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شناسایی و اولویت‌بندی سازمان دوسوتوان بر اساس کارکردهای مدیریت منابع انسانی (مورد مطالعه بانک توسعه صادرات ایران) | ||
| مدیریت منابع انسانی پایدار | ||
| دوره 3، شماره 5، آبان 1400، صفحه 228-213 اصل مقاله (807.61 K) | ||
| نوع مقاله: مقاله پژوهشی | ||
| شناسه دیجیتال (DOI): 10.22080/shrm.2021.3771 | ||
| نویسندگان | ||
| احمد سلیمانی کلهرودی1؛ میرعلی سیدنقوی* 2؛ مقصود امیری3؛ سیدمهدی الوانی4 | ||
| 1گروه مدیریت دولتی، واحد قزوین، دانشگاه آزاد اسلامی، قزوین، ایران. | ||
| 2استاد گروه مدیریت دولتی ، دانشکده مدیریت، دانشگاه علامه طباطبایی، تهران، ایران. | ||
| 3استاد گروه مدیریت صنعتی دانشکده مدیریت و حسابداری ، دانشگاه علامه طباطبائی، تهران، ایران. | ||
| 4استاد گروه مدیریت دولتی، دانشگاه علامه طباطبائی، تهران. ایران. | ||
| تاریخ دریافت: 19 تیر 1401، تاریخ پذیرش: 19 تیر 1401 | ||
| چکیده | ||
| امروزه تاثیر مدیریت منابع انسانی در رشد و بقای سازمان‌ها بر کسی پوشیده نیست اما کارکردهای مدیریت منابع انسانی در سازمان‌ها، متفاوت و پیچیده است و لذا سازمان‌ها نیازمند قابلیت‌های جدیدی جهت مواجهه با پویایی‌های منابع انسانی و تغییرات محیطی می-باشند. دوسوتوانی سازمانی، مفهومی است که در سالیان اخیر مورد توجه اندیشمندان قرار گرفته و به‌عنوان قابلیت اثربخش برای مواجهه با تفاوت‌ها، پیچیدگی‌ها و پویایی‌های سازمانی و محیطی مطرح می‌باشد. بر این اساس، هدف از انجام این تحقیق، شناسایی و اولویت‌بندی سازمان دوسوتوان بر اساس کارکردهای مدیریت منابع انسانی است که در بانک توسعه صادرات ایران انجام شده است. تحقیق حاضر به روش آمیخته اکتشافی در دو گام کیفی و کمّی انجام شد. در گام کیفی تحقیق، مصاحبه‌هایی با 13 نفر از خبرگان انجام شد و بر اساس روش تحلیل تم؛ کدها، مقولات، تم‌های فرعی و تم‌های اصلی شناسایی شدند. نتایج تحلیل این گام از تحقیق منجر به شناسایی 312 کد اولیه شد که این کدها در قالب 86 شاخص در 28 تم فرعی در 7 تم اصلی دسته بندی شدند. در مجموع می‌توان نتایج گام کیفی پژوهش را در قالب الزامات دوسوتوانی برای سازمان و همچنین فرآیندهای منابع انسانی در قالب جذب و استخدام، آموزش، ارزیابی عملکرد، ارتقاء، حقوق و مزایا، و مشارکت در دو حوزه دوسوتوانی (اکتشاف و بهره‌برداری) ارائه نمود. سپس برای اولویت‌بندی شاخص‌های احصاء شده، از روش تحلیل سلسله‌مراتبی استفاده شد و در انتهای تحقیق نیز پیشنهادهایی با هدف دستیابی به سازمان دوسوتوان در حوزه منابع انسانی در این بانک ارائه شد. | ||
| کلیدواژه‌ها | ||
| دوسوتوانی؛ سازمان دوسوتوان؛ مدیریت منابع انسانی؛ بانک توسعه صادرات ایران | ||
| عنوان مقاله [English] | ||
| Identification and prioritization of ambidexterity organization based on human resource management functions (case study of Export Development Bank of Iran) | ||
| نویسندگان [English] | ||
| ahmad soleimani kalahroudi1؛ Mirali Seyednaghavi2؛ maghsoud amiri3؛ seyedmahdi alvani4 | ||
| 1Department of Public Administration, Islamic Azad University, Qazvin, Iran. | ||
| 2Associate Professor, Department of Public Administration, Faculty of Management, Allameh Tabatabai University, Tehran, Iran. | ||
| 3Professor, Department of Industrial Management, Faculty of Management and Accounting, Allameh Tabatabai University, Tehran, Iran. | ||
| 4Professor, Department of governmental Management, Faculty of Management and Accounting, Allameh Tabatabai University, Tehran, Iran. | ||
| چکیده [English] | ||
| Today, the impact of human resource management on the growth and survival of organizations is not hidden from anyone, but the functions of human resource management in organizations are different and complex, and therefore organizations need new capabilities to deal with human resource dynamics and change. They are environmental. Organizational ambidexterity is a concept that has been considered by thinkers in recent years and is considered as an effective ability to deal with differences, complexities and organizational and environmental dynamics. Accordingly, the purpose of this study is to identify and prioritize the two-dimensional organization based on human resource management functions performed in the Export Development Bank of Iran. The present study was conducted by heuristic mixed method in two qualitative and quantitative steps. In the qualitative step of the research, interviews were conducted with 13 experts and based on the theme analysis method; Codes, categories, sub-themes and main themes were identified. The results of the analysis of this step of the research led to the identification of 312 primary codes, which were categorized in the form of 86 indicators in 28 sub-themes in 7 main themes. In general, the results of the qualitative step of the research can be in the form of ambidexterity requirements for the organization as well as human resource processes in the form of recruitment, training, performance appraisal, promotion, salaries and benefits, and participation in two domains of ambidexterity (exploration and exploitation). Presented. Then, in order to prioritize the indicators, the AHP method was used . | ||
| کلیدواژه‌ها [English] | ||
| Ambidexterity, ambidexterity Organization, Human Resources Management, Export Development Bank of Iran | ||
| مراجع | ||
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