الگوی شایستگی منابع انسانی صنعت دارویی در محیط صنعت چهار
سعید اربابی
1
(
دانش آموخته کارشناسی ارشد مديريت کسب و کار، گروه مديريت، واحد کرج، دانشگاه آزاد اسلامی، کرج، ايران
)
مهرداد حسینی شکیب
2
(
گروه مدیریت صنعتی، واحد کرج، دانشگاه آزاد اسلامی، کرج، ایران
)
زهره موسوی کاشی
3
(
گروه مديريت صنعتی، واحد كرج، دانشگاه آزاد اسلامي، كرج، ايران
)
کلید واژه: مدل شایستگی, منابع انسانی, صنعت دارویی, صنعت 4.0, رویکرد آمیخته,
چکیده مقاله :
مدل شایستگی منابع انسانی (HR) مجموعه‌ای از دانش، مهارت‌ها، توانایی‌ها و رفتارهای ضروری را برای اثربخشی حرفه‌ای منابع انسانی تعیین می‌کند. در صنعت 4.0، این مدل باید شایستگی‌هایی را منعکس کند که موجب تحول دیجیتال، تقویت نوآوری و اطمینان از انطباق با مقررات، به‌ویژه در صنعت داروسازی، شوند. هدف این مطالعه، شناسایی عوامل مؤثر بر شایستگی منابع انسانی در صنعت داروسازی در محیط صنعت 4.0 است. این پژوهش با مرور ادبیات آغاز شد و شاخص‌های کلیدی از طریق تحلیل محتوا استخراج و مبنای طراحی پرسشنامه‌ای قرار گرفته است که در میان 15 متخصص صنعت داروسازی توزیع گردید، این شاخص‌ها در سه دوره با استفاده از روش دلفی ارزیابی شدند. در مرحله بعد، جمع‌آوری داده‌ها از طریق یک نظرسنجی میدانی با نمونه‌گیری هدفمند از 62 مدیر، کارشناس و کارمند صنعت داروسازی ادامه یافت. داده‌های جمع‌آوری‌شده با استفاده از تحلیل عاملی تأییدی مبتنی بر حداقل مربعات جزئی (PLS) و از طریق نرم‌افزار Smart-PLS مورد تجزیه‌وتحلیل قرار گرفته است. یافته‌ها نشان داد که 35 شاخص شایستگی منابع انسانی در پنج بعد کلیدی: شایستگی‌های فردی (5 شاخص)، شایستگی‌های مدیریتی و رهبری (14 شاخص)، شایستگی‌های نوآوری و کارآفرینی (5 شاخص)، شایستگی‌های استراتژیک (5 شاخص) و شایستگی‌های فناوری (6 شاخص) طبقه‌بندی شدند. بر اساس نتایج پژوهش، پیشنهاد گردید مدیران سازمان‌های مرتبط، با برنامه‌ریزی و نظارت بر وظایف روزانه کارکنان، یادگیری مستمر را تقویت کنند. این امر شامل واگذاری پروژه‌های چالش‌برانگیز، تقویت همکاری متقابل و ارائه فرصت‌های آموزشی حین کار است. این رویکردها می‌توانند شایستگی‌های لازم برای موفقیت در عصر دیجیتال را فراهم کنند.
چکیده انگلیسی :
The Human Resources (HR) Competency Model defines the knowledge, skills, abilities, and behaviors essential for HR professionals' effectiveness. In the context of Industry 4.0, this model must incorporate competencies that drive digital transformation, foster innovation, and ensure regulatory compliance particularly in the pharmaceutical industry. This study aims to identify the factors influencing HR competency in the pharmaceutical industry within the Industry 4.0 environment.The research began with a literature review to establish foundational principles. Content analysis was used to extract key indicators, forming the basis of a questionnaire distributed to 15 pharmaceutical industry professionals. These indicators were evaluated through the Delphi method over three rounds. Subsequently, data collection continued via a field survey targeting a purposive sample of 62 pharmaceutical industry managers, experts, and employees. The data were analyzed using confirmatory factor analysis with partial least squares (PLS) in Smart-PLS software. Findings revealed 35 HR competency indicators categorized into five key dimensions: individual competencies (5 indicators), managerial and leadership competencies (14 indicators), innovation and entrepreneurship competencies (5 indicators), strategic competencies (5 indicators), and technological competencies (6 indicators). Based on these results, it is recommended that organizations foster continuous learning by planning and monitoring employees’ daily tasks. This includes assigning challenging projects, encouraging collaboration, and providing on-the-job training opportunities. These strategies can help develop the competencies needed to thrive in the digital era.
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