A Talent Management Model for Active Knowledge-Based Companies in the Agricultural Sector of Guilan Province (Case of Rasht City)
محورهای موضوعی : Environmental policy and managementسعید صحت 1 , محمدتقی تقوی فرد 2 , رضا سلامی 3 , مجتبی افشاریان 4
1 - دانشیار دانشکده مدیریت، دانشگاه علامه طباطبائی، تهران، ایران
2 - دانشیار دانشکده مدیریت، دانشگاه علامه طباطبائی، تهران، ایران
3 - استادیار دانشکده مدیریت، دانشگاه علامه طباطبائی، تهران، ایران
4 - دانشجوی دکتری مدیریت، دانشگاه علامه طباطبائی، تهران، ایران
کلید واژه: Rasht City, talent management, Knowledge-Based Companies, agriculture section,
چکیده مقاله :
The present study aims at providing a model for talent management in active knowledge-based companies in the agricultural domain of Guilan Province. The study was an applied and descriptive studywith a mixed research method. An in-depth semi-structured interview with 30 experts was used in the qualitative part, and theoretical foundations and a research background study were applied for the qualitative data collection. To collect data in the quantitative part, asurvey was used in which data were collected with a researcher-made questionnaire. The target population consisted of 150 intermediate managers, supervisors, and deputies of knowledge-based organizations in Rasht, of which 108 participants were selected via purposeful sampling method. The sample size was determined via the table of Krejcie and Morgan. SPSS19 software and Smart PLS3 software were employed to analyze the data. The results show that the dimensions identified in the field of talent management in the knowledge-based companies include internal talent identification, external talent identification, socialization (making socialized), development, and talent retention. Two components identified for internal talent identification include identification and selection of talented employees. Three factors of transformational leadership, organizational culture, and employer brand are identified as the underlying and effective factors of talent management in knowledge-based agricultural companies in Rasht city. The transformational leadership style has the greatest impact on talent management, and the employer brand is in the next rank of effectiveness on talent management.
هدف از پژوهش ارائه مدلی برای مدیریت استعداد در شرکتهای دانش‌بنیان فعال در زمینه کشاورزی در استان گیلانمی‌باشد. مقاله حاضر، از نظر روش تحقیق کاربردی و از نوع توصیفی و از نظر ماهیت داده‌ها، آمیخته است. در بخش کیفی، برای گرد‌آوری داده‌های کیفی از مصاحبه عمیقنیمه ساختاریافتهبا خبرگان استفاده شد و برای جمع‌آوری اطلاعات مورد نیاز نیز از مطالعه مبانی نظری و پیشینه پژوهش بهره گرفته شد. در بخش کمّی برای جمع‌آوری داده‌ها، از روش میدانی استفاده شده است. داده‌های میدانی نیز با استفاده از پرسشنامه محقق ساخته، جمع‌آوری گردید. جامعه آماری شامل 150 نفر از مدیران میانی، سرپرستان و معاونین سازمان‌های دانش بنیان رشت بود که 108 نفر به عنوان نمونه پژوهش انتخاب شدند. در تجزیه و تحلیل داده‌های پژوهش برای اجرای آمار توصیفی از نرم افزار SPSS19 و برای اجرای مدل معادلات ساختاری از نرم افزار Smart PLS3 استفاده شد. نتایج نشانگر آن بود که ابعاد شناسایی شده در زمینه مدیریت استعداد در شرکتهای دانش‌بنیان عبارتند از: استعدادیابی داخلی، استعدادیابی خارجی، اجتماعی‌سازی (جامعه‌پذیر نمودن)، توسعه و حفظ و نگهداری استعدادها. دو مولفه شناسایی شده برای استعدادیابی داخلی شامل شناسایی کارکنان مستعد و انتخاب کارکنان مستعد هستند.سه عامل رهبری تحول‌آفرین، فرهنگ سازمانی و برند کارفرما، به عنوان عوامل زمینه‌ساز و موثر بر مدیریت استعداد در شرکتهای دانش بنیان شهر رشت شناخته شدند. سبک رهبری تحول‌آفرین بیشترین تاثیر را بر مدیریت استعداد دارد و برند کارفرما از نظر میزان اثرگذاری بر مدیریت استعداد در رتبه بعدی قرار می‌گیرد.
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