ارائه و اعتبارسنجی الگوی همسویی استراتژی‌های جبران خدمات منابع انسانی با راهبردهای سازمان در جهت اثربخشی شرکت بیمه ایران
علی حاجی هادی نقاش
1
(
دانشجوی دکتری تخصصی مدیریت دولتی، واحد کرمان، دانشگاه آزاد اسلامی،کرمان، ایران
)
سعید صیادی
2
(
دانشیار گروه مدیریت واحد کرمان، دانشگاه آزاد اسلامی،کرمان، ایران
)
مهدی محمدباقری
3
(
استادیار گروه مدیریت صنعتی-مالی، واحد کرمان، دانشگاه آزاد اسلامی،کرمان، ایران
)
شهین شرفی
4
(
استادیار، گروه مدیریت، واحد کرمان، دانشگاه آزاد اسلامی، کرمان، ایران
)
آمنه فیروزآبادی
5
(
استادیار گروه علوم اجتماعی، واحد بردسیر، دانشگاه آزاد اسلامی، بردسیر، ایران
)
کلید واژه: استراتژی, جبران خدمات منابع انسانی, راهبرد, اثربخشی, بیمه ایران.,
چکیده مقاله :
هدف این پژوهش، ارائه مدل همسویی استراتژی‌های جبران خدمات منابع انسانی با راهبردهای سازمان در جهت اثربخشی شرکت بیمه ایران و همچنین سنجش اعتبار آن بود. جامعه آماری بخش کیفی شامل اعضای هیئت علمی دانشگاه‌ها و مراکز پژوهشی و همچنین خبرگان اجرایی آشنا به اجرا، دستورالعمل‌ها و بخشنامه‌ها در حوزه جبران خدمت بود که به روش هدفمند 13 نفر به عنوان نمونه انتخاب شدند. جامعه آماری بخش کمّی را کارشناسان و رؤسا و مدیران شاغل در بیمه ایران تشکیل دادند که 138 نفر از آنها به‌عنوان نمونه آماری انتخاب شدند. داده‌های بخش کیفی از طریق مصاحبه نیمه ساختار یافته جمع‌آوری و در نرم افزار MAXQDA تحلیل گردید. داده‌های بخش کمّی نیز توسط پرسشنامه‌ای تدوین شده بر مبنای خروجی‌های بخش کیفی پژوهش جمع‌آوری شد و با نرم‌افزار Smart PLS تحلیل شدند. نتایج پژوهش مضامین نظام جذب، حفظ و نگهداشت کارکنان؛ برند بیمه ایران؛ قابليت‌هاي اجرايي در فرآيند برنامه‌ريزي استراتژيك؛ آموزش، پژوهش و توسعه منابع انسانی؛ استراتژی‌های جبران خدمات منابع انسانی؛ راهبردهای سازمان؛ محدودیت بیمه ایران با قوانین و مقررات کشوری؛ عدم کفایت میزان پرداختی‌‌های شرکت؛ اثربخشی شرکت بیمه ایران و توسعه برنامه استراتژیک شرکت را به عنوان مضامین اصلی الگوی همسویی استراتژی‌های جبران خدمات منابع انسانی با راهبردهای سازمان نشان داد.
چکیده انگلیسی :
This study aimed to provide a model of how salaries and benefits for human resource professionals can be aligned with organizational strategies in order to measure Iranian Insurance Company's effectiveness and credibility. The statistical population of the qualitative part included faculty members of universities and research centers, as well as executive experts familiar with the implementation, guidelines and directives in the field of service compensation, and 13 people were selected as a sample in a targeted manner. The statistical population quantitatively consisted of 138 experts, heads, and managers of Iranian insurance, from which 138 were chosen as a statistical sample. The qualitative data were collected through semi-structured interviews and analyzed using MAXQDA. Data for the quantitative part of the research was collected via a questionnaire compiled based on the qualitative results and analyzed using Smart PLS. The results of the research on the themes of the system of recruiting, retaining and maintaining employees; Iranian insurance brand; executive capabilities in the strategic planning process; Education, research and development of human resources; HR compensation strategies; organization strategies; Iran's insurance restrictions with national laws and regulations; Inadequacy of company payments; It showed the effectiveness of the Iran Insurance Company and the development of the company's strategic plan as the main themes of the alignment pattern of human resource service compensation strategies with the organization's strategies.
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