سنتز پژوهی مولفه‌ها و شاخص‌های شایستگی‌های کلیدی منابع انسانی در دستگاه‌های اجرایی: یک مطالعه کیفی

محورهای موضوعی : آموزش و پرورش

فاطمه باغشاهی ¹ , رضا رسولی ² , محمدرضا دارائی ³

1 - دانشجوی دکترای مدیریت دولتی ,گرایش منابع انسانی ,دانشگاه پیام نور ,تهران , ایران
2 - استاد گروه مدیریت دولتی ,دانشگاه پیام نور، تهران، ایران
3 - استادیار، گروه مدیریت دولتی ، دانشگاه پیام نور، تهران ، ایران.

تاریخ دریافت : 1398/09/16 تاریخ پذیرش : 1399/04/01 تاریخ انتشار : 1399/04/01

کلید واژه: منابع انسانی, سنتز پژوهی, مولفه‌ها و شاخص‌های شایستگی‌های,

چکیده مقاله :

هدف از اجرای این پژوهش شناسایی مولفه‌ها و شاخص‌های شایستگی‌های کلیدی منابع انسانی در دستگاه‌های اجرایی استان یزد بود. روش پژوهش، کیفی و از نوع سنتزپژوهی بود. جامعه آماری در بخش اول شامل کلیه مقاله‌ها مرتبط با شایستگی‌های کلیدی منابع انسانی، اسناد و مدارک علمی است. نمونه آماری این بخش شامل کلیه اسناد و منابع مرتبط با موضوع به تعداد 84 سند(45 منبع داخلی و 39 منبع خارجی) و 10 نفر از متخصصان (براساس اشباع داده‌ها) می‌باشد. لذا روش نمونه‌گیری در این بخش، روش سرشماری(تمام شماری) و در بخش دوم جامعه‌آماری کلیه متخصصان، اساتید دانشگاهی و نخبگان با مدرک و تجربه متناسب با موضوع می‌باشد که با استفاده از روش نمونه‌گیری هدفمند و به تعداد 10 نفر (حد اشباع 10 نفر) انتخاب شدند. در این پژوهش، برای جمع آوری اطلاعات از مصاحبه نیمه سازمان یافته و پرسشنامه محقق ساخته استفاده شد. بر این اساس ابتدا برای تعیین و تشخیص مولفه‌ها و شاخص‌های شایستگی‌های کلیدی منابع انسانی در دستگاه‌های اجرایی پرسشنامه تهیه شد و سپس در اختیار اساتید راهنما و مشاوران قرار گرفت و سوالات مورد تغییر و تعدیل قرار گرفتند که پس از تأیید اساتید، پرسشنامه به تأیید 3 نفر از متخصصین نیز رسید میزان ضریب توافق برابر 81/0 به دست آمد. نتایج نشان داد که مولفه‌ها شایستگی‌های کلیدی منابع انسانی انسانی در دستگاه‌های اجرایی شامل 4 مولفه شامل ویژگی‌های فردی(36 شاخص)، دانش(16 شاخص)، مهارت(23 شاخص) و ارزش(36 شاخص) می‌باشد.

چکیده انگلیسی:

The purpose of this study was to identify key components and indicators of human resources competencies in Yazd province executive agencies. The research method was qualitative and synthesized. he statistical population in the first section includes all articles related to key competencies of human resources, scientific documents and documents. The statistical sample of this section includes all relevant documents and resources with 84 documents (45 internal sources and 39 external sources) and 10 experts (based on data saturation). Therefore, the sampling method in this section is the census method and in the second part the statistical population of all specialists, academic and elite with relevant degree and experience using the purposeful sampling method with 10 people. (Saturation limit of 10) were selected. In this study, semi-structured interview and researcher-made questionnaire were used to collect data. Based on this, a questionnaire was prepared to identify and identify the components and key competency indicators of human resources in the executive bodies, and then it was submitted to guidance professors and consultants, and the questions were modified and adjusted. Experts reached a coefficient of agreement of 0.81. The results showed that the components of key human resources competencies in executive systems consist of 4 components including individual characteristics (36 indices), knowledge (16 indices), skills (23 indices) and value (36 indices).

Keywords: Research Synthesis, Components and Indicators of Competence, Human Resources.

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