مدیریت سازمان‌های دولتی

با همکاری مشترک دانشگاه پیام نور و انجمن مدیریت دولتی ایران و انجمن مدیریت رفتار سازمانی

شماره جاری

بر اساس شماره‌های نشریه

بر اساس نویسندگان

بر اساس موضوعات

نمایه نویسندگان

نمایه کلیدواژه ها

درباره نشریه

اهداف و چشم انداز

اعضای هیات تحریریه

اصول اخلاقی انتشار مقاله

بانک ها و نمایه نامه ها

پیوندهای مفید

پرسش‌های متداول

فرایند پذیرش مقالات

اطلاعات آماری نشریه

اخبار و اعلانات

طراحی الگوی معماری منابع انسانی در سازمان‌های دولتی ایران با رویکرد هوش آمیخته متوازن، مورد مطالعه: حوزه ستادی وزارت نیرو

نوع مقاله : پیمایشی

نویسندگان

1 دانشیار، گروه مدیریت دولتی، دانشگاه علامه طباطبائی، تهران، ایران.

2 استاد، گروه مدیریت دولتی، دانشگاه علامه طباطبائی، تهران، ایران.

3 استادیار، گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران.

4 دانشجوی دکتری، گروه مدیریت دولتی (منابع انسانی)، دانشگاه علامه طباطبائی، تهران، ایران.

چکیده

مدل معماری منابع انسانی شاکله سرمایه انسانی را بر مبنای دو مؤلفه ارزش استراتژیک و منحصربه‌فرد بودن مهارت‌‌ها طراحی نموده است، با توجه به گستردگی دامنه ارائه خدمات دولتی و نقش محوری مؤلفه هوش در تعیین عملکرد منابع انسانی به‌عنوان ارزشمندترین منبع سازمان، هدف پژوهش حاضر پیوند میان 3 مؤلفه ارزش، مهارت و هوش در سطوح اداری حوزه ستادی وزارت نیرو و طراحی الگویی در این راستا است. نوع روش پژوهش جاری به‌ صورت آمیخته می‌باشد. در فاز نخست پس از مطالعه کتابخانه‌ای با استفاده از تکنیک تحلیل محتوای کمی و تکنیک دلفی فازی شاخص‌های اولیه تلخیص و در بخش آماری با استفاده از تکنیک دنپ فازی روابط بررسی، وزن هر شاخص مشخص و معادله هر سطح سازمانی کشف شده است. نتایج حکایت از آن دارد که شاخص‌ها در سه بخش عمومی، مشترک و اختصاصی قابل دسته‌بندی هستند. از میان شاخص‌های عمومی که در هر سه سطح سازمان تکرار شده‌اند شاخص قابل‌اعتماد بودن و از میان شاخص‌های اختصاصی در سطح کارشناسی شاخص تمرکز بر مسئله، در سطح رئیس گروهی شاخص مشورت و در سطح معاون مدیرکل شاخص تمایل به اصلاح و بهبود سیستم‌ها بیشترین وزن را به خود اختصاص داده‌اند. همچنین نتایج تأییدکننده این موضوع است که وزن مؤلفه ارزش در سطح معاون مدیر کلی بیشتر از 2 مؤلفه هوش و مهارت در همان سطح می‌باشد. همچنین وزن مؤلفه مهارت در این سطح در مقایسه با سطوح پیشین بیشتر است. در پایان الگوی پژوهش مورد تأیید خبرگان قرار گرفت.

کلیدواژه‌ها

موضوعات

عنوان مقاله [English]

Design of Human Resources Artitecture Model In Iran's Public Organizations with a Balanced Mixed Intelligence Approach, Case Study: Ministry of Energy

نویسندگان [English]

  • Behrooz RezaeeManesh 1
  • mirali Seyed Naghavi 2
  • Hossein Aslipour 3
  • Ali Khodsetan 4

1 Associate Professor, Department of Public Administration, Allameh Tabataba'i University, Tehran, Iran.

2 Professor, Department of Public Administration, Allameh Tabataba'i University, Tehran, Iran.

3 Assistant Professor, Department of Public Administration, Allameh Tabataba'i University, Tehran, Iran

4 Ph.D Student, Department of Public Administration, (Human Resources), Allameh Tabataba'i University, Tehran, Iran.

چکیده [English]

The human resources architecture model has designed the structure of human capital based on the two components of strategic value and the uniqueness of skills, considering the wide scope of providing government services and the central role of the intelligence component in determining the performance of human resources as the most valuable resource of the organization, the link between 3 The component of value, skill and intelligence, identifying relevant indicators and determining the importance of each of these indicators at different administrative levels of the Ministry of Energy's headquarters has led to the design of a new model. The type of research method of the current research is mixed. In the first phase, after a library study using the quantitative content analysis and the fuzzy Delphi techniques, the primary indicators were summarized and in the statistical part, the relationships were examined using the fuzzy DANP technique, the weight of each specific index and the equation of each organizational level were discovered. The results indicate that the indicators can be classified into three general, common and specific sections. Among the general indicators that have been repeated in all three levels of the organization, there is the reliability index, and among the specific indicators at the expert level, the problem focus index, at the group head level, the consultation index, and at the deputy director general level, the willingness to reform and the improvement of systems index have been allocated the most weight. Also, the results confirm that the weight of the value component at the level of the deputy general manager is more than the 2 components of intelligence and skill at the same level. Also, the weight of the skill component in this level is higher compared to the previous levels. At the end, the research model was approved by the experts.

کلیدواژه‌ها [English]

  • Human Resource Architecture
  • Intelligence
  • Ministry of Energy
  • Fuzzy DANP
مراجع
Abbasi, A., Alimohammadloo, M., & karimi, Z. (2017). Managerial Skills in Different Organizational Levels. Management Studies in Development and Evolution, 27(87), 45-73. (In Persian)
Abdullah, M., & Rayalwar, A., Almaqashi, S., & Al-Maqashi, M. (2022). The Role of Human Resources Management In Organisational Crisis Management.
Aidara, S., Mamun, A. A., Nasir, N. A. M., Mohiuddin, M., Nawi, N. C., & Zainol, N. R. (2021). Competitive advantages of the relationship between entrepreneurial competencies and economic sustainability performance. Sustainability, 13(2), 864.
Amram, J. (2005). Intelligence beyond IQ: The contribution of emotional and spiritual intelligences to effective business leadership. Institute of transpersonal psychology, 36(4), 15-34.
 
Baharuddin, E. B., & Ismail, Z. B. (2015). 7 Domains of spiritual intelligence from Islamic perspective. Procedia-Social and Behavioral Sciences, 211, 568-577.
Barney, J. B., & Wright, P. M. (1998). On becoming a strategic partner: The role of human resources in gaining competitive advantage. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 37(1), 31-46.
Binet, A., & Simon, T. (1916). The Development Of Intelligence In Children. Baltimore: Williams & Wilson, Arno Press.
Braun, V., & Clarke, V. (2006). Using thematic analysis in psychology. Qualitative research in psychology, 3(2), 77-101.
Carson, D., & Gilmore, A. (2000). Sme Marketing Management Competencies. International Busqness Review, 9(3), 363-382.
Coleman Jr, H., & Argue, M. W. (2015). Mediating with emotional intelligence: When" IQ" just isn't enough. Dispute Resolution Journal, 70(3), 15.
Covey, S. R. (2005). The 8th Habit: From Effectiveness To Greatness. New York, Ny: Free Press.
Dalkey, N., & Helmer, O. (1963). An experimental application of the Delphi method to the use of experts. Management science, 9(3), 458-467. Doi:10.1287/Mnsc.9.3.458
Lepak, D. P., & Snell, S. A. (1999). The human resource architecture: Toward a theory of human capital allocation and development. Academy of management review, 24(1), 31-48.
Duramany-Lakkoh, E. K. (2020). Working Capital Management Systems in Manufacturing Companies A Case Study of Sierra Leone Brewery Limited. Business And Economics Journal, 11, 1–7.  Doi: 10.37421/2151-6219.2020.11.398
Edeh, F. O., Ugwu, J. N., Adama, L., Achilike, N. I., Udeze, C. C., Iroegbu, N. F., ... & Ogbu, I. (2023). Organisational learning: COVID-19 strategy for human resource skill adjustment. International Journal of Knowledge and Learning, 16(2), 186-200.
Gage, T., & Smith, C. (2016). Leadership intelligence: Unlocking the potential for school leadership effectiveness. South African Journal of Education, 36(4), 1-9.
Gardner, H., & Hatch, T. (1989). Multiple Intelligences Go To School: Educational Implications of The Theory Of Multiple Intelligences. Educational Researcher, 18(8), 4-9
Gardner, H. (1983). Frames Of Mind: The Theory Of Multiple Intelligences. New York, Ny: Basqc Books.
Gardner, H. (1999). Intelligence Reframed: Multiple Intelligences For The 21st Century. New York: Barrie Books.
Ghurchian, N. (1994). The First International Terminology of Curriculum As Referential Dictionary. Tehran: The Institute For Research And Planning In Higher Education.
Ghobari Bonab, B., Salimi, M., Seliani, L., Nouri Moghadam, S. (2006). Spiritual Intelligence. A Research Quarterly in Islamic Theology (kalam) and Religious Studies, 3(10), 125. (In Persian)
Grzeszczyk, T., & Tien, N. H., (2019). Strategies For Human Resource Development For Thu Dau Mot University In Vietnam. International Journal of Research In Management, 1(4), 1-5
Grant, K. Maxwell, G., & Ogden, S. (2014). Skills Utilisation In Scotland: Exploring The Views Of Managers And Employees. Employee Relations, 36(5), 458-479.
Habibi, A. (2014). Delphi Technique Theoretical Framework In Qualitative. International Journal Of Engineering Science, 3(4), 8-13.
Harvey, M., Novicevic, M. M., & Kiessling, T. (2002). Development of multiple IQ maps for use in the selection of inpatriate managers: a practical theory. International Journal of Intercultural Relations, 26(5), 493-524.
Bagheri-Nia1, H., & Yamini, M. (2014). Spiritual Quotient And Human Relationships Among School Principals. Health Education And Health Promotion (Hehp), 2(4). (In Persian)
Hosseini, M.H., Rahmani, Z.A., & Habibi, F. (2009). Identifying And Prioritizing Job And Employee Suitability Indicators In Attracting Specialized Human Resources. Journal of development & evolution management,  1(3), 25 - 34. (In Persian)
Hu, J. W. S., Hu, Y. C., & Yang, T. P. (2017). Dematel and analytic network process for evaluating stock trade strategies using Livermore’s key price logic. Universal Journal of Accounting and Finance, 5(1), 18-35.
Khastar, H. (2009). Presenting A Method For Calculating The Reliability Of The Coding Stage In Research Interviews. Humanities Methodology Quarterly, 15(58), 161-174. (In Persian)
King, D. B., Mara, C. A., & DeCicco, T. L. (2012). Connecting the spiritual and emotional intelligences: Confirming an intelligence criterion and assessing the role of empathy. International Journal of Transpersonal Studies, 31(1), 4.
Kharma, T. E. S. (2022). The role of project human resources management in organizational health projects1.
Lubart, T. I., & Sternberg, R. J. (1995). An investment approach to creativity: Theory and data.
Mirzai Ahranjani, H.n, Ali Asghar Pourezzat, A.A., & Saadabadi, A.A. (2012). Village Development Management: Go To The Electronic Village. Tehran: Maidanchi Publications. (In Persian)
Montazer, Gh.A., Jafari, N. (2008) Using The Fuzzy Delphi Method To Determine The Country's Tax Policies. Economic Research (Sustainable Growth And Development), 8(1), 91-114.(In Persian)
Mousavi Rad. S.H., & Qudsian, H. (2014). Analysis of Elite Migration And The Effect Of Deterrence Policies Using System Dynamics. Strategic Management Research, 21(59), 37 - 63. (In Persian)
Nweiser, M., & Dajnoki, K. (2022). The Importance of Diversity Management in Relation with other functions of human resource management-a systematic review. Cross-Cultural Management Journal, 24(1), 17-27.
Quinn, J. B. (1992). Intelligent Enterprise. New York: Free Press.
Ronthy, M. (2014). Leader intelligence: How you can develop your leader intelligence with the help of your soul, heart and mind. Stockholm: Amfora Future Dialogue AB.
Sawant, R., Thomas, B., & Kadlag, S. (2022). Reskilling and upskilling: To stay relevant in today’s industry. International Review of Business and Economics, 7(1), 4.
Salvati, B., Maleki, A. (2017). International Movement of Students And Graduates In Iran And The World. Science. Technology And Industry Research Institute of Sharrif Industrial University. (In Persian)
Salovey, P., & Mayer, J. D. (1990). Emotional intelligence. Imagination, cognition and personality, 9(3), 185-211.
Sanjeev, R., & Singh, A. (2017). Talent management for developing leadership: An empirical investigation. Independent Journal of Management & Production, 8(3), 1130-1146.
Sternberg, R. J. Kaufman, J. C., & Roberts, A. M. (2019). The Relation Of Creativity To Intelligence And Wisdom. In J.C. Kaufman & R. J. Sternberg (Eds.). The Cambridge handbook of creativity. (2nd Ed) (Pp. 237-353). New York: Cambridge Universqty Press.
Stoltz, P. G. (1997). Adversqty Quotient: Turning Obstacles Into Opportunities. Canada: John Wiley & Sons.
Tashakkori, A., & Teddlie, C. (2003). Handbook Of Mixed Methods In Social And Behavioral Research.First Edition, Sage Publication Inc.
Tien, N. H., Diem, P. (2020). Human Resource Management. Vhu Publisher, Ho Chi Minh
Tooranloo, H.S., Azadi, M.H., & Sayyahpoor, A. (2017). Analyzing Factors Affecting Implementation Success of Sustainable Human Resource Management (SHRM) Using A Hybrid Approach of fahp and type-2 fuzzy dematel. J. Clean. Prod. 162, 1252–1265.
Ulrich, D. & Lake, D. (1991). Organizational Capability: Creat-Ing Competitive Advantage. Academy of Management Executive, 7(1), 77-92.
Wang, X., & Durugbo, C. (2013). Analysing network uncertainty for industrial product-service delivery: A hybrid fuzzy approach. Expert Systems with Applications, 40(11), 4621-4636. DOI: 10.1016/J.Eswa.2013.01.062
Wechsler, D. (1939). The Measurement of Adult Intelligence. Baltimore: Williams & Wilkins.
Wright, P. M., & Mcmahan, G. C. (1992). Theoretical Perspec-Tives For Strategic Human Resource Management. Journal of Management, 18(2), 295-320.
مدیریت سازمان‌های دولتی
دوره 11، شماره3 (پیاپی 43) - شماره پیاپی 43
تیر 1402
صفحه 115-136
فایل ها
سابقه مقاله
  • تاریخ دریافت: 01 شهریور 1401
  • تاریخ بازنگری: 08 آذر 1401
  • تاریخ پذیرش: 14 آذر 1401
هم رسانی
ارجاع به این مقاله
آمار