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طراحی چارچوب سیاستی جذب و استخدام سرمایه انسانی باکیفیت در نظام آموزشی ایران: رهیافتی برای ارتقای اثربخشی برنامههای آموزشی | ||
| مطالعات برنامه ریزی آموزشی | ||
| مقالات آماده انتشار، پذیرفته شده، انتشار آنلاین از تاریخ 15 شهریور 1405 | ||
| نوع مقاله: مقاله پژوهشی | ||
| شناسه دیجیتال (DOI): 10.22080/eps.2026.31705.2412 | ||
| نویسندگان | ||
| مریم حیدری1؛ محسن نظرزاده زارع* 2؛ سجاد قارلقی3 | ||
| 1کارشناسی ارشد، گروه علوم تربیتی، دانشکده ادبیات و علوم انسانی، دانشگاه ملایر، ملایر، ایران | ||
| 2دانشیار گروه علوم تربیتی، دانشکده ادبیات و علوم انسانی، دانشگاه ملایر، ملایر، ایران | ||
| 3. استادیار، گروه علوم تربیتی، دانشکده ادبیات و علوم انسانی، دانشگاه ملایر، ملایر، ایران | ||
| تاریخ دریافت: 18 اردیبهشت 1405، تاریخ بازنگری: 11 خرداد 1405، تاریخ پذیرش: 09 تیر 1405 | ||
| چکیده | ||
| هدف: منابع انسانی باکیفیت و کارآمد در یک سازمان یکی از داراییهای مهم و ارزشمند آن سازمان هستند. هرچقدر این دارایی از کیفیت مناسبتری برخوردار باشد، موفقیت و پیشرفت سازمان را به همراه خواهد داشت. پژوهش حاضر با هدف شناسایی سازوکارهای ارتقای کیفیت استخدام سرمایه انسانی و طراحی یک چارچوب سیاستی مناسب برای نظام آموزشوپرورش ایران انجام شد. روش شناسی: این پژوهش با رویکرد کیفی و در دو گام به اجرا درآمد. در گام اول و با بهرهگیری از روش فراترکیب، پژوهشهای پیشین بهصورت نظاممند تحلیل و درمجموع 102 کد اولیه در چهار مقوله اصلی و 12 زیر مقوله استخراج شد. در گام دوم، طی یک پیمایش کیفی و انجام مصاحبه با 18 نفر از خبرگان حوزه آموزشوپرورش، ضمن تأیید یافتههای مرحله اول، مقولههای جدیدی نیز شناسایی و چارچوب نهایی تکمیل شد. یافته ها: بر اساس نتایج نهایی، 310 کد معنایی شناسایی و در قالب 6 مقوله اصلی و 24 زیر مقوله طبقهبندی گردید که شامل: استخدام مبتنی بر عدالت و شایسته گزینی؛ توجه به معیارهای مطلوب استخدام؛ مدیریت استراتژیک منابع انسانی؛ مشارکت ذینفعان کلیدی در فرآیند ارزیابی و جذب؛ شفافیت و روزآمدی قوانین استخدام؛ و نوآوری در سازوکارها و ابزارهای گزینش است. نتیجه گیری و پیشنهادها: نظام فعلی جذب معلمان در ایران فاقد شایستگیمحوری، شفافیت و مشارکت واقعی ذینفعان است؛ ازاینرو، برای تحقق عدالت آموزشی، نیازمند بازطراحی بنیادین است. یافتهها حاکی از آن است که طراحی فرایند جذب بهصورت نظاممند و مبتنی بر ارزیابی چند منبعی (با مشارکت معلمان باتجربه، کارشناسان دانشگاهی و والدین) و نیز تبدیل این فرایند از یک رویهٔ صرفاً اداری به سازوکاری پویا و یادگیرنده، ضرورتی راهبردی برای ارتقای کیفیت نظام تعلیموتربیت و دستیابی به اهداف سند تحول بنیادین به شمار میرود. نوآوری و اصالت: پژوهش حاضر از طریق احصاء عوامل تأثیرگذار بر کیفیت استخدام سرمایه انسانی به دنبال ارائه یک چارچوب سیاستی، برای کمک به استخدام سرمایه انسانی باکیفیت در نظام آموزشوپرورش ایران بود | ||
| کلیدواژهها | ||
| چارچوب سیاستی؛ استخدام شایستگی محور؛ سازوکار بهبود استخدام؛ نظام آموزشی؛ برنامه آموزشی | ||
| عنوان مقاله [English] | ||
| Designing a Policy Framework for Attracting and Recruiting High-Quality Human Capital in Iran's Education System: An Approach to Enhancing the Effectiveness of Educational Programs | ||
| نویسندگان [English] | ||
| Maryam Heydari1؛ Mohsen Nazarzadeh Zare2؛ Sajad Gharloghi3 | ||
| 1M.A. Department of Educational Sciences, Faculty of Literature and Humanities, Malayer University, Malayer, Iran | ||
| 2Associate Professor, Department of Educational Sciences, Faculty of Literature and Humanities, Malayer University, Malayer, Iran | ||
| 3Assistant Professor, Department of Educational Sciences, Faculty of Literature and Humanities, Malayer University, Malayer, Iran | ||
| چکیده [English] | ||
| Aim: High-quality and efficient human resources are among the most important and valuable assets of any organization. The higher the quality of this asset, the greater the organization's success and progress. The present study was conducted with the aim of identifying mechanisms for improving the quality of human capital recruitment and designing an appropriate policy framework for Iran's education system. Methodology: This study employed a qualitative approach and was conducted in two phases. In the first phase, utilizing the meta-synthesis method, previous studies were systematically analyzed, and a total of 102 initial codes were extracted across four main categories and twelve subcategories. In the second phase, through a qualitative survey and interviews with 18 experts in the field of education, the findings of the first phase were confirmed, new categories were identified, and the final model was completed. Results: Based on the final results, 310 semantic codes were identified and classified into 6 main categories and 24 subcategories, including: recruitment based on justice and meritocracy; attention to desirable recruitment criteria; strategic human resource management; engagement of key stakeholders in the evaluation and recruitment process; transparency and up-to-dateness of recruitment laws; and innovation in selection mechanisms and tools. Conclusions and suggestions: The current teacher recruitment system in Iran lacks merit-orientation, transparency, and genuine stakeholder participation; hence, it requires a fundamental redesign to achieve educational justice. The findings indicate that designing the recruitment process as a systematic, multi-source assessment-based approach (with the participation of experienced teachers, academic experts, and parents), as well as transforming this process from a mere administrative procedure into a dynamic and learning-oriented mechanism, constitutes a strategic necessity for enhancing the quality of the education system and attaining the objectives of the Fundamental Transformation Document of Education. Innovation and originality: The present study, by identifying the factors influencing the quality of human capital recruitment, seeks to provide a policy framework to assist in recruiting high-quality human capital in Iran's education system. | ||
| کلیدواژهها [English] | ||
| Policy Framework, Competency-Based Recruitment, Recruitment Improvement Mechanisms, Educational System, Educational Program | ||
| مراجع | ||
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