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عوامل مؤثر بر ناکارآمدی مدیریت سرمایه انسانی و راهکارهایی برای رفع آن (موردمطالعه: سازمان‌های دولتی استان کرمانشاه)

چکیده

هدف: پژوهش حاضر با هدف تحلیل عوامل مؤثر بر ناکارآمدی مدیریت سرمایه انسانی سازمان‌های اداری (دولتی) استان کرمانشاه و ارائه راهکارهای بهبود آن انجام شد.

طراحی/ روش‌شناسی/ رویکرد: رویکرد حاکم بر پژوهش، آمیخته از نوع متوالی- اکتشافی است که در بخش کیفی از رهیافت نظام‌مند روش نظریه بنیانی و در بخش کمی از روش توصیفی- پیمایشی بهره گرفته شد. جامعـة موردمطالعه در بخش کیفی و کمی ایـن پژوهش، شامل اساتید دانشگاهی و مدیران، معاونان و کارشناسان حوزه‌های مختلف مدیریت سرمایه انسانی در سازمان‌های اداری استان کرمانشاه بودند. ابزار جمع‌آوری داده‌ها در بخش کیفی مصاحبه نیمه‌ساختارمند و در بخش کمی پرسشنامه محقق‌ساخته بود. داده‌های حاصل از مصاحبه‌ها در بخش کیفی از طریق کدگذاری باز، محوری و انتخابی، تجزیه­وتحلیل و در بخش کمی با آزمون فریدمن اولویت‌بندی شد.

یافته‌های پژوهش: نتایج حاصل از این پژوهش نشان داد که ضعف دستگاه اداری استان در حوزه‌های تأمین، نگهداشت، آمورش و ارزشیابی عملکرد کارکنان؛ زمینه‌ساز به وجود آمدن ناکارآمدی مدیریت سرمایه انسانی شده است، که تدوین برنامه جامع سرمایه انسانی استان، توجه به مسائل نگهداشت و آموزش و بهسازی کارکنان و اجرای کارآمد نظام ارزشیابی عملکرد به عنوان راهبرد‌های رفع ناکارآمدی، موجب نتایج چندگانه­ای در حوزه‌های فردی، سازمانی و استانی شده است. همچنین شرایط عمومی و خاصی تحت عنوان شرایط مداخله‌گر و زمینه‌ای، راهبردهای رفع ناکارامدی را تحت تأثیر قرار می­دهند.

محدودیت‌ها و پیامدها: یافته‌های این مطالعه با اتکا به دیدگاه‌ها و تجربیات افراد نسبتاً محدودی حاصل شده و این ضعف می‌توانست تعمیم‌پذیری آماری یافته‌های پژوهش را محدود سازد. جهت رفع این محدودیت و در راستای افزایش اعتبار بیرونی؛ نظرات 100 نفر از نخبه‌ها گرداوری و مورد تجزیه‌وتحلیل قرار گرفته است. 

پیامدهای عملی و ارزش مقاله: ارائه راهکارهایی به سازمان­های اداری (دولتی) استان کرمانشاه با هدف بهبود وضعیت مدیریت سرمایه انسانی.
واژگان کلیدی
1- مدیریت سرمایه انسانی، 2- ناکارآمدی، 3- سازمان های اداری (دولتی)، 4- استان کرمانشاه.

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