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طراحی الگوی معماری منابع انسانی در سازمانهای دولتی ایران با رویکرد هوش آمیخته متوازن، مورد مطالعه: حوزه ستادی وزارت نیرو | ||
مدیریت سازمانهای دولتی | ||
مقاله 7، دوره 11، شماره3 (پیاپی 43)، تیر 1402، صفحه 115-136 اصل مقاله (1.78 M) | ||
نوع مقاله: پیمایشی | ||
شناسه دیجیتال (DOI): 10.30473/ipom.2022.65191.4677 | ||
نویسندگان | ||
بهروز رضاییمنش1؛ میرعلی سیدنقوی2؛ حسین اصلی پور3؛ علی خودستان* 4 | ||
1دانشیار، گروه مدیریت دولتی، دانشگاه علامه طباطبائی، تهران، ایران. | ||
2استاد، گروه مدیریت دولتی، دانشگاه علامه طباطبائی، تهران، ایران. | ||
3استادیار، گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران. | ||
4دانشجوی دکتری، گروه مدیریت دولتی (منابع انسانی)، دانشگاه علامه طباطبائی، تهران، ایران. | ||
چکیده | ||
مدل معماری منابع انسانی شاکله سرمایه انسانی را بر مبنای دو مؤلفه ارزش استراتژیک و منحصربهفرد بودن مهارتها طراحی نموده است، با توجه به گستردگی دامنه ارائه خدمات دولتی و نقش محوری مؤلفه هوش در تعیین عملکرد منابع انسانی بهعنوان ارزشمندترین منبع سازمان، هدف پژوهش حاضر پیوند میان 3 مؤلفه ارزش، مهارت و هوش در سطوح اداری حوزه ستادی وزارت نیرو و طراحی الگویی در این راستا است. نوع روش پژوهش جاری به صورت آمیخته میباشد. در فاز نخست پس از مطالعه کتابخانهای با استفاده از تکنیک تحلیل محتوای کمی و تکنیک دلفی فازی شاخصهای اولیه تلخیص و در بخش آماری با استفاده از تکنیک دنپ فازی روابط بررسی، وزن هر شاخص مشخص و معادله هر سطح سازمانی کشف شده است. نتایج حکایت از آن دارد که شاخصها در سه بخش عمومی، مشترک و اختصاصی قابل دستهبندی هستند. از میان شاخصهای عمومی که در هر سه سطح سازمان تکرار شدهاند شاخص قابلاعتماد بودن و از میان شاخصهای اختصاصی در سطح کارشناسی شاخص تمرکز بر مسئله، در سطح رئیس گروهی شاخص مشورت و در سطح معاون مدیرکل شاخص تمایل به اصلاح و بهبود سیستمها بیشترین وزن را به خود اختصاص دادهاند. همچنین نتایج تأییدکننده این موضوع است که وزن مؤلفه ارزش در سطح معاون مدیر کلی بیشتر از 2 مؤلفه هوش و مهارت در همان سطح میباشد. همچنین وزن مؤلفه مهارت در این سطح در مقایسه با سطوح پیشین بیشتر است. در پایان الگوی پژوهش مورد تأیید خبرگان قرار گرفت. | ||
کلیدواژهها | ||
معماری منابع انسانی؛ هوش؛ وزارت نیرو؛ دنپ فازی | ||
عنوان مقاله [English] | ||
Design of Human Resources Artitecture Model In Iran's Public Organizations with a Balanced Mixed Intelligence Approach, Case Study: Ministry of Energy | ||
نویسندگان [English] | ||
Behrooz RezaeeManesh1؛ mirali Seyed Naghavi2؛ Hossein Aslipour3؛ Ali Khodsetan4 | ||
1Associate Professor, Department of Public Administration, Allameh Tabataba'i University, Tehran, Iran. | ||
2Professor, Department of Public Administration, Allameh Tabataba'i University, Tehran, Iran. | ||
3Assistant Professor, Department of Public Administration, Allameh Tabataba'i University, Tehran, Iran | ||
4Ph.D Student, Department of Public Administration, (Human Resources), Allameh Tabataba'i University, Tehran, Iran. | ||
چکیده [English] | ||
The human resources architecture model has designed the structure of human capital based on the two components of strategic value and the uniqueness of skills, considering the wide scope of providing government services and the central role of the intelligence component in determining the performance of human resources as the most valuable resource of the organization, the link between 3 The component of value, skill and intelligence, identifying relevant indicators and determining the importance of each of these indicators at different administrative levels of the Ministry of Energy's headquarters has led to the design of a new model. The type of research method of the current research is mixed. In the first phase, after a library study using the quantitative content analysis and the fuzzy Delphi techniques, the primary indicators were summarized and in the statistical part, the relationships were examined using the fuzzy DANP technique, the weight of each specific index and the equation of each organizational level were discovered. The results indicate that the indicators can be classified into three general, common and specific sections. Among the general indicators that have been repeated in all three levels of the organization, there is the reliability index, and among the specific indicators at the expert level, the problem focus index, at the group head level, the consultation index, and at the deputy director general level, the willingness to reform and the improvement of systems index have been allocated the most weight. Also, the results confirm that the weight of the value component at the level of the deputy general manager is more than the 2 components of intelligence and skill at the same level. Also, the weight of the skill component in this level is higher compared to the previous levels. At the end, the research model was approved by the experts. | ||
کلیدواژهها [English] | ||
Human Resource Architecture, Intelligence, Ministry of Energy, Fuzzy DANP | ||
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