آینده پژوهی شایستگی های استراتژیک مدیران آموزش و توسعه منابع انسانی (مورد مطالعه سازمان تأمین اجتماعی)
محورهای موضوعی : شایستگی های مورد نیاز رهبران منابع انسانی
صلاح الدین سرخابی
1
(دانشجوی دکتری مدیریت آموزشی، واحد سنندج، دانشگاه آزاد اسلامی، سنندج، ایران. )
فردین باتمانی
2
(استادیار مدیریت آموزشی، واحد سنندج، دانشگاه آزاد اسلامی ، سنندج، ایران)
مجید محمدی
3
(استادیار برنامه‌ریزی درسی، واحد سنندج، دانشگاه آزاد اسلامی ، سنندج، ایران. )
عباس خدادادی
4
(استادیار مدیریت بازرگانی، واحد یادگار امام خمینی )ره( شهرری، دانشگاه آزاد اسلامی، تهران، ایران. )
کلید واژه: آینده پژوهی, برنامه ریزی راهبردی, عدم قطعیت, شایستگی های استراتژیک.,
چکیده مقاله :
هدف این پژوهش آیندهپژوهی شایستگیهای استراتژیک مدیران آموزش و توسعه منابع انسانی سازمان تأمین اجتماعی بود. پژوهش حاضر از نوع آمیخته (کیفی- کمی) و طرح آن از نوع اکتشافی متوالی بود. مشارکتکنندگان این پژوهش را صاحبنظران تشکیل میدادند. روش نمونهگیری انتخاب مشارکتکنندگان گلولهبرفی بود و بر مبنای اشباع نظری 15 نفر انتخاب شد. برای گرآوری دادهها از ابزارهای مصاحبه و پرسشنامه استفاده شد و برای ممیزی آن از معیارهای لینکلن و گابا (1985) که شامل اعتبار، انتقال، قابلیت اعتماد و تأییدپذیری استفاده شد. جهت تجزیه و تحلیل دادهها در بخش تحلیل مصاحبه از روش کدگذاری، برای غربالگری شاخصها از روش دلفی فازی و در بخش آیندهپژوهی از روش تحلیل ساختاری با کمک نرمافزار میکمک استفاده شد. با تحلیل مصاحبهها 67 شایستگی اولیه و در ادامه 36 شایستگی ثانویه شناسایی شد که با انجام غربالگری از طریق دلفی فازی 14 مورد از آنها تأیید شد. همچنین مشخص گردید از بین شایستگیهای 14گانه کلیدیترین و راهبردیترین شایستگی، شایستگیهای آگاهی موقعیتی، همتاپروری، رهبری دیجیتال، یگانگی تلاش و توحید مساعی است. در نتیجه لازم است وضعيت آنها در طراحی برنامهها و اقدامهای توسعه منابع انسانی تأمین اجتماعی با محوریت مدیران آموزش و توسعه منابع انسانی سازمان در آینده بهطور ويژه لحاظ گردد و همواره اقدامات استراتژیک برای تعالی و شکوفایی آنها مدنظر قرار گیرد.
The present research is a futures study on the strategic competencies of human resources training and development managers at the Social Security Organization (SSO) of Iran. The research has a mixed type methodology (qualitative-quantitative) and a sequential exploratory design. The participants included experts from the SSO. Snowball sampling was used to select the participants until reaching theoretical saturation, and a total of 15 individuals were recruited to the study. Interviews and questionnaires were used to collect data, and Lincoln and Guba's (1985) criteria were used to ensure their trustworthiness, including credibility, transferability, confirmability and dependability. Coding strategy was used to analyze the data obtained from the interviews, and the fuzzy Delphi technique was adopted to screen for the indicators. Also, a structural analysis was performed in MicMac software to analyze the future of the study subject. The analysis of the interviews led to the identification of 67 primary and 36 secondary competencies, and 14 of them were confirmed by screening through fuzzy Delphi. Among the 14 competencies, the most strategic key competencies were determined as situational awareness, peer education, digital leadership, unity of effort, and unification of efforts. As a result, it is necessary to examine these competencies in the design of human resource development programs and measures for the SSO, focusing on future human resource training and development managers within the organization, and to always consider these strategic steps for their excellence and prosperity.
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