چشم انداز مدیریت دولتی

طراحی و تبیین الگوی شایستگی در راستای ابقاء کارکنان شرکت-های نفتی تحت پوشش اصل 44 قانون اساسی

نوع مقاله : پژوهشی ( با رویکردهای کمی)

نویسندگان

1 دانشیار گروه آموزشی مدیریت منابع انسانی و کسب و کار ، دانشگاه خوارزمی، تهران ،ایران

2 استاد گروه آموزشی مدیریت آموزشی، دانشگاه خوارزمی ،تهران ،ایران

3 استادیار گروه آموزشی مدیریت آموزشی ، دانشگاه خوارزمی ، تهران، ایران

4 دانشجوی دکترای مدیریت منابع انسانی ،دانشگاه خوارزمی ، تهران، ایران

چکیده

متناسب با محیط­های پویایی که سازمان­ها با آن روبه­رو هستند، باید همواره برای بقاء خود و بالتبع بقاء کارکنان خویش تلاش نمایند. شرط لازم برای تحقق این مهم در ارتباط با میزان انعطاف­پذیری و انطباق با شرایط محقق شده می­باشد. هدف اصلی این تحقیق طراحی و تبیین الگوی شایستگی در راستای ابقای کارکنان در شرکت­های خصوصی سازی شده در فضای رقابتی است. پژوهش حاضر از نظر هدف توسعه­ای - کاربردی بوده و از لحاظ ماهیت از دستۀ پژوهش‎های کیفی است. جامعۀ آماری در بخش کیفی، خبره­های بازاریابی و منابع انسانی است. خبرگان با روش نمونه­گیری هدفمند و گلولۀ برفی شناسایی شدند که با توجه به کفایت داده‎ها، در مجموع با 20 خبره مصاحبه شد. روش تجزیه ­و ­تحلیل، تئوری داده‎بنیاد مبتنی بر رویکرد نظام­مند بود. داده­ها از طریق مصاحبۀ عمیق گردآوری شدند. نتایج بخش کیفی (داده‌بنیاد) موید آن بود که در شرایط علّی: تعیین جو حمایتی و توجه به سازمان یادگیرنده، در پدیدۀ اصلی: ویژگی‌های فردی، در شرایط مداخله‌گر: عوامل درون و برون‌سازمانی، در بستر حاکم: فرهنگ سازمانی و قوانین و مقررات و در رابطه با راهبرد اصلی: اقدامات مدیریت منابع انسانی و رهبران شایسته‌محور و مهارت‌های منابع انسانی شناسایی شدند.پیامد اصلی این مدل نیز ابقای منابع انسانی است.

کلیدواژه‌ها

عنوان مقاله [English]

Designing and Explaining Human resource competency model in order to retain employees in privatized companies in a competitive environment : a case study of oil companies covered by paragraph (j) , Article 44 of the constitution

نویسندگان [English]

  • Hassan rangriz 1
  • Hamidreza arasteh 2
  • Hosein Abasiyan 3
  • tara tehranchi 4

1 .Associate Professor of human resource management and business, kharazmi university, Iran.

2 Professor of Educational administration, kharazmi university, Iran

3 . Assistant Professor of Educational administration, kharazmi university, Iran

4 .Ph.D Candidate of Human resource management, kharazmi university, Iran

چکیده [English]

Today, intangible assets, including human resources, are considered as one of the most important sectors of the business, which can create enormous changes in corporate organizational performance, and neglecting them can have devastating consequences. The main purpose of this research is to design and explain a model of competency in order to retain employees in privatized companies in a competitive environment. The present research is a developmental and applied objective and is qualitative in terms of its nature. The statistical community is marketing experts and human resources in the qualitative sector. Experts were identified by purposeful sampling and snowball techniques, which, according to the adequacy of the data, were interviewed in total with 20 experts. The method of analysis, the data theory of the foundation was based on a systematic approach. The data were collected through in-depth interviews. The results confirm that the identification of the supportive atmosphere and attention to the learning organization was identified. The main phenomenon of individual characteristics, in relation to the conditions of the intervener, were internal and external factors. The governing body of organizational culture and laws and regulations has been identified in relation to the main strategy of human resource management practices, competent leaders and human resources skills. The main consequence of this model is retention of manpower.

  1. Ahmadi, Akbar, Darvish, Hassan, Sobhanifar, Mohammad Javad, Fazeli Kobrya, Hamed (2014) "Designing and Explaining the Conceptual Model of Human Resource Competencies in Nahjolbalaghe Using Numerical Analysis", Journal of Strategic Studies of Basij, p. 17; , P. 1-15 ( in Persian)
  2. Akbar, M. R., & Akbar, A. (2012). Human resource management competency model for pakistani banking companies, African Journal of Business Management, 6(38), 10396-10407.
  3. Armstrong, Michael (2013) Strategic Human Resource Management (Guidance). Translation by Seyyed Mohammad Arabi and Davoud Izadi, Tehran, Office of Cultural Studies, Seventh, 18-73
  4. Brooks, Alison Wood Francesca Gino, Maurice E. Schweitzer (2016) " Smart People Ask for (My) Advice: Seeking Advice Boosts Perceptions of Competence" MANAGEMENT SCIENCE Vol. 61, No. 6, June 2016, pp. 1421–1435
  5. Chuang, C. H., Chen, S. J., & Chuang, C. W. (2013). Human resource management practices and organizational social capital. The role of industrial characteristics. Journal of Business Research, 66, 280-287.
  6. Firat , B , oufrani-Fedida, S., & Saglietto, L. (2014). Mechanisms for Managing Competencies in Project-Based Organizations: An Integrative Multilevel Analysis. Long Range Planning, 49(1), 315–334.
  7. Goepel, M., Hölzle, K., zu Knyphausen-Aufseß, D., 2012. Individuals' innovation response behaviour: a framework of antecedents and opportunities for future research. Creat. Innov. Manag. 21 (4), 412–426.
  8. Jaber, M. Y., Givi, Z. S., & Neumann, W. P. (2013). Incorporating human fatigue and recovery into the learning-forgetting process. Applied Mathematical Modelling, 37(12-13), 7287–7299.
  9. Jaber, M. Y., & Givi, Z. S. (2014). Imperfect production process with learning and forgetting effects. Computational Management Science, 12(1), 129–152.
  10. Kerem U. Sabuncua, Gaye Karacay ( 2016) " Exploring Professional Competencies for Talent Management in Hospitality and Food Sector in Turkey " Procedia - Social and Behavioral Sciences 235 : 443 – 452
  11. Kim, Kyoung Yong Robert Eisenberger, Kibok Baik (2015) " Perceived organizational support and affective organizational commitment: Moderating influence of perceived organizational competence" journal of managerial behavior , 37(4) : 558–583
  12. Khilji, S., Tarique, I., & Schuler, R. (2015). Incorporating the macro view in global talent management. Human Resource Management Review,236-248.
  13. Kwan, A., Pesler, B., Neveras, N., Erickson, R., Schwarts, J., & Szpaichler, S. (2012). Talent 2020: Surveying the Talent Paradox from the Employee Perspective. New Jersey: Deloitte University Press.
  14. Malachowski, B., & Korytkowski, P. (2016). Competences-based performance model of multi-skilled workers. Computers & Industrial Engineering, 91, 409-418.
  15. Martin Kamprath . Dana Mietzner(2015) " The impact of sectoral changes on individual competences: A reflective scenario-based approach in the creative industries" Change Volume, June 2015, Pages 252–275
  16. Pellegrinelli, S. Packendorff, J., & Lindgren, M. (2015). Programme management: organizing project-based change. International Journal of Project Management. 15 (3), 41–49.
  17. Pooja Kushwaha , M.K. Rao , (2015) "Integrative role of KM infrastructure and KM strategy to enhance individual competence: Conceptualizing knowledge process enablement", VINE, Vol. 45 Iss: 3, pp.376 - 39
  18. Rapp, S.E., Karns, L.A., Shaw, K. & Mena, M.A.(2012).”Managerial competencies and the managerial performance appraisal process” ,Journal of Management Development, 718-743,
  19. Sabina Hodzic Pilar Ripoll Consuelo Bernal Franck Zenasni (2015) The Effects of Emotional Competences Training among Unemployed Adults: A Longitudinal Study" Volume7, Issue3 November 2015 Pages 275-292
  20. Van Den Bergh , Martin Kamprath . Dana Mietzner (2013) " The impact of sectoral changes on individual competences: A reflective scenario-based approach in the creative industries" Technological Forecasting and Social Change 9(5) : 318–326.
  21. Ulrich,D., Younger, J., Brockbank, W. and Ulrich, M. (2007) ‘HR talent and the new HR competencies,’ Strategic HR Review, 11(4), 196-204
  22. Yu, A.G., & Kittler, F. (2012). Impact of training on employee's development and performance in hotel industry of lahore, pakistan. Journal of business studies quarterly, 4(4), 68-82.
  23. Yanjun Guana, Weiguo Yang, Xiang Zhou. Zheyu Tian, Anita (2016) Eves Predicting Chinese human resource managers' strategic competence: Roles of identity, career variety, organizational support and career adaptability"Journal of Vocational Behavior 92(2) :116–124
چشم انداز مدیریت دولتی
دوره 9، شماره 4 - شماره پیاپی 4
1397
صفحه 15-40