راهبردهای توسعه ظرفیت انطباق‌پذیری منابع انسانی

نوع مقاله : پژوهشی

نویسندگان

1 دانشجوی دکتری، مدیریت دولتی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران

2 استاد، گروه مدیریت دولتی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران

3 دانشیار گروه مدیریت، دانشگاه علوم و فنون هوایی شهید ستاری؛ تهران، ایران

4 استاد، دانشکده مدیریت، دانشگاه علوم و فنون هوایی شهید ستاری، تهران، ایران

چکیده

زمینه و هدف: در بستر تحولات، پیچیدگی‌های فزاینده و عدم قطعیت حاکم بر محیط‌های کاری معاصر، توسعه ظرفیت انطباق‌پذیری منابع انسانی به‌عنوان یک ضرورت راهبردی برای ارتقای اثربخشی و تاب‌آوری سازمانی مطرح شده است. با این حال، نظام‌های مدیریت منابع انسانی از فقدان الگویی راهبردمحور برای توسعه این ظرفیت رنج می‌برند. ازاین‌رو، پژوهش حاضر با هدف طراحی الگویی راهبردی برای توسعه ظرفیت انطباق‌پذیری منابع انسانی با بهره‌گیری از رویکرد آمیخته انجام می‌شود.
روش‌شناسی: این پژوهش از حیث هدف، از نوع کاربردی محسوب می‌شود و از نظر روش گردآوری داده‌ها، در چارچوب مطالعات آمیخته جای می‌گیرد. در بخش کیفی از راهبرد تحلیل مضمون و در بخش کمی از راهبرد توصیفی پیمایشی استفاده شده است. جامعه مورد مطالعه بخش کیفی شامل ۱۵ نفر از خبرگان سازمان بهزیستی کشور و جامعه آماری بخش کمی شامل مدیران و کارشناسان سازمان بهزیستی کشور به تعداد 482 نفر بود. داده‌ها از طریق روش‌های کتابخانه‌ای و میدانی گردآوری گردید و ابزار اصلی جمع‌آوری اطلاعات، مصاحبه نیمه‌ساختاریافته و پرسشنامه بود.
یافته‌ها: بر اساس تحلیل داده‌های کیفی، راهبردهای توسعه ظرفیت انطباق‌پذیری منابع انسانی در سه بعد توانمندسازی مستمر فردی و حرفه‌ای منابع انسانی (آموزش‌های هدفمند و مهارت‌محور، توسعه مسیرهای یادگیری غیررسمی، پرورش ذهنیت رشد و خودتوسعه گری)، تحول در سبک مدیریت منابع انسانی(مشارکت‌جویی و مشارکت پذیری، مدیریت انگیزش و پاداش، مدیریت استراتژیک منابع انسانی)، تقویت زیرساخت‌های سازمانی و محیطی پشتیبان (توسعه نظام حمایتی درون‌سازمانی، تسهیل دسترسی به منابع اطلاعاتی و تخصصی، تقویت همکاری بین‌بخشی و شبکه‌ای) سازماندهی شدند. تحلیل داده‌های کمی نیز حاکی از برازش مناسب مدل بود.
نتیجه‌گیری: الگوی نهایی پژوهش با تمرکز بر راهبردهای تقویت ابعاد فردی، منابع انسانی و زیرساختی، زمینه ارتقای ظرفیت انطباق‌پذیری منابع انسانی را در مواجهه با تحولات محیطی، اجتماعی و سازمانی فراهم می‌سازد. همچنین، با اتکا به ویژگی‌ها و اقتضائات بومی سازمان بهزیستی، امکان طراحی و اجرای مداخلات توسعه‌ای هدفمند را برای توانمندسازی نیروی انسانی در شرایط پرفشار، پیچیده و ناپایدار مهیا می‌کند و می‌تواند به بهبود آمادگی سازمان در برابر تغییرات کمک شایانی نماید.

کلیدواژه‌ها

عنوان مقاله [English]

Strategies of Human Resource Adaptability Capacity Development

نویسندگان [English]

  • Maedeh Sadeghi Nikamal 1
  • Reza Najaf Beigi 2
  • Esmaeil Asadi 3
  • Mehdi Kheirandish 4
1 PhD Student, Public Administration, Science and Research Branch, Islamic Azad University, Tehran, Iran
2 Professor, Department of Public Administration, Science and Research Branch, Islamic Azad University, Tehran, Iran.
3 Associate Professor of the Management Department, Shahed Sattari Aeronautical University of Science and Technology; Tehran, Iran
4 Professor, Shahid Sattari Aeronautical University of Science and Technology, Tehran, ,Iran.
چکیده [English]

Background & Purpose: Within the context of transformations, increasing complexity, and pervasive uncertainty characterizing contemporary work environments, the development of human resource adaptability capacity has emerged as a strategic necessity for enhancing organizational effectiveness and resilience. However, human resource management systems suffer from the lack of a strategy-oriented model for developing this capacity. Accordingly, the present study aims to design a strategic model for the development of human resource adaptability capacity using a mixed-methods approach.
Methodology: In terms of purpose, this research is applied in nature, and with respect to data collection methods, it is situated within a mixed-methods framework. In the qualitative phase, a thematic analysis strategy was employed, while the quantitative phase utilized a descriptive–survey approach. The qualitative study population consisted of 15 experts from the State Welfare Organization of Iran, and the quantitative study population included 482 managers and experts from the same organization. Data were collected through library-based and field methods, and the primary data collection instruments were semi-structured interviews and a questionnaire.
Findings: Based on the analysis of qualitative data, the strategies for developing human resource adaptability capacity were organized into three dimensions: conti#nuous individual and professional empowerment of human resources (including targeted and skill-based training, development of informal learning pathways, and cultivation of a growth mindset and self-development); Transformation in human resource management style (including participatory orientation and participation acceptance, motivation and reward management, and strategic human resource management); and Strengthening supportive organizational and environmental infrastructures (including the development of internal support systems, facilitation of access to informational and specialized resources, and enhancement of intersectoral and network-based collaboration). The analysis of quantitative data also indicated an acceptable model fit.
Conclusion: By focusing on strategies that strengthen individual, human resource, and infrastructural dimensions, the model provides a foundation for enhancing human resource adaptability capacity in the face of environmental, social, and organizational changes. Moreover, grounded in the indigenous characteristics and contextual requirements of the State Welfare Organization, the model enables the design and implementation of targeted developmental interventions to empower human resources under high-pressure, complex, and unstable conditions, thereby significantly contributing to improved organizational readiness for change.

کلیدواژه‌ها [English]

  • Adaptability
  • Strategies
  • Adaptability Capacity Development

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