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

نوع مقاله : پیمایشی

نویسندگان

1 دکتری، گروه مدیریت دولتی – مدیریت منابع انسانی، دانشگاه علامه طباطبایی، تهران، ایران.

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

چکیده

پژوهش حاضر، سعی دارد به بررسی آسیب­شناسانه الگوی مدیریت منابع انسانی کارکنان راکد که برگرفته شده از پژوهش رشیدی و همکاران (1400) می­باشد در شرکت نفت بپردازد. این پژوهش از حیث مبانی فلسفی در پارادایم اثبات­گرایی، از نوع کمی، کاربردی و قیاسی است. جامعه آماری پژوهش را مدیران و کارشناسان منابع انسانی شرکت نفت در برمی­گیرند. پایایی و روایی پژوهش در نرم‌افزار smart pls و تحلیل پرسشنامه­ها در نرم‌افزار SPSS سنجیده شده است. یافته­های پژوهش نشان می­دهد تفاوت قابل‌توجهی میان الگوی در نظر گرفته شده (به‌عنوان وضعیت مطلوب) و وضعیت موجود در شرکت نفت وجود دارد. ارزیابی عملکرد در کارکنان مازادمحور با ویژگی ارزش استراتژیک پایین و شایستگی عمومی باید مبتنی بر فرایند بوده و بر کنترل حال­نگر به همراه تطابق عملکرد با استاندارها تمرکز داشته باشد، در کارکنان انباشت محور با ویژگی ارزش استراتژیک بالا و شایستگی عمومی باید مبتنی بر ارزیابی دوره­ای و تطابق عملکرد با استانداردها باشد، در کارکنان دانش‌محور با ویژگی ارزش استراتژیک پایین و شایستگی منحصربه­فرد بر کنترل غیرمستقیم و مبتنی بر نتیجه، در کارکنان ارزش­محور با ویژگی ارزش استراتژیک بالا و شایستگی خاص همراه با ارزیابی آینده­نگر است. پاداش و جبران خدمات در کارکنان مازادمحور بر برابری خارجی، در کارکنان انباشت­محور بر برابری داخلی، در کارکنان دانش­محور بر پاداش­های رقابتی با تمرکز بر پراخت­های مالی و بر کارکنان ارزش­محور بر پاداش­های مشوقی و با تمرکز بر پاداش­های غیرمالی است.

کلیدواژه‌ها

موضوعات

عنوان مقاله [English]

Pathology of the Human Resource Management Model of Slack Employees: the Function of Performance Evaluation and Control and Reward and Service Compensation

نویسندگان [English]

  • Mahboubeh Rashidi 1
  • Mirali Seyednaghavi 2

1 PhD Student, Department of Public Administration - Human Resources Management, Allameh Tabataba'I University, Tehran, Iran.

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

چکیده [English]

current research tries to examine the pathological analysis of the human resource management model of slack employees, which is taken from the research of Rashidi et al. (2021) in the oil company. This research is quantitative, applied and comparative in terms of philosophical foundations in the paradigm of positivism. The statistical population of the research includes managers and human resources experts of the oil company. The reliability and validity of the research has been measured in smart pls software and the analysis of questionnaires in SPSS software. The findings of the research show that there is a significant difference between the expected model (as an ideal situation) and the existing situation in the oil company. Performance evaluation in surplus-oriented employees with low strategic value and general competence should be process-based and focus on current control along with performance compliance with standards. In accumulation-oriented employees with high strategic value and general competence, it should be based on evaluation. periodical and match the performance with the standards, in knowledge-oriented employees with the characteristic of low strategic value and unique competence over indirect and result-based control, in value-oriented employees with the characteristic of high strategic value and special competence with future evaluation. is a watcher Rewards and service compensation for surplus-oriented employees on external equality, for accumulation-oriented employees on internal equality, for knowledge-oriented employees on competitive rewards with a focus on financial benefits, and for value-oriented employees on incentive rewards and with The focus is on non-financial rewards.

کلیدواژه‌ها [English]

  • Performance Evaluation
  • Control
  • Reward and Compensation
  • Slack Employees
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