چکیده
هدف: در رکود اقتصادی اخیر، تقاضاهای زیادی برای جلب استعدادها وجود دارد و اغلب سازمانها از سیستم مدیریت استعداد برای ایجاد مزیت رقابتی استفاده میکنند. فقدان فراگرد مدیریت یکپارچه استعداد بهمنزله رویکرد راهبردی به هدردهی زمان، تلاش و پول منجر میشود.
طراحی/ روششناسی/ رویکرد: این پژوهش از نظر هدف، کاربردی بوده و در آن از روش فراترکیب استفاده شده است. پژوهشگران با روش فراترکیب به بررسی دقیق و عمیق در موضوع پرداخته و نتایج پژوهشیهای گذشته که بهصورت کیفی هستد را ترکیب کردهاند. در این راستا، با جستوجو در وبساینس (2008-2018)، مگایران و مجلات دانشگاه تهران و کتابهای انگلیسی، 3615 پژوهش در حوزه مدیریت استعداد و مدیریت یکپارچه استعداد انتخاب شد که درنهایت 106 پژوهش از آنها موردتحلیل محتوا قرار گرفت، از محتوای آنها ابعاد و کُدهای مربوط استخراج و با استفاده از آنتروپی شانون اولویتبندی شد.
یافتههای پژوهش: بر اساس یافتههای پژوهش، کُدهای مدیریت و برنامهریزی جانشینی، یادگیری، درگیرکردن کارکنان مستعد، پذیرش سازمانی، ارتباط راهبرد استعداد با راهبرد کسبوکار، مدیریت مسیر پیشرفت و فرهنگ سازمانی، بیشترین تأثیر را دارند.
محدودیتها و پیامدها: حجم زیاد مقالهها و بازه زمانی موردبررسی، کار تحلیل پژوهش را سختتر کرد.
پیامدهای عملی: وجود یکپارچگی در مدیریت استعداد میتواند رهنمودی برای مدیریت منابع انسانی سازمانهای کنونی و آینده باشد. سازمانهای آینده با استعدادها و نسل نیروی انسانی متفاوتی مواجه هستند که نیاز به مدیریت یکپارچه استعداد دارند.
ابتکار یا ارزش مقاله: پژوهش حاضر، توجه به استعدادها بهعنوان چالش کنونی و آینده سازمانها و برنامهریزی بهمنظور ایجاد مدیریت یکپارچه در منابع انسانی براساس استعدادها را مدنظر قرار داده است.
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