پیوندهای مفید
اخبار و اعلانات
آمار
| تعداد نشریات | 41 |
| تعداد شماره‌ها | 1,131 |
| تعداد مقالات | 9,682 |
| تعداد مشاهده مقاله | 17,636,244 |
| تعداد دریافت فایل اصل مقاله | 12,307,649 |
آینده‌پژوهی مدیریت استعداد در سازمان‌های دولتی ایران | ||
| مدیریت سازمان‌های دولتی | ||
| مقاله 8، دوره 10، شماره 1 (پیاپی 37)، دی 1400، صفحه 139-154 اصل مقاله (1.27 M) | ||
| نوع مقاله: پیمایشی | ||
| شناسه دیجیتال (DOI): 10.30473/ipom.2021.57486.4319 | ||
| نویسنده | ||
| بلال پناهی* | ||
| استادیار، گروه مدیریت دولتی و جهانگردی، دانشگاه پیام نور، ایران. | ||
| چکیده | ||
| امروزه برای سازمان‌های پیشرو یک پارادایم اهمیت محوری دارد: سرمایه انسانی، مدیریت استعدادها می‌تواند دانش سرمایه انسانی را به ارزش‌افزوده تبدیل کند. هدف این پژوهش آن است که به آینده‌سازی برنامه‌های دولت و مجلس برای جذب و نگهداری استعدادها بپردازد و با ساخت سناریوهای مطلوب، نامطلوب، قابل‌قبول و قابل‌تحمل آینده‌های محتمل درزمینة مدیریت استعدادها در سازمان‌های دولتی ایران را دسته‌بندی کند. این پژوهش به روش کیفی و آینده‌پژوهی انجام شده است. نوع پژوهش کاربردی، مورد پژوهی و مطالعه روند است. روش جمع‌آوری داده‌ها، روش دلفی است. پانل دلفی شامل ۱۰ نفر از نخبگان علمی و مدیران سازمان‌های دولتی بودند. در این پژوهش تحلیل ساختاری و تحلیل تأثیرات متقابل مورد استفاده قرار گرفتند. نتایج پژوهش حاضر نشان داد آینده‌های محتمل در رابطه با مدیریت استعداد شامل طیفی است که از یک‌سو منجر به تشویق استعدادها شده و با به‌کارگیری سند راهبردی سبب جذب و حفظ نخبگان و استعدادها در سازمان‌ها شده و از دیگر سو به از دست دادن استعدادها و خروج آن‌ها از سازمان‌های دولتی و کشور منجر خواهد شد. براساس ایده تشویق سازمان‌های دولتی باید با بازنگری، ادامه و اصلاح تشویقات خود هرگونه اقدام جهت نگهداری استعدادها را به کار گرفته و با دادن امتیازات مناسب و انگیزاننده به افراد با استعداد سازمان، بر ماندگاری و حفظ آن‌ها تلاش کنند. در پایه تطمیع نیز سازمان‌های دولتی در عین تشویق و دادن امتیازات خاص به افراد با استعداد و نخبه باید ابزارهایی را برای ترغیب این سرمایه‌های انسانی خود داشته باشند تا طمع امکانات خارج، از دل آن‌ها برکنده شود. | ||
| کلیدواژه‌ها | ||
| آینده‌پژوهی؛ مدیریت استعداد؛ سازمان‌های دولتی | ||
| عنوان مقاله [English] | ||
| Futures Studies of Talent Management in Iranian Government Organizations | ||
| نویسندگان [English] | ||
| Belal Panahi | ||
| Assistant Professor, Department of public Management and Tourism, Payame Noor University, Tehran, Iran. | ||
| چکیده [English] | ||
| A paradigm is central to leading organizations today: human capital. Talent management can turn human capital knowledge into Added Value. The aim of this study is to future the plans of the government and parliament to attract and retain talent and to categorize the possible future in the field of talent management in the final governmental organization of Iran by creating favorable, undesirable, acceptable and tolerable scenarios. This research has been done by qualitative method and Futures Studies. The type of applied research is case study and trend study. The data collection method is the Delphi method. The Delphi panel included 10 academics and executives from government agencies. Structural analysis and interaction analysis were used in this study. The results of the present study showed that the possible future in relation to talent management includes a range that on the one hand has led to the encouragement of talents and by using a strategic document has led to attracting and retaining elites and talents in organizations. On the other hand, it will lead to the loss of talents and their withdrawal from government and national organizations. Based on the idea of incentives, government agencies should review, continue, and modify their incentives to take any action to retain talent and strive to sustain and retain talented individuals by providing appropriate and motivating benefits. On the basis of bribery, government organizations, while encouraging and giving special privileges to talented and elite people, must have the tools to encourage their human capital so that the greed for foreign facilities is removed from their hearts. | ||
| کلیدواژه‌ها [English] | ||
| Futures Studies, Talent Management, Government Organizations | ||
| مراجع | ||
|
Akefiyan, N., & Rashidi. M. (2017). The optimal talent management system in organizations, the infrastructure and its implementation requirements. Productivity Management, 10(40), 159-286. (In Persian)
Altinöz, M., Çakiroğlu, D & Cop, S. (2013). Effects of talent management on organizational trust: a field study. Procedia - Social and Behavioral Sciences, 99, 843-851.
Bendor, R., Eriksson, E., & Pargman, D. (2021). Looking backward to the future: On past-facing approaches to futuring. Futures, 125: 102-666.
Collings, D. G. & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304-313.
Davoodi, S. A.; Yaqubi, N. M.; Orei-Yazdani, B.; Imani, A. M. (2017). Identify and explain the components and drivers of the effect on talent identification and success in the higher education system. Social-Cultural Strategy Quarterly. 6(24), 235-261. (In Persian)
Farzinfar, H., Boroumand Alipour, N.R., & Rezaeifar, H. (2017). Identification and ranking of talent management factors in the customs of Khorasan Razavi province. International Conference on Management and Economics in the 21st Century. (In Persian)
Ghaffari, H., Purkiyani, M., Abbas Shkari., G., Shaykhi, A. (2017). Design of Model the Talent Management with an Approach Integrating Human Resources Activities. The journal of Public Management Researches, 10(36), 117-142. (In Persian)Hakim, Q. (2019). Investigating the roots of managerial challenges in the Islamic society of Iran. International Conference on Management and Humanities Research in Iran. University of Tehran. (In Persian)
Hosseini, M.H., Rahmani, Z., Habibi, F. (2010). Identifying and Priority the Indexes of Job-fitness and labor in recruiting specialized human resource. Quarterly Journal of Development and Transformation Management, 3, 25-34. (In Persian)
Hughes C, J., & Rog E. (2008).Talent management a strategy for improving employee recruitment, retention and engagement within hospitality organizations. International Journal of Contemporary Hospitality Management, 20(7), 743-757.
K¨oves, A., & Kir´aly, G., (2021). Inner drives: Is the future of marketing communications more sustainable when using backcasting? Futures, 130, 102-755.
Mahdavi, A.M., & Bahrami, A. (2016). Talent management: from theory to theory, processes and perspectives. International Conference on Management and Economics in the 21st Century. (In Persian)
Moqimi A. (2015). Future epistemology of theoretical approaches to urban planning, architecture and building industry. Urban Management, 14(38), 75-104. (In Persian)
Mousavinia, S., Shiri, A., & Taban, M. (2016). Investigating the Relationship between Talent Management and Succession Development in Higher Education Centers of Ilam Province: A Case Study of Payame Noor and Islamic Azad Universities. Fifth National Conference and Third International Conference on Accounting and Management. (In Persian)
Poli, R. (2019). Anticipation and the philosophy of the future. Handbook of anticipation (pp. 109-118). Cham: Springer.
Rafat, M. A. (2016). Brain flight from south to north Causes and consequences. International Conference on New Research in Economic Management and Accounting, Berlin, 19 July 2016. (In Persian)
Rezaeian, A., & Soltani, F. (2010). Introducing a comprehensive and systematic talent management model to improve the individual performance of oil industry employees. Strategic Studies in Petroleum and Energy Industry, 3(8), 7-50. (In Persian)
Sandford, R. (2019). Thinking with heritage: Past and present in lived futures. Futures, 111, 71-80.
Shafiee Nikabadi, M., Tavangar, R Zahr. (2015). Investigating the relationship between talent management and organizational entrepreneurship. International Conference on Humanities, Psychology and Social Sciences, November 18, 2015. Tehran, International Conference Center of Radio and Television. (In Persian)
Skuza A., Scullion H., & McDonnell, A. (2012). An analysis of the talent management challenges in a post-communist country: the case of Poland. The International Journal of Human Resource Management, 24(3), 453-470.
Tabatabaei, S.M., & Nourani, S.A.S. (2020). Futures studies of Islamic Republic of Iran's Political Relations with United States by 2024. Bibliographic Information, 4(2), 81-107. (In Persian)
Taslimi Moghadam, F., & Zareian Baghgah, F. (2016). Talent wars and trust crises in organizations. International Conference of Management Elites, Shahid Beheshti University. 2016, Tehran-Iran. (In Persian)
Thomson, P., & Jaque, V. (2017). Creativity and the Performing Artist, Behind the Mask. A volume in Explorations in Creativity Research.
Voros, J. (2019). Big history and anticipation. In R. Poli (Ed.), Handbook of anticipation (pp. 425-464). Cham: Springer. | ||
|
آمار تعداد مشاهده مقاله: 626 تعداد دریافت فایل اصل مقاله: 530 |
||