نظام مطلوب مدیریت استعداد در سازمانها، زیر سیستم ها و الزامات پیاده سازی

نوع مقاله: علمی پژوهشی

نویسندگان

1 دانشجوی دکتری آینده پژوهی پژوهشگاه شاخص پژوه

2 استادیار پایه 24 مؤسسه مطالعات بین المللی انرژی، قائم مقام سردبیر فصلنامه مدیریت و منابع انسانی درصنعت نفت

چکیده

یکی از مباحث نوین در مباحث مدیریت منابع انسانی سرمایۀ فکری است. سرمایۀ‏ فکری شامل سرمایۀ های انسانی، ساختاری و رابطه ای است و سرمایۀ انسانی مهمترین بخش آن است. در میان اجزای سرمایۀ انسانی، استعدادهای هر سازمان از جایگاه ویژه ای برخوردار است، این دارایی نامشهود در تعیین ارزش سازمان ها در عرصه بین المللی، نقش کلیدی و حساسی را ایفا می کند. دراین مقاله نظام مطلوب برای مدیریت استعدادها وزیر سیستم ها و الزامات پیاده سازی آن طراحی و پیشنهاد شده است. در پاسخ به سوال اول مقاله (نظام مطلوب برای مدیریت استعدادها و زیر سیستم های آن)، با استفاده از مباحث نظری و نتایج جلسات گروه کانونی طرحی پیشنهاد شده و ضمن آن دو سیستم توسعه و نگهداشت با شش زیر سیستم مرتبط پیش بینی شده است. در پاسخ به سوال دوم نیز  به الزامات پیاده سازی این نظام پرداخته شده و به جای تأکید صرف بر جذب مدیریت استعدادها و سپس رهاسازی آنها، شناسایی این سرمایه در درون سازمان ها و راهکارهای نگهداشت و توسعه آنها محور قرار گرفته است.

کلیدواژه‌ها


عنوان مقاله [English]

The optimal talent management system in organizations, the infrastructure and its implementation requirements

نویسندگان [English]

  • Nazanin Akefiyan 1
  • Dr.Mohammad Rashidi 2
چکیده [English]

One of the modern discourses in human resource management
literature is intellectual capital. Intellectual capitals include human,
structural and relationd. Human capital is the most important among
them. Among the human capital components, the talents in any
organization have particular position. This hidden property plays a
sensitive key role in determining the value of organizations in
international arena. This paper designed and suggested the optimal talent
management systems and its implementation requirements. In order to
develop and maintain a design, based on the theoretical literature and the
Focus group meetings six subsystems including organizational
communication, work environment, performance management, training,
compensation and career planning were suggested. In relation to
implementation requirements, instead of emphasizing on employing
talented managers and later dismissing them, recognizing the existing
talent in the organization and focusing on their retention and developing
their skills should be maintained.

کلیدواژه‌ها [English]

  • Intellectual capitals
  • talent managements system
  • retention and development
  • implementation requirements
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