طراحی مدل بهره‌وری منابع انسانی در شرکت سهامی بیمه ایران

نوع مقاله : پژوهشی (با رویکردهای کیفی)

نویسندگان

1 دانشجوی دکتری، مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه آزاد اسلامی، واحد تهران جنوب، تهران، ایران

2 گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه آزاد اسلامی، واحد تهران جنوب، تهران، ایران

چکیده

هدف: هدف این پژوهش طراحی مدل بهره­وری منابع انسانی در شرکت سهامی بیمه ایران، است.
طراحی/ روش­شناسی/ رویکرد: داده‌های این پژوهش از طریق پرسش‌نامه و با استفاده از نظرات خبرگان در شرکت سهامی بیمه ایران، جمع­آوری شد. به‌منظور شناسایی و بررسی چگونگی ارتباط میان عوامل مؤثر بر بهره­وری منابع انسانی و نیز سطح‌بندی و مدلسازی آن‌ها، از رویکرد تلفیقی DEMATEL-ISM استفاده گردید.
یافته­های پژوهش: نتایج تحقیق نشان داد که عامل فرهنگ سازمانی بالاترین اولویت را در میان عوامل داراست و عامل امکانات و تجهیزات بروز در محل کار، اثرگذارترین عامل در بهره­وری سازمان می­باشد. همچنین، مدل ساختاری-تفسیری پژوهش بیانگر این است که عوامل مؤثر بر بهره­وری منابع انسانی در شرکت سهامی بیمه ایران، دارای چهار سطح می‌باشد. در سطح اول مدل به عوامل آموزش‌های ضمن کار، داشتن تخصص و مهارت لازم، پایبندی به اصول اخلاقی و وجدان کاری، سلامت روانی و جسمانی کارکنان، نگرش مثبت به سازمان و کار، تعهد سازمانی، فرهنگ سازمانی، حقوق و مزایا، برقراری ارتباط سازنده مدیران با کارکنان، توانایی کار گروهی، امکانات و تجهیزات مناسب و بروز در محل کار، احساس ایمنی و آسایش در محیط کار قرار دارند، در سطح دوم، سوم به ترتیب عوامل احساس امنیت شغلی و رضایت از شغل، قرار دارند و در نهایت در سطح چهارم عامل انطباق و تناسب شغل با شاغل، قرار دارد که این عامل همانند سنگ زیربنای مدل عمل می‌نمایند.
محدودیت­ها و پیامد­ها: به دلیل اینکه پژوهش حاضر در یک زمان خاص انجام شده است، نمی‌توان نتایج آن را به همه زمان‌ها تعمیم داد. با این حال، بهره­وری منابع انسانی شرکت سهامی بیمه ایران باید از پایین­ترین سطح مدل تحقیق آغاز شود تا زمینه برای بهره­ور شدن سایر عوامل درسطوح بالاتر فراهم گردد.
ابتکار یا ارزش مقاله: تحقیق حاضر سعی نمود به واسطه استفاده از رویکرد تلفیقی DEMATEL-ISM، ضمن رفع نواقص موجود در این دو تکنیک، مزایای آن‌ها را ترکیب کرده و مدلی جدید در حوزه بهره‌وری منابع انسانی، ارائه نماید.

کلیدواژه‌ها


عنوان مقاله [English]

Designing a human resources productivity model in Iran (Insurance Company)

نویسندگان [English]

  • Taghi Mahallati 1
  • Parvaneh Gelard 2
  • Changiz Valmohammadi 2
  • Haidar Turani 2
1 PhD Student, Governmental Management, Faculty of Management and Accounting, Islamic Azad University, South Tehran Branch, Tehran, Iran
2 Department of Governmental Management, Faculty of Management and Accounting, Islamic Azad University, South Tehran Branch, Tehran, Iran
چکیده [English]

Objective: The purpose of this study is to design a human resource productivity model in Iran Insurance Company.
Design/ Methodology/ Approach: The data of this research were collected through a questionnaire and using the opinions of experts in Iran Insurance Company. In order to identify and investigate the relationship between the factors affecting the productivity of human resources and their leveling and modeling, the integrated approach DEMATEL-ISM was used.
Research Findings: The results showed that the organizational culture factor has the highest priority among the factors and the factor of facilities and equipment updated in the workplace is the most effective factor in organizational productivity. Also, the structural-interpretive model of the research indicates that the factors affecting the productivity of human resources in Iran Insurance Company have four levels. In the first level, the model addresses the factors of on-the-job training, having the necessary expertise and skills, adhering to work ethic and conscience, mental and physical health of employees, positive attitude towards organization and work, organizational commitment, organizational culture, salaries and benefits, constructive communication Managers are with employees, ability to work in a team, appropriate facilities and equipment and updating in the workplace, feeling safe and comfortable in the workplace, in the second and third levels are the factors of job security and job satisfaction, respectively, and finally in The fourth level is the factor of adaptation and appropriateness of the job to the employee, which acts as the cornerstone of the model.
Limitations & Consequences: Because the present study was conducted at a specific time, its results could not be generalized to all times. However, the productivity of human resources of Iran Insurance Company should start from the lowest level of the research model to provide the basis for the efficiency of other factors at higher levels.
Practical Consequences: The present study, in addition to identifying, leveling and determining causal relationships between factors; Has provided a way to improve the productivity of human resources in Iran Insurance Company in the form of a structural-interpretive model.
Innovation or value of the Article: The present study tried to combine the advantages of these two techniques by using the integrated approach of DEMATEL-ISM, while eliminating the existing shortcomings in these two techniques and present a new model in the field of human resource productivity.

کلیدواژه‌ها [English]

  • Productivity
  • Human Resources
  • Human Resource Productivity
  • Insurance Industry
  1. Abedini, B., Bagherzadeh Khoorasgani, M. (2017). A Study on the Relationship Between Human Resource Optimization Strategies and Organizational Productivity (Case Study: Shariati Hospital, Isfahan). Management and Entrepreneurship Studies, 1/1, 157-167. (In Persian)
  2. Abili, K., Hayat, A. A., Yozbashi, A. R. (2014).An Investigation into Factors Influencing the Human Resource Productivity at National Iranian Oil Company. Quarterly Journal of Human Resource Management in Industry, 5 (19), 131-160. (In Persian)
  3. Agha Golzadeh, G. H. (2006).An Investigation into Factors Influencing Human Resource Efficiency in Police Emergency Operation Units. Master's Thesis for Command and Control, Tarbiat Modares University. (In Persian)
  4. Aghaee, R., Aghaee, M., Aghaee, A. (2016). A Study on the Effective Factors in Human Resource Productivity by the Use of BSC Model. Quarterly Journal of Research in Human Resource Management, 7 (4), 27-48. (In Persian)
  5. Aghdasi, M. (1996). Software Disease and Human Ware Techniques for Productivity Improvement: Practical Methods to Improve Human Resources Productivity. Tehran: State Management Education Center. (In Persian)
  6. Allameh, S. M., Momeni, Z., Shokrchizadeh Esfahani, Z., Karimzadeh, M. (2010). An Assessment of the Effect of Information Communication Technology on Human Resource Productivity of Mobarekeh Steel Complex in Isfahan (IRAN). 3rd International Conference on Productivity Management And Quality in the Attitude of Globalization. (In Persian)
  7. Alvani, S. M., Ahmadi, P. (2001). Designing a Comprehensive Model for Managing Factors Influencing Human Resource Productivity. Management Studies in Iran, 5 (1), 25-40. (In Persian)
  8. Amini Khatiani, G. R., Hamdi, K. (2018). The Relationship Between Market-Orientation Culture and Human Resource Productivity: Business Organizations in the Focus. Quarterly Journal of Productivity Management, 11 (44), 157-179. (In Persian)
  9. Anastasia A. Katou, Pawan Budhwar, (2015) "Human resource management and organisational productivity: A systems approach based empirical analysis", Journal of Organizational Effectiveness: People and Performance, Vol. 2 Issue: 3, pp.244-266, https://doi.org/10.1108/JOEPP-06-2015-0021. (In Persian)
  10. Arjmandi Nejad, A., Doaei, H., Yaghoubi, N. M., Rowshan, S. A. (2017). An Exploratory Study of Factors Influencing Human Resource Productivity in an Islamic Context from the Point of Views of Mashhad Municipal Employees. Journal of Productivity Management, 10(39), 41-65. (In Persian)
  11. Ashouri, F. (2014). A Study on Effective Factors Influencing Human Resource Productivity in Islamic Republic of Iran Railway Company. Master's Thesis in Faculty of Management, Islamic Azad University: Central Tehran Branch. (In Persian)
  12. Asian Productivity Organization (APO) (2018). Data Base (APO). Date of Extraction (Nov. 17, 2018), From: yon.ir/zCn8H. (In Persian)
  13. Aydın, A., & Tiryaki, S. (2018). Impact of Performance Appraisal on Employee Motivation and Productivity in Turkish Forest Products Industry: A Structural Equation Modeling Analysis. Wood Industry/Drvna Industrija, 69(2).
  14. Bahram Zadeh, H. A. (2004). The Role of Human Resources on Organizational Productivity. Management, 6, 85-97. (In Persian)
  15. Baradaran, V., Valijani, M. (2016). Effective Factors to Improve the Labor Productivity at Iranian Tax Organization (A Case Study of the Eastern Tehran General Tax Directorate). Journal of Tax Research, 24 (29), 16-184. (In Persian)
  16. Bordbar, G. R. (2013). The Effective Factors on Labor Productivity with Multi-criteria Decision Making Techniques, A Case Study: Personnel of Shahid Sadoghi Hospital in Yazd. Quarterly Journal of Health Administration, 16 (51), 70-83. (In Persian)
  17. Chapman, Ross & Al-khawoldeh, Khleef, (2002). quality management worldwide, The TQM magazine, vol. 4, No. 4, ,pp 248-262.
  18. Chhetri, P., Gekara, V., Manzoni, A., & Montague, A. (2018). Productivity benefits of employer-sponsored training: A study of the Australia transport and logistics industry. Education+ Training, 60(9), 1009-1025.
  19. Chiu, W. Y., Tzeng, G. H., & Li, H. L. (2013). A new hybrid MCDM model combining DANP with VIKOR to improve e-store business. Knowledge-Based Systems, 37, 48-61.
  20. Dalalah, D., Hayajneh, M., & Batieha, F. (2011). A fuzzy multi-criteria decision making model for supplier selection. Expert systems with applications, 38(7), 8384-8391.
  21. de Sivatte, I., Gordon, J. R., Rojo, P., & Olmos, R. (2015). The impact of work-life culture on organizational productivity. Personnel Review, 44(6), 883-905.
  22. Delmas, M. A., & Pekovic, S. (2018). Organizational configurations for sustainability and employee productivity: A qualitative comparative analysis approach. Business & Society, 57(1), 216-251.
  23. Drucker, P. F. (1980), The deadly sins in public administration. Public Admin. Rev. 40(2):103–106.
  24. Ellis, Steven and Dick Penny. Introduction to organizational behavior. McGraw Hill; 2003
  25. Fenjanchi, M., Sadri, A., Saeedi, S. (2014). Increasing Human Resource productivity Using Multi-Criteria Decision Making Models in Sufyan Cement Company. Monthly Scientific Journal of Cement Technology, 59, 49 - 59. (In Persian)
  26. Gellerd, B. (2008). The Productivity of Iranian Entrepreneurial Women. Journal of Trade Studies, 18 (2) , 59- 116. (In Persian)
  27. George Shamil Naoum , (2016),"Factors influencing labor productivity on construction sites", International Journal of Productivity and Performance Management, Vol. 65 Iss 3 pp. 401 – 421.
  28. Ghahremani, M., Habibi, F. (2017). A Study on the Impact of Human Resource Performance Evaluation on Organizational Productivity (Case Study: Education Management in Mahabad City). Journal of Studies on Management and Entrepreneurship, 1/2 , 21 – 37. (In Persian)
  29. Ghorbanzadeh, M. (2014). Productivity Management. Social, Economic, Scientific and Cultural Monthly Journal of Work and Society, 16 (158), 36-48. (In Persian)
  30. Haghighatian, M., & Ezati, Y. (2015). An investigation into Effective Factors on Human resources productivity (Case Study: Region 11, Islamic Azad University, Iran). Procedia-Social and Behavioral Sciences, 205, 601-607
  31. Haji Karimi, A. A., Pirayesh, R. (2006). Clarification of the Effective Factors on Human Resource in Public Organizations Using Path Analysis Method. Journal of Organizational Culture Management, 14. (In Persian)
  32. Hourali, M., Naghashian, R.(2012). Relationship Between Strategy, Structure, Organizational Culture with Orgnazational productivity (Mediating role of knowledge management). The Journal of Rehabilitation, 120, 4-39. (In Persian)
  33. Insurance Statistical Yearbook (2018). Planning and Development, Statistical Analysis Bureau, Central Insurance of the Islamic Republic of Iran. Available at the Central Insurance Company of the Islamic Republic of Iran, Recovery: Nov. 11, 2018. (In Persian)
  34. Janalinejad, M. (2006). An Investigation ito Effective Factors on Human Resource Productivity of Tarbiat Modares University. Master's Thesis: Tarbiat Modares University, Tehran. (In Persian)
  35. Joseph, Prokopenko. (2002). Globalization, Competitiveness and Productivity Strategies.
  36. Karegar, G., & Batule, F. (2009). How to increase productivity in the organization. Police Organizational Development Journal, 23.
  37. Katou Anastasia A., Budhwar Pawan, (2016) "Human resource management and organisational productivity: A systems approach based empirical analysis", Journal of Organizational Effectiveness: People and Performance, Vol. 2 Issue: 3, pp.244-266, https://doi.org/10.1108/JOEPP-06-2015-0021
  38. Kazemi, M., Hosseini Robat, S. M., Hooshyar, V. (2011).Human Resource Productivity (reference Book). Mashhad Publications. (In Persian)
  39. Kazempour, S. A., Aghajani, H. (2017).Prioritizing Effective Factors on the Integration of Lean, Agile, Flexible and Green Supply Chain Patterns. Master's Thesis: Mazandaran University. (In Persian)
  40. Khaki, G. R. (2007). Managing Productivity and Analyzing It. Tehran: Koohsar Publications. (In Persian)
  41. Kiakujouri, D. (2006). A Model to Study Effective Factors Influencing Productivity in the Public Sector with Obstacles. 1st Regional Conference on Economics and Management, Astara. (In Persian)
  42. Kramer, R.M. (1998), Divergent realities & convergent disappointments in the hierarchic, Journal of Social Psychology, 40(3),279.
  43. Mamivand, B. (2012). A Study on Effective Factors Influencing Human Resource Productivity of SADERAT Bank Branches in West District of Tehran. Tehran: Islamic Azad University,Tehran Center. (In Persian)
  44. Masoudnezhad, M., Rayati Damavandi, M., Gholampour, S. (2018). Introducing a Cost-Effective Engineering Model for Increasing Productivity Indicators. Journal of Management Accounting, 11 (37), 15-27. (In Persian)
  45. Nasiripour, A. A., Raeisi, P., Hedayati, S. P. (2009). The Relationship Between Organizational Cultures and Employees Productivity. Journal of Health Administration, 12(35), 17-24. (In Persian)
  46. Nazari, M. R. (2008). Effective Factors Influencing Human Resource Productivity of Islamic Azad University. http://www.jobportal.ir/s2/Default.aspx?ID=9_3_812_1_1744. (In Persian)
  47. Online Ranking (2018). The Downward Trend of Total Productivity in the Insurance Industry.Date of Extraction (Nov. 11, 2018), From: http://bit.ly/2Fs6tgd. (In Persian)
  48. Patil, B. S., & HR, S. (2017). Human Capital Management Practices and Employee Productivity: A Conceptual Framework with New Dimensions. International Journal of Engineering and Management Research (IJEMR), 7(3), 140-145.
  49. Putri Nilda Tri, Shari Mohd Yusof, Alizar Hasan, Haesti Sujita Darma, (2017) "A structural equation model for evaluating the relationship between total quality management and employees’ productivity", International Journal of Quality & Reliability Management, Vol. 34 Issue: 8, pp.1138-1151, https://doi.org/10.1108/IJQRM-10-2014-0161
  50. Rehman, S., Zahid, M., Rahman, H. U., & Habib, M. N. (2019). A Partial Least Squares Approach to the Leadership Styles, Organizational Culture, and Employees' Productivity: A Case of Pakistan Banking Industry. International Journal of Asian Business and Information Management (IJABIM), 10(1), 55-64.
  51. Rehman, S., Zahid, M., Rahman, H. U., & Habib, M. N. (2019). A Partial Least Squares Approach to the Leadership Styles, Organizational Culture, and Employees' Productivity: A Case of Pakistan Banking Industry. International Journal of Asian Business and Information Management (IJABIM), 10(1), 55-64.
  52. Saatchi, M. (2007). Productivity Psychology (2nd Edition). Tehran: Virayesh Publications. (In Persian)
  53. Sedgy Boukany, N., Abbaszadeh, M., Ghalavandi, H., Hassani, M. (2018). Analyzing Multiple Relationships of Effective Leadership, Strategic Planning by Human Resource Efficiency of Higher Education Institutions in West Azerbaijan Province. Quarterly Journal of Productivity Management, 12 (45), 31-69. (In Persian)
  54. Sepehri-Rad, A., Sadjadi, S., & Sadi-Nezhad, S. (2019). An application of DEMATEL for transaction authentication in online banking. International Journal of Data and Network Science, 3(2), 71-76.
  55. Sharifipour, E., Fathi Biranvand, M., Baharvand, B., Mousavi, S. S. (2009). The Study of Motivational, Educational and Managerial Factors on Employee Empowerment and Productivity in Lorestan Province Electricity Distribution Company, a Collection of articles, 14th Conference on Electrical Power, Kerman. (In Persian)
  56. Shen, J., Li, F., Shi, D., Li, H., & Yu, X. (2018). Factors Affecting the Economics of Distributed Natural Gas-Combined Cooling, Heating and Power Systems in China: A Systematic Analysis Based on the Integrated Decision Making Trial and Evaluation Laboratory-Interpretative Structural Modeling (DEMATEL-ISM) Technique. Energies, 11(9), 2318.
  57. Shojaei, S. S., Jamali, G. R., Manteghi, N. (2016). Identification of the Effective Elements on Human Resource Productivity. Journal of Human Resource Management, Voi. 8, Issue 2, 161-181. (In Persian)
  58. Taheri, S. (2010). Productivity and Analysis in Organizations. (New Edition) Tehran: Hastan Publications. (In Persian)
  59. Taheri, S. (2011). Implementing Productivity and Its Analysis in Organizations (18th Edition). Tehran: Hastan Publications. (In Persian)
  60. Vaziri, S. A., Mansoori, S.,Adiban, A. (2009). Identifying and Ranking Factors Influencing Human Resource Productivity Using MADM Techniques. Quarterly Journal of Education, 100, 135-159. (In Persian)
  61. Wysocki, A., & Kepner, K. (2006). Management Beliefs That Tend to Reduce Association Motivation And Productivity. Journal of Management, 5(1), 1-2.
  62. Zamanloo, S. A. (2011). Productivity and Its Analysis in Organizations (Reference Book). Tehran: Cultural Institute Publications. (In Persian)
  63. Zarei Matin H., Mostafavi Pour, M. (2010). The Relationship Between In-Service Training and Productivity Improvement (Case Study: in Qom Gas Company). Journal of Rahbord, 4. (In Persian)
  64. Jun, Liu. Xiaofeng (2013)”The evolving pattern of the wage–labor productivity nexus in China: Evidence from manufacturing firm-level data”, Economic Systems, Volume 37, Issue 3, September 2013, Pages 354-368.