شناسایی عوامل و پیشران‌های کلیدی مؤثر بر نظام سیاستگذاری و مدیریت استعداد در نهادهای شهری مورد مطالعه: سازمان تأمین اجتماعی تهران
محورهای موضوعی : مدیریت
غلامحسین عابدی روش
1
,
فرشاد حاج علیان
2
*
,
حسین صفرزاده
3
,
امیرمهدی میاندرق
4
1 - دانشجوی دکتری-گروه مدیریت-واحد فیروزکوه-دانشگاه آزاد اسلامی-فیروزکوه-ایران.
2 - استادیار دانشگاه آزاد اسلامی واحد فیروزکوه- گروه مدیریت، واحد فیروزکوه، دانشگاه آزاد اسلامی ،فیروزکوه، ایران
3 - هیات علمی گروه مدیریت دانشگاه آزاد اسلامی واحد تهران مرکزی
4 - گروه ریاضی،دانشگاه ازاد اسلامی، واحد فیروزکوه، فیروزکوه ، ایران
کلید واژه: آینده‌پژوهی, استعداد, سازمان تأمین اجتماعی, مدیریت استعداد.,
چکیده مقاله :
In the contemporary world, the shift from traditional approaches towards knowledge-based systems, especially in human resource management, seems essential, and in this regard, talent management plays a key role. The aim of this study is to identify the key factors affecting diverse systems in each organization that can guide the development of a roadmap and future development scenarios for the organization. Given the importance of this topic, this research has focused on identifying the key factors affecting the future of the talent management system in the Social Security Organization using structural analysis methods. This research has an applied and exploratory nature, implemented using foresight methods. The theoretical data were collected through documentary methods, and the empirical data were gathered through surveys and the Delphi method. The participants included 10 experts and managers from the Social Security Organization of Tehran, selected through purposive and judgmental sampling. Structural analysis and the Micmac software were used for data analysis. The results of the research showed that the dispersion of key variables on the future of the talent management system in the Social Security Organization of Tehran has an unstable system, and among the 13 considered factors, 5 key and strategic variables were identified. These variables include the employee training system, technological changes, the competitive environment of the organization, talent performance evaluation, and economic changes as the driving forces of the talent management system. Additionally, 6 variables were classified under influencing factors such as organizational culture, organizational productivity, employee development system, managerial support, individual productivity, and talent retention system, while 2 variables were categorized in the group of dependent or influenced factors, including the talent attraction system and talent deployment. No variable was placed in the independent factors group. Strategic and key variables such as the employee training system, technological changes, competitive environment, talent performance evaluation, and economic changes were ranked based on their impact. According to the results, if the key forces and trends affecting the future of the talent management system evolve, it can be expected that factors such as job satisfaction, social status, organizational attachment, job identity, employee welfare, organizational commitment, and job independence will be enhanced among human resources.
In the contemporary world, the shift from traditional approaches towards knowledge-based systems, especially in human resource management, seems essential, and in this regard, talent management plays a key role. The aim of this study is to identify the key factors affecting diverse systems in each organization that can guide the development of a roadmap and future development scenarios for the organization. Given the importance of this topic, this research has focused on identifying the key factors affecting the future of the talent management system in the Social Security Organization using structural analysis methods. This research has an applied and exploratory nature, implemented using foresight methods. The theoretical data were collected through documentary methods, and the empirical data were gathered through surveys and the Delphi method. The participants included 10 experts and managers from the Social Security Organization of Tehran, selected through purposive and judgmental sampling. Structural analysis and the Micmac software were used for data analysis. The results of the research showed that the dispersion of key variables on the future of the talent management system in the Social Security Organization of Tehran has an unstable system, and among the 13 considered factors, 5 key and strategic variables were identified. These variables include the employee training system, technological changes, the competitive environment of the organization, talent performance evaluation, and economic changes as the driving forces of the talent management system. Additionally, 6 variables were classified under influencing factors such as organizational culture, organizational productivity, employee development system, managerial support, individual productivity, and talent retention system, while 2 variables were categorized in the group of dependent or influenced factors, including the talent attraction system and talent deployment. No variable was placed in the independent factors group. Strategic and key variables such as the employee training system, technological changes, competitive environment, talent performance evaluation, and economic changes were ranked based on their impact. According to the results, if the key forces and trends affecting the future of the talent management system evolve, it can be expected that factors such as job satisfaction, social status, organizational attachment, job identity, employee welfare, organizational commitment, and job independence will be enhanced among human resources.
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