شناسایی پنداشت‌های مدیران نسبت به راهبردهای مؤثر بر ایجاد منابع انسانی پایدار

نوع مقاله : مقاله پژوهشی

نویسنده

استادیار گروه مدیریت، دانشکده علوم انسانی، دانشگاه حضرت معصومه(س)،قم، ایران

10.22080/shrm.2021.3790

چکیده

منابع انسانی به قدرتمندترین منبع مزیت رقابتی در فضای کسب وکار امروزه تبدیل شده است. به همین جهت پژوهش‌گران، مدیران ارشد و همچنین کارشناسان منابع انسانی همواره بر  اهمیت موضوع مدیریت منابع انسانی تأکید دارند. ظهور و توسعه مفهوم جدید مدیریت منابع انسانی پایدار از جمله مفاهیمی است که سازمان را در راستای توسعه پایدار قرار می‌دهد. از این رو، مدیریت منابع انسانی پایدار به عنوان یک حوزه مطالعاتی برای تسهیل درک روابط سازمان و ذینفعان تکامل یافته است. اگرچه تعاریف زیادی در ادبیات مدیریت منابع انسانی پایدار وجود دارد، اما مجموعه مشخصی از ویژگی‌های مؤثر در شکل‌گیری مدیریت منابع انسانی پایدار وجود ندارد. از آنجایی که عملیاتی کردن استراتژی پایداری سازمانی با استفاده از منابع انسانی به عنوان محور اصلی هر کسب و کاری از جایگاه خاصی برخوردار است،  براین اساس هدف پژوهش حاضر شناسایی و دسته‌بندی راهبردهای مدیریت منابع انسانی پایدار با استفاده از روش‌شناسی کیو می‌باشد. به این منظور، درگام اول مقالات و پژوهش‌های مرتبط و مورد تأیید بررسی و فیش‌برداری شد. علاوه براین، با خبرگان اجرایی و دانشگاهی مصاحبه‌های عمیق صورت گرفت. در گام دوم،  شناسایی ذهنیت‌ها با روش کمّی و به کمک تکنیک تحلیل عاملی کیو انجام گرفت. برای تعیین الگوهای ذهنی از متخصصان موضوع و خبرگان اجرایی - دانشگاهی استفاده شد. یافته‌ها و تحلیل آن‌ها حاکی از وجود 5 الگوی ذهنی در خصوص راهبردهای مؤثر بر شکل‌گیری مدیریت منابع انسانی پایدار شامل تعامل‌گرایی، عقلانیت‌گرایی، انتقاد‌پذیری، تنوع پذیری و عدالت‌گرایی می‌باشد.

کلیدواژه‌ها


عنوان مقاله [English]

Identify managers' perceptions of the strategies that affect the creation of sustainable human resource

نویسنده [English]

  • shahnaz akbari emami
Assistant Professor, Department of Management, Faculty of Humanities, Hazrat Masoumeh University, Qom, Iran
چکیده [English]

 
Human resources have become the most powerful source of competitive advantage in the business environment today. Therefore, researchers, senior managers as well as human resource experts always emphasize the importance of human resource management. Emergence and development of a new concept of sustainable human resource management is one of the concepts that put the organization in the direction of sustainable development. Hence, sustainable human resource management has evolved as a field of study to facilitate the understanding of the relationship between the organization and stakeholders. Although there are many definitions in the literature of sustainable human resource management, but there is no specific set of effective features in the formation of sustainable human resource management. Since the characteristics of sustainable human resource management to implement the organizational sustainability strategy using human resources as the main axis of any business has a special place, therefore, the purpose of this study is to identify and categorize the characteristics of sustainable human resource management using methodology. For this purpose, in the first step, related and approved articles and researches were analyzed. In addition, in-depth interviews were conducted with executive and academic experts. In the second part, the identification of mentalities was done quantitatively using the Q-factor analysis technique. Subject matter experts and executive experts were used to determine mental patterns. Findings and their analysis indicate the existence of 5 mental models regarding the characteristics that affect the formation of sustainable human resource management, including interactionism, rationalism, criticism, diversity and justice.

کلیدواژه‌ها [English]

  • Strategic human resource management
  • sustainable human resource management
  • mental models
  • Q methodology
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