بررسی و تعیین کارکردهای بهره ور منابع انسانی بر اساس مدل معماری منابع انسانی

نوع مقاله: علمی پژوهشی

نویسندگان

1 دانشجوی دکترای مدیریت بازرگانی، دانشگاه علامه طباطبائی، تهران، ایران

2 عضو هیأت علمی دانشگاه علامه طباطبائی

3 عضو هیات علمی دانشگاه علامه طباطبایی

چکیده

هدف این تحقیق بررسی تعیین کارکردهای مناسب منابع انسانی در مدل معماری منابع انسانی به‌منظور تحقق دوجانبه­گرایی در شرکت تام است. تحقیق حاضر مبتنی بر مطالعات کمّی (پرسش نامه‌ای) است و در دو مرحله انجام شده است. پس از مطالعات نظری، در مرحله اول، پرسش نامه معماری به‌منظور تفکیک مشاغل میان مدیران و معاونین شرکت مذکور توزیع شد. پس از تفکیک مشاغل و مشخص شدن اینکه کدام مشاغل در کدام گونه معماری قرار می‌گیرد، پرسشجنامه کارکردهای منابع انسانی که بر حسب پاداش، ارزیابی عملکرد و آموزش و توسعه طراحی شده است، میان مدیران و معاونان توزیع گردید تا نوع مناسب کارکردهای منابع انسانی برای هر بخش از معماری مشخص گردد. داده‌های حاصل از مطالعات کمّی (پرسش نامه‌ای) از طریق تحلیل استنباطی و با استفاده از تی تک نمونه (تی استیودنت) آزمون شد. از نتایج این تحقیق می‌تواند به این موارد اشاره کرد که در مشاغل شغل‌محور بهتر است پاداش در راستای انتفاع از دانش، ارزیابی عملکرد در بلندمدت و مبتنی بر کار فردی و همچنین آموزش به‌صورت استاندارد و عمومی ارائه گردد تا کارکنان به‌ سوی دوجانبه­گرایی سوق یابند. برای کارکنان موجود در گونه هم‌پیمانان باید پاداش مبتنی بر اشتراک‌گذاری دانش باشد، ارزیابی عملکرد در کوتاه‌مدت و مبتنی بر کار تیمی و آموزش به‌ندرت و در راستای افزایش تعهد آن‌ها صورت گیرد تا دوجانبه­گرایی در سازمان ارتقا یابد. 

کلیدواژه‌ها


عنوان مقاله [English]

Investigating and determining the human resources productivity functions based on the architecture of human resources model

نویسندگان [English]

  • Ali Rezaei Mirghaed 1
  • Mirali Seyed naghavi 2
  • Hamed Dehghana 3
  • Maghsoud Amiri 2
چکیده [English]

The aim of this research was determining the proper functions of
human resources in human resources architectural model in order to
realize ambidexterity at Tom's firm. This quantitative study was run in
two stages. At first, the architectural questionnaire was distributed
among managers and assistants to differentiate the jobs.Second, human
resource functions questionnaire in terms of renumeration, rewards,
performance appraisal, training and development was distributed among
the managers and assistants so that the proper kind of human resource
functions for each architecture be distinguished. To analyse the data
inferential statistics (one sample t-test) was used. The results indicated
that, the rewards in job-oriented should lead the employees to
ambidexterity. The rewards in partnership type should lead the
employees toward the improvement ambidexterity in organization.

کلیدواژه‌ها [English]

  • Human resource functions
  • architecture
  • Ambidexterity
  • job-oriented
  • Partnership
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