تبیین مفهوم توسعه منابع انسانی در پژوهشگاه صنعت نفت با استفاده از تکنیک دیمتل فازی

نوع مقاله: علمی پژوهشی

نویسندگان

1 استادیار گروه مدیریت بازرگانی، دانشکده ادبیات و علوم انسانی، دانشگاه خلیج فارس، بوشهر، ایران

2 استادیار دانشگاه عالی دفاع ملی، تهران، ایران

3 استادیار پژوهشگاه صنعت نفت، تهران، ایران

4 دکتری مدیریت تحقیق در عملیات، دانشگاه تهران،تهران، ایران

10.30495/qjopm.2020.1869453.2479

چکیده

هدف از انجام این پژوهش شناسایی و تبیین عوامل تأثیرگذار بر توسعه منابع انسانی و در نهایت ارائه الگویی در پژوهشگاه صنعت نفت با استفاده از تکنیک دیمتل فازی است. بدین‌منظور، با استفاده از نظر 13 متخصص و مرور پیشینة نظری ابتدا 24 عامل موثر بر توسعه منابع انسانی در پژوهشگاه صنعت نفت شناسایی شدند؛ سپس از بین این عوامل، هفت عامل که تکرار بیشتری داشتند، انتخاب شدند. این پژوهش به لحاظ شیوه انجام کمّی؛ از نظر جهت­گیری، کاربردی و از حیث استراتژی، پیمایشی است. جامعه آماری پژوهش حاضر خبرگان مرتبط با موضوع در پژوهشگاه صنعت نفت بوده و به روش نمونه‌گیری هدفمند انتخاب شده‌اند. ابزار گردآوری داده‌ها پرسش­نامه محقق ساخته بود. روایی پرسش­نامه به‌صورت محتوایی به‌وسیله خبرگان سازمان و استادان دانشگاهی تأیید شده و برای تعیین پایایی ابزار از شیوه ثبات و ضریب همبستگی درونی استفاده شد که مقدار آن 87/0 ‏است و نشان‌دهنده پایایی خوبی می‌باشد.‏ نتایج پژوهش نشان داد، از بین عوامل مؤثر شناسایی شده در مدل توسعه منابع انسانی؛ آموزش و ساختار سازمانی جزء موانع و مشکلات موجود در مسیر توسعه منابع انسانی قرار دارند. عوامل سبک رهبری، فرهنگ سازمانی، راهبرد و مدیریت دانش به­عنوان راه­حل مؤثر رفع مشکلات و موانع توسعه منابع انسانی می­باشند. همچنین، نتایج پژوهش نشان داد که متغیر فناوری یک متغیر مستقل در مسیر توسعه منابع انسانی پژوهشگاه صنعت نفت می­باشد.

کلیدواژه‌ها


عنوان مقاله [English]

Exploration of Human Resource Development in Research Institute of Petroleum Industry: The Fuzzy Dematel Technique

نویسندگان [English]

  • ebrahim rajabpour 1
  • Jahanshah Chartab Moghadam 2
  • Mehdi Afkhami Ardakani 3
  • Mehdi Hashemi 4
1 Assistant Professor, Department of Business Administration, Faculty of Humanities, Persian Gulf University, Bushehr, Iran
2 Assistant Prof. Higher University of National Defense
3 Assistant Professor, Petroleum Industry Research, Tehran, Iran
4 Ph.D. Operations Research Management, Tehran University, Tehran, Iran
چکیده [English]

This qualitative, applied and descriptive study was undertaken at the Research Institute of Petroleum Industry to identify critical factors affecting human resource development and to offer a model by applying Fuzzy Dematel technique. Initially, through extensive review of existing literature on human resource development and interview with a purposeful sample of 13 experts in the field of petroleum industry research, 24 influenceing factors were identified on human resource development. Next, a researcher-made questionnaire was developed, as the data collection instrument, comprising seven of the most recurring factors. The content validity of the questionnaire was confirmed by the experts at the organization and university professors. An internal consistency correlation coefficient of 0.87 was found suggesting that the reliability of the device was acceptably high. The results of the statistical analyses indicated that, among the identified human resource development factors, Training and Organizational Structure were the main barriers to the development of human resources while Leadership Style, Organizational Culture, Strategy and Knowledge Management were effective factors to overcome the obstacles in the way of human resource development. Technology was also found as an independent variable influencing the human resources development in Research Institute of Petroleum Industry.

کلیدواژه‌ها [English]

  • human resources development
  • human resources management
  • Organizational Culture
  • Research Institute of Petroleum Industry

Akbari, M; Hosseini, S. M., Hejazi, S. Y., & Rezvanfar, A. (2014). Validation of human resource development: the case of agricultural faculty members. Iranian Journal of Agricultural Economics and Development Research (IJAEDR), 44(4). Page 629-644. (In Persian)

Anderson, H. A. (1993). Successful Training Practice, A Managers Guide to Personnal Development, Oxford UK: Black Well Business publishers, 145.

Arif, H. (2007). Human Resource development and organizational values. Journal of European Industrial Traniny, 31 (6): 435 – 448.

Bajkar, R; Mirza Aghaee, H. (2012). The Role of Knowledge Management in Human Resource Development. Reform, Volume 12, No. 151- Pages. 29-32. (In Persian)

Delgoshayei, B., Tabibi, J. & Pahlevan, P. (2007). The model of human resource development in the health section of Iran. Research in Medical, 31(4): 317- 325. (In Persian)

Hilgert, M.A. & Hogath, J.M. (2003). Household. Management: The Connection between Knowledge and Behavior. Federal Reserve Bulletin, 309-322.

Hira. TK. (1997). Financial Attitudes, Beliefs and Behaviors: Differences by age. Journal of Consumer Studies & Home Economics, 21(3): 271-290.

Holden, R. and Griggs, V. (2010). Innovative practice in the teaching and learning of human resource development. Journal of European Industrial Training, 34 (8/9): 705-709.

Janavi, E; Hariri, N. (2014). Design and defining HRD model for university libraries (Case Study: Central Library, University of Tehran). Journal of Public Administration. 6(3), 437-456.

Jamali, G., Hashemi, M. (2011). Measuring Relationship between Factors Affecting Risk of Mellat Bank IT Projects in Bushehr Pro vince Using Fuzzy DEMATEL. Journal of Information Technology Management, 3(9), 21-40. (In Persian)

Jassbi, J., Mohamadnejad, F., & Nasrollahzadeh, H. (2011). A Fuzzy DEMATEL framework for modeling cause and effect relationships of strategy map. Expert systems with Applications, 38(5), 5967-5973.

Lee, Y., Li, M., Yen, H., & Huang, T. (2010). .Analysis of adopting an integrated decision makingtrial and evaluation laboratory on a technology acceptance model. Expert Systems with Applications, 1745-1754.

Lepak, D. P. & Snell, S. A. (2003). The human resource architecture: Toward a theory of human resource capital allocation and development. Academy of Management Review, 24(1), 31-48.

Lin, C.-J., & Wu, W.-W. (2008). A causal analytical method for group decision-making under fuzzy environment. Expert Systems with Applications 34, 205–213.

Mohammadi, A; Farrahi, A; Soltani, M; Tarverdi, Kh. (2015). Designing and Explaining a Model for Human Resource Development in a Military Organization. Journal of Research in Human Resources Management, 7(1), 187-212. (In Persian)

Mortazavi, F. (2014). Human resource development and the importance of human resource management in employee safety. Silk Road - Journal of the Ministry of Roads and Urban Development, Volume 7, No. 143. (In Persian)

Nadler, L., Nadler, Z., (1970). Developing Human Resources: Concepts and a Model, 1st edn, (Jossey-Bass, San Francisco, CA).

Nadler, L. & Nadler, Z. (1989). Developing Human Resource Jossey-Bass Press, First Edition, San Francisco, p. 4.

Nguyen, H. T. T. (2018). Towards human resource development at Hanoi Open University. Asian Association of Open Universities Journal, 13(2), 223-235.

Noe, R.A. (2008). Employee training & Development. Fourth edition. McGraw Hill. P 4 & 49.

Otoo, F. N. K. (2019). Human resource development (HRD) practices and banking industry effectiveness: The mediating role of employee competencies. European Journal of Training and Development, 43(3/4), 250-271.

Pereira, V., & Anderson, V. (2012). A longitudinal examination of HRM in a human resources offshoring (HRO) organization operating from India. Journal of World Business, 47(2), 223-231.

Payandani, H. (2015). The Place of Information Technology in Human Resource Development. Management Management Monthly, Volume 7, No. 59, Pages. 46-49. (In Persian)

Rajabpour, E. (2015). Interpretive Structural Modeling of the Factors Affecting E-Readiness. IT Management Studies, 4(13), 65-89. (In Persian)

Richman, N. (2015). Human resource management and human resource development: Evolution and contributions. Creighton Journal of Interdisciplinary Leadership, 1(2), 120-129.

Ruggles, R. (1998). The state of the notion: Knowledge management inpractice. California Management Review, 40(3), 80-89.

Seyedi, A; Hossein Mardi, H. (2012). Talent Management in Human Resource Development Processes. Monthly Social, Economic, Scientific and Cultural Work and Society, 149. 13-18. (In Persian)

Sheehan, M., Garavan, T. N., & Carbery, R. (2014). Innovation and human resource development (HRD). European Journal of Training and Development, 38(1/2), 2-14.

Shieh, j., Wu, H., & Huang, K. (2010). A DEMATEL method in identifying key success factors of hospital service quality. Knowledge-Based Systems, 23(3), 277–282.

Slotte, V., Tynjala, P., Hytonen, T., (2004). How do HRD practitioners describe learning at work? Human Resource Development International, 7(4), 541–544.

Stewart, J., & Sambrook, S. (2012). The historical development of human resource development in the United Kingdom. Human Resource Development Review, 11(4), 443-462.

Swanson, R.A. Holton, E.F. (2001). Foundations of human resource development. San Francisco: Berren-koehler.

Vazifeh, Z. (2013). A Model for Explaining the Relationship between Knowledge Management Processes and Human Resource Development in Higher Education. PhD thesis, University of Tehran. (In Persian)

Vemic, j. (2007). Employee Training and Development and the Learning Organization: Economics and Organization, 4(2), 209 – 216.

Yuvaraj, S., & Mulugeta, K. (2013). Analysis of the strategic orientation of HRD practices and managers’ awareness towards the concepts of HRD in Ethiopia. Research Journal Social Science and Management, 3(1), 186-198.