استراتژی پاداش برای سازمان‌های مشمول مدیریت خدمات کشوری بر اساس مدل هی‌گروپ و شاخص‌های کار شایسته و تحلیل ماتریس اهمیت - عملکرد (مطالعه موردی اداره کل تعاون کار و رفاه اجتماعی استان قم)

نوع مقاله : مطالعه موردی (مورد پژوهی)

نویسندگان

1 دانشجوی دکتری، مدیریت دولتی، گرایش منابع انسانی، دانشکده مدیریت و اقتصاد، دانشگاه لرستان، لرستان، ایران

2 گروه مدیریت، دانشکده مدیریت و اقتصاد، دانشگاه لرستان، لرستان، ایران

10.52547/jpap.2021.222000.1063

چکیده

هدف: هدف این پژوهش، تدوین استراتژی پاداش برای سازمان­‌های مشمول مدیریت خدمات کشوری است که بر اساس مدل هی­‌گروپ و شاخص‌­های کار شایسته انجام شده و به عنوان مطالعه موردی، اداره کل تعاون، کار و رفاه اجتماعی استان قم، در نظر گرفته شده است.
طراحی/ روش‌شناسی/ رویکرد: با مراجعه به مستندات و منابع کتابخانه‌­ای و اخذ نظر خبرگان، مولفه­‌های موثر بر پرداخت پاداش‌­های در اختیار سازمان و مدیریت در سطح خرد (درون‌سازمانی)، شناسایی شده است. سپس با مشارکت و مصاحبه با پنج خبره دانشگاهی سازمانی و استفاده از مدل تجزیه و تحلیل اهمیت- عملکرد، اهمیت هر مولفه مشخص شده است. در ادامه، برای سنجش ادراک کارکنان و عملکرد (وضعیت اجرایی فعلی) دستگاه، تعداد 15 نفر از کارکنان آن، انتخاب و نظرسنجی به عمل آمد.
یافته­‌های پژوهش: بعد از تجزیه و تحلیل طبق مدل IPA، یافته­‌های پژوهش نشان داد شکاف بین وضعیت مطلوب و وضعیت فعلی در نظام پرداخت پاداش، وجود دارد و مولفه­‌های عملکرد- شناخت، حمایت و گفتگوی اجتماعی، نیاز به تمرکز بیشتر و تقویت دارد. استمرار مولفه­‌های حقوق، مطلوب و لازم است ولی در استفاده از برخی از مولفه‌­های تعادل کار- زندگی و مزایا افراط شده و صرفه‌جویی در آن لازم است. علاوه بر این، مولفه فرصت­‌های پیشرفت در مورد پژوهش، اهمیت پایینی در تدوین استراتژی پاداش دارد.
محدودیت­‌ها و پیامدها: مطالعه حاضر، محدود به پاداش­‌های در اختیار مدیریت و سازمان­‌های دولتی می‌­شود. بنابراین کاربرد آن متوجه سطح خرد پاداش­‌های سازمان‌­های دولتی مشابه می­‌شود. پیشنهاد می­‌شود در مطالعات بعدی، با نمونه‌گیری وسیع‌­تر، انواع دیگر سازمان­‌ها از دیدگاه کلان هم مورد مطالعه قرار گیرد.
پیامدهای عملی: مدیران و پژوهشگران، می­‌توانند از نتایج این پژوهش، برای بررسی وضعیت سازمان خود و تدوین و بهبود استراتژی­‌های پاداش بهره‌مند شوند.
ابتکار یا ارزش مقاله: این پژوهش، با ارائه چارچوب ابتکاری و تلفیقی، راهنمای خوبی برای شناسایی شکاف و نقاط ضعف سیستمهای جبران خدمت و بهبود استراتژی­‌های پاداش تلقی می­شود و در این راستا، پیشنهادهایی در قالب ارائه پاداش­­‌های رابطه­‌ای و مبادله‌­ای موثرتر، ارائه داده است.
نوع مقاله: مطالعه موردی

کلیدواژه‌ها


عنوان مقاله [English]

Reward strategy for organizations involved in the management of civil services based on the Hay-Group Model and Decent Work indicators and Analysis of the Importance-Performance Matrix Case study (Cooporative Labour And Social Welfare)

نویسندگان [English]

  • ALI AKBAR OSTADIAN 1
  • Reza Sepahvand 2
1 PhD Candidate of Public Administration,, Faculty of Management and Economy, Lorestan University, Lorestan, Iran
2 Management Department, Faculty of Management and Economy, Lorestan University, Lorestan, Iran
چکیده [English]

Purpose: The aim of this research is to develop a reward program for governmental organizations based on the Hay Group and indicators of decent work carried out as a case study, the General Directorate of cooporative labour and social welfare of Qom, was considered .
Design /Methodology /Approach: By referring to library documents and resources and obtaining expert opinions, the effective components on the payment of bonuses to the organization and management at the micro level have been identified. Then, by participating and interviewing five organizational academics and using the importance - performance analysis model, the importance of each component was determined. In order to measure the performance (current executive status) of the studied executive body15 employees by Random sampling was selected and according to the question, a survey was conducted.
Findings: After analysis according to the model IPA The findings showed that there is a gap between the desired situation and the current situation in the reward payment system, and the components of performance - cognition, support and social dialogue, need more focus and strengthening. Continuity of salary components is desirable and necessary, but an exaggeration is seen in using some components of work - life balance and benefits and it is necessary to control it. In addition, the component of research opportunities has low importance in developing a reward strategy.
Limitations and Consequences: The present study is limited to the rewards for a governmental organization (case study), so its application addresses the micro level of rewards of similar government organizations. It is suggested that in future studieswith wider sampling, other types of organizations be studied from a macro perspective.
Practical Consequences: Managers and researchers can use the results of this research to review the status of their organization and develop and improve reward strategies.
Innovation or value of the article: This research, by providing an innovative and integrated frame work, is considered as a good guide to identify gaps and weaknesses in compensation systems and improve reward strategies, and in this regard, suggestions in the form of relationship rewards and more effective exchanges, provided .
Keywords: Reward, compensation system, civil service management law, hey group, decent work




Article Type: Case Study

کلیدواژه‌ها [English]

  • Reward
  • Compensation System
  • Civil Service Management Law
  • Hey Group
  • Decent Work
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