شناسایی اقدامات و پیامدهای مدیریت تنوع نیروی انسانی در سازمان‌های دولتی

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشیار گروه مدیریت بازرگانی، دانشکده علوم اقتصادی و اداری، دانشگاه مازندران، بابلسر، ایران.

2 پژوهشگر پسادکتری، گروه مدیریت بازرگانی، دانشگاه مازندران، بابلسر

10.22080/shrm.2023.4158

چکیده

همۀ سازمان‌ها با سطحی از تنوع نیروی انسانی مواجهند که نیاز به مدیریت مؤثر دارد. اقدامات مدیریت تنوع و برابری نقش تعیین‌کننده در کاهش اثرات منفی تنوع و افزایش اثرات مثبت آن دارد. ازاین‌رو تحقیق حاضر با هدف شناسایی اقدامات و پیامدهای مدیریت تنوع و برابری نیروی انسانی در سازمان‌های دولتی در ایران با روش تحلیل تم صورت گرفته است. در این راستا با 18 تن از مدیران و سرپرستان در حوزۀ مدیریت منابع انسانی در7 شرکت برتر دولتی مصاحبه به عمل آمد. جهت تحلیل داده‌های تحقیق از نرم‌افزار MAXQDA استفاده شد. نتایج تحقیق نشان دادند که اقدامات مدیریت تنوع و برابری شامل تم‌های اصلی اقدامات مدیریت منابع انسانی با رویکرد برابری و عدالت (شمولیت و برابری در ارائه خدمات به کارکنان؛ برابری در دوره­های آموزشی؛ فرایند استخدام با رویکرد برابری؛ برابری در ارزیابی عملکرد کارکنان؛ برابری سیاست­های پرداخت، پاداش و ارتقا) و اقدامات مدیریت منابع انسانی با رویکرد مدیریت تنوع (جبران خدمات با رویکرد مدیریت تنوع؛ فرایند کارمندیابی، انتخاب و استخدام تنوع محور؛ ارزیابی عملکرد در حوزه تنوع؛ آموزش­های مدریت تنوع( است. همچنین پیامدهای مدیریت تنوع شامل دو تم اصلی پیامدها در سطح فردی (توانمندسازی نیروی انسانی؛ بهبود واکنش­های شغلی) و پیامدها در سطح سازمانی (بهبود عملکرد سازمانی، کاهش تعارض سازمانی و اعتراضات) است.

کلیدواژه‌ها


عنوان مقاله [English]

Diversity Management Practices and it's Consequences in Governmental Organizations

نویسندگان [English]

  • abolhassan hosseini 1
  • Seyedeh Fatemeh Ghasempour Ganji 2
1 Associate Professor, Department of Business Administration, Faculty of Economic and Administrative Sciences, Mazandaran University, Babolsar, Iran.
2 Post.Doc researcher, Department of Business Management, University of Mazandaran, Babolsar, Iran
چکیده [English]

All organizations encounter diversity in human resources (HR) to some extent that requires effective management. Diversity management (DM) practices play an important role in reducing the negative effects of diversity and increasing its positive effects. Therefore, the present research was conducted to explain the DM practices and consequences in the top governmental organizations in Iran, using thematic analysis. In this regard, interviews were conducted with 18 HR managers and executives in seven top governmental companies. MAXQDA software was used to analyze the collected data. The results of the research showed that diversity and equality management practices include the main themes of human resource management practices with an equality and justice approach (inclusion and equality in providing services to employees; equality in training courses; employment process with an equality approach; equality in employee performance evaluation; equality of pay, reward and promotion policies) and human resource management practices with diversity management approach (compensation for services with diversity management approach; diversity-oriented recruitment, selection and hiring process; performance evaluation in the field of diversity; diversity management training). Moreover, the consequences of diversity management includes two main themes of consequences at the individual level (empowering human resources; improving job response) and consequences at the organizational level (improving organizational performance, reducing organizational conflict and protests).

کلیدواژه‌ها [English]

  • Strategic management of human resources
  • qualitative research method
  • theme analysis
  • diversity management
  • equality
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