الگوی فرآیندی زنجیره تامین استعداد در صنعت بانکداری | ||
| چشم انداز مدیریت دولتی | ||
| مقاله 4، دوره 12، شماره 1 - شماره پیاپی 45، 1400، صفحه 75-98 اصل مقاله (537.55 K) | ||
| نوع مقاله: پژوهشی (با رویکردهای کیفی) | ||
| شناسه دیجیتال (DOI): 10.48308/jpap.2021.100645 | ||
| نویسندگان | ||
| حامد دهقانان* 1؛ وحید خاشعی ورنامخواستی1؛ سعید صحت2؛ مسعود کریم زندی3 | ||
| 1گروه مدیریت بازرگانی، دانشکده مدیریت، دانشگاه علامه طباطبائی، ایران، تهران | ||
| 2گروه مدیریت بازرگانی، دانشکده مدیریت، دانشگاه علامه طباطبائی، ایران، تهران. | ||
| 3دانشجوی دکتری مدیریت، گروه مدیریت بازرگانی،پردیس خودگردان دانشگاه علامه طباطبائی، ایران، تهران | ||
| چکیده | ||
| هدف: هدف از انجام پژوهش حاضر ارائه الگوی زنجیره تامین استعداد در صنعت بانکداری بوده است. طراحی/ روششناسی/ رویکرد: این پژوهش به صورت کیفی و از طریق راهبرد پژوهشی نظریه داده بنیاد و طرح نظاممند استراوس و کوربین شامل سه مرحلة کدگذاری باز، محوری و انتخابی اجرا شد. دادههای پژوهش از طریق مصاحبه های نیمه ساختاریافته با 16 نفر از مدیران و متخصصان صنعت بانکداری و با روش نمونهگیری نظری گردآوری شد. یافتههای پژوهش: دادهها در قالب 199 برچسب مفهومی، 32 زیر مقوله و 11 مقوله اصلی دستهبندی شده و مشخص شدند که زنجیره تامین استعداد در صنعت بانکداری شامل عناصر مدیریتی، فرایندهای تامین استعداد و پشتیبانی و لجستیک به عنوان پدیده محوری و ویژگی های بانکی و محیطی به عنوان علت ایجاد این پدیده میشود. پس از شناسایی راهبردهای مناسب بانک، فرهنگ سازمانی به عنوان عامل زمینهای و همچنین عوامل سازمانی و مدیریتی به عنوان متغیرهای مداخله گر مورد شناسایی قرار گرفتند. در نهایت دو نوع پیامد درونسازمانی و برونسازمانی برای بانکها در صورت بهکارگیری این زنجیره معرفی و بر اساس مدل فرایندی نظریه داده بنیاد، الگوی نهایی طراحی و گزارههای حکمی ارائه شدند. محدودیتها و پیامدها: محافظهکاری بعضی از مشارکتکنندگان در صنعت بانکداری در خصوص اطلاعات خاصی همچون محصولات جدید الکترونیک، مسائل سیاسی و ردههای مدیریتی کلان، پراکندگی خبرگان در بانکهای مختلف و عدم دسترسی راحت به این خبرگان از جمله محدودیت های این پژوهش بوده است. پیامدهای عملی: بانکها با بهکارگیری این الگو میتوانند توان سودآوری خود را ارتقا بخشیده و از وجود مخرن استعدادها برخوردار گردند و از سوی دیگر در برخورد با تغییرات چابکتر عمل کرده و کسب مزیت رقابتی را تسهیل نمایند. ابتکار یا ارزش مقاله: مقاله توانست رویکردهای مدیریت استعداد و زنجیره تامین را در هم آمیخته و به عنوان یک حوزه جدید خود را معرفی کند. نوع مقاله: مقاله پژوهشی | ||
| کلیدواژهها | ||
| مدیریت استعداد؛ زنجیره تامین؛ زنجیره تامین استعداد؛ صنعت بانکداری | ||
| عنوان مقاله [English] | ||
| Talent Supply Chain Pattern in the Banking Industry | ||
| نویسندگان [English] | ||
| Hamed Dehghanan1؛ Vahid Khashei Varnamkhasti1؛ Saied Sehat2؛ Masoud Karimzandi3 | ||
| 1Assistant Professor in Business Management Department, Faculty of Management, Allameh Tabataba'i University, Iran, Tehran | ||
| 2Associate of Professor, Business Management Department, Faculty of Management, Allameh Tabataba'i University, Iran, Tehran | ||
| 3Ph.D Student at Management, Business Management Department, , Allameh Tabataba'i University, Iran, Tehran. | ||
| چکیده [English] | ||
| Purpose: The current study aims to present a talent supply chain model in the banking industry. Method: This research has been done qualitatively and through a research strategy based on Strauss and Corbin's GT theory and systematic design and has been implemented in three stages of open, pivotal and selective coding. The data of this research were collected through semi-structured interviews with 16 managers and experts in the banking industry, the interviewees were selected by theoretical sampling. Finding: Data were categorized in the form of 199 conceptual labels, 32 sub-categories and 11 main categories and it was determined that the talent supply chain in the banking industry includes management elements, talent supply processes, support and logistics as the central phenomena, caused by banking environmental characteristics. After identifying the appropriate banking strategies, organizational culture as the underlying factor, as well as organizational and managerial factors were identified as intervening variables. At the end, two types of intra-organizational and external organization consequences for banks in case of using this chain was introduced and based on the process model of the GT Theory, the final design pattern and judgment statements were presented. Constraints and Consequences: Unwillingness of some participants employed in the banking industry to reveal information about specific issues such as new electronic products, political issues and macro management categories, the dispersal of experts in different banks and the lack of easy access to these experts were some of the limitations of this research. Practical implications: By using this model, banks can improve their ability to recruit qualified, knowledgeable and elite staff with the necessary skills and abilities at the required time and at a high level and can gain competitive advantage by creating agility in dealing with changes. Contribution: This research can be regarded as a pioneer work by combining talent management approaches and supply chain as a new field. Paper Type: Research Paper | ||
| کلیدواژهها [English] | ||
| Talent Management, Supply Chain, Talent Supply Chain, Banking Industry | ||
| مراجع | ||
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