نیازسنجی برنامه‌های یادگیری و توسعه مهارتهای نرم منابع انسانی در سازمان‌های دولتی.
محورهای موضوعی : الگوهای تدوین برنامه های توسعه فردیمینا بوستانی راد 1 , سید مهدی الوانی 2 , علی حمیدی زاده 3 *
1 - دانشگاه تهران
2 - استاد، گروه مديريت دولتي، واحدقزوين، دانشگاه آزاد اسلامي، قزوين، ايران (استاد بازنشسته دانشگاه علامه طباطبایی)
3 - دانشگاه تهران
کلید واژه: نیازسنجی, یادگیری و توسعه, مهارتهای نرم.,
چکیده مقاله :
نیازسنجی به عنوان اولین مرحله از مراحل فرآیند طراحی برنامه‌های یادگیری و توسعه مهارتهای نرم منابع انسانی مطرح می‌باشد؛ و رعایت دقت لازم در آن، اثربخشی این برنامه‌ها را افزایش خواهد داد. تحقیق حاضر به نیازسنجی برنامه‌های یادگیری و توسعه مهارتهای نرم منابع انسانی در سازمان‌های دولتی پرداخته است. عدم توجه به تفاوت‌های ماهوی میان مهارتهای نرم و سخت در مرحله نیازسنجی، سبب بروز مشکلات در مراحل بعدی فرآیند توسعه کارکنان خواهد گردید. بر این اساس ابتدا مولفه‌های مهارتهای نرم منابع انسانی با استفاده از روش مرورنظام‌مند، شناسایی گردید؛ سپس جهت شناسایی سایر اجزاء نیازسنجی برنامه‌های یادگیری و توسعه مهارتهای نرم، با 23 تن از خبرگان امر آموزش و توسعه منابع انسانی مصاحبه نیمه‌ساختار یافته صورت گرفته و تحلیل مضمون انجام شد. در ادامه نیز اعتبار یافته‌های حاصل از تحلیل مضمون با بهره‌گیری از روش دلفی و استفاده از آمار توصیفی محاسبه گردید و با دستیابی به اجماع حداکثری پانلیست‌های شرکت‌کننده در تحقیق تائید شد. در نهایت مهارتهای نرم با 20 مولفه، در دو دسته مهارتهای نرم فردی و اجتماعی و اجزاء نیازسنجی با دو مضمون اصلی، چهار مضمون فرعی و هشت کد شناسایی گردید. عدم توجه درخور سازمان‌های دولتی به مهارتهای نرم نشان‌دهنده نیاز این نوع سازمان‌ها به طراحی برنامه‌های یادگیری و توسعه مهارتهای نرم منابع انسانی بوده و همچنین شایسته است تا در مرحله نیازسنجی، به مدون بودن مهارتهای نرم در شرح‌مشاغل سازمان توجه نموده و دسته‌بندی لازم میان مشاغل مدیریتی و غیرمدیریتی به لحاظ نوع نیاز به مهارتهای نرم مشخصگردد.
Needs assessment is a first step in the process of human resources soft skills learning and development programs designing, and paying attention to it, will increase the effectiveness of them. this study addresses the need assessment for learning, and development programs of human resources soft skills in public organizations. Lack of attention to the essential differences between soft and hard skills in the needs assessment stage, will cause problems in the later stages of the personnel development process. Based on this, first the components of human resources soft skills were identified using the systematic review method; Then in order to identify other components of the needs assessment, semi-structured interviews were conducted with 23 experts in the field of human resources training and development, and content analysis was performed. Then, the findings validity of the content analysis, was calculated using the Delphi method, and descriptive statistics, and was confirmed by reaching the maximum consensus of the panelists participating in the study. Finally, soft skills were identified in two categories of individual, and social soft skills with 20 components, and needs assessment components with two main themes, four sub-themes and eight codes. Lack of proper attention to soft skills by public organizations indicates their need to designing these programs. It is also worthwhile to pay attention to the codification of soft skills in the jobs description in the needs assessment stage, and the necessary .classification between managerial and non-managerial jobs in terms of the type of their need for soft skills.
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