طراحی الگویی برای موفقیت در مسیر شغلی سازمان های دولتی ایران
محورهای موضوعی : مدیریت منابع انسانی
مهناز نقی یان
1
,
کرم اله دانشفرد
2
,
پروانه گلرد
3
1 - دانشگاه آزاد اسلامی واحد قشم
2 - دانشگاه آزاد اسلامی واحد علوم و تحقیقات دانشکده مدیریت و اقتصاد
3 - دانشگاه آزاد اسلامی واحد تهران جنوب دانشکده مدیریت
کلید واژه: موفقیت شغلی, موفقیت مسیرشغلی, سازمان¬های دولتی,
چکیده مقاله :
زمینه و هدف: سازمانها برای اینکه بتوانند نیروی انسانی خود را حفظ کرده و ضریب ترک مشاغل را پایین نگاه دارند، ناگزیرند که بستر لازم را برای توسعه منابع انسانی، بخصوص نیروهای کارآمد و متخصص فراهم سازند. از این رو، باید درصدد توسعه بینش خود در ارتباط با موفقیت مسیر شغلی باشند. هدف این پژوهش طراحی الگویی برای موفقیت در مسیرشغلی سازمانهای دولتی ایران میباشد.
روش تحقیق: روش پژوهش مبتنی بر تکنیک دلفی می باشد. جامعه آماری را خبرگان دانشگاهی سازمانی تشکیل دادند. پنل دلفی متشکل از 10 خبره بود و بازخوردها از خبرگان طی سه مرحله و براساس پرسشنامه خبرگی صورت گرفت.
یافتهها: در دور اول دلفی، 326 شاخص، و از این تعداد در دور دوم و ارزیابی مؤلفههای موفقیت مسیرشغلی، 256 شاخص در 53 مؤلفه از دید خبرگان، تحلیل در موفقیت مسیرشغلی ارزیابی شد. در دور سوم، ابعاد موفقیت مسیرشغلی (17 بعد)، در 4 محور بهبود مستمر موقعیتهای عینی، نهادینهسازی موفقیتپذیری ذهنی، سیاستگذاری یکپارچه در ساخت مسیرشغلی، و ارزیابی موفقیت مسیرشغلی موردارزیابی قرار گرفتند.
نتیجه گیری: میتوان عنوان نمود که در طراحی الگوی موفقیت مسیرشغلی به همسویی درونی و اجرایی با واقعیتهای شغلی سازمان و خواست نیروها توجه نمود. سازمانهای دولتی میبایست در طراحی و تدوین برنامههای مسیرشغلی کارکنان از رویکرد کارمندمحوری بهره جویند.
Background and purpose: To effectively retain human resources and minimize turnover rates, organizations must establish a supportive framework for the development of human capital, particularly among efficient and specialized personnel. Consequently, it is essential for organizations to enhance their understanding of the factors contributing to successful career trajectories. This research aims to design a successful career path framework for government organizations in Iran
Research method: The research methodology employed the Delphi technique. The statistical population comprised organizational academic experts. The Delphi panel was constituted of 10 experts, and expert feedback was collected in three iterative stages utilizing a structured questionnaire.
Findings: In the initial round of the Delphi method, 326 indicators were identified. Following this, in the subsequent round, 256 indicators were assessed in relation to components of career path success, encompassing 53 distinct components from the experts' perspectives. In the third round, 17 dimensions of career path success were evaluated across four axes: continuous improvement of objective conditions, institutionalization of mental success, integrated policy-making in career path development, and evaluation of career path success.
Conclusion: It is essential to prioritize internal and executive alignment with organizational job realities and external demands when developing the success model for career pathways. Government organizations should leverage an employee-centered approach in the design and formulation of employee career path strategies.
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