ارائه الگوی مفهومی مدیریت استراتژیک منابع انسانی چابک با رویکرد فراترکیب
محورهای موضوعی : فصلنامه منابع انسانی تحول آفرین
شیروان کیوانی
1
(دانشجوی دکتری، گروه مدیریت، واحد ارومیه، دانشگاه آزاد اسلامی، ارومیه، ایران)
رضا رستم زاده
2
(گروه مدیریت، واحد ارومیه، دانشگاه آزاد اسلامی، ارومیه، ایران.)
کلید واژه: منابع انسانی, مدیریت استراتژیک منابع انسانی, منابع انسانی چابک, فراترکیب,
چکیده مقاله :
چکیده زمینه و هدف: امروزه سازمانها برای توسعه بایستی بتوانند در برابر چالشهای پیشروی خود سازگار، مقاوم و دارای نیروی انسانی چابک باشند، از این رو آشنایی با مفاهیم بنیادی مدیریت استراتژیک منابع انسانی چابک و توسعه آن برای سازمانها از اهمیت ویژهای برخوردار است. هدف این پژوهش، ارائه الگوی مفهومی مدیریت استراتژیک منابع انسانی چابک با رویکرد فراترکیب می باشد. روش بررسی: در پژوهش حاضر از روش کیفی فراترکیب استفاده شد تا بتواند یافتههای مطالعات صورت گرفته در این خصوص را به صورت نظام‌مند بررسی نماید. ابزار گردآوری دادهها، اسناد موجود در این حوزه در پایگاههای علمی معتبر در بازه زمانی 1999 تا 2023 و شامل 20 پژوهش بود. شیوه تحلیل دادهها کدگذاری باز و در این پژوهش تعداد 226 کد شناسایی گردید و سپس کدهای شناسایی شده بر اساس میزان تشابه مفهومی دستهبندی و ترکیب شدند. یافته‌ها: یافته‌ها نشان داد عوامل تاثیرگذار بر مدیریت استراتژیک منابع انسانی چابک شامل پنج بعد عوامل سازمانی، عوامل ارتباطی، عوامل دانشی، عوامل فرهنگی و عوامل انسانی می باشد که در نهایت الگوی تحقیق ترسیم شد. نتیجهگیری: منابع انسانی در سازمان ها به دلیل ماهیتی که دارند، باید از سطح بالایی از قابلیت ها در حوزه مدیریت استراتژیک برخوردار باشند تا اهداف بلندمدت سازمان ها تامین شود. برای این مهم، ضروری است عوامل تاثیرگذار بر مدیریت استراتژیک منابع انسانی چابک مورد توجه مدیران قرار بگیرد. واژه های کلیدی: منابع انسانی، مدیریت استراتژیک منابع انسانی، منابع انسانی چابک، فراترکیب
Abstract Bakground and purpose: Today, for development, organizations should be able to adapt, resist and have agile human resources against the challenges of their advancement. Hence familiarity with the fundamental concepts of strategic management of agile human resources and its development is important for organizations. The purpose of this research is to provide a conceptual model of strategic management of agile human resources with a hybrid approach. Research method: In the current research, a meta-composite qualitative method was used in order to systematically review the findings of the studies conducted in this regard. The data collection tool was the documents available in this field in reliable scientific databases in the period from 1999 to 2023 and included 20 studies. The method of data analysis was open coding. In this research, 226 codes were identified and then the identified codes were categorized and combined based on the degree of conceptual similarity. Findings: The findings showed that the factors affecting the strategic management of agile human resources include five dimensions of organizational factors, communication factors, knowledge factors, cultural factors and human factors, which finally drew the research pattern. Conclusion: Due to their nature, human resources in organizations should have a high level of capabilities in the field of strategic management in order to meet the long-term goals of organizations. For this reason, it is necessary for managers to pay attention to the factors influencing the strategic management of agile human resources.
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