طراحی مدل بهینه مولفه های مدیریت و توسعه استعداد

محورهای موضوعی : آموزش و پرورش

روح اله اخوان دورباش ¹ (دانشجوی دکترا)
منیژه ذکریایی ² (گروه تحقیقات آموزشی، دانشکده علوم تربیتی، دانشگاه آزاد اسلامی، واحد زنجان، زنجان، ایران)
غلامحسین انتصار فومنی ³ (استادیار دانشکده علوم انسانی گروه علوم تربیتی، دانشگاه آزاد اسلامی واحد زنجان ، زنجان، ایران)

تاریخ دریافت : 1398/09/26 تاریخ پذیرش : 1400/03/27 تاریخ انتشار : 1400/02/01

کلید واژه: استعداد, مدیریت استعداد, مولفه های مدیریت و توسعه استعداد,

چکیده مقاله :

مهمترین سرمایه هر سازمانی، سرمایه های انسانی آن است، مدیریت استعداد نیز اصلی ترین بخش مدیریت سرمایه های انسانی می باشد. با مدیریت صحیح این سرمایه ها سازمان ها می توانند به اهداف خود برسند. پژوهش حاضر درصدد طراحی مدل مطلوب مولفه های مدیریت و توسعه استعداد در شرکت نفت بوده است. روش پژوهش کیفی و از نوع تحلیل مضمون می باشد. داده های پژوهش از طریق مصاحبه عمقی با 14 نفر از خبرگان شرکت نفت که با استفاده ازروش نمونه گیری نظری انتخاب شده بودند، گردآوری و به اشباع نظری رسیده است. برای تحلیل داده ها از تحلیل مضمون، از نوع شبکه مضامین استفاده شده است. به منظور اعتبار سنجی مضامین از دو روش ارزیابی اعتبار به شیوه ارتباطی و نیز گروه متمرکز و جهت پایایی سنجی از قابلیت تکرارپذیری و نیز قابلیت انتقال یا تعمیم پذیری استفاده شده است. نتایج پژوهش نشان داد که مدل مطلوب مولفه های مدیریت و توسعه استعدادها از 3 گام مقدماتی، اجرایی و تکمیلی براساس هشت مضمون سازمان یافته اصلی: استعداداندیشی، استعداد یابی، استعداد سنجی،استعداد پروری، استعداد گماری، استعداد سالاری، استعداد داری و استعداد سپاری تشکیل شده است.

چکیده انگلیسی:

The most important asset of any organization is its human resources, and talent management is the main part of human capital management. With proper management of these assets, organizations can achieve their goalsaims to design an optimal model of talent management and development components in the oil company. The research method is qualitative and thematic analysis.The research data was collected through in-depth interviews with 14 oil company experts who were selected using theoretical sampling method and reached theoretical saturation. To analyze the data, content analysis of the theme network type has been used.In order to validate the themes, two methods of validity evaluation have been used in the communication method as well as the focus group, and in order to validate the reliability, reproducibility and transferability or generalizability have been used.The results showed that the optimal model of talent management and development components consists of three preliminary, executive and complementary steps based on eight main organized themes:Talent thought, Talent Finding, Talent metrics, Talent training, Talent scouting, Talent cracy, Talent holding, Talent sourcing.
Keywords: talent, talent management, talent management components.

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