شناسایی و اولویت بندی ابعاد و مولفه های استراتژی آموزش و توسعه نیروی انسانی مبتنی بردانش در صنعت بانکداری در عصر دیجیتال(مطالعه موردی : بانک ملت)
محورهای موضوعی : توانمندسازی سرمایه انسانیفرشته افتخارنژاد 1 , مجید جهانگیر فرد 2 , علی مهدی زاده اشرفی 3 , تورج مجیبی 4
1 - گروه مدیریت، واحد فیروزکوه، دانشگاه آزاد اسلامی، فیروزکوه ، ایران
2 - گروه مدیریت، واحد فیروزکوه، دانشگاه آزاد اسلامی، فیروزکوه ، ایران
3 - استادیار گروه مدیریت، واحد فیروزکوه، دانشگاه آزاد اسلامی، فیروزکوه ، ایران
4 - گروه مدیریت، واحد فیروزکوه، دانشگاه آزاد اسلامی، فیروزکوه
کلید واژه: استراتژی, مدیریت دانش, بانکداری, آموزش و توسعه,
چکیده مقاله :
با تغییرات سریع محیطی، ظهور و پیچیده تر شدن مشاغل و وظایف شغلی جدید، و رقابت در محیط به سرعت در حال تغییر کسب و کار امروزی و لزوم پاسخ گویی به نیازهای مشتریان، نقش آموزش و تغییر در دانش، مهارت، توانایی‌ها و رفتار کارکنان محسوس می‌باشد. پژوهش حاضر با هدف شناسایی و تبیین مؤلفه‌ها و شاخص‌های استراتژی آموزش و توسعه نیروی انسانی مبتنی بر دانش در صنعت بانکداری در بخش دولتی انجام شده است.در ابتدا با استفاده از ادبیات نظری موضوع مؤلفه های استراتژی آموزش و توسعه و مدیریت دانش استخراج گردید و در بخش بعد از طریق روش دلفی و مصاحبه با 15 نفر از خبرگان مدیریت منابع انسانی در بانک ملت و با استفاده از پرسشنامه نیمه‌ساختار یافته مؤلفه‌ها و شاخص های استراتژی آموزش و توسعه نیروی انسانی مبتنی بر دانش تعیین گردید . پس از طراحی پرسشنامه مقایسات زوجی ، مؤلفه ها و شاخص‌ها وزن دهی و رتبه‌بندی شدند. یافته های پژوهش حکایت از این دارد برای پیاده سازی موفق مدیریت دانش در استراتژی آموزش و توسعه در حوزه منابع انسانی می‌بایست در پنج حوزه تعیین نیازهای آموزشی ، تعیین اهداف آموزش و توسعۀ منابع انسانی ، تعیین محتوای دوره‌ها ، بکارگیری اصول و مبانی یادگیری اجرا و ارزشیابی مجموعا به 24 شاخص در زمینه‌های ساختاری ، ارزشی و رفتاری در مدیریت دانش توجه نمود
With rapid environmental change, the emergence and complexity of new jobs and tasks, and competition in today's rapidly changing business environment to meet customer needs, the role of education and change in knowledge, skills, abilities and behavior of staff is tangible. Implementation of training and development of human resources causes people to be able to effectively continue their activities in accordance with organizational and environmental changes and increase their efficiency.The present study aimed to identify and explain the components and indicators of training and development of Knowledge-based human resources training and development strategy in the banking industry in the public sector. First, using theoretical literature the components of training and development strategy and knowledge management were extracted extracted, and in the next part, through Delphi method and interviews with 15 human resource management experts in Bank Mellat, using a semi-structured questionnaire , components and indicators of Knowledge-based staffing strategy were determined. After designing the pairwise comparison questionnaire, the opinions of human resources experts were collected and the components and indicators were weighted and ranked. According to the research findings, To successfully implement knowledge management in the training and development strategy in the field of human resources must be in five areas : Determining educational needs, determining the goals of education and human resource development, determining the content of courses, applying the principles and foundations of learning,Implementation and evaluation ;paid attention to a total of 24 indicators in the fields of structure, value and behavior in knowledge management.
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نحوه استناد به مقاله: افتخارنژاد فرشته، جهانگیر فرد مجید، مهدی‌زاده‌اشرفی علی ، مجیبی تورج (1402). شناسایی و اولویت بندی ابعاد و مولفه های استراتژی آموزش و توسعه نیروی انسانی مبتنی بردانش در صنعت بانکداری در عصر دیجیتال(مطالعه موردی : بانک ملت). مجله توانمندسازی سرمایه انسانی، 6 (2)، 199-214 https://jhce.rasht.iau.ir/article_699312.html
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