بررسی و تعیین کارکردهای بهره ور منابع انسانی بر اساس مدل معماری منابع انسانی

مدیریت بهره‌وری

مقاله 7، دوره 11، 1(40)بهار، خرداد 1396، صفحه 185-220   

نوع مقاله: علمی پژوهشی

نویسندگان

علی رضایی میرقائد¹؛ میرعلی سیدنقوی^{* 2}؛ حامد دهقانان³؛ مقصود امیری²

¹دانشجوی دکترای مدیریت بازرگانی، دانشگاه علامه طباطبائی، تهران، ایران

²عضو هیأت علمی دانشگاه علامه طباطبائی

³عضو هیات علمی دانشگاه علامه طباطبایی

چکیده

هدف این تحقیق بررسی تعیین کارکردهای مناسب منابع انسانی در مدل معماری منابع انسانی به‌منظور تحقق دوجانبه­گرایی در شرکت تام است. تحقیق حاضر مبتنی بر مطالعات کمّی (پرسش نامه‌ای) است و در دو مرحله انجام شده است. پس از مطالعات نظری، در مرحله اول، پرسش نامه معماری به‌منظور تفکیک مشاغل میان مدیران و معاونین شرکت مذکور توزیع شد. پس از تفکیک مشاغل و مشخص شدن اینکه کدام مشاغل در کدام گونه معماری قرار می‌گیرد، پرسشجنامه کارکردهای منابع انسانی که بر حسب پاداش، ارزیابی عملکرد و آموزش و توسعه طراحی شده است، میان مدیران و معاونان توزیع گردید تا نوع مناسب کارکردهای منابع انسانی برای هر بخش از معماری مشخص گردد. داده‌های حاصل از مطالعات کمّی (پرسش نامه‌ای) از طریق تحلیل استنباطی و با استفاده از تی تک نمونه (تی استیودنت) آزمون شد. از نتایج این تحقیق می‌تواند به این موارد اشاره کرد که در مشاغل شغل‌محور بهتر است پاداش در راستای انتفاع از دانش، ارزیابی عملکرد در بلندمدت و مبتنی بر کار فردی و همچنین آموزش به‌صورت استاندارد و عمومی ارائه گردد تا کارکنان به‌ سوی دوجانبه­گرایی سوق یابند. برای کارکنان موجود در گونه هم‌پیمانان باید پاداش مبتنی بر اشتراک‌گذاری دانش باشد، ارزیابی عملکرد در کوتاه‌مدت و مبتنی بر کار تیمی و آموزش به‌ندرت و در راستای افزایش تعهد آن‌ها صورت گیرد تا دوجانبه­گرایی در سازمان ارتقا یابد. 

کلیدواژه‌ها

کارکردهای منابع انسانی؛ معماری منابع انسانی؛ دوجانبه‌گرایی؛ یادگیری دوجانبه

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