سامانه مدیریت نشریات علمی دانشگاه شهید بهشتی

محلاتی, تقی, گلرد, پروانه, والمحمدی, چنگیز, تورانی, حیدر. (1398). طراحی مدل بهره‌وری منابع انسانی در شرکت سهامی بیمه ایران. , 10(4), 193-215. doi: 10.48308/jpap.2019.100854
تقی محلاتی; پروانه گلرد; چنگیز والمحمدی; حیدر تورانی. "طراحی مدل بهره‌وری منابع انسانی در شرکت سهامی بیمه ایران". , 10, 4, 1398, 193-215. doi: 10.48308/jpap.2019.100854
محلاتی, تقی, گلرد, پروانه, والمحمدی, چنگیز, تورانی, حیدر. (1398). 'طراحی مدل بهره‌وری منابع انسانی در شرکت سهامی بیمه ایران', , 10(4), pp. 193-215. doi: 10.48308/jpap.2019.100854
محلاتی, تقی, گلرد, پروانه, والمحمدی, چنگیز, تورانی, حیدر. طراحی مدل بهره‌وری منابع انسانی در شرکت سهامی بیمه ایران. , 1398; 10(4): 193-215. doi: 10.48308/jpap.2019.100854

طراحی مدل بهره‌وری منابع انسانی در شرکت سهامی بیمه ایران

چشم انداز مدیریت دولتی
دوره 10، شماره 4 - شماره پیاپی 40، 1398، صفحه 193-215    اصل مقاله (606.51 K)
نوع مقاله: پژوهشی (با رویکردهای کیفی)
شناسه دیجیتال (DOI): 10.48308/jpap.2019.100854
نویسندگان
تقی محلاتی1؛ پروانه گلرد* 2؛ چنگیز والمحمدی2؛ حیدر تورانی2
1دانشجوی دکتری، مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه آزاد اسلامی، واحد تهران جنوب، تهران، ایران
2گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه آزاد اسلامی، واحد تهران جنوب، تهران، ایران
چکیده
هدف: هدف این پژوهش طراحی مدل بهره­وری منابع انسانی در شرکت سهامی بیمه ایران، است.
طراحی/ روش­شناسی/ رویکرد: داده‌های این پژوهش از طریق پرسش‌نامه و با استفاده از نظرات خبرگان در شرکت سهامی بیمه ایران، جمع­آوری شد. به‌منظور شناسایی و بررسی چگونگی ارتباط میان عوامل مؤثر بر بهره­وری منابع انسانی و نیز سطح‌بندی و مدلسازی آن‌ها، از رویکرد تلفیقی DEMATEL-ISM استفاده گردید.
یافته­های پژوهش: نتایج تحقیق نشان داد که عامل فرهنگ سازمانی بالاترین اولویت را در میان عوامل داراست و عامل امکانات و تجهیزات بروز در محل کار، اثرگذارترین عامل در بهره­وری سازمان می­باشد. همچنین، مدل ساختاری-تفسیری پژوهش بیانگر این است که عوامل مؤثر بر بهره­وری منابع انسانی در شرکت سهامی بیمه ایران، دارای چهار سطح می‌باشد. در سطح اول مدل به عوامل آموزش‌های ضمن کار، داشتن تخصص و مهارت لازم، پایبندی به اصول اخلاقی و وجدان کاری، سلامت روانی و جسمانی کارکنان، نگرش مثبت به سازمان و کار، تعهد سازمانی، فرهنگ سازمانی، حقوق و مزایا، برقراری ارتباط سازنده مدیران با کارکنان، توانایی کار گروهی، امکانات و تجهیزات مناسب و بروز در محل کار، احساس ایمنی و آسایش در محیط کار قرار دارند، در سطح دوم، سوم به ترتیب عوامل احساس امنیت شغلی و رضایت از شغل، قرار دارند و در نهایت در سطح چهارم عامل انطباق و تناسب شغل با شاغل، قرار دارد که این عامل همانند سنگ زیربنای مدل عمل می‌نمایند.
محدودیت­ها و پیامد­ها: به دلیل اینکه پژوهش حاضر در یک زمان خاص انجام شده است، نمی‌توان نتایج آن را به همه زمان‌ها تعمیم داد. با این حال، بهره­وری منابع انسانی شرکت سهامی بیمه ایران باید از پایین­ترین سطح مدل تحقیق آغاز شود تا زمینه برای بهره­ور شدن سایر عوامل درسطوح بالاتر فراهم گردد.
ابتکار یا ارزش مقاله: تحقیق حاضر سعی نمود به واسطه استفاده از رویکرد تلفیقی DEMATEL-ISM، ضمن رفع نواقص موجود در این دو تکنیک، مزایای آن‌ها را ترکیب کرده و مدلی جدید در حوزه بهره‌وری منابع انسانی، ارائه نماید.
کلیدواژه‌ها
بهره وری؛ منابع انسانی؛ بهره وری منابع انسانی؛ صنعت بیمه
عنوان مقاله [English]
Designing a human resources productivity model in Iran (Insurance Company)
نویسندگان [English]
Taghi Mahallati1؛ Parvaneh Gelard2؛ Changiz Valmohammadi2؛ Haidar Turani2
1PhD Student, Governmental Management, Faculty of Management and Accounting, Islamic Azad University, South Tehran Branch, Tehran, Iran
2Department of Governmental Management, Faculty of Management and Accounting, Islamic Azad University, South Tehran Branch, Tehran, Iran
چکیده [English]
Objective: The purpose of this study is to design a human resource productivity model in Iran Insurance Company.
Design/ Methodology/ Approach: The data of this research were collected through a questionnaire and using the opinions of experts in Iran Insurance Company. In order to identify and investigate the relationship between the factors affecting the productivity of human resources and their leveling and modeling, the integrated approach DEMATEL-ISM was used.
Research Findings: The results showed that the organizational culture factor has the highest priority among the factors and the factor of facilities and equipment updated in the workplace is the most effective factor in organizational productivity. Also, the structural-interpretive model of the research indicates that the factors affecting the productivity of human resources in Iran Insurance Company have four levels. In the first level, the model addresses the factors of on-the-job training, having the necessary expertise and skills, adhering to work ethic and conscience, mental and physical health of employees, positive attitude towards organization and work, organizational commitment, organizational culture, salaries and benefits, constructive communication Managers are with employees, ability to work in a team, appropriate facilities and equipment and updating in the workplace, feeling safe and comfortable in the workplace, in the second and third levels are the factors of job security and job satisfaction, respectively, and finally in The fourth level is the factor of adaptation and appropriateness of the job to the employee, which acts as the cornerstone of the model.
Limitations & Consequences: Because the present study was conducted at a specific time, its results could not be generalized to all times. However, the productivity of human resources of Iran Insurance Company should start from the lowest level of the research model to provide the basis for the efficiency of other factors at higher levels.
Practical Consequences: The present study, in addition to identifying, leveling and determining causal relationships between factors; Has provided a way to improve the productivity of human resources in Iran Insurance Company in the form of a structural-interpretive model.
Innovation or value of the Article: The present study tried to combine the advantages of these two techniques by using the integrated approach of DEMATEL-ISM, while eliminating the existing shortcomings in these two techniques and present a new model in the field of human resource productivity.
کلیدواژه‌ها [English]
Productivity, Human Resources, Human Resource Productivity, Insurance Industry
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