نویسندگان
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دانشجوی دکتری مدیریت دولتی دانشگاه آزاد اسلامی واحد تهران جنوب
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استاد تئوری مدیریت، مدیریت دانش و استراتژیک، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران
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استاد مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران
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عضو هیات علمی گروه مدیریت دولتی، دانشکده مدیریت، واحد تهران جنوب، دانشگاه آزاد اسلامی، تهران، ایران
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نوع مقاله : پژوهشی ( با رویکردهای کمی)
چکیده
هدف: برند منابع انسانی، بهعنوان یک منبع مزیت رقابتی استراتژیک برای سازمانها، مبنایی برای بحث و تحقیق پژوهشگران حوزه مدیریت، در سالهای اخیر بوده است. درحالیکه اصطلاح "برند منابع انسانی" بیانگر شهرت یک سازمان و ارتباط آن با جامعه به طور عام و متقاضیان استخدام به طور خاص است؛ جهت بهرهمندی از مزایای بیشماری که میتوان برای آن برشمرد، باید به حوزه برندسازی منابع انسانی وارد شد و ضمن شناسایی الزامات برندسازی موفق در حوزه منابع انسانی، از مدلی مناسب برای اجراییکردن هدفها و الزامات برندسازی منابع انسانی استفاده کرد.روش شناسی: این پژوهش در چارچوب رویکرد کمّی و با بهکارگیری روش معادلات ساختاری انجام شده است. برای جمعآوری دادهها به توزیع پرسشنامه محقق ساخته در چند شرکت پرداخته شده است و پس از جمع آوری دادهها، بررسی و تحلیل دادهها با استفاده از نرم افزار ایموس پرداخته شده است.یافتهها: یافتهها ارائه مدلی شامل مقوله اصلی (سامانه منابع انسانی)، شرایط علّی (برند داخلی، برند سازمان، حمایت مدیران ارشد، استعدادیابی)، بستر حاکم (انگارش کارکنان به سازمان و سازمان به کارکنان، همسویی برنامههای سامانه منابعانسانی با راهبرد سازمان، محیط رقابتی و پویا)، شرایط مداخلهگر (قابلیتکنترلکارکنان مستعد، مطابقت سیستم منابع انسانی موجود، عدالت سازمانی، مدیریت عملکرد ، رفتارهای غیرشخصی در سازمان، فرهنگ سازمان مناسب)، راهبردها (برندسازی سامانه منابع انسانی، راهبرد فرآیندی) و پیآمدها (فردی، سازمانی، ملّی و بینالمللی) است که ارتباط بین هریک از متغیرها، به عنوان فرضیه های پژوهش تایید شده است. نوع مقاله: مقاله علمی.
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