طراحی و تببین وضع موجود الگوی مدیریت استعداد کارکنان سازمان تامین اجتماعی

مدیریت بهره‌وری

دوره 16، 2(61)تابستان، تیر 1401، صفحه 267-300   

نوع مقاله: علمی پژوهشی

شناسه دیجیتال (DOI): 10.30495/qjopm.2022.1928633.3136

نویسندگان

رسول قاسم زاده¹؛ عبدالرحیم نوه ابراهیم^{* 2}؛ حمیدرضا آراسته³؛ محمد‌رضا بهرنگی⁴

¹دانشجوی دکتری گروه مدیریت آموزشی، دانشگاه خوارزمی، تهران،ایران

²دانشیار گروه مدیریت آموزشی دانشگاه خوارزمی ،تهران،ایران

³دانشیارگروه مدیریت آموزشی ،دانشگاه خوارزمی، تهران،ایران

⁴دانشیار گروه مدیریت آموزشی دانشگاه خوارزمی، تهران، ایران

چکیده

   این پژوهش به طراحی الگوی مطلوب مدیریت استعداد و ارزیابی وضع موجود مدیریت استعداد  سازمان پرداخته است.  مطالعه حاضر با توجه به هدف آن  از روش تحقیق آمیخته اکتشافی استفاده نمود. جامعه تحقیق در بخش کیفی، مدیران سازمان تامین اجتماعی بودند و  جمع آوری داده ها با استفاده از مصاحبه نیمه ساختارمند و  نمونه  گیری هدفمند با مشارکت تعداد 20 مدیر عالی و میانی سازمان انجام شد. برای تجزیه و تحلیل داده ها از روش تحلیل محتوای استقرایی در سه مرحله کدگذاری باز، محوری و انتخابی استفاده شد. به منظور برآورد الگو و شناسایی وضع موجود فعالیت ها و فرآیندها در سازمان تامین اجتماعی، پرسشنامه حاصل از تحلیل مصاحبه های کیفی با 28  گویه در بین 245 نفر از مدیران سازمان تامین اجتماعی به روش نمونه  گیری تصادفی ساده  توزیع شد. در بخش کیفی این پژوهش، الگوی مدیریت استعداد در چهاربعد  جذب (استعدادخواهی)  با تعداد 12 مولفه، انتخاب  (استعداد یابی) با تعداد 7 مولفه، توسعه (استعدادپروری)  با تعداد 10مولفه و حفظ (استعدادگماری) با تعداد 8 مولفه جمعا 37 مولفه بدست آمد. نتایج حاصل از اجرای آزمون تی تک نمونه  بر روی داده های بدست آمده نشان داد که  در چرخه مدیریت استعداد در سازمان تامین اجتماعی بعد استعدادخواهی کمترین میانگین را به خود جلب کرده است در حالیکه بعد استعدادپروری با بیشترین میانگین در وضع موجود است. نظر می رسد سازمان تامین اجتماعی باید توجه بیشتری را به فرایند جذب (استعداد خواهی) معطوف دارد.

کلیدواژه‌ها

استعدادخواهی؛ استعداد یابی؛ استعداد پروری؛ استعداد گماری

مراجع

Anlesinya A, Dartey-Baah K Amponsah-Tawiah K. A(2019) Review of Empirical Research on Global Talent Management, FIIB Business Review.; 8(2): 147-160. 

Annunzio-Green, N. (2008), Managing the talent management pipeline: Towards a greater understanding of senior managers' perspectives in the hospitality and tourism sector, International Journal of Contemporary Hospitality Management, 20(7), 8007-819.

Armstrong, M.(2010)."Armstrong's Essential Human Resource Management       Practice". London and Philadelphia: Kogan page, 1-432.

Bakker, A.B., &Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3), 209-223.

Bat, M., Yalci. M. (2015). An Evaluation of Talent Management from an Organizational Perspective: The Case of Vodafone, Global Media Journal TR Edition, Edition, 6(11): 90-.211 

Bellotti, F., et al. (2014). Serious games and the development of an entrepreneurial mindset in higher education engineering students, Entertainment Computing, 5(4), 357-366.

Bradley, A. P. (2016). Talent management for universities, Australian Universities' Review, 1(85): 13-.91

Buchanan, J. M., and Vanberg, V. J. (1991). The market as a creative process, Economics and Philosophy, 7(2): 167-186. 

Burbach, Ralf & Royle, Tony ,(2010),” Talent on demand? Talent management in the German and Irish subsidiaries of a US multinational corporation”, Vol. 39(4), 414-431.

Claydon Tim & Doyle Milke, (2016), Trusting me, trusting you? The ethics of employee empowerment, Personnel Review, Vol. 25(6), 13-25.

Collings, D. G., &Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human resource management review, 19(4), 304-.313

Conrad, S. (2010), Why talent management should be a priority for

Corbin, Juliet, Strauss, Anselm. (2008). Basics of Qualitative research, techiniques and procedures for developing Grounded Theory. 3th edition, 1-456.

Creswell, J. W., & Miller, D. L. (2000). Determining validity in qualitative inquiry. Theory into practice, 39 (3), 124-130.

Danziger, N., Rachman-Moore, D., & Valency, R., (2008), “The construct validity of Schein’s career anchors orientation inventory”, Career Development International, 13(1), 7-19.

Habibpoor, A; Gholipour, A; Memarzadeh, G. (2019), Designing a Talent Management Model in the Banking Industry]. Quarterly Journal of Human Resource Education and Development, 5, 1-28. (In Pershian)

Dehghanan, Hamed, Khashei Vernamkhasti, Vahid, Sehat, Saeed, Karim Zandi, Massoud. (2021) LG products are a chain offered in the banking industry. Public Management Perspectives, 12 (1), -. doi: 10.29252 / jpap.2021.100645

Fahimi Haghverdiy F.  (2014)و Investigating the relationship between talent management and human resources efficiency among staff members of Imam Hossein Hospital in Shahrood [Ms thesis]. Shahroud: Islamic Azad University. [In Persian]

Gholam H, Pooranvari S, Ebrahim Abdul R, Arasteh H R, Zeinabadi H.( 2017) Systematic Approach on Talent Management and its Impact on the Community and Organization (in universities). Public Management Researches.;10(36):143-160. [In Persian]

Gholipor A, Eftekhar N. Introducing a Talent Management Model based on Grounded theory (Case Study: Telecom Operator). Public Management Researches. 2017;9(34):59-90. [In Persian]

Ghosi S, Mehrara A, Shakeri Nawayi G R. Talent management (2016) role in the preservation of human resources potential in the Oil Products Distribution Company Sari area. Farayandno.; 10(52): 251-275.[In Persian]

Gogan L, M.Artene A, Sarca L, Draghici A.( 2016) The Impact of Intellectual Capital on Organizational Performance. Procedia - Social and Behavioral Sciences.; 221, 194–202.

GU H, Meng X, Shen T, Wen L.(2019) China’s Highly Educated Talents in 2015: Patterns, Determinants and Spatial Spillover Effects, Applied Spatial Analysis and Policy, 13(2), 631-648. 

Haji Karimi AA, Hosseini A. Underlying of Strategic Factors in Talent Management. Journal of Strategic Management Studies. 2010;1(2):51-71. [In Persian]

Handfield-Jones, H; Michaels, E.D & Axelrod, B.(2001)."The War for Talent". Boston: Harvard Business School Press

Hariri N, Tabrizi N. Talent and succession management in the libraries of Islamic Azad University Branches located in Tehran. Quarterly Journal of knowledge studies. 2016; 9(33): 27-35. [In Persian]

    Hughes J and Evelina, R. (2008) Talent management strategy for improving employee recruitment. Talent and engagement within hospitality organization. International Journal of Contemporary Hospitality Management.; 20:743-757

Jazan N.(2013) [Translation of Building tomorrow's talent: a practitioner's guide to talent management and succession] Gay, Matthew, Sims, Doris (Author). Tehran: Saramad: [In Persian]

Khame Manesh J.(2019) Talent management and talented employees’ attitudes: Mediating role of perceived organizational support. International Review of Administrative Sciences.; 85(3): 527-543.

Lakshmi, M.S., Srinivas, K. and Krishna, K.V.R. (2010) ‘Employee engagement for talentretention with reference to the academicians’, Review of Business Research, Vol. 10, No. 3,pp.137–142.

Melchart D, Wolfgang D, Axel E, Yanqing W-Li, Wolfgang W. (2015) The talent study: A multicentre randomized controlled trial assessing the impact of a ‘tailored lifestyle self-management intervention’ (talent) on weight reduction. BMC Obesity.; 2(38).

Melchart D, Wühr E, Wifling K, Bachmeier B. E (2018) the TALENT II study: a randomized controlled trial assessing the impact of an individual health management (IHM) on stress reduction, BMC Public Health.; 18(1), 823.  

Michaelson, M., & Anderson, J. (2010). Are you just calling plays? learning & development, Talant Management Magazine Site Address: http:// talentmgt.com/ learnin & development / 2010/ October / 1326/ index. Php

Narayanan A, Rajithakumar S. Menon M.(2019) Talent Management and Employee Retention: An Integrative Research Framework, Human Resource Development Review. ;18(2):228-247

O’Connor Edward P.(2019) Crowley-Henry, M. Exploring the Relationship between Exclusive Talent Management, Perceived Organizational Justice and Employee Engagement: Bridging the Literature. Journal of Business Ethics.; 156(4):903–917.

Okhovati M, Bazrafshan A. The Role of Medical Librarians and Informatists in Medical Researches: Comparing Opinions of Researchers and Librarians. Journal of Library and Information Science. 2008; 11(3): 57-70. [In Persian]

Pfeffer, J.(1994). "Competitive Advantage through People". Boston: Harvard Business School Press, 1-288.

Piansoongnern, O., Anurit, P. and Kuiyawattananonta, S.(2011) ‘Talent management in Thaicement companies: a study of strategies and factors influencing employee engagement’,African Journal of Business Management, Vol. 5, No. 5,  pp.1578–1583

Scott D. McMullen T, Royal M. (2012) Retention of Key Talent and the Role of Rewards. US: World at Work, 58-70.

Skribans, Valerijs and Lektauers, Arnis and Merkuryev, Yuri (2013). Third GenerationUniversity Strategic Planning Model Development. Published in: Proceedings of the 31th International Conference of the System Dynamics Society, 18(5): 1-7

Sun, Y., Zhang, B., Wu, X., Zhang, X., Yan, Y., Shi, H. & Qian, H. (2015). Human umbilical cord mesenchymal stem cell exosomes enhance angiogenesis through theWnt4/β‐catenin pathway. Stem cells translational medicine, 4(5), 513-522.

Sweem.s.L.(2009)."Leveraging Employee Engagement through a Talent anagement Strategy: Optimizing Human capital through Human Resources and organization Development Strategy in a Field Study".Benedictine university, 1-296.

Tahmasebi R, Gholi Poor A, Ziaee  M, Ghalybaf Asl H.[Talent Management: Data Base Theory]. Journal of Public Administration. 2015; 7(1):133-151. [In Persian]

Tahmasebi, R; Gholipour, A; Javaherizadeh, E (2012)Identify and rank the factors affecting the absorption and retention of scientific talents. index of articles; Fall - No. 17 Scientific-Research (Ministry of Science) / ISC [In Persian]

Tomas A.(2014) The Impact of Talent Management in Enhancing Organizational Reputation.  The Journal of Applied Business Research.; 30: 409-418.

 Wiig, Karl M.(2002). New Generation Knowledge Management: What May We Expect?, Knowledge Research Institute Inc, 1-9.