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ارایه الگوی پارادایمی تحول دیجیتال در مدیریت منابع انسانی | ||
| مدیریت منابع انسانی پایدار | ||
| دوره 7، شماره 12، فروردین 1404، صفحه 231-262 اصل مقاله (2.14 M) | ||
| نوع مقاله: مقاله پژوهشی | ||
| شناسه دیجیتال (DOI): 10.22080/shrm.2025.5651 | ||
| نویسندگان | ||
| سید مهدی حسینی* 1؛ علیرضا اسلامبولچی2؛ بهروز بیات2؛ جواد نیک نفس3؛ علیرضا پیرحیاتی2 | ||
| 1دانشجوی دکتری مدیریت دولتی،واحد همدان،دانشگاه آزاد اسلامی،همدان،ایران | ||
| 2استادیار گروه مدیریت دولتی،واحد همدان،دانشگاه آزاد اسلامی،همدان ،ایران | ||
| 3استادیار، گروه مدیریت، دانشکده علوم انسانی، دانشگاه آزاد اسلامی، همدان، ایران. | ||
| تاریخ دریافت: 11 اردیبهشت 1403، تاریخ بازنگری: 07 بهمن 1403، تاریخ پذیرش: 08 بهمن 1403 | ||
| چکیده | ||
| پژوهش حاضر از نظر هدف بنیادی و توسعه‌ای، و بر اسـاس ماهیـت داده‌هـا به صورت کیفی می‌باشد. طرح پژوهش به روش ترکیبی (آمیخته) متوالی (کیفی-کمی) می‌باشد. جامعه آماری پژوهش را در بخش کیفی مدیران و معاونین سازمان ثبت احوال کشور، اعضای هیئت علمی که سابقه بالا در تدریس دروس مرتبط با عنوان پژوهش بود. جامعه‌ی آماری پژوهش را در بخش کمی نیز شامل پرسنل(مدیران، معاونین و کارشناسان) سازمان ثبت احوال کشور بود. همچنین برای تحلیل داده ها در بخش کیفی از نظریه پردازی داده بنیان استفاده شد و برای تحلیل بخش کمی از الگویابی معادلات ساختاری استفاده شد. یافته‌های مرحله کیفی از بین استراتژی‌های پژوهش کیفی از نظریه داده بنیاد استفاده شد و به تدوین مدلی جامع و ارائه الگوی تحول دیجیتال در مدیریت منابع انسانی سازمان ثبت احوال کشور، پرداخته شد. براساس نتایج به دست آمده ، در مجموع 183 مفهوم و 20 مقوله یا کد باز شناسایی و استخراج شدند. 20 مقوله شناسایی شده در 6 دسته اصلی داده بنیاد قرار گرفتند. بر اساس نتایج بدست آمده الگوی تحول دیجیتال در مدیریت منابع انسانی سازمان ثبت احوال کشور ارائه شد.و در این الگو مقوله های پژوهش شامل شرایط علی، شرایط زمینه ای، شرایط مداخله گر، راهبردها و پیامدها مشخص شد. بنا به نتایج به دست آمده ایجاد یک استراتژی آموزش دیجیتال به کارکنان و نحوه استفاده از سامانه های دیجیتال، ربات های چت و دیگر ابزارها و فناوری ها بسیار مهم است. | ||
| کلیدواژه‌ها | ||
| تحول دیجیتال؛ مدیریت منابع انسانی؛ سازمان ثبت احوال کشور | ||
| عنوان مقاله [English] | ||
| Providing a paradigm model of digital transformation in human resource management | ||
| نویسندگان [English] | ||
| sayed mahdi hoseini1؛ Ali reza Eslambolchi2؛ behroz Bayat2؛ Javad Niknafs3؛ Ali reza pirhayati2 | ||
| 1PhD student in public administration, Hamedan Branch, Islamic Azad University, Hamedan, Iran | ||
| 2Assistant Professor, Department of Public Administration, Hamedan Branch, Islamic Azad University, Hamedan, Iran | ||
| 3Assistant Professor, Department of Management, Faculty of Humanities, Islamic Azad University, Hamedan, Iran | ||
| چکیده [English] | ||
| The current research is qualitative in terms of its fundamental and developmental purposeand based on the nature of the data. The research design is a mixed sequential (qualitativequantitative) method. The statistical population of the research in the qualitative sectionwas the managers and deputies of the Civil Registry Organization, members of the academicfaculty with extensive experience in teaching courses related to the research topic. Thestatistical population of the research in the quantitative part also included the personnel(managers, assistants, and experts) of the country's civil registration organization. Databased theorizing was also used to analyze the data in the qualitative part, and structuralequation modeling was used to analyze the quantitative part. The findings of the qualitativestage were used from the qualitative research strategies of the foundation's data theory. Acomprehensive model was developed, and a digital transformation model was presented inthe human resources management of the Civil Registry Organization. Based on the obtainedresults, a total of 183 concepts and 20 categories or open codes were identified andextracted. The 20 identified categories were placed in the six main data categories of thefoundation. Based on the results, the model of digital transformation in the humanresources management of the country’s Civil Registry Organization was presented. Thismodel determined research categories including causal conditions, background conditions,intervening conditions, strategies, and consequences. Based on the results obtained, it isvery important to create a digital training strategy for the employees. Training teachesemployees how to use digital systems, chatbots, and other tools and technologies. Thisgives the employees the necessary preparation to use digital technologies in their dailyactivities and improve their abilities in this field. | ||
| کلیدواژه‌ها [English] | ||
| Digital transformation, human resources management, Civil Registry Organization | ||
| مراجع | ||
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