طراحی الگویی برای رتبه‌بندی بلوغ سازمانی
محورهای موضوعی : مدیریت
مریم زارع بیدکی
1
(دانشجوی دکتری گروه مديريت منابع انسانی، واحد علوم و تحقیقات بین‌الملل، دانشگاه آزاد اسلامی، قشم، ایران)
ناصر میرسپاسی
2
(استاد تمام گروه مديريت منابع انسانی، واحد علوم و تحقیقات بین‌الملل، دانشگاه آزاد اسلامی، تهران، ایران)
کرم‌الله دانش‌فرد
3
(استاد تمام گروه مديريت منابع انسانی، واحد علوم و تحقیقات بین‌الملل، دانشگاه آزاد اسلامی، تهران، ایران)
کلید واژه: بلوغ سازمانی, بلوغ منابع سازمانی, توسعه منابع انسانی, بهره‌وری.,
چکیده مقاله :
هدف پژوهش حاضر، طراحی الگویی برای رتبه‌بندی بلوغ سازمانی می‌باشد. این پژوهش با توجه به هدف و ماهيت آن كيفي و از نوع تحليل محتوا است. جامعه آماری پژوهش شامل 30 نفر از خبرگان و متخصصان سازمان توانير و شرکت‌های تابعه می‌باشد و نمونه‌گیری تا اشباع نظری ادامه داشت. دامنه این پژوهش وزارت نیرو در بخش برق، یعنی شرکت توانیر و 16 شرکت برق منطقه‌ای در کشور می‌باشد و نمونه این پژوهش به روش کیفی با تحليل محتوا انجام شده و واحد تحليل، مضمون و يا مفهوم موجود در متونی است که عناصر بلوغ را در خود داشته‌اند که به روش مطالعه در متون علمی گردآوری شده است. برای تجزیه و تحلیل داده ها ابتدا از روش تحليل محتوا و سپس از تکنیک دلفی استفاده شد. یافته ها نشان داد الگوی بلوغ منابع انسانی در شرکت توانیر دارای 7 سطح پلکانی است که سطح بلوغ منابع انسانی سازمان را تعیین میکند و هر سطح این بلوغ دارای 9 شاخص می باشد که مجموعا دارای 63 مولفه اصلی 1273 مولفه فرعی می باشد. این سطوح پلکانی شامل مهارتهای عمومی شغل،ارتباطات، مهارتهای فنی، مدیریت، رهبری، کیفیت ها و بهره وری می باشد. یافته نیز نشان می دهد که سطح بلوغ سازمان به 4 سطح 1: سازمان نیاز به پیشترفت دارد، 2: سازمان در حد انتظار است، 3: سازمان بیش از حد انتظار است، و 4: سازمان برجسته است رتبه بندی شده است.
This research aims to design a model for ranking organizational maturity. According to its purpose and nature, this research is qualitative and content analysis type. The study's statistical population includes 30 experts and specialists of the Tavanir organization and its subsidiaries, and the sampling continued until theoretical saturation. The scope of this research is the Ministry of Energy in the electricity sector, that is, Tavanir Company and 16 regional electricity companies in the country, and the sample of this research was conducted using a qualitative method with content analysis. The unit of analysis, which was collected by studying scientific texts, was the theme or concept found in the texts that have elements of maturity in them. To analyze the data, the content analysis method and the Delphi technique were used. The findings showed that the maturity model of human resources in Tavanir company has 7 levels of stairs that determine the level of maturity of human resources of the organization and each level of this maturity has 9 indicators, which have a total of 63 main components and 1273 sub components. These ladder levels include general job skills, communication, technical skills, management, leadership, qualities, and productivity. The findings also show that the maturity level of the organization is ranked into 4 levels: 1: the organization needs improvement, 2: the organization is within the expected range, 3: the organization exceeds the expectation, and 4: the organization is outstanding.
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