طراحی مدل بهره وری منابع انسانی بر اساس منافع مادی پرسنل
محورهای موضوعی : مدیریت منابع انسانی
حسام عدنان احمد احمد
1
,
سید محمد رضا داودی
2
*
,
احمد عبد الله امانة الشمري
3
,
مهربان هادی پیکانی
4
1 - گروه مدیریت، واحد اصفهان (خوراسگان)،دانشگاه آزاد اسلامی ، اصفهان، ایران.
2 - گروه مدیریت ،واحد دهاقان ،دانشگاه آزاد اسلامی ،اصفهان ،ایران.
3 - استادیار، گروه مدیریت بازرگانی، دانشکده مدیریت و اقتصاد، دانشگاه کربلا، کربلا، عراق.
4 - گروه مدیریت ، واحد اصفهان(خوراسگان)، دانشگاه آزاد اسلامی، اصفهان، ایران.
کلید واژه: بهره وری, بهره وری منابع انسانی, منافع مادی,
چکیده مقاله :
زمینه و هدف: بهره وری کارکنان، کمک کارکنان به سازمان است و معیار مقایسه ای است که کارایی و اثربخشی سازمان را مشخص می کند. هدف از پژوهش حاضر طراحی مدل بهره وری منابع انسانی بر اساس منافع مادی پرسنل مبتنی بر تماتیک و روش ساختاری- تفسیری می باشد.
روش تحقیق: این پژوهش به لحاظ هدف کاربردی و به لحاظ روش پیمایشی بوده و نوع پژوهش کیفی-کمی می باشد. جامعه آماری شامل مدیران سازمان دفاع مدنی عراق و روش نمونه گیری، هدفمند وگلوله برفی بود که تا اشباع نظری 10 نفر خبره مورد مصاحبه قرار گرفتند. ابزار پژوهش مصاحبه نیمه ساختار یافته و پرسشنامه محقق ساخته بود. تحلیل داده ها در بخش کیفی با استفاده از روش تم انجام شد و در بخش کمی از روش دلفی فازی و روش ساختاری تفسیری(ISM) استفاده گردید.
یافته ها: یافته های پژوهش 5 بعد اصلی شامل حقوق و دستمزد عادلانه و رقابتی، پاداش‌ها و مزایای جانبی، امنیت شغلی و ثبات مالی، فرصت‌های رشد مالی از طریق عملکرد و حمایت از تعادل کار و زندگی با مزایای اقتصادی را معرفی می کند. در بخش کمی، در بخش دلفی فازی مولفه ها در دو مرحله مورد تایید نهایی قرار گرفتند. در بخش ساختاری تفسیری، مولفه ها در 3 سطح قرار گرفته اند و حقوق و دستمزد عادلانه و رقابتی به عنوان تاثیرگذارترین مولفه شناسایی شدند.
نتیجه گیری: تاثیر نظام‌های پرداخت بر انگیزه و عملکرد کارکنان اقدامی مهم در سازمان ها می باشد.به عبارتی این پژوهش پاداش‌های مالی در افزایش بهره‌وری عملیاتی را پیشنهاد می کند.
Background and Objective: Employee productivity refers to the contribution of personnel to the organization and serves as a comparative measure that assesses the efficiency and effectiveness of the organization. The objective of the current study is to develop a human resource productivity model grounded in the material benefits derived from personnel, utilizing thematic and structural-interpretive methodologies.
Research Method: This study is applied in nature regarding its purpose and employs a survey approach in terms of methodology, utilizing a mixed qualitative-quantitative research design. The statistical population comprised managers of the Iraqi Civil Defense Organization, with a focus on quantitative data. The sampling techniques included purposive and snowball sampling methods, through which ten experts were interviewed until theoretical saturation was achieved. The research instruments consisted of a semi-structured interview and a researcher-developed questionnaire. Data analysis was conducted qualitatively utilizing thematic analysis, while quantitative data were analyzed employing the fuzzy Delphi method and the Interpretive Structural Modeling (ISM) technique.
Findings: The research findings delineate five principal dimensions, namely: equitable and competitive compensation and wages; bonuses and fringe benefits; job security and financial stability; opportunities for financial growth through performance; and support for work-life balance accompanied by economic advantages. In the quantitative section, specifically within the fuzzy Delphi method, the components were ultimately validated through a two-stage process. In the interpretive structural analysis, the components were organized into three hierarchical levels, with equitable and competitive salaries identified as the most influential element.
Conclusion: The influence of payment systems on employee motivation and performance constitutes a significant metric within organizations. In other words, this study proposes that financial incentives serve to enhance operational productivity.
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