طراحی مدل سنجش شایستگی های کلیدی منابع انسانی (مدیران منابع انسانی سازمان های اجرائی استان یزد)
محورهای موضوعی : شایستگی های مورد نیاز رهبران منابع انسانیفاطمه باغشاهی 1 * , رضا رسولی 2 , محمدرضا دارائی 3
1 - دانشگاه پیام نور
2 - دانشگاه پیام نور
3 - دانشگاه پیام نور
کلید واژه: سنجش شایستگی, منابع انسانی و سازمان های اجرائی ,
چکیده مقاله :
پژوهش حاضر با هدف طراحی مدل سنجش شایستگی های کلیدی منابع انسانی مدیران سازمان های اجرائی استان یزد انجام پذیرفته است. بر این اساس پژوهش، آمیخته(کمی - کیفی) بود. بنابراین ابتدا از روش سنتزپژوهی، سپس برای طراحی الگوی از تکنیک دلفی و در نهایت جهت اعتبارسنجی از روش کمی(پیمایشی) استفاده گردید. با توجه به ماهیت پژوهش در این تحقیق جامعه های آماری، نمونه و روش نمونه گیری متفاوتی وجود دارد. در بخش اول جامعه آماری شامل؛ کلیه مقاله ها مرتبط با شایستگی های کلیدی منابع انسانی، اسناد و مدارک علمی و کلیه متخصصان، اساتید دانشگاهی و نخبگان با مدرک و تجربه متناسب با موضوع است. نمونه آماری این بخش شامل 84 سند(45 منبع داخلی و 39 منبع خارجی) که با استفاده از روش سرشماری(تمام شماری) انتخاب شدند و در بخش دوم نیز با استفاده از روش نمونه گیری هدفمند تعداد 10 نفر (حد اشباع 10 نفر) انتخاب شدند. برای بخش طراحی الگو، جامعه آماری شامل خبرگان می باشد که با استفاده از روش نمونه گیری هدفمند و به تعداد 31 نفر(حد اشباع 10 نفر) انتخاب شدند و برای اعتبارسنجی جامعه آماری شامل کارشناسان ارشد و مدیران حوزه منابع انسانی سازمانهای اجرایی استان اعم از معاونت توسعه نیروی انسانی سازمان مدیریت و برنامه، استانداری، کمیته نیروی انسانی و تحول اداری در استان با مدرک تحصیلی لیسانس به بالا و حداقل 4 سال کاری مرتبط به تعداد 828 نفر می باشد در این بخش نمونه آماری 267 نفر که با استفاده از روش نمونه گیری تصادفی ساده انتخاب شدند. برای جمع آوری اطلاعات از مصاحبه نیمه سازمان یافته و پرسشنامه محقق ساخته استفاده شد. بر این اساس ابتدا 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 مولفه ها شایستگی های کلیدی منابع انسانی در دستگاه های اجرایی شامل 4 مولفه شامل ویژگی های فردی(36 شاخص)، دانش(16 شاخص)، مهارت(23 شاخص) و ارزش(36 شاخص) می باشد. در گام آخر و با استفاده از مدل معادلات ساختاری اعتبارسنجي الگوی انجام شد. نتایج حاکی از آن دارد که داده های پرسشنامه مورد نظر به تعدادی عامل های زیربنایی و بنیادی قابل تقلیل است و نتیجه آزمون بارتلت نشان داد که ماتریس همبستگی بین گویه ها، ماتریس واحد و همانی نمی باشد و در نهایت 4 عامل(مولفه) دارای مقدار ویژه بالاتر از یک می-باشد. این مولفه ها شامل 4 مولفه ها از جمله ویژگی های فردی، دانش، مهارت و ارزش می باشند.
The purpose of this study was to design a model for assessing key human resources competencies of Yazd executives. Accordingly, the study was mixed (quantitative – qualitative(Therefore, first, the synthesis method was used, then the Delphi technique was used to design the model, and finally, the quantitative method was used for validation. Due to the nature of the research, there are different sampling and sampling methods. The first part of the statistical population consists of all articles related to key human resource competencies, scientific documents and all specialists, academics and elites with relevant experience and expertise. The sample included 84 documents (45 internal sources and 39 external sources) selected by census method and in the second part 10 targeted individuals (saturation limit of 10 persons) using purposive sampling method were chosen. For the design of the sample, the statistical population includes experts who were selected by purposeful sampling method (31 persons saturation limit) and for statistical population validation including senior experts and human resources managers of provincial executive agencies including deputy. Manpower Development Management and Planning Organization, Governorate, Human Resources and Administrative Transformation Committee in the province with a bachelor's degree or higher and with at least 4 years of work related to 828 people. In this section, 267 persons were selected using simple random sampling. Semi-structured interviews and researcher-made questionnaires were used for data collection. Based on this, a questionnaire was prepared and then provided to the instructors and consultants and the questions were modified. The coefficient of agreement was 0.81 which was confirmed by 3 experts. The results showed that the components of key competencies of human resources in executive systems consist of 4 components including individual characteristics (36 indices), knowledge (16 indices), skills (23 indices) and value (36 indices( In the last step, using structural equation modeling, model validation was performed. The results indicate that the questionnaire data can be reduced to a number of underlying and fundamental factors. And the result of Bartlett test showed that the correlation matrix is not a single matrix and the same matrix and finally 4 factors (components) have higher than one specific value. These components include 4 components including individual characteristics, knowledge, skills and values.
1. Monshigar, M and Abbasi, A. Pathology and Managers Support Strategies for Human Resource Development and Development. Quarterly Journal of Training & Development of Human Resources, 2016, 3, 8, 29-56.
2.Haj Karimi, A A; Rezaeian, A; Hadizadeh, A and Bonyadi Naeini, A. (2011). Designing Competencies Model for Public Sector HR Managers in Iran. Quarterly Perspective on Public Administration, 2011, 2, 8, 23-43.
3. Resuli, R & Salehi, A. Advanced Human Resource Management", Payame Noor University Press, Fifth Edition.
4. Ahmadi, S. A. A; Sobhani, F; Darvish, F and Kobra, H. Designing and Explaining the Conceptual Model of Human Resource Competencies in Nahj al-Balagheh Using Content Analysis Technique and ISM. Basij Strategic Studies Quarterly,2015, 17 (64), 27-55.
5. Sepahvand, R; Vahdati, H; Ismaili, M, R and RahimiAghdam, S. Designing a Sustainable Competitive Advantage Model Based on Human Capital Competency in the Insurance Industry, Journal of Human Resource Management Research, 2016, 8, 1 (23), 208-179.
6. Najafpour Shahani, F and Hosseinpour, M. Future Research Approach to Identifying Human Resources Competencies Required by the Exceptional Education Organization of Khuzestan Province, Second National Conference on Sustainable Development in Educational and Psychological Sciences, Social and Cultural Studies, Tehran, Soroush Hekmat Mortazavi Islamic Studies and Research Center, Mehr Institute of Higher Education Arvand, Center for Sustainable Development Solutions. 2015.
7. Idi, M; Pirzadian, Mohsen and Namdarjoumi, Ehsan. The Study of Competitive Barriers in Organizations "Case Study, Ilam State University Staff. National Conference on Key Issues in Management and Accounting Sciences, Gorgan, Iran, 2015.
8. Ranjbar, M; Khaif Elahi, A; Danaei Fard, H and Fani, A, A. Designing Managers' Competency Model in Health Sector (Foundation Data Strategy Theory Approach), International Conference on Research in Behavioral and Social Sciences, Turkey - Istanbul, Institute of Ideal Managers, Capital of Ilya, 2015.
9. Jafari, F. Danesh, M and Ziauddin, M. Explain the importance of surrogacy in human resource management; focusing on developing competencies. 5th National Conference and Third International Conference on Accounting and Management, Tehran, Premier Services Company. 2015.
10. Tavakoli, A and BozorgHaddad, E. Developing a Competency Model for Public Sector Managers Based on the Good Governance Paradigm. International Conference on Management Economics and Social Sciences, Spain. 2015.
11. Javid Mehr, M; AmiriJami, H and Akbari, A. (2015). Managing managers by reflecting on public competencies. The First International Conference on the Role of Islamic Revolution Management in the Geometry of the Power of the World System (Management, Politics, Economics, Culture, Security, Accounting), Tehran, 2015.
12. Khasii, F. Investigating the relationship between meritocracy and employee empowerment by considering the mediating role of organizational culture. International Conference on Management, Economics and Industrial Engineering, Tehran, Institute of Managers Idea Pardaz, Vira, 2015.
13. Hagler, D., & Wilson, R. Designing nursing staff competency assessment using simulation. Journal of Radiology Nursing, 2015, 32(4), 165-169.
14. Rudy, S., Rooney, V., & Westley-Hetrick, E. Mock Codes in a Radiology Department for Systems Improvement and Staff Competency. Journal of Radiology Nursing, 2015, 34(4), 193-199.
15. Rugen, K. W., Speroff, E., Zapatka, S. A., & Brienza, R. Veterans Affairs Interprofessional Nurse Practitioner Residency in Primary Care: A Competency-based Program. The Journal for Nurse Practitioners, 2016, 12(6), e267-e273.
16. Pasternack, J. R., Dadiz, R., McBeth, R., Gerard, J. M., Scherzer, D., Tiyyagura, G., ... & Kessler, D. Qualitative Study Exploring Implementation of a Point-of-Care Competency-Based Lumbar Puncture Program Across Institutions. Academic pediatrics, 2016.
17. Guan, Y., Yang, W., Zhou, X., Tian, Z., & Eves, A. Predicting Chinese human resource managers' strategic competence: Roles of identity, career variety, organizational support and career adaptability. Journal of Vocational Behavior, 2016, 92, 116-124.
18. Sirmon, D. G., Hitt, M. A., Ireland, R. D., & Gilbert, B.A. Resource orchestration tocreate competitive advantage breadth, depth, and life cycle effects. Journal of Management, 2010, 37 (5): 1390-14.
19. Sengupta, Atri. Venkatesh, D.N, Sinha, Arun K. "Developing performance-linked competency model: a tool for competitive advantage", International Journal of Organizational Analysis, 2013, 21 (4): 504 -527.
20. Farshabaf Maherian, J and Ebrahimian, J. A review of the general policies of the administrative system and its impact on meritocracy. National Conference on Sovereignty and Good Governance in Iran, 2011, 145 - 134.
21. Fang C, Chang S, Chen G. Competency development among Taiwanese healthcare middle manager: A test of the AHP approach. African journal of business management; 2010, 4(13):2845-55.
22. Müller, R., & Turner, R. Leadership competency profiles of successful project managers. International Journal of Project Management, 2010, 28(5), 437-448.
23. Ganjali, A, Timurian, M and Abdolhosseinzadeh, M. (1392). Investigating the Qualification Criteria in Quran and Islam. Haleqal, Managerial Research, 2014, 3, 1(7);, 114-91.
24. Alvani, S M, Ardalan, O and Mohammadi Fateh, A. Designing and Developing an Appropriate Model of Commanders and Command Competencies in the Army Organization Using Imam Khamenei's Approach", Human Resource Management Research University Comprehensive Imam Hussein (AS); 2016, 8,1 (23) 30-1.
25. Askari, N. Nikukar, G, Safari, H. Competency Model of Islamic Republic of Iran Managers Based on Perspective Document 1404" Two Management Quarterly in Islamic University, 4th year, 2015.
26. DehghaniSoltani, M; Al Taha, H R. Identifying Factors Affecting the Competencies of Iranian Islamic Managers in Government Organizations. Journal of Management Improvement Science, Ninth Year, 2016, 2 (28): 97-120.
27. Abdollahi, M; FathiVajargah, K; Pourzahir, A T & Rahimian, H. The educational managers’ competencies and human resource development. Journal Management System, 2016, 6, 4(24);21-51.
28. SalehiKordabadi, S,. Sabet, S and Rasa, A. Competency Management in Governmental Organizations and its Typology in Iran. Journal of Police Human Development, 2011, 8, 36, 116-90.
29. Dehghanan, H. Competency-based management (requirements and solutions). Fifth International Management Conference, Tehran. 2007.
30. Abtahi, H and Montazeri, M. Competency-based management and its role in human resource management. Human Resource Management Studies. 2009, 57, 16-16.
31. Nami, K; Seyed Abbaszadeh, M M; Hassani, M & Bazargan, A. Structural Modeling of the Impact of Organizational Factors on Human Resource Development with the Mediating Role of Knowledge Management Process and Training Transfer Model. Journal of Human Resource Education & Development, 2018, 4, 14: 77-96.
32. Byham, W.C. Developing Dimension/Competency-Based Human Resource System, 1998, Retrieved from: www.ddiworld.com/pdf/ddi_ competencybasedhrystems _mg.pdf.
33. Newsome, S.; Catano, V. & Day, A., Leader Competencies: Proposing A Research Framework, Canadian Forces Leadership Institute and Centre for Leadership Excellence. Nova Scotia: Saint Mary´s University. 2003.
34. Zarei Matin, H. Rahmati, M H. Mousavi, S M M and Vadadi, A. Designing a Competency Model for Managers in Iranian Cultural Organizations. Journal of Management of Government Organizations, 2014, 2, 4. 36-19
. 35. Dorri B, Habibi M, Bahrami nasab M. Identifying Strategic Competencies of Top Managers in Petrochemical Industry. Human Resource Management in Oil Industry. 2015; 6 (23) :217-242.
36. Čižiūnienė, K., Vaičiūtė, K., & Batarlienė, N. Research on Competencies of Human Resources in Transport Sector: Lithuanian Case Study. Procedia Engineering, 2016, 134, 336-343.
37. Rothwell, W. J. Competency‐Based Human Resource Management. The Encyclopedia of Human Resource Management: HR Forms and Job Aids, 2012, 45-47.
38. Babashahi, J; Yazdani, H; Tahmasebi, R & RajabPour, E. Designing of Competency model for knowledge workers in RIPI. Human Resource Management in Oil Industry. 2017, 8 (32) :3-24.
39. Kavusi Khamenei, R; Pourazat, A A and Abbasi, T. Identify and develop appropriate features for the Minister of Science, Research and Technology. Public Management Research Quarterly. 2018, 9, 1, 35-60.
40. Pouramini, Z; Gholipour, A and Kohi, S. Competency management, a new approach to attracting and retaining talent. 1st International Conference on Business and Organizational Intelligence, New Paradigms of Management, Shahid Beheshti University, Tehran. 2017.
41. Imani, A M; Qasemi, M; Mubarak, M and Sergi, B. Identifying, explaining and designing the model of competencies of managers (Zahedan Customs). International Conference on New Orientations in Management, Economics and Accounting, Tabriz, East Azerbaijan Industrial Management Organization. 2016.
42. Gheshlaghi, M ؛Haqqani, M and MohammadiMoghaddam, Y. Educational Needs Assessment of Judges' Job Groups Based on Competency Approach (Case Study: Tehran Province Judicial Complexes). Journal of Human Resource Studies. 2015, 5, 1, 141-163.
43. Nourbakhsh, M S . Designing Managerial Competency Model Fit to Iranian-Islamic Progress Model. National Conference on Management Research, Tehran. 2015.
44. Soltani, I; Dalilly, H and NilipourTabatabaei, A. Determining the Adaptability of Human Resources Managers of Manufacturing and Industrial Companies to Ulrich Competency Model (Mobarakeh Steel Company Case Study). Quarterly Journal of Human Resource Education and Development, 2014, 1, 57, 2-41.
45. Moradi, R; Moradi, M; Maleki, H and Abdoli, A. (2015). Designing and presenting a model of curriculum competencies. Quarterly Journal of Qualitative Research in Curriculum Planning. 2015, 1, 1. 43-65.
46. Nofaresti, H and Taghizadeh Herat, A. Overview of Managers Competency Model, First International Conference on Management, Economics, Accounting and Education Sciences, Sari, Future Research & Consulting Company, Payam Nork University. 2015.
47. Chitsaz, E. The Competency Pattern of Cultural and Social Managers in Universities and Higher Education Institutions. Tehran, Ministry of Science, Research and Technology, Department of Cultural and Social Affairs, Office of Social Planning and Cultural Studies. 2012.
48. Rahimnia, F and Hooshyar, W. Analyzing the Dimensions and Components of the Managers Competency Model in the Banking System (A Qualitative Approach). Journal of Management Research Tomorrow, 2012, 11, 31, 138-113.
49. Draganidis، F & Mentzas، G. (2006). Competency Study: Developing a Competency Model for a 21st Century Extension Organization. Dissertation for Degree of Doctor of Philosophy in the Graduate School of The Ohio State University.
50. Karami, M; Salehi Omran, I and Khoshnoudifar, H. Educational Needs Assessment of Managers of Mazandaran Regional Electricity Company Based on Competency Model. Journal of Educational Planning Studies. 2012, 1, 2, 100-114.
51. Sherman, R. Management competencies and sample indicators for the improvement of adult education program, A Publication of Building Professional Development Partnerships for Adult Educators Project . 2001, http://www.prenet2000. com.
52. Cooper, H, Hedges, L, V., Jeffrecy, G., V. The Handbook of Research Synthesis and Meta-Analysis. Second Edition, 2009, ISBN: 978-0-87154-163-5.
53. Nirumand, P; Bamdad S, Bamdad J, Arabi, S M & Amiri, M. Conceptual Framework for Competencies of CEOs of Technology Based Firms: Dimensions, Components and Indicators. Journal of Occupational and Organizational Counseling, 2012, 4, 12, 161-145.
54. Mansfield, R. S. Building competency models: Approaches for HR Professionals, Human Resource Management, 1996, 24, 8, 7-18.