ارائه الگوی تعیین بهره وری مدیریت منابع انسانی پایدار در پروژه های ساختمانی
سید علی زاده ختمی مآب
1
(
دانشجوی دکتری گروه مهندسی عمران، واحدعلوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران
)
محسنعلی شایانفر
2
(
دانشیار گروه مهندسی عمران، دانشگاه علم و صنعت ایران، تهران، ایران
)
مسعود ذبیحی سامانی
3
(
استادیارگروه مهندسی عمران، واحدپرند، دانشگاه آزاداسلامی، تهران، ایران
)
مهدی روان شادنیا
4
(
دانشکده مندسی مدیریت ساخت علوم و تحقیقات تهران
)
کلید واژه: بهره وری, مدیریت منابع انسانی , پروژه های ساختمانی,
چکیده مقاله :
پژوهش حاضر به لحاظ هدف توسعه‌ای، به لحاظ گردآوری داده‌ها پیمایشی و از نظر زمانی مقطعی (سال 1400 ) است. این مطالعه براساس دو رویکردکمی وکیفی (آمیخته) انجام شد، جامعه آماری در مرحله کیفی اساتید دانشگاه و خبرگان متخصص شاغل در پروژه های ساختمانی وزارت نیرو و راه و شهرسازی با حجم نمونه 15 نفر ، و در مرحله کمی شامل کارشناسان و مهندسان پروژه های ساختمانی وزارت نیرو و راه و شهرسازی به تعداد 144 نفر با حجم نمونه 132 می‌باشد. در مرحله کیفی تحلیل نتایج مصاحبه های نیمه ساختارمند با روش تحلیل مضمون (با نرم افزار MaxQDA ) انجام گرفت و در ادامه برای تجزیه و تحلیل مصاحبه‌ها از روش تحلیل تماتیک استقرایی استفاده شد. نتیجه مصاحبه‌ها با خبرگان، 9 بعد (تم نهایی) برای طراحی الگو بود. که در ادامه پس از طراحی مدل مربوطه، از تحلیل عاملی تأییدی با کمک نرم افزار Smart PLS معنی داری روابط میان عوامل موثر در مدل بهره وری مدیریت منابع انسانی پایدار در پروژه های ساختمانی مورد بررسی قرار گرفت. یافته ها : 3 بعد مدیریت ارتباطات، مدیریت سازمانی منابع انسانی و مدیریت فنی از مدل حذف و 7 بعد : گزینش، آموزش و جبران خدمات کارکنان ، مدیریت و سیاست گذاری مالی ، تعریف عملیاتی دقیق از بهره وری فعالیتها، نظارت و ارزیابی مسئولانه ، ثبت واستفاده از اطلاعات بروز و انتخاب بهترین راه حلها تائید شدند.
چکیده انگلیسی :
The pivotal role of human power as the most important resource and asset of construction companies is undeniable. Therefore, increasing productivity in the mentioned companies has been one of the main concerns of the executive directors. Due to the importance of the issue today, most of the development programs are based on increasing the productivity of human resources, so the senior managers of the construction industry should use the findings. The current research is developmental in terms of its purpose, survey in terms of data collection, and cross-sectional in terms of time (year 2021). This study is based on two quantitative and qualitative (mixed) approaches, the statistical population in the qualitative phase includes university professors and experts working in the construction projects of the Ministry of Energy, Roads and Urban Development with a sample size of 15 people, and in the quantitative phase it includes experts and engineers of projects The building of the Ministry of Energy, Roads and Urban Development has 144 people with a sample size of 132. In the qualitative phase, the results of semi-structured interviews were analyzed using thematic analysis method (with MaxQDA software), and in the following, the inductive thematic analysis method was used to analyze the interviews. As a result of interviews with experts, 9 dimensions (final theme) have been obtained for designing the model. In the following, after designing the relevant model, from confirmatory factor analysis with the help of Smart PLS software, the significance of the relationships between the effective factors in the productivity model of sustainable human resource management in construction projects has been examined.
Key words: productivity, human resources management, construction projects
1- Introduction
In terms of the volume of credits, construction projects have taken a major share and on the one hand, they create new capacities in the growth and development of each country, and on the other hand, they create new jobs and employ human resources on a large scale, including He has become workers, master craftsmen, supervisors and engineers. On the other hand, the wrong and incorrect use of resources and wasting them in projects not only reduces the amount of limited resources of the country, but is considered one of the main factors in increasing costs and reducing the value of projects. Sustainable human resources There are changes in the construction industry and urban agglomeration that require more attention to targeted planning and especially targeted planning to improve the productivity of sustainable human resources management in construction projects.
2- Literature Review
Ghanbari, Mehdi (2022) in a research entitled: Investigating factors affecting the improvement of human resource productivity in line with strategic goals, Haraz Institute of Higher Education came to the conclusion that knowledge management, commitment and job motivation of human resources on the promotion and determination of workforce productivity Humans play a role. Song et al. (2023) in a research on the impact of sustainable development policy on the productivity of companies' agents concluded that companies rely on both resource reallocation and technological innovations to improve productivity. In particular, firms with stronger environmental regulations and more human capital tend to increase total labor productivity growth through technological innovation, while firms with greater resource dependence and political connections tend to benefit more from resource reallocation efforts.
3- Methodology
The current research is based on the purpose of a developmental research, on the other hand, considering that in this research library study methods and field methods such as interviews and questionnaires were used, the present research can be Based on the method of data collection, it is a survey research and from the time dimension, it is a cross-sectional research; Because the research interviews were conducted in 1400. Also, this study is based on two quantitative and qualitative approaches, so it is considered a mixed research. The statistical sample of this stage includes 15 university professors (7 people), experts and experts working in construction projects (8 people) who were selected purposefully. They were working in the field of human resources. The analysis of the data related to the interviews was done using the theme analysis method using MaxQDA software, and then the theme analysis method was used to analyze the interviews.
4- Result
The first research question: What are the effective factors on the validity and accuracy of productivity measurement and reducing measurement bias due to subjectivity and uncertainties in this process? In response to the first question of the research, 97 key points, 50 open codes, and 12 sub-themes were counted, and finally the mentioned sub-themes were classified into 5 categories (main theme).
Raw towards concepts and categories. The second sub-question: What is the impact of sustainable human resource management and background factors in determining the productivity of sustainable human resource management in construction projects? In response to the second question of the research, the number of 45 key points and 26 open codes, 6 sub-themes and 4 main themes (categories) were counted. The data in Table 3 shows the inductive process of moving from raw data to themes and categories. give The third sub-question: What is the solution to create an expert system to evaluate productivity and provide improvement policy in construction projects? In response to the third question of the research, the number of 76 key points and 40 open codes, 9 sub-themes and 5 main themes (categories) were counted. The data of Table 4 shows the inductive process of moving from raw data to themes and categories. to give The fourth sub-question: What are the factors and indicators affecting the productivity of construction projects? In response to the fourth research question, 40 key points and 24 open codes, 6 sub-themes and 5 main main themes (categories) were counted. The data in Table No. 4 shows the inductive process of moving from raw data to themes and categories.
5- Discussion
In response to the first question of the research, the results of the qualitative part of the research show: 1. Technical management of the project by efficient human resources 2. Detailed operational definition 3. Responsible monitoring and evaluation 4. Solving hardware problems 5. Clarity of individual goals and duties The result presented about the intra-organizational factor is in line with the research results of Taqwa et al. (2018). In response to the second question, 4 main themes (categories) were counted: 1) project operational management 2) communication management 3) financial management and policy making 4) organizational management of human resources. This result is similar to the results obtained in Wang et al. has been achieved In response to the third question, 5 main themes (categories) were counted: 1) selection, training and compensation of employees 2) use of experience from previous projects 3) registration and use of updated information 4) communication management between employees 5) spending for the project and The productivity of employees, which is the result mentioned, is in line with the results of Afkhami Ardakani's research (2017). In response to the fourth question of the research, the number of 5 main themes (categories) was calculated: 1) organizational management of human resources 2) financial management of human resources 3) training of executive forces and managers 4) selection of the best solutions and implementation policies 5) interest Obtaining the technical knowledge of consultants and officials. The mentioned result is in line with the result of the real research of lineage and piety (2019).
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