چشم انداز مدیریت دولتی

اعتبارسنجی مدل برندسازی سامانه (سیستم) منابع انسانی

نوع مقاله : پژوهشی ( با رویکردهای کمی)

نویسندگان

1 دانشجوی دکتری مدیریت دولتی دانشگاه آزاد اسلامی واحد تهران جنوب

2 استاد تئوری مدیریت، مدیریت دانش و استراتژیک، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران

3 استاد مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران

4 عضو هیات علمی گروه مدیریت دولتی، دانشکده مدیریت، واحد تهران جنوب، دانشگاه آزاد اسلامی، تهران، ایران

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. 

کلیدواژه‌ها

عنوان مقاله [English]

A Model for Branding Human Resource System with SEM

نویسندگان [English]

  • mina Beig 1
  • Hossein RahmansereshtPh.D. Condidate of 2
  • Fattah Sharifzadeh 3
  • Seyed Ahmad Hosseini Golafshani 4

1 Ph.D. Condidate of Public Management, Human Resources Management, Department of Public Management, Tehran South Branch, Islamic Azad University, Tehran, Iran.

2 Faculty of Management and Accounting, Allameh Tabatabaei University, Tehran, Iran

3 Faculty of Management and Accounting, Allameh Tabatabaei University, Tehran, Iran

4 Department of Management, Faculty of Management, Tehran South Branch, Islamic Azad University, Tehran, Iran

چکیده [English]

Objective: As a source of strategic competitive advantage for organizations, the Human Resources Brand has been the basis for research and development by management researchers in recent years. While the term "human resources brand" refers to the reputation of an organization and its relationship with society in general and job seekers in particular; To take advantage of the myriad benefits that can be enumerated, one must enter the field of human resource branding and while identifying the requirements of successful branding in the field of human resources, a suitable model to implement the goals and requirements of Human resource branding requirements.Methodology: This research has been done in the framework of quantitative approach and using the method of structural equations. To collect the data, the researcher-made questionnaire was distributed in several companies and after collecting the data, the data were analyzed by using Amos software.Results: Results Presenting a model including the main category (human resource system), causative conditions (internal brand, organization brand, Senior management support, talent identification), the platform of the ruler (the attitude of the staff to the organization and the staff towards the employees, the alignment of the resource system with the organization's strategy, the competitive environment and the dynamic environment), the conditions of the intervention (ability to control potential employees, compliance with existing human resources system, organizational justice, performance management, impersonal behaviors in the organization, appropriate organizational culture ability to control potential employees, compliance with existing human resources system, organizational justice, performance management, impersonal behaviors in the organization, appropriate organizational culture), strategies (Human resource management, process strategy), and outcomes (individual, organizational, national, and international). that the relationship between each of the variables has been confirmed as research hypotheses. that the relationship between each of the variables has been confirmed as research hypotheses.

کلیدواژه‌ها [English]

  • "Human Resource Branding"
  • "Employer Branding"
  • "Internal Branding"
  • "Human Resources System"
  • "SEM"
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چشم انداز مدیریت دولتی
دوره 12، شماره 4 - شماره پیاپی 48
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صفحه 30-51