طراحی مدل برنامه ریزی جانشین پروری با رویکرد مدیریت دانش در دانشگاههای دولتی

نوع مقاله : مقاله پژوهشی

نویسندگان

گروه مدیریت دولتی، واحد رشت، دانشگاه آزاد اسلامی، رشت، ایران

10.22080/shrm.2026.29989.1805

چکیده

پژوهش حاضر با هدف طراحی مدل برنامه ریزی جانشین پروری با رویکرد مدیریت دانش در دانشگاههای دولتی، با استفاده از روش کیفی مبتنی بر نظریه داده بنیاد و مصاحبه نیمه ساختاریافته با 16 نفر از خبرگان دانشگاههای دولتی ایران انجام شد. داده ها، طی سه مرحله کد گذاری باز، محوری و گزینشی، تحلیل شدند. یافته های پژوهش بیانگر26 مقوله کلی بود که در قالب مدل پارادایمی داده بنیاد طراحی شد. عوامل علی شامل خزانه استعداد (شناسایی استعدادها ، شناسایی نیازها، تشکیل خزانه استعداد) ، آموزش و آماده سازی کارکنان، مدیریت منابع انسانی، انگیزش، رسالت دانشگاهها ؛ مقوله محوری، برنامه ریزی جانشین پروری با رویکرد مدیریت دانش (تسهیم، ثبت و نگهداری ، ایجاد و خلق دانش) ؛ ویژگیهای زمینه ای شامل عوامل روانشناختی، دانش و مهارت کارکنان، حمایت سازمانی، ساختار سازمانی، سبک رهبری، مقاومت در برابر تغییر، تخصص گرایی، عوامل فرهنگی (فرهنگ سازمانی وتاثیر پذیری فرهنگی )؛ مقوله های مداخله گر شامل عوامل سیاسی ، قانونی و عوامل محیطی بودند که نشان می دهند پیامدهای ملی و بین المللی ( بین المللی سازی خدمات دانشگاهی و توسعه نخبگانی جامعه) ، پیامدهای رفتاری و پیامدهای عملکردی از راهبردهای بهینه سازی شاخص های ارزیابی عملکرد و استاندارد سازی مشاغل مدیریتی بر اساس شاخص های مدیریت دانش، تفکر سیستمی، مدیریت مشارکتی، استفاده از فناوری های نوظهور(سیستمهای اطلاعاتی مدیریت دانش،هوش مصنوعی، خلاقیت و نوآوری) و آینده گرایی حاصل می شوند. تاکید بر یک رویکرد کل نگر در برنامه ریزی جانشین پروری و توسعه نخبگانی حاصل از آن وجه تمایز این پژوهش به شمار می رود.

کلیدواژه‌ها

موضوعات

عنوان مقاله [English]

Designing a succession planning model with a knowledge management approach in public universities

نویسندگان [English]

  • Fatemeh Khosroparviz
  • Morad Rezaei Dizgah
  • Ruhollah Alikhan Gorgani
Department of Public Administration, Ra.C., Islamic Azad University, Rasht, Iran
چکیده [English]

The present study aimed to design a succession planning model with a knowledge management approach in public universities, using a qualitative method based on grounded theory and semi-structured interviews with 16 experts from public universities in Iran. The data were analyzed in three stages of open, axial, and selective coding. The research findings represented 26 general categories that were designed in the form of a paradigmatic data-based model. Causal factors included talent pool (identifying talents, identifying needs, forming a talent pool), training and preparing employees, human resource management, motivation, and the mission of universities; axial category, succession planning with a knowledge management approach (sharing, recording and maintaining, creating and maintaining knowledge); contextual characteristics included psychological factors, employee knowledge and skills, organizational support, organizational structure, leadership style, resistance to change, specialization, and cultural factors (organizational culture and cultural influence); The intervening categories included political, legal, and environmental factors, which indicate that national and international consequences (internationalization of academic services and elite development of society), behavioral consequences, and performance consequences are achieved from strategies for optimizing performance evaluation indicators and standardizing managerial jobs based on knowledge management indicators, systems thinking, participatory management, use of emerging technologies (knowledge management information systems, artificial intelligence, creativity, and innovation), and futurism. The emphasis on a holistic approach to succession planning and the resulting elite development is a distinctive feature of this research.

کلیدواژه‌ها [English]

  • knowledge management
  • public universities
  • Succession planning

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مدیریت منابع انسانی پایدار
دوره 7، شماره 13
اسفند 1404
صفحه 152-184

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