ارائه الگوی بکارگیری رسانه‌های اجتماعی در آموزش کارکنان بر مبنای نظریه داده بنیاد (مورد مطالعه: صنعت بانکداری)
محورهای موضوعی : فناوری¬های نوین و شبکه¬های اجتماعی و توسعه منابع انسانیحسن بودلائی 1 * , علی نقره 2 , عباس نرگسیان 3
1 - دانشگاه تهران
2 - پردیس بین المللی کیش دانشگاه تهران
3 - دانشگاه تهران
کلید واژه: آموزش کارکنان, برنامه‌های کاربردی, رسانه‌های اجتماعی, مدیریت منابع انسانی,
چکیده مقاله :
امروزه آموزش به عنوان یکی از مهم‌ترین عواملی که موجب افزایش اثربخشی و کارایی کارکنان می‌شود، شناخته شده است. از آنجایی که در سال‌های اخیر، رسانه‌های اجتماعی کاربرد فضاینده‌ای در آموزش کارکنان داشته است، هدف این پژوهش شناسایی دیدگاهها و ادراکات مدیران و کارشناسان آموزش از ارزش رسانه‌های اجتماعی در محیط‌های یادگیری سازمانی و ارائه الگوی بکارگیری رسانه‌های اجتماعی در آموزش کارکنان می‌باشد. بر این اساس در چارچوب روش کیفی و بکارگیری راهبرد نظریه داده بنیاد، اقدام به بررسی و جمع‌آوری داده‌های پژوهش از طریق مصاحبه‌های نیمه ساختاریافته با 15 نفر از مدیران و کارشناسان آموزش بانک‌های شهر تهران شد که با روش نمونه‌گیری قضاوتی انتخاب شدند. تحلیل داده‌ها در سه مرحله کدگذاري باز، کدگذاري محوري و کدگذاري انتخابی انجام گرفت و بر اساس آن الگوی کیفی پژوهش طراحی شد. نتایج پژوهش حاضر، نشان دهنده‌ي استخراج بالغ بر 117 کد اولیه از مصاحبه‌ها و 78 مفهوم و 18مقوله است که در قالب الگوی پارادایمی شامل مقوله محوری (یادگیری تعاملی فناورانه)، شرایط علّی (حمایت مدیریت ارشد، مدیریت تغییر، مدیریت منابع انسانی مبتنی بر شایستگی، مخاطب محوری)، شرایط زمینه‌ای (فرهنگ سازمانی مشارکتی، چابکی سازمانی، خط مشی‌های سازمانی، زیرساخت‌های فناورانه)، شرایط مداخله‌گر (زیرساخت‌های فناورانه ضعیف، منابع مالی ناکافی، کمبود آگاهی کارکنان)، راهبردها (مدیریت دانش، فعالیت‌های تیمی)، پیامدها (کاهش هزینه‌های آموزش، بهبود عملکرد کارکنان، اثربخشی آموزشی، یادگیری مستمر) قرار گرفت
Nowdays, training is recognized as one of the most important factors that increase the effectiveness and efficiency of employees. Social media has been also increasingly used in employee training in recent years. Therefore, the purpose of this study is to identify the value of social media in organizational learning through finding the perspectives of training managers and experts, then to emerge a model of social media usage in employee’s training. This qualitative study is based on grounded theory approach. The research data were collected through semi-structured interviews with 15 managers and training experts of banks in Tehran who were selected by random sampling. Data analysis was performed in three stages of open coding, axial coding, and selective coding, and based on this a qualitative model of research was designed. The results of this study reveal the extraction of over 110 initial codes of interviews and 78 concepts and 18 categories in the paradigmatic paradigm including: central category (interactive technology-based learning), causal conditions (senior management support, change management, Competency-based HRM, Audience-driven approach), Contextual Conditions (corporate organizational culture, organizational agility, organizational policies, technological infrastructure), Interventional Conditions (Poor Technological Infrastructure, Inadequate Financial Resources, Lack of Staff Awareness), Strategies (Knowledge Management, Teamwork activities), Consequences (Reducing training costs, Improving employee performance, Training effectiveness, continuous learning).
1- Legler S A. The Use of Social Media for Recruitment and Selection: Exploring HR Professionals’ Perceptions of Utility, Ethicality, and Risk, A dissertation submitted to the faculty of Wilmington University in partial fulfillment of the requirements for the degree of Doctor of Business Administration. Wilmington University 2017
2- Abduli S. Effective Human Resource Management in Small and Medium Size Enterprises in the Republic of Macedonia, International Journal of Academic Research in Economics and Management Sciences. 2013: 2(2):169-183
3- Sadeghian gharaghie S, Shokri S, Shakeri z, Pormojarab G.The Impact of Human Resource Management Measures on Job Satisfaction (Case Study: University of Tehran Staff), Public Administration Management Faculty of Tehran University 2017:(8)1:167-180(In Persian)
4- Wolf M, Sims J, Yang H. Te Role of Social Media in Human Resource Management, UK academy for Information Systems conference, spring 2014
5- Ceranic & Popovic. Human resources management in small and medium enterprises, Applied Studies in Agribusiness and Commerce, Agroinform Publishing House 2006
6- Mello J. Strategic Human Resource Management. South western college publishing, OHIO 2002
7- Tufts S. H, Jacobson W. S, Stevens M. S. Status Update: Social Media and Local Government Human Resource Practices. Review of Public Personnel Administration 2015:35(2): 193-207.
8- Vitak J. The impact of context collapse and privacy on social network site disclosures. Journal of Broadcasting & Electronic Media 2012 : 56: 451-470.
9- Nagendra A. Paradigm shift in hr practices on employee life cycle due to influence of social media. Procedia Economics and Finance :2014: 11, 197-207.
10- Brown V. R, Vaughn E. D. The writing on the (Facebook) wall: The use of social networking in hiring decisions. Journal of Business & Psychology 2011: 26: 219-225.
11- Kaplan A. M, Haenlein M. Users of the world, unite! The challenges and opportunities of social media. Business Horizons 2010:53: 59-68.
12- Anandarajan M. Developing human capital through personal web use in the workplace: Mapping employee perception. Communications of AIS 2005: 15: 777–791
. 13- Sparta, Paul. Development and Learning in Organizations. Emerald Article: Getting the most out of social learning: utilizing social media in the workplace 2012
14- Putnam R. D. Bowling alone. NY: Simon & Schuster 2000
15- Boyd D. M, Ellison N. M. Social network sites: Definition, history, and scholarship. Journal of Computer-Mediated Communication 2007: 13(1):210230
16- 17- Billington M. G, Billington P. J. Social media tools for leaders and managers. Journal of Leadership, Accountability and Ethics 2012: 9(6): 11-19
18- Kavanagh M.J, Johnson R.D.Human Resource Information Systems, Fourth edition. | Los Angeles: SAGE, [2018] | Includes bibliographical references and index 2018
19- Poba-Nzaou P, Lemieux N, Beaupre D, Uwizeyemungu S. Critical challenges associated with the adoption of social media: A Delphi panel of Canadian human resources managers. Journal of Business Research 2016: 69(10), 4011-4019.
20- Phetteplace E. How can libraries improve wikipedia?, Reference & User Services Quarterly 2015: 55(2): 109-112
21- Bottles K, Sherlock T. Who should manage your social media strategy?, Physician Executive 2011: 37(2): 68-72.
22- Krithika E,Vanithamani M. R. Employability and social media. International Journal of Trade & Global Business Perspectives 2013: 2(1): 319-325.
23- Berens M. M, Stewart S. M. Using information posted on facebook to hire and fire employees – implications and other considerations. International Journal of Arts & Sciences 2012: 5(2):247-255.
24- Chauhan R. S, Buckley M. R, Harvey M. G. Facebook and personnel selection: What’s the big deal?, Organizational Dynamics 2013: 42(2): 126-134
25- Svatosová V. Social media such as the phenomenon of modern business. Journal of Marketing Development and Competitiveness 2012 : 6(4): 1-23.
26- Chiang J. K, Suen H. Self-presentation and hiring recommendations in online communities: Lessons from linkedin. Computers in Human Behavior 2015: 48: 516-524
27- Washington R.L. Emerging Framework of Social Media Guidelines for Human Resource Practices: A Qualitative Multiple-Case Study, Submitted to Northcentral University School of Business and Technology in Partial Fulfillment of the Requirements for the Degree of doctor of philosophy 2017
28- Abasi A, Rashidi A. The Impact of Training Courses on Social Security Organization Staff Performance. Journal of Development Management Process 2013: (25)3: 121-143. (In Persian)
29- Elnaga A, Imran A. The effect of training on employee performance. European Journal of Business and Managemen 2013: 5(4): 137-147
30- Abas por A. Advanced human resource management (approaches, processes and functions). Tehran: Side Publications, Third Edition 2009 (In Persian)
31- Stavrou-Costea E. The challenges of human resource management towards organizational effectiveness. Journal of European Industrial Training 2005: 29(2): 112-134.
32- Mohamadi karbalae Z, Khosravi por B.Training staff on a strategy for professional creativity and empowerment, National Conference on Entrepreneurship (Knowledge-Based Industry), Babolsar, University of Mazandaran 2014 (In Persian)
33- Nasazi A. Effect of training on employee performance.evidence from Uganda. Universiti of Applied Sciences, International Business 2013
34- Desler G. Fundamentals of Human Resource Management. Translated by Ali Parsaian and Seyed Mohammad Arabi. Tehran: Office of Cultural Research 2000 (In Persian)
35- Doherty R .Engage with your talent through internal social networking. Strategic HR Review 2010 : 9(1): 39–40.
36- Cross J, Jarche H. The training department of the future. Training 2009: 46(5): 24
37- Comstock D. C. Leveraging social media to enhance learning and development (Doctoral dissertation). Retrieved from ProQuest Dissertations and Theses database 2010 (UMI No. 35812)
38- Puijenbroek T, Poell R, Kroon B, Timmerman V. The effect of social media use on work-related learning. Journal of Computer Assisted Learning 2014: 30(2):159-172. 39- Bozarth J. Social media for trainers: Techniques for enhancing and extending learning. San Francisco: Pfeiffer 2010
40- Bodlae H, Keshavarz nik B, Mohamadi moghadam j. A qualitative study of digital footprint in human resource management. Journal of Human Resources Management Research, Imam Hussein University of Technology 2019: (10)1 :75-100. (In Persian)
41- Yaqubi J,Najaflo P,Mohamadi V.EducationalApplications of Virtual Social Networks from the Viewpoints of Students of Zanjan University College of Agriculture. National Iranian Higher Education Congress 2017 (In Persian)
42- 43- Strauss A. L, Corbin j. Basics of Qualitative Research: Grounded Theory Procedures and Techniques, Sage 1990
44- Azizi M. Inter-organizational learning model of project management capabilities in collaborative construction projects, Ph.D. Thesis, Tarbiat Modares University 2014 (In persian)
45- Ranjbar H ,Haghdost A,Salsali M,Khoshdel A,Soleimani M, Bahrami N.Sampling in Qualitative Research: A Guide to Getting Started. Journal of Army University of Medical Sciences of Islamic Republic of Iran 2013: (10)3: 2-238. (In Persian)
46- Saunders M, Lewis P, Thornhill A Research Methods for Business Students, 4th edition. Harlow: Pearson Education Limited 2007
47- Glaser B.G. Emergence vs.forcing: Basics of Grounded Theory, Mill Valley, CA, Sociology Press 1992
48- Tabarsa Gh, Sadeghian gharaghie S. Electronic Human Resources Management. Tehran: Mehraban Tashr Book Institute 2015(In Persian)
49- Hall B. Incentives strategy within organizations. Harvard Business School Case Collection 2002
50- Pavloski R. The operant learning theory approach to biofeedback training. Biofeedback and Self-Regulation 1977: 2: 349–369.
51- Senge P. The fifth discipline. New York: Doubleday 1990
52- Naderi R, Hatami A. Investigating the Effects of Organizational Social Networks on Knowledge Management, 7th National Conference and First International Knowledge Management Conference,Tehran, Oil Information Institute, Gas and petrochemical 2016(In Persian)
53- Chaids A. An exploratory- case study of social media in training and development, A Dissertation Presented in Partial Fulfillment of the Requirements for the Degree Doctor of Management in Organizational Leadership Information Systems and Technology, University of Phoenix 2014
54- Richard W. Learner Readiness for Social Media-Based Learning in the Workplace: A Phenomenological Research, A Dissertation Presented in Partial Fulfillment of the Requirements for the Degree Doctorate of Education, Grand Canyon University, Phoenix, Arizona 2016
55- Eslam panah M, Azad M. The Role of Virtual Social Networks in the Human Resource Process. The Third International Conference on Management in the 21st Century.Italy-Rome. Idea Managers Institute of the Vira Capital 2017 (In Persian)