ارائه الگوی جذب منابع انسانی با رویکرد توسعه منابع انسانی در سازمان‌های دولتی (مورد مطالعه: استان خراسان رضوی)
محورهای موضوعی : روش های نوین آموزش وتوسعه منابع انسانیسعید کرامتی تولایی 1 , حبیب الله دعایی 2 * , ابوالفضل کاظمی 3
1 - گروه مدیریت دولتی، واحد قزوين، دانشگاه آزاد اسلامي، قزوين، ايران
2 - موسسه آموزش عالی اسرار ، مشهد، ایران
3 - دانشگاه آزاد اسلامي، واحد قزوين، دانشكده مهندسي صنايع و مكانيك، گروه مهندسي صنايع، قزوين، ايران
کلید واژه: توسعه منابع انسانی, جذب منابع انسانی, سازمان‌های دولتی,
چکیده مقاله :
این مقاله با هدف ارائه الگوی جذب منابع انسانی با رویکرد توسعه منابع انسانی در سازمان‌های دولتی انجام گرفته است. پژوهش حاضر از نظر هدف، یک پژوهش کاربردی-توسعه‌ای است و از منظر روش گردآوری داده‌ها، یک پژوهش‌های پیمایشی-مقطعی قرار می‌گیرد. برای دستیابی به هدف پژوهش از طرح آمیخته اکتشافی استفاده شده است. جامعه آماری در بخش کیفی شامل مدیران با سابقه سازمان‌های دولتی در استان خراسان رضوی است. نمونه‌گیری به روش هدفمند انجام شد و 15 نفر به اشباع نظری دست پیدا شد. جامعه آماری بخش کمی نیز شامل 6000 نفر از کارشناسان منابع انسانی سازمان‌های دولتی است که با فرمول کوکران حجم نمونه 345 نفر برآورد گردید. با روش نمونه‌گیری چینه‌ای در چهار منطقه از استان خراسان رضوی حجم نمونه مورد نیاز تامین شد. برای گردآوری داده‌ها از مصاحبه و پرسشنامه استفاده شد. مقوله‌های زیربنایی توسعه منابع انسانی با روش تحلیل مضمون شناسایی شد و الگوی نهایی با روش مدل‌یابی معادلات ساختاری اعتبارسنجی گردید. تحلیل داده‌های کیفی با نرم‌افزار Maxqda و بخش کمی با LISREL انجام شد. نتایج نشان داده است مقوله‌های فراگیر در قالب عوامل فنی، انسانی و ارزشی دسته‌بندی شده‌اند. عوامل سازمان‌دهنده نیز شامل مهارت، دانش، نگرش، رفتار، پایبندی به ارزش‌ها، عمل‌گرا بودن، اقتصادی، تکنولوژیکی، اجتماعی، فرهنگی، انقلابی، مقتدر هستند. عوامل فنی از دانش، مهارت، عوامل اقتصادی و فناوری تشکیل شده است. عوامل انسانی شامل نگرش، رفتار، عوامل اجتماعی و فرهنگی است. در نهایت عوامل ارزشی نیز شامل پایبندی به ارزش‌ها، عمل‌گرا بودن، عوامل انقلابی و اقتداری است.
This article aims to provide a model of human resource absorption with the development of human resources in government organizations. In terms of purpose, the present study is an applied-developmental research and in terms of data collection method, it is a cross-sectional research. To achieve the research goal, a mixed exploratory design has been used. The statistical population in the qualitative section includes managers of government organizations in Khorasan Razavi province. Purposeful sampling was performed and 15 people achieved theoretical love. The statistical population also includes 6000 human resources of government organizations, which with the Cochran's formula is estimated at a sample size of 345 people. The required sample size was provided by stratigraphic sampling method in four regions of Khorasan Razavi province. Interviews and questionnaires were used to collect data. The basic categories of human resource development were identified by content analysis method and the final model was identified by validation equation modeling method. Qualitative data analysis was performed with Maxqda software and quantitative data with LISREL. The results of comprehensive categories are categorized in terms of technical, human and value factors. Organizing factors also include skill, knowledge, attitude, behavior, adherence to values, pragmatism, economic, technological, social, cultural, revolutionary, powerful. Technical factors consist of knowledge, skills, economic factors and technology. Human factors include attitudes, behaviors, social and cultural factors. Finally, value factors include adherence to values, pragmatism, revolutionary factors, and authority.
. Rostamzadeh, Reza; Badaghi, Hussein; Soltani, Zeinab (2017), The effect of strategic human resource management on the recruitment, retention and empowerment of human resources. Quarterly Journal of Management Research, 2 (107), 1-13.
2. Eftekhari, Zahra; Nadi, Ali (2021). Presenting a model of manpower recruitment and training in the school system using data foundation theory. Human Resource Management Research, 13 (43), 201-224.
3. Abbaspour, Abbas. (2014). Advanced Human Resource Management: Approaches and Functions, Tehran: Samat Publications.
4 . Teymouri, Nazanin; Rangriz, Hassan; Abdoli, Bijan (2018). Prioritize the factors affecting the recruitment of human resources and provide an appropriate model based on the competency system. Journal of Human Resource Management Research, 10 (31), 75-100.
5. Aranega, A. Y., Allal-Cherif, O., & Sanchez, R. C. (2021). Intelligent recruitment: How to identify, select, and retain talents from around the world using artificial intelligence. Technological Forecasting and Social Change, 169, 120822.
6. Fackler, D., Stegmaier, J., & Weigt, E. (2019). Does extended unemployment benefit duration ameliorate the negative employment effects of job loss?. Labour Economics, 59, 123-138
7. Naval, J., Silva, J. I., & Vázquez-Grenno, J. (2020). Employment effects of on-the-job human capital acquisition. Labour Economics, 6(7), 101-127.
8. Badriyah, N., & Muhtarom, A. (2020). Configuration of Employment Training to Improving Work Competencies Toward Competitiveness. In 17th International Symposium on Management (INSYMA 2020) (pp. 303-306). Atlantis Press, 48(1), 303-306.
9. Rezaian, Ali; Kazemi, Maryam; Qarchaq, Manijeh. (2018). Identifying indicators for attracting, retaining and retaining talented human resources in the banking industry. Public Management Perspectives, 9 (35), 15-38.
10. Johnson, A. F., Roberto, K. J., Black, S. L., & Ahamad, F. (2021). Neglected under the law: A typology of stigmatization and effective employment protections. Human Resource Management Review, 43(1), 115-135.
11. Ding, Y., Li, Z., Ge, X., & Hu, Y. (2020). Empirical analysis of the synergy of the three sectors’ development and labor employment. Technological Forecasting and Social Change, 31(2), 137-158.
12. Rigby, C. S., & Ryan, R. M. (2018). Self-determination theory in human resource development: New directions and practical considerations. Advances in Developing Human Resources, 20(2), 133-147.
13. Westerman, J. W., Rao, M. B., Vanka, S., & Gupta, M. (2020). Sustainable human resource management and the triple bottom line: Multi-stakeholder strategies, concepts, and engagement.
14. Han, S. J., & Stieha, V. (2020). Growth mindset for human resource development: A scoping review of the literature with recommended interventions. Human Resource Development Review, 19(3), 309-331.
15. Francis C, R., & Fraga, F. X. (2020). A Study on Job Satisfaction and the New Vibrant Face of Human Resource Excellence Through Management Paradigms and Passion Pyramid. Management Paradigms and Passion Pyramid, 7 (1), 156-187.
16. Zahiri, a., beheshtifar, m., pourkiani, m., & sheikhi, a. (2021). Designing an Excellence Pattern for Effective Human Resources in the Oil Industry. Journal of Contemporary Issues in Business and Government, 27(2), 736-750.
17. Nowruzian, Mehdi; Rabiee, Reza; Rangriz, Hassan. (2020). Designing a model for upgrading and optimizing the system of selection and recruitment of human resources in government-oriented health organizations. Health Management, 11 (3), 45-54.
18. Ahmadi, Parasto. (2017). Designing a model for attracting human resources based on justice for Iranian government agencies. Urban Management, 16 (47), 49-60.
19. Aghaz, A., Sheikh, A. and Amirkhani, T. (2017 ), Human Resource Management in the Public Sector: An Investigation into the Iranian Ministries , Iranian Journal of Management Studies, Vol.10 , No.3 , pp.667 - 695 .
20 . Chuang, S. and Graham, C. M. (2018 ), Embracing the sobering reality of technological influences on jobs, employment and human resource development: A systematic literature review, European Journal of Training and Development, Vol. 42 No.7 /8 , pp. 400- 416.
21. Amstrong, M. (2008). Strategic Human Resource Management: A Guide to Action. London, GBR: Kogan Page Ltd, 248.
22. Mirsapasi, Nasser. (2016). Human resource management with a strategic approach. Tehran: Shervin Publishing.
23. Saadat, Esfandiar. (2016). Human resources management. Tehran: Samat Publications, 12th edition.
24. Takada, E., Saito, S., Sakamoto, F., Suzuki, S., Shibata, Y., Yoneda, T., ... & Nakahira, K. T. (2019). Development and Improvement of Human Resource Development in Nuclear Engineering for National College Students in Japan. Procedia Computer Science, 15(9), 2580-2588.
25. Ghorbani, Vajheallah; Naghavi, Ali; Hosseini, Davood (2021). Model of strategic resource development in government research organizations. Journal of Management Research in Iran, 25 (112), 126-149.
26. Seyed Naghavi, Mir Ali; Waezi, Reza; Afkaneh, Mohammad (2018). Model of human resource excellence in Iranian government organizations. Quarterly Journal of Management of Government Organizations, 22 (2), 11-26.
27. Dirani, K. M., Abadi, M., Alizadeh, A., Barhate, B., Garza, R. C., Gunasekara, N., ... & Majzun, Z. (2020). Leadership competencies and the essential role of human resource development in times of crisis: a response to Covid-19 pandemic. Human Resource Development International, 23(4), 380-394.
28. Kreismann, D., & Talauicar, T. (2021). Business Ethics Training in Human Resource Development: A Literature Review. Human Resource Development Review, 20(1), 68-105.
29. Tavakoli, Shahram; Danaei, Abolfazl; Najafi, Mahmoud (2021). Provide a model of media strategies in the development of human resources of oil organizations. Quarterly Journal of Strategic Studies in the Oil and Energy Industry, 12 (48), 56-71.
30. Egieya, J. M., Ayo-Imoru, R. M., Ewim, D. R., & Agedah, E. C. (2021). Human resource development and needs analysis for nuclear power plant deployment in Nigeria. Nuclear Engineering and Technology.
31. Waezi, Reza; Arsalan, Mohsen (2020). Human resource absorption model with human resources development approach in the public sector of Kerman province. Journal of Public Management Research, 12 (43), 135-155.
32. Mohammadi, Abolfazl; Farhi, Ali; Soltani, Mohammad (2016). Designing and explaining the model of attracting human resources with the approach of human resources development of one of the organizations of the Armed Forces. Journal of Human Resource Management Research, 7 (1), 187-212.
33. Jaworski, C., Ravichandran, S., Karpinski, A. C., & Singh, S. (2018). The effects of training satisfaction, employee benefits, and incentives on part-time employees’ commitment. International Journal of Hospitality Management, 74, 1-12.
34. Järlström, M., Saru, E., & Vanhala, S. (2018). Sustainable human resource management with salience of stakeholders: A top management perspective. Journal of Business Ethics, 152(3), 703-724
35. Solgi, Zahra; Vahdati, Hojjat; Mousavi, Jamal; Theoretical, perfection. (2021). Designing a model of excellence in pure human resources. Management Research in Iran, 25 (1), 74-93.
36. Legatum. (2020). the legatum prosperity index https://www.prosperity.com/rankings.
37. Lawler, E. E., & Boudreau, J. W. (2018). Human resource excellence: An assessment of strategies and trends. Stanford University Press.
38. Barrena-Martinez, J., Lopez-Fernandez, M., & Romero-Fernandez, P. (2018). Exploring the excellence in socially responsible human resource practices: A case study from Spain. In Transformational Entrepreneurship. Routledge, 3 (1), 78-89.
39. Bhatia, M. S., & Awasthi, A. (2018). Assessing relationship between quality management systems and business performance and its mediators: SEM approach. International Journal of Quality & Reliability Management.
40. Zhou D,(2021), Role of Green Data Center in Human Resources Development Model, Sustainable Computing: Informatics and Systems, S2210-5379(20)30215-8
41. Bucur, Amelia. (2021). Modelling of the Quality Management of the Human Resource Training Scientific Bulletin.Vol. XX No 2(40)
42. Fruhen.L .S. , Weis. L.M. , Flin.R. (2021). Attracting safe employees: How job adverts can affect applicants’choices, Safety Science 72 , 255–261.University of Aberdeen, School of Psychology, UK
43. Taj, Hussein; Namvar, Kaveh. (2020). Islamic ethical indicators of recruitment and employment of human resources. Ethical Research, 2 (2), 27-48.
44. Aghili, Sara; Nafari, Neda; Qayyumi, Abbas Ali; Ghorbani Ghaljoo, Rahim (2020), Designing an Individual Development Model as a Strategic Approach in Human Resource Development of Knowledge-Based Organizations) Case: Selected Information and Communication Technology Companies, Quarterly Journal of Research in Educational Systems, 51 (14), pp. 68-53.
45. Mojrian, Laleh; Moin, Sasan; Yousefi, Mohammad (2019). Designing a manpower supply model in Iranian sports organizations. Applied Studies in Management and Development Sciences, 2 (2), 13-18.
46. Hashemi, Zahra (2019). Investigating the behavior of human resources research and development in knowledge-based companies in response to fiscal and tax policies. Technology Development Management, 11 (26), 91-124.
47. Danaeifard, Hassan; Alwani, Mehdi; Azar, Adel. (2014). Qualitative research methodology in management: a comprehensive approach, Saffar Publications.
48. Holsti, O. R. (1969). Content analysis for the social sciences and humanities, Reading, MA: Addison-Wesley.
49. Attride-Stirling, J. (2001). Thematic networks: an analytic tool for qualitative research. Qualitative research, 1(3), 385-405.
50. Habibi, Arash; Adenor, Maryam. (2017) Structural Equation Modeling, Publisher: Tehran University Jihad Publications.