مدل مربی‌گری استعداد در سازمان‌های دولتی مبتنی بر رویکرد ترکیبی تحلیل شبکه مضامین و دلفی فازی

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشیار مدیریت منابع انسانی، پژوهشکده سرمایه انسانی، دانشگاه فرماندهی و ستاد آجا، تهران، ایران

2 کارشناسی ارشد مدیریت کسب و کار، دانشگاه آزاد اسلامی واحد علوم و تحقیقات، تهران، ایران

10.22080/shrm.2026.29265.1766

چکیده

مربی‌گری استعداد، نقشی کلیدی در شناسایی، پرورش و تقویت توانمندی‌های مستعدان ایفا می‌کند. با این‌حال، مسأله آن است که چه فردی با چه ویژگی‌های شخصیتی و دانش و تخصصی، با چه آموزش‌ها و مهارت‌هایی و در چه بستر سازمانی می‌تواند نقش مربی‌گری استعداد را ایفا کند. از‌این‌رو، پژوهش حاضر با هدف ارائۀ مدل مربی‌گری استعداد در سازمان‌های دولتی انجام شده است. این پژوهش ترکیبی و از نوع توسعه‌ای-کاربردی است که با رویکرد اکتشافی انجام شده است. سه مرحلۀ اصلی در این پژوهش شامل مرور نظام‌مند متون و مصاحبه با صاحب‌نظران، تحلیل داده‌های کیفی با استفاده از روش تحلیل مضمون با رویکرد شبکۀ مضامین و اعتبارسنجی مؤلفه‌های استخراج‌شده از طریق روش دلفی فازی است. جامعۀ آماری شامل خبرگان دانشگاهی و مدیران سازمان‌های دولتی است. نمونه‌گیری به‌ روش هدفمند قضاوتی و به تعداد 18 نفر انجام و ضمن مصاحبه با خبرگان، پرسش‌نامۀ دلفی در دو مرحله بین آن‌ها توزیع شد. نتایج تحلیل مضمون منتج به شناسایی 23 مؤلفۀ فرعی مربی‌گری استعداد در سه بُعد اصلی شامل «جوهرۀ مربی‌گری»، «سلاح مربی» و «زیست‌بوم مربی‌گری» شد. سپس این مؤلفه‌ها با استفاده از روش دلفی فازی و در دو مرحله غربال‌گری شدند و مدل مربی‎‌گری استعداد ارائه شد. بُعد «جوهرۀ مربی‌گری» به ویژگی‌ها و شایستگی‌های لازم برای یک مربی در سطح فردی اشاره دارد که در سه مؤلفۀ شخصیت مربی‌گرا، تجربه و دانش تخصصی مربی‌گری و قابلیت‌های ارتباطی مربی‌گری دسته‌بندی می‌شود. بُعد «سلاح مربی» به مهارت‌ها، گواهی‌نامه‌ها و استانداردهای شغلی که ضروری است یک مربی استعداد داشته باشد، اشاره دارد. این بُعد از مدل شامل سه بخش؛ گواهی‌نامه‌های حرفه‌ای مربی‌گری، مهارت‌های تکنیکی مربی‌گری و آشنایی با روش‌های مربی‌گری می‌شود. بُعد «زیست‌بوم مربی‌گری» نیز به مؤلفه‌های سازمانی شامل شرایط و بسترهای سازمانی لازم برای اجرای موفق مربی‌گری استعداد معطوف است. مؤلفه‌های این بخش شامل، استراتژی مربی‌گرا، ساختار و رویه‌های تسهیل‌گر و فرهنگ مربی‌گرا است. از دستاوردهای این پژوهش می‌توان به دانش‌افزایی در رابطه با تبیین مفهوم مربی‌گری استعداد و ارائۀ مدلی در این زمینه اشاره کرد که در تحقیقات گذشته کمتر به آن پرداخته شده است. علاوه‌براین، در مدل پیشنهادی، مؤلفه‌ها و شاخص‌های مربی‌گری با رویکردی جامع در سه سطح فردی، حرفه‌ای و سازمانی بررسی شدند تا برای مدیران و متخصصان منابع انسانی مشخص شود چه فردی با چه ویژگی‌های شخصیتی و دانش و تخصصی، با طی چه دوره‌ها و آموزش‌ها و همچنین اخذ چه گواهی-نامه‌های بین‌المللی، با اکتساب چه مهارت‌های تکنیکی و روش‌هایی و درنهایت در چه محیط سازمانی و با چه مؤلفه‌های فرهنگی، ساختاری و استراتژی‌هایی می‌تواند به‌عنوان مربی استعداد فعالیت کند.

کلیدواژه‌ها

موضوعات


عنوان مقاله [English]

Providing Talent Coaching Model in Government Organization Using a Combined Approach of Thematic Analysis and Fuzzy Delphi

نویسندگان [English]

  • Behnam Golshahi 1
  • Mohammadreza Amirbaglouye Dariani 2
1 Associate Prof. in HRM, Human Capital Institute, Command and Staff University of I.R.I Army, Tehran, Iran
2 MSc. in Business Administration, Islamic Azad University, Science and Research Branch, Tehran, Iran
چکیده [English]

Talent coaching plays a pivotal role in identifying, nurturing, and strengthening the capabilities of high-potential individuals. Nevertheless, a fundamental question arises: who can act as an effective talent coach, and with what personality traits, knowledge, expertise, skills, and within what organizational context? This study seeks to develop a talent coaching model in public sector organizations. This research adopts a mixed-methods design with a developmental–applied orientation and an exploratory approach. The study was conducted in three stages: (1) a systematic literature review and expert interviews, (2) qualitative data analysis using thematic analysis with a theme network approach, and (3) validation of the identified components through the fuzzy Delphi method. The statistical population consisted of academic experts and managers in public sector organizations. Using purposive judgmental sampling, 18 experts were selected. Data were collected through semi-structured interviews and a two-round fuzzy Delphi questionnaire. The thematic analysis revealed 23 sub-components of talent coaching, which were classified into three major dimensions: “the essence of coaching,” “the coach’s toolkit,” and “the coaching ecosystem.” The “essence of coaching” dimension refers to individual-level attributes and competencies, including coaching-oriented personality traits, professional knowledge and experience, and communication capabilities. The “coach’s toolkit” highlights essential skills, certifications, and standards, including professional coaching certificates, technical coaching skills, and familiarity with coaching methodologies. The “coaching ecosystem” encompasses organizational enablers, including coaching-oriented strategies, enabling structures and processes, and a supportive coaching culture. This study enriches the body of knowledge by conceptualizing talent coaching and proposing a comprehensive model that has received limited scholarly attention. The model integrates individual, professional, and organizational levels, thereby offering practical insights for managers and HR specialists. It clarifies the essential traits, knowledge, training, certifications, technical skills, and organizational conditions required for individuals to function effectively as talent coaches in public sector organizations.

کلیدواژه‌ها [English]

  • Talent
  • Talent coaching
  • Thematic analysis
  • Fuzzy Delphi
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