مقایسه در شناسایی و اولویت‌بندی عوامل مؤثر بر مربی‌گری در بهبود آموزش منابع انسانی سازمان تأمین اجتماعی با رویکرد فازی نوع 1؛ نوع 2 و نوع سه

مطالعات رفتاری در مدیریت

مقاله 7، دوره 13، شماره 32، اسفند 1401، صفحه 134-159   

نوع مقاله: مقاله پژوهشی

نویسندگان

امیرعلی ستایش سرور^{* 1}؛ هادی همتیان²؛ سید محمد زرگر²

¹گروه مدیریت دولتی، واحد سمنان،دانشگاه آزاد اسلامی، سمنان، ایران

²گروه مدیریت دولتی، واحد سمنان، دانشگاه آزاد اسلامی ، سمنان ، ایران

چکیده

مقدمه: امروزه حداکثر بهره‌برداری از سرمایه‌های انسانی برای سازمان‌ها به دلایلی ازجمله پیشرفت شتابان فناوری‌های مختلف ر قابت روزافزون تقاضا برای افزایش تولید و کاهش هزینه‌ها، گریزناپذیر شده است.

روش: این تحقیق بر اساس هدف در دسته تحقیقات کاربردی بوده و ازلحاظ ماهیت و روش در دسته تحقیقات توصیفی و ازنظر روش اجرا پیمایشی است. جامعه آماری‌‌‌‌‌ این تحقیق برخی متخصصان و خبرگان در سازمان تأمین اجتماعی و متخصصان فعال در زمینه مربی‌گیری و مدیریت نیروی انسانی بوده و از روش نمونه‌گیری گلوله برفی استفاده‌شده است. در این تخقیق از رویکرد دلفی فازی نوع 1 و 2 و 3 بهره گرفته شده است.

یافته‌ها: نتایج تحقیق بیانگر این واقعیت است که از 31 متغیر مؤثر بر نقش مربی‌گری بر بهبود آموزش نیروی انسانی 16 شاخص برتر شناسایی و اولویت‌بندی شدند. بر اساس نتایج حاصله به ترتیب نقش مربی‌گری از کانال آموزش بر کاهش موانع اطلاعاتی و انگیزشی؛ کاهش موانع محتوایی و کاهش موانع ساختاری در رتبه‌های اول تا سوم قرار دارند.

بحث: مهم‌ترین عامل در امکان به‌کارگیری این شیوه آموزش در سازمان تأمین اجتماعی، سطح پذیرش و تعهد مربیان و فراگیران است و این‌که کارکنان سازمان باور کنند که تغییر در شرایط کار و بهبود وضعیت موجود مستلزم تغییر در خود و افزایش ظرفیت‌ها و توانمندی‌های حرفه‌ای و تخصصی است که در موفقیت آنان برای اثرگذاری و تحقق اهداف سازمانی بیش از هر روش دیگری موفق خواهد بود.

کلیدواژه‌ها

مربی‌گری؛ آموزش منابع انسانی؛ بهبود آموزش؛ سازمان تأمین اجتماعی

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