseini, S. M. H. (2015). Investigation and evaluation of the obstacles to the implementation of strategic management in manufacturing companies (case study of Jamco electronic machines manufacturing company) the National Conference on Management and Education, Malayer, Iran. [In Persian]
Seyed Javadin, S. R., Fayazi, M., Balochi, H., & Farsizadeh, H. (2014). The effect of psychological capital on the quality of services provided to customers by counter staff with the mediation of job satisfaction (case study of Ansar Bank). 3(4), . Organizational Behavior Studies, 3(4), 89-114. [In Persian]
Seyydipour, S. a.-S., Younesi, M., & Shahamat, N. (2021). Strategy and organizational structure the 4th International Conference of Psychology, Educational Sciences and Social Studies, Hamedan, Iran. [In Persian]
Soltani, I., & Askari, A. (2017). Presenting an operational model for measuring the degree of alignment of human resource strategies with the organization's macro strategies (case study of Mobarakeh Steel Company) 15th International Management Conference, Shahid Beheshti University, Tehran, Iran. [In Persian]
Tabatabai, M. S. (2019). Crisis management in order to maintain and maintain employees the National Conference on Improvement and Restructuring of Organization and Business, Tehran, Iran. [In Persian]
Torabi, A., Hamedi, O., & Jalilian, T. (2019). The effect of perceived organizational support and spirituality in the workplace on the effectiveness of human resources. Journal of Police Cultural Studies, 7(1), 1-26. [In Persian]