کنکاشی پیرامون مدل مدیریت سرمایه انسانی جهت دستیابی به نظام اداری مطلوب

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشجوی دکترای مدیریت دولتی – منابع انسانی دانشگاه آزاد اسلامی واحد زاهدان، عضو هیأت علمی دانشگاه پیام نور سیستان و بلوچستان، ایران.

2 استادیار، گروه مدیریت دولتی، دانشکده علوم انسانی و اجتماعی، دانشگاه اردکان، ایران

3 استادیار، عضو هیات علمی دانشگاه آزاد اسلامی واحد زاهدان

10.22080/shrm.2022.4098

چکیده

پژوهش حاضر با هدف ارائه مدل مدیریت سرمایه انسانی جهت دستیابی به نظام اداری مطلوب در دانشگاه آزاد اسلامی زاهدان انجام گرفت. روش پژوهش به صورت آمیخته اکتشافی است که در بخش کیفی با روش داده بنیاد و در بخش کمی به صورت توصیفی پیمایشی انجام گرفت. جامعه آماری شامل اساتید ، مدیران و معاونان ، دانش آموختگان و مطلعین در ارتباط با مدیریت سرمایه انسانی و نظام اداری می باشد که در بخش کیفی تعداد 12 نفر به صورت هدفمند و در بخش کمی تعداد 100 نفر به صورت در دسترس به عنوان نمونه انتخاب شدند. ابزار گردآوری اطلاعات در بخش کیفی مصاحبه نیمه‌ساختاریافته و در بخش کمی پرسشنامه پژوهشگر بود. داده‌های گردآوری شده در بخش کیفی با روش تحلیل داده بنیاد و در قالب سه مرحله کدگذاری باز، محوری و انتخابی و در بخش کمی با آزمون فریدمن و آزمون تی‌تک نمونه ای انجام گرفت. یافته های تحقیق نشان داد که عوامل ساختاری، فرایند مدیریت منابع انسانی، توان داخلی و مهارت های مدیران به عنوان شرایط علّی و محیط خارجی، محیط داخلی و محیط حمایتی به عنوان شرایط زمینه ای مدیریت سرمایه انسانی را تحت تاثیر قرار می دهند و منابع سازمانی، رفتار کارکنان و عوامل فرابخشی در این فرایند به عنوان مداخله گر عمل می کند. راهبردهای شناسایی شده در قالب راهبردهای خرد و کلان بود و پیامدهای حاصل از مدل در سه سطح پیامدهای فردی، سازمانی و اجتماعی ارائه گردید. براساس نتایج تحقیق و اولویت های مفاهیم تحقیق، پیشنهادهایی به منظور بکارگیری نتایج تحقیق ارائه گردید.

کلیدواژه‌ها

عنوان مقاله [English]

Exploring the human capital management model to achieve the desired administrative system

نویسندگان [English]

  • Mahboobeh Rahat Dehmordeh 1
  • Nahid Amrollahi Bioki 2
  • Alireza Haji Hosseini 3
1 PhD Student of Government Management - Human Resources of Islamic Azad University of Zahedan Branch, Faculty Member of Payam Noor University of Sistan and Baluchistan, Iran.
2 Assistant Professor, Department of State Management, Faculty of Humanities and Social Sciences, Ardakan University, Iran.
3 Assistant Professor, Faculty Member of Islamic Azad University of Zahedan Branch
چکیده [English]

The present research was conducted with the aim of providing a human capital management model to achieve the desired administrative system in Zahedan Islamic Azad University. The research method is a mixed exploratory one that was conducted in the qualitative part with the foundation data method and in the quantitative part as a descriptive survey. The statistical population includes professors, managers and assistants, graduates and informants related to human capital management and administrative system, 12 people in the qualitative part and 100 people in the quantitative part were selected as samples. . The data collection tool was semi-structured interview in the qualitative part and the researcher's questionnaire in the quantitative part. The collected data were conducted in the qualitative part with the Foundation's data analysis method and in the form of three stages of open, central and selective coding, and in the quantitative part with Friedman's test and sample T-Tech test. The findings of the research showed that structural factors, human resource management process, internal power and skills of managers as causal conditions and external environment, internal environment and supportive environment as background conditions affect human capital management and organizational resources. , the behavior of employees and trans-departmental factors act as intervenors in this process. The identified strategies were in the form of micro and macro strategies and the consequences of the model were presented in three levels of individual, organizational and social consequences.

کلیدواژه‌ها [English]

  • Human capital management
  • administrative system
  • human resources
  • organizational structure

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مدیریت منابع انسانی پایدار
دوره 4، شماره 7
مهر 1401
صفحه 94-79

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