ارائه چارچوب استراتژيك آموزش و بهسازي سازماني در وزارت تعاون، كار و رفاه اجتماعي
محورهای موضوعی :
مژگان اتابکی
1
محمدنقی ايماني گله پردسری
2
علی ربیعی
3
کلید واژه: آموزش و بهسازي مديريت استراتژيك منابع انساني سرمايه‌هاي انساني,
چکیده مقاله :
هدف پژوهش حاضر ارائه چارچوب آموزش و بهسازي استراتژيك سرمايه‌هاي انساني در وزارت تعاون، كار و رفاه اجتماعي مي‌باشد. روش تحقيق به كار گرفته شده توصيفي و از نوع آميخته (تركيبي از روش‌هاي كمي و كيفي) است. ابزار پژوهش شامل پرسشنامه است، كه در ابتدا نوع خاصي از پرسشنامه براي اجراي روش نظرسنجي از خبرگان و با هدف نهايي‌سازي مدل تحقيق طراحي و در سه مرحله اجرا گرديد. پس از نهايي‌سازي الگو به شيوه فوق، به منظور اجراي پيمايش پرسشنامه ديگري شامل 4 بعد، 13 مؤلفه و 60 شاخص كه وضعيت موجود و وضعيت مطلوب بر اساس آن با يك مقياس ده درجه‌اي توسط پاسخگو درجه‌بندي شده است طراحي گرديد. يافته‌هاي پژوهش نشان داد كه در چارچوب پيشنهادي 9 متغير پيش‌بين شامل عوامل قانوني (0.222)، عوامل اقتصادي (0.322)، عوامل تكنولوژيكي (0.212)، عوامل اجتماعي (0.350)، استراتژي آموزش (0.265)، نگرش راهبردي به آموزش (0.306)، نيازسنجي آموزش (0.265)، مديريت اجرايي آموزش (0.219)، فرهنگ يادگيري و رشد (0.333)، همبستگي معنادار با متغير ملاك (آموزش و بهسازي استراتژيك در وزارت تعاون، كار و رفاه اجتماعي) دارند
This study aims to provide a strategic Training and Improvement framework for human capital in the Ministry of Cooperatives, Labor and Social Welfare. The methodology used here is descriptive and hybrid, i.e. a combination of quantitative and qualitative methods. Research tool is a questionnaire so that it was first presented to experts and after applying their comments on the questionnaire, the ultimate version of the research’s model was designed and implemented in three stages. After finalizing the pattern as above, in order to implement the survey, another questionnaire consisting of 4 dimensions, 13 components and 60 indicators was designed, in which the status quo and desired state are graded based on a ten-point scale. Research findings showed that in proposed pattern, nine predictor variables including legal factors (0.222), economic factors (0.322), technological factors (0.212), social factors (0.350), learning strategies (0.265), strategic approach to Training (0.306), Training needs assessment (0.265), executive Training management (0.219) and culture of learning and growth (0.333) had significant correlations with the criterion variable
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