شناسایی قابلیت های سرمایه انسانی در شرکت مینو: یک مرور سیستماتیک
محورهای موضوعی : مدیریت منابع انسانی
رضا عسلی
1
(دانشجوی دکتری مدیریت دولتی، گروه مدیریت، واحد رفسنجان، دانشگاه آزاد اسلامی،ایران ، رفسنجان)
ملیکه بهشتی فر
2
(دانشیار، دانشگاه آزاد اسلامی واحد رفسنجان، گروه مدیریت، رفسنجان، ایران)
حسین کاظمی
3
(استادیار، گروه مدیریت دولتی، دانشگاه ولیعصر، رفسنجان، ایران، )
کلید واژه: سرمایه انسانی, قابلیت, قابلیت های سرمایه انسانی, شرکت مینو,
چکیده مقاله :
زمینه و هدف: تمرکز بر قابلیت های جدید سرمایه انسانی یکی از جنبه های مهم بخش صنعت غذایی کشور می باشد که منجر به ایجاد تمایز با سایر رقباء می گردد. هدف این پژوهش، شناسایی قابلیت های سرمایه انسانی در شرکت مینو می باشد. روش بررسی: در این پژوهش، از روش مرور سیستماتیک در چند مرحله در شرکت مینو استفاده شد. بعد از شناسایی مفاهیم و کدهای قابلیت های سرمایه انسانی و ارزیابی روایی و پایایی آن، مدل مفهومی اولیه پژوهش طراحی شد. از 58 مطالعه بازیابی شده، 11 مطالعه مرتبط با هدف مطالعه انتخاب شدند. در سطح تحلیل و ارائه الگو، از روش فراترکیب سندلوسکی و بارسو (2006) استفاده گردید. یافته ها: یافته ها نشان داد مدل پژوهش شامل 5 قابلیت شامل قابلیت های هم افزا، قابلیت های پیمایش محیطی، قابلیت های گزینش استراتژیک، قابلیت های انطباق پذیری، و قابلیت های خردگرایانه بود. قابلیت های شناسایی شده مورد تایید خبرگان سازمانی شرکت مینو قرار گرفت. نتیجه گیری: برای متمایز و منحصر به فرد بودن سرمایه های انسانی شرکت مینو، لازم است که قابلیت های شناسایی شده مورد توجه مدیران قرار بگیرد تا بتوانند از بعد سرمایه انسانی، از رقبای صنعت غذایی کشور چندگام جلوتر باشند.
Background and objective: Focusing on the new capabilities of human capital is one of the important aspects of the country's food industry, which leads to differentiaton from other competitors. The purpose of this research is to identify the capabilities of human capital in Minoo Company. Review method: In this research, the systematic review method was used in several stages in Minoo Company. After identifying the concepts and codes of human capital capabilities and evaluating its validity and reliability, the initial conceptual model of the research was designed. From the 58 retrieved studies, 11 related studies were selected. At the level of analysis and presentation of the model, Sandelovski and Barso (2006) Meta combination method was used. Findings: The findings showed that the research model included 5 capabilities including synergistic capabilities, environmental navigation capabilities, strategic selection capabilities, adaptability capabilities, and rationalistic capabilities. The identified capabilities were approved by Minoo Company's organizational experts. Conclusion: For the distinctiveness and uniqueness of Minoo Company's human capital, it is necessary that the identified capabilities should be taken into consideration by the managers so that they can be several steps ahead of the country's food industry competitors in terms of human capital.
1. Argilova, M. & Panova, M. (2020). Synergy of the competencies in the company. Yearbook of the Faculty of Economics and Business Administration, Sofia University, Faculty of Economics and Business Administration, Sofia University St Kliment Ohridski-Bulgaria. 18(1): 5-21. http://www.feba.uni-sofia.bg/sko/yrbook/Yearbook18-01.
2. Aliu, J. & Aigbavboa, C. (2019). Examining the Roles of Human Capital Theory. What next for Construction Industry? International Conference on Engineering for Sustainable World. Conf. Ser. 1378 022057. doi:10.1088/1742-6596/1378/2/022057.
3. Beheshtifar, M., Pourkiani, M. & Nekoi-Moghadam, M. (2013), Succession: Creating the Treasury of Talents, Kerman University of Medical Sciences Publications, first edition. [In Persian].
4. Boyatzis, R.E. (2009). Competencies as a behavioral approach to emotional intelligence. Journal of Management Development. 28(9): 749- 770. https://doi.org/10.1108/02621710910987647.
5. Chiganze, T. & Sağsan, M. (2022). Relationship between Human Capital, Innovation Capability and Employee Job Performance in Academic Libraries in Namibia, South Africa, and Zimbabwe. LIBRI. 72(3): 317-334. https://doi.org/10.1515/libri-2021-0037.
6. Chuah, S.T., Hong, M. & Ang, W.Z. (2022). Workforce Adaptability and Learning Curve in The Era of Industry 4.0: An Economic Study. International Journal of Accounting. Finance and Business (IJAFB). 7(43): 139-154. DOI: 10.55573/IJAFB.074310.
7. Cirjevskis, A. (2024). Exploring Competence-Based Synergism in Strategic Collaborations: Evidence from the Global Healthcare Industry. J Risk Financial Manag. 17(3): 1-20. https://doi.org/10.3390/jrfm17030093.
8. Dzhengiz, T. & Niesten, E. (2020). Competences for Environmental Sustainability: A Systematic Review on the Impact of Absorptive Capacity and Capabilities. Journal of Business Ethics. 162:881–906. https://doi.org/10.1007/s10551-019-04360-z.
9. Grant, R.M. & Baden-Fuller, C. (2018). How to Develop Strategic Management Competency: Reconsidering the Learning Goals and Knowledge Requirements of the Core Strategy Course. Academy of Management Learning and Education. doi: 10.5465/amle.2017.0126.
10. Gudanowska, A., Prieto, J. & Törmänen, A. (2018). What competencies are needed in the production industry? The case of the Podlaskie Region. Engineering Management in Production and Services. 10(1): 65-74. DOI: 10.1515/emj-2018-0006.
11. Hafeez, K., Foroudi, P. & Nguyen, B. (2019). An integrated core competence evaluation framework for portfolio management in the oil industry. International Journal of Management and Decision Making. 18(3): 229-256. https://doi.org/10.1504/IJMDM.2019.100493.
12. Harris, C.M. & Brown, L.W. (2021). Everyone must help: performance implications of CEO and top management team human capital and corporate political activity. Journal of Organizational Effectiveness: People and Performance. 8 (2): 190-207. https://doi.org/10.1108/JOEPP-07-2020-0131.
13. Hasanpour Roudbarki, M. & Labadi, Z. (2015). The importance of human capital in the third millennium. Studies of Psychology and Educational Sciences. 2(7): 45-66 [In Persian]. https://civilica.com/doc/644686
14. Jalali, H., Khalil Nejad, S. & Golmohammadi, E. (2018). Strategic Capabilities in the Oil and Gas Industry: A Study in the Midstream Sector. Innovation Management Quarterly. 7(4): 65-90 [In Persian].
https://www.nowavari.ir/article_90185.html.
15. Joseph, A. & Aibieyi, S. (2014). Human Capital: Definitions, Approaches and Management Dynamics, Journal of Business Administration and Education. 5(1): 55-78. http://www.infinitypress.info/index.php/jbae/article/viewFile/352/283.
16. Khorshidi, G., Tabarsa, G. & Khodabakhsh, A. (2011). Strategic Architecture of Human Capital. Strategic Management Studies. 15(7): 15-36 [In Persian]. Doi:20.1001.1.22286853.1390.2.7.1.9.
17. Krzakiewicz, K. & Cyfert, S. (2017). Dynamic capabilities in strategic choice processes within organizations. Management. 21(1): 7-19. doi: 10.1515/manment-2015-0077.
18. Nekoei Moghadam, M. & Abdollahi, M.R. (2023). Designing the model of core competencies of health system professionals: a systematic review. Transformative Human Resources Quarterly. 2(6): 17-32 [In Persian]. https://sanad.iau.ir/Journal/thr/Article/1037795.
19. Paolo, B. & Vito, P. (2011). Compensation, reward, and the measurement of unfair inequalities"(Chapter1); Research on Economic Inequality.19: 193-204. doi: 10.1108/S1049-2585(2011)0000019004.
20. Poraskari, A., Rangriz, H., Islambolchi, A. & Asghari Sarem, A. (2022). Investigation of human capital management in Western Oil and Gas Exploitation Company. Human Capital Empowerment Magazine. 5(1): 85-95 [In Persian]. URL: http://iieshrm.ir/article-1-1183-en.html
21. Rony, T., Wijaya, Z.M.S., Nababan, I., Julyanthry, D., Silalahi, J. & Ganiem, L.M. (2024). Analyzing the impact of human resources competence and work motivation on employee performance: A Statistical Perspective. Journal of Statistics Applications & Probability.13(2): 787-793. https://dx.doi.org/10.18576/jsap/130216.
22. Rosales-Córdova, A. & Carmona-Benítez, R.B. (2023). Evaluating the Efficiency of Human Capital at Small and Medium Enterprises in the Manufacturing Sector Using the DEA-Weight Russell Directional Distance Model. Economies, MDPI. 11(10): 1-20. https://doi.org/10.3390/economies11100261.
23. Sellberg, C., Lindmark, O. & Lundin, M. (2019). Certifying Navigational Skills: A Video-based Study on Assessments in Simulated Environments. the International Journal on Marine Navigation and Safety of Sea Transportation. 13(4): 881-886. https://www.researchgate.net/publication/332031036.
24. Sony, M. & Mekoth, N. (2022). Employee adaptability skills for Industry 4.0 success: a road map. Production & Manufacturing Research: An Open Access Journal. 10(1):24-41. doi: 10.1080/21693277.2022.2035281.
25. Štaffenová, N. & Kucharčíková, A. (2024). Human capital management- values, competencies, and motivation- concerning Industry 4.0, Economic Research-Ekonomska Istraživanja. 37 (1): 1-23. 2324160, doi: 10.1080/1331677X.2024.2324160.
26. Syariati, A., Amar, M.Y. & Syariati, N.E. (2021). The strategic choice in achieving tourism's competitiveness and performance among hotels on Indonesia. Geo Journal of Tourism and Geosites. 38(4): 1223–1231. https://doi.org/10.30892/gtg.38429-763.
27. Yosof Boroujerdi, R., Siadat, A. & Khani, S. (2014). The study of the nature of human capital management and its strategic role in achieving of competitive advantage for the organization. International Journal of Scientific and Research Publications. 4(5): 1-5. http://www.ijsrp.org/research-paper-0514?rp=P292716.
28. Wesselink, R., Blok, V., Van Leur, S., Lans, T. & Dentoni, D. (2015). Individual competencies for managers engaged in corporate sustainable management practices. Journal of Cleaner Production. 106: 497-506. https://doi.org/10.1016/j.jclepro.2014.10.093.
29. Wouterse, F. (2015). Can human capital variables be technology changing? An empirical test for rural households in Burkina Faso. Journal of Productivity Analysis. vol. 45(2):157-172. Doi: http://dx.doi.org/10.1007/s11123-015-0457-8.
30. World Bank (2011). World Development Report 2011: Knowledge for Development. Washington, DC: World Bank. http://documents.worldbank.org/curated/en/806531468161369474.
31. Ziyai, M.M., Hasanqolipour, T., Abbaspour, A. & Yarahmadzahi, M.H. (2011). Explaining the model of developing individual human capital abilities with the aim of making small and medium enterprises agile. Public Management Research. 5(15): 27-44 [In Persian]. DOI:10.22111/JMR.2012.660.
