تبیین الگوی مدیریت منابع انسانی نظام اداری ایران با محوریت سازمان اقتصادی چاب ک
محورهای موضوعی : مدیریت
داود امامزاده
1
(دانشجوی دکتری گروه مدیریت دولتی، واحد قزوین دانشگاه آزاد اسلامی، قزوین، ایران.)
غلامرضا معمارزاده طهران
2
(نویسنده مسئول، دانشیار گروه مدیریت دولتی، واحد قزوین دانشگاه آزاد اسلامی، قزوین، ایران.)
ناصر حمیدی
3
(استاد گروه مدیریت صتعتی، واحد قزوین دانشگاه آزاد اسلامی، قزوین، ایران.)
جواد محرابی
4
(استادیار گروه مدیریت دولتی، واحد قزوین دانشگاه آزاد اسلامی، قزوین، ایران.)
کلید واژه: نظام اداری, سازمان تامین اجتماعی, کلمات کلیدی: منابع انسانی, سازمان اقتصادی چابک, روش بهتر ین – بدتر ین, هلدینگ نفت و پتروشیمی,
چکیده مقاله :
چکیدها یفای نقش منابع انسانی در چابکی سازمانهای اقتصادی ایران، نیازمند تبیین الگو و ترکیبی از فعالیته ایمد یر یت منابع انسانی است که ا ین پژوهش به دنبال چیستی ا ین ابعاد، مؤلفهها و همچنین ترکیب آنهامیباشد. این پژوهش از منظر هدف توسعهای و از نظر روش توصیفی و پیمایشی است. جامعه آماریپژوهش حاضر متشکل از خبرگان و متخصصین سازمان تامین اجتماعی )هلدینگ اقتصادی( میباشد که بااستفاده از روش نمونهگیری تصادفی انتخاب شدند. از مرور ادبیات و پیشینه تحقیق و نظر خبرگان 9 بعدچابکی، 5 بعد و 30 مولفه مدیریت منابع انسانی بهدست آمد. مولفههای شناسایی شده طی سه مرحله ازطریق تکنیک دلفی غربال شد. در ادامه با استفاده از روش بهترین - بدترین ) BWM ( ضریب اهمیت یاوزن مولفهها بهدست آمد. از ترکیب ابعاد و مولفهها، الگوی مدیریت منابع انسانی در سازمانهای اقتصادیچابک ایران حائز گردید.کلمات کلیدی: منابع انسانی، سازمان اقتصادی چابک، نظام اداری، سازمان تامین اجتماعی، روش بهتر ین –بدتر ین، هلدینگ نفت و پتروشیمی.1
AbstractPlaying the role of human resources in the agility of Iranian economic organizations requires an explanation of the pattern and combination of human resource management activities that this study seeks to understand what these dimensions, components and also their composition. This research is from the perspective of developmental goal, and in terms of descriptive and survey method. The statistical population of the present study consists of experts and specialists of the Social Security Organizatio who were selected using random sampling method. 9 dimensions of agility, 5 dimensions and 30 components of human resource management were obtained from reviewing the literature and experts' opinions. The identified components were screened in three steps by Delphi technique. Then, using (BWM) method, the significance coefficient or weight of the components was obtained. From the combination of dimensions and components, the model of human resource management in agile economic organizations of Iran was obtained.
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فصلنامه مطالعات کمی در مدیریت...................................................................... / 165
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- Hendricks,M.D. (2015) ,"towards & optimal Teacher salary Schedule" . Designing base Salary to attract and retain effecting Teachers Elsevier, vol.47(C),pages143-167
- Huang, J., & Kim, H. (2013), "Conceptualizing structural ambidexterity into the innovation ofhuman resource management architecture: The case of LGElectronics". The International Journal of Human Resource Management., 24, 922–943
- Iranzadeh, S. Mesbahi Jahormi , N. Abdul Hossein Sh. (2015). "Investigating the relationship between dimensions of organizational agility and employee productivity of Dana Insurance Company in East Azerbaijan Province". Productivity Management Quarterly, 10(38): pp. 117-145.(In Persian)
- Jajermizadeh, M, Foruzande Dehkordi, L , Abbasi, N and Tedin, A. (2013). "Designing a native model of human resources management with emphasis on contextual factors". Public Management Research, 7 (26): pp. 45-62.( In Persian)
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- Jafaranjad, Aand Shahai., B. (2009) "An introduction to organizational agility and agile production", Tehran: Mehraban Publishing House(In Persian).
- Jalalian, N. (2012). "Designing a model of future organizations (higher education system)". Journal of the Center for Studies and Development of Medical Sciences. 8 (30): 63-80. (In Persian)
- Jorbanian, M; Moradi, K; Dehghanpour Farshah, A; (2018) "Agile policy governance on the brink of the 4th industrial revolution", Administrative Development Quarterly, No. 58: pp. 28-37.(In Persian)
- Jin-Hai, L., Anderson, A., & Harrison, R. (2003). " The Evolution of Agile Manufacturing" . Business Process Management Journal, Pages 170-89.
- Kamrani Nejad, A, Hosseini , S. H., . Nazari, N,. (2013). "Practical methods of recruiting and maintaining human resources in order to increase organizational productivity", Sharq Police Studies Quarterly, 1 (1): pp. 37-48. (In Persian)
- Kang, S. H., Morris, S. S., & Snell, S. A.(2018). "Relational archetypes, organizational learning, and value creation: Extending the human resource architecture". Academy of Management Review, 32(1): 236–256.
Abili, Kh. (1389). " Human resources of Management with emphasis on new approaches", Industrial Management Organization. (In Persian)
- Accenture (2019). Public Service Agility: Unleashing government innovation in the US.
- Alnaqbi.W.(2011)"The relationship between human reasource practice and employee retention". Degree of Doctor edith cowan university.
- Annosi, M. C., Martini, A., Brunetta, F., & Marchegiani, L. (2018). "Learning in an agile setting: A multilevel research study on the evolution of organizational routines".Journal of BusinessResearch. doi:https://doi.org/10.1016/j.jbusres.2018.05.011.
- Arell, Ray, et al., (2018),"Characteristices of agile organizations, developed with funding from agile alliance".pp.1-11
- Argyris,L(1992) ."On Organisational Learning",Jossey-Bass,San Francisco.
- Armstrong, Michael ، (2014) "Strategic management of human resources: a practical guide", translated by Seyed Mohammad Arabi and Omid Mahdieh. Tehran: Office of Cultural Research. P.: 17 (In Persian)
164 / .......... ......... . تبیین الگوی مدیریت منابع انسانی نظام اداری ایران با محوری ت .. .
- Armestrong Michel , (2006 )‘" Handbook of Human Resource Management Practice"1 0th edition London: Kogan.72-81 .
- Asil, A. (2019). "Design and Implementation of Strategic Agility Evaluation Model with Structural Equation Modelling Approach", Academy of Strategic Management Journal.
- Atos, C. (2007)." Building the Agile Enterprise". Retrieved 10 1, 2012, from http: // www . nl .atosconsulting
- Azar, A. and Gholamzadeh, R. (2014), "Partial Least Squares Structural Equation Modeling (PLS-SEM)", Tehran: Negah Danesh Publications. (In Persian)
- Beer Mhchael ، (2009) ، "High commitment ، High performance ، How to build a resilient organization for sustained…advantage", Harvard Business School.
- Beer,Met ,(1994)," Managing Human Assets" ,Free Press, New York.
- Berger,L.A.(2004)," FOY Steps to creating a talent management system in Berger La & Berger D.R(Edition)".Talent management hand book, creating. Hardcover – October 1,2004
- Birklbauer K, Kühn F, Kempf M.(2011) ، "Future-oriented Organization". Integrated: http://innotiimi - icg.com/fileadmin/user_upload/pdf-Dateien/ Services/ Economy/ Future-oriented_ Organization.pdf.172-185
- Burton T, Moran JVV.(1995) ،"The future focused organization: Complete organizational alignment for breakthrough results". USA: Prentice Hall.222-230
- Buck.j.M.& Watson ، J.L.( 2002). ,"The Relationship Beetween Human Resource Management Strategies and organizational Commitment ,Innovative Higher Education" , (26).(222)
- Chiang ، Yun-Hwa, His-An ، Shin -Hsu ،Chu-Chun.(2014)," High Commitment Work System ، transactive memory system ، and new product performance" ، journal of Business Research.
Collings,D.G.,&Mallahi,K.(2009)."strategictalentmanagement:areviewandresearchagenda.HumanResourceManagement",Review,vol.19,pp.807-819.
- Dino, C (2014), "Alignment for the creation and development, Human resource management", Vol. 20, No.3, p. 562-577
- Ebrahimian Jolodar, S.y. and Seyyed Mahmoud Ebrahimian Jolodar,M.E (2010). "Organizational agility: response speed and organizational flexibility". Police Human Development Journal, 8(39). pp. 13-34(In Persian)
- Francis,D.(2011).“Managing People in Agile Organisations”. In A Gunasekaran (Ed.), Agile Manufacturing: The 21st Century Competitive Strategy (pp. 193-202). Oxford: Elsevier Science Ltd.
- Farrokhi, A; Safari, M.and Salehzadeh, R. (2016), "Pathology of Human Resource Management System", Human Resource Management Research Quarterly of Imam Hossein University (AS), 7 (25): pp. 83-111. (In Persian)
- Graves, L.M., Sarkis, J., and Zhu, Q., (2017)," How transformational leadership and employee motivation combine to predict employee proenvironmental behaviors in China", Journal of Environmental Psychology, 35, 81-91.
فصلنامه مطالعات کمی در مدیریت...................................................................... / 165
- Gunasekaran, A., & Yusuf, Y. (2002). " Agile Manufacturing: Taxonomy of Strategic and Technological Imperatives" . International Journal of Production Research, Vol. 40 .
- Guest ، DE, (1997) ," Human resource Management and Performance :a review of the research agend", International Jornal of Human Resource Management, 8(3), p263-76
- Hopp, W., & Van Oyen, M. (2004). " Agile workforce evaluation: A framework for cross-training and coordination" , IIE Transactions. 36(10) · January 2003 with 1,865 Reads DOI: 10.1080/07408170490487759.
- Harris,paul,(1990) ,"The Moral obligation to obay the iaw",in paul haris,op.cit.
- Hendricks,M.D. (2015) ,"towards & optimal Teacher salary Schedule" . Designing base Salary to attract and retain effecting Teachers Elsevier, vol.47(C),pages143-167
- Huang, J., & Kim, H. (2013), "Conceptualizing structural ambidexterity into the innovation ofhuman resource management architecture: The case of LGElectronics". The International Journal of Human Resource Management., 24, 922–943
- Iranzadeh, S. Mesbahi Jahormi , N. Abdul Hossein Sh. (2015). "Investigating the relationship between dimensions of organizational agility and employee productivity of Dana Insurance Company in East Azerbaijan Province". Productivity Management Quarterly, 10(38): pp. 117-145.(In Persian)
- Jajermizadeh, M, Foruzande Dehkordi, L , Abbasi, N and Tedin, A. (2013). "Designing a native model of human resources management with emphasis on contextual factors". Public Management Research, 7 (26): pp. 45-62.( In Persian)
- Jabedar, A. Lashgari , M ,and Saeedzadeh, H. (2013), "Investigation of the roles of NAJA inspection in the retention of managers", Monitoring and Inspection Quarterly, 6 (20): pp. 7-28.(In Persian)
- Jafaranjad, Aand Shahai., B. (2009) "An introduction to organizational agility and agile production", Tehran: Mehraban Publishing House(In Persian).
- Jalalian, N. (2012). "Designing a model of future organizations (higher education system)". Journal of the Center for Studies and Development of Medical Sciences. 8 (30): 63-80. (In Persian)
- Jorbanian, M; Moradi, K; Dehghanpour Farshah, A; (2018) "Agile policy governance on the brink of the 4th industrial revolution", Administrative Development Quarterly, No. 58: pp. 28-37.(In Persian)
- Jin-Hai, L., Anderson, A., & Harrison, R. (2003). " The Evolution of Agile Manufacturing" . Business Process Management Journal, Pages 170-89.
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