طراحی الگوی جذب نخبگان در مراکز مطالعاتی و تحقیقاتی ارتش جمهوری اسلامی ایران در راستای تحقّق برنامه هفتم توسعه
محورهای موضوعی : مدیریت منابع انسانی
علی آزادمرد
1
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امید اردلان
2
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نبی اله دهقان
3
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جمشید صالحی صدقیانی
4
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میثم چگین
5
1 - گروه مدیریت دولتی_دانشکده مدیریت_ دانشگاه آزاد اسلامی واحد تهران شمال_ تهران _ ایران
2 - دانشیار دانشگاه فرماندهی و ستاد ارتش جمهوری اسلامی ایران، تهران، ایران
3 - دانشیار، دانشگاه صنعتی مالک اشتر، تهران، ایران
4 - استاد، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبایی، تهران، ایران
5 - استادیار، گروه خط مشی گذاری و اداره امور عمومی ، دانشکده مدیریت دولتی و علوم انسانی دانشکدگان مدیریت، دانشگاه تهران، تهران، ایران
کلید واژه: جذب نخبگان, برنامه هفتم توسعه, ارتش جمهوری اسلامی ایران,
چکیده مقاله :
زمینه و هدف: در برنامه هفتم توسعه به موضوع جذب نخبگان تأکید شده است. این امر بدون وجود الگوی مناسب جذب نخبگان در سازمان ها میسر نخواهد شد. هدف این پژوهش، طراحی الگویی برای جذب نخبگان در مراکز مطالعاتی و تحقیقاتی ارتش جمهوری اسلامی ایران در راستای تحقّق برنامه هفتم توسعه میباشد.
روش تحقیق: این پژوهش از لحاظ هدف کاربردی-توسعهای و از نوع آمیخته بود. در بخش کیفی از تکنیک تحلیل مضمون استفاده شد. در مرحله کمّی با استفاده از تکنیک دلفی الگو مورد اعتبارسنجی قرار گرفت. جامعه آماری این بخش، 8 خبره از جامعه آماری اعضاء هیئت علمی دانشگاههای ارتش جمهوری اسلامی ایران و 4 خبره از مدیران بنیاد ملی نخبگان بودند.
یافته ها: الگوی بدست آمده در پژوهش در برگیرنده بُعد برند کارفرمایی دانشی که شامل3 مؤلفه درون سازمانی (8 شاخص)، برون سازمانی (4 شاخص) و ویژگی های نخبه (7 شاخص) و بُعد کاربست فناوری های اطلاعاتی و ارتباطی که شامل 2 مؤلفه سخت افزاری زیرساخت (3شاخص) و مؤلفه نرم افزاری انسانی- اجتماعی (4شاخص) میباشد.
نتیجه گیری: تقویت برند دانشی و بهره گیری از فناوری های اطلاعاتی و ارتباطی در فرایند جذب میتواند جذب نخبگان را به مراکز مطالعاتی و تحقیقاتی ارتش جمهوری اسلامی ایران تسهیل نماید.
Background and purpose: The Seventh Development Plan emphasizes the significance of attracting highly skilled professionals. Attaining this goal necessitates the formulation of a comprehensive framework for identifying and engaging such individuals within organizations. The purpose of this research is to develop a model aimed at attracting distinguished individuals to the study and research centers of the Islamic Republic of Iran Army, in accordance with the objectives outlined in the Seventh Development Plan.
Research method: This study was carried out with an applied and developmental objective, employing a mixed-methods approach for data collection. During the qualitative phase, content analysis was employed. In the subsequent quantitative phase, the model was validated using the Delphi method. The statistical population for this stage consisted of 8 experts from faculty members of universities affiliated with the Islamic Republic of Iran Army, as well as 4 managers from the National Foundation for Elites.
Findings: The model formulated in this study encompasses the employer branding knowledge dimension, which comprises 3 components: internal (eight indicators), external (four indicators), and elite characteristics (seven indicators). Furthermore, it incorporates the application dimension of information and communication technologies, subdivided into two components: infrastructure hardware (three indicators) and the human-social software component (four indicators).
Conclusion: The enhancement of the knowledge brand and the utilization of information and communication technologies in the recruitment process may facilitate the attraction of premier talent to the study and research centers operated by the Islamic Republic of Iran Army.
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