طراحی مدل ساختاری اقدامات مدیریت منابع انسانی با مشارکت بالا برای سازمان‌های دولتی

نوع مقاله : پژوهشی

نویسندگان

1 دانشجوی دکتری مدیریت منابع انسانی، واحد قزوین، دانشگاه آزاد اسلامی، قزوین، ایران

2 استاد گروه مدیریت، دانشگاه علوم و فنون هوایی شهید ستاری، تهران، ایران.

3 استادیار، گروه مدیریت دولتی، واحد قزوین، دانشگاه آزاد اسلامی، قزوین، ایران.

چکیده

زمینه و هدف: سازمان‌ها برای دستیابی به بهترین نتایج، نیازمند مدیریت اثربخش منابع انسانی هستند. اقدامات مدیریت منابع انسانی می‌تواند عملکرد سازمان را تحت تاثیر قرار داده و در محیط پویا موجب کسب مزیت رقابتی پایدار و بقای سازمانی گردد. سیستم منابع انسانی با مشارکت بالا یک مجموعه منسجم از اقدامات مرتبط در حوزه مدیریت منابع انسانی است که موجب تامین، حفظ و انگیزش نیروهای کاری اثربخش می‌شود. این پژوهش با هدف طراحی مدل ساختاری اقدامات مدیریت منابع انسانی با مشارکت بالا برای سازمان‌های دولتی انجام شده است. 
روش‌شناسی: این مطالعه، یک پژوهشی آمیخته اکتشافی است. در بخش کیفی از راهبرد فراترکیب و در بخش کمی از راهبرد توصیفی استفاده شد. جامعه آماری مرحله اول شامل کارشناسان منابع انسانی بود که با نمونه‌گیری قضاوتی تعداد 12 نفر انتخاب شدند. در مرحله کمی، 252  نفر از مدیران منتخب سازمان‌های دولتی با روش نمونه‌گیری خوشه‌ای انتخاب شدند. داده‌های بخش کیفی از طریق کدگذاری و داده‌های بخش کمی با استفاده از نرم‌افزار اِس‌پی‌اِس‌اِس و مدل‌سازی معادلات ساختاری تجزیه‌وتحلیل شدند.
یافته‌ها: اقدامات مدیریت منابع انسانی با مشارکت بالا مبتنی بر نظریه توانایی، انگیزه و فرصت شامل اقدامات تواناساز (انتخاب مبتنی بر دانش شغلی، آموزش و توسعه شایستگی حرفه ای، آموزش مهارتهای شغل محور، آموزش و یادگیری تیمی، پرداخت‌های عملکرد محور، پرداخت‌های شایستگی محور، پرداخت مبتنی بر توسعه مهارتها، خود ارزیابی، ارزیابی عملکرد 360 درجه ای، ارزیابی عملکرد شایستگی محور، استقلال در برنامه‌ریزی کاری، مشارکت در تصمیم‌گیری، طراحی و توسعه کار مشارکتی، بازی گونه سازی مشاغل)؛ اقدامات انگیزشی (انتخاب شایستگی محور، انتخاب مبتنی بر استعدادها، اشاعه دانش جدید، برنامه‌ تسهیم تجربیات شخصی، تقدیر و سپاسگزاری از کارکنان، پرداخت‌ مبتنی بر نتایج کار تیمی، قضاوت شفاف عملکرد کارکنان، اعتماد سازی بین مدیر_کارمند، مربیگری، طراحی مشاغل خودانگیزشی و گردش شغلی گسترده) و اقدامات فرصت‌آفرین (مسئولیت پذیری، استخدام همکار محور، برنامه آموزش تعاملی، توسعه تیم‌های  کاری خودگردان، پرداخت پاداش منصفانه، برنامه‌های کاری منعطف، برنامه‌های حمایتی نگهداشت، بازخورد گیری مؤثر، ایجاد جو مشارکتی، طراحی و اجرای نظام پیشنهادها، غنی سازی شغل، طراحی مسیرهای شغلی و برنامه­های جانشین پروری) است. یافته‌های بخش کمی نیز حاکی از برازش مناسب مدل بود.
نتیجه‌گیری: این پژوهش یک مدل ساختاری جامع برای مدیریت منابع انسانی با مشارکت بالا بر اساس نظریه توانایی، انگیزه و فرصت ارائه کرده است که موجب تقویت مشارکت کارکنان در سازمان‌های دولتی می‌شود.

کلیدواژه‌ها

عنوان مقاله [English]

Designing Structural Model of High-Involvement Human Resource Management Practices (HI-HRMP) for Public Organizations

نویسندگان [English]

  • Monireh Abdi 1
  • Mehdi Kheirandish 2
  • Mohammad Ataie 3
1 Ph.D. candidate, Department of Management and Accounting, Islamic Azad University, Qazvin, Iran
2 Professor, Department of Management, Shahid Sattari University of Aeronautical Sciences and Technology, Tehran, Iran.
3 Assistant Prof., Department of Management and Accounting, Islamic Azad University, Qazvin, Iran
چکیده [English]

Background & Purpose: Organizations need effective human resource management to achieve the best results. Human resource management measures can affect the organization's performance and in a dynamic environment, it can lead to sustainable competitive advantage and organizational survival. The human resource system with high participation is a coherent set of related actions in the field of human resource management that provides, maintains and motivates effective workforce. This research has been done with the aim of designing a structural model of human resource management measures with high participation for public organizations.
Methodology: This study is an exploratory mixed research. A meta- synthesis strategy was used in the qualitative part and a descriptive strategy was used in the quantitative part. The statistical population of the first stage included human resource experts who were selected by judgmental sampling of 12 people. In the quantitative stage, 252 elected managers of public organizations were selected by cluster sampling method. Qualitative part data were analyzed through coding and quantitative part data using SPSS software and structural equation modeling.
Findings: High-participation human resource management measures based on the theory of ability, motivation and opportunity include enabling measures (job knowledge- based selection, Training and development of professional competencies , Job-oriented skills training, Team-based learning and training, performance-based payments, competency-based payments, autonomy in work planning, skill development-based payments, self-control, 360 degree performance evaluation, competency-based performance evaluation, participation in decision-making, Design and development of collaborative work, Gamification); Motivational measures (Competency- based selection, Talent-based selection, dissemination of new knowledge, Personal experience-sharing programs, Recognition and appreciation, team performance-based payments, fair rewards, transparent performance judgment, Trust Building between manager-employee, coaching, self-motivational job design, and extensive job rotation) and opportunistic measures (Accountability, peer-based hiring, interactive learning, self-directed teams, Fair reward distribution, flexible work schedules, Retention support programs, Effective feedback collection, Creating a cooperative atmosphere, Design and implementation of the suggstion system, Job enrichment,Design career paths, and succession programs).The findings of the quantitative section also indicated the appropriate fit of the model.
Conclusion: The study proposed a comprehensive structural model for high-involvement HRM based on the AMO theory, which can strengthen employee participation in public organizations.

کلیدواژه‌ها [English]

  • Motivational Practices
  • Enabling Practices
  • Opportunity Practices
  • Human Resource Management
  • High Involvement

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