سامانه مدیریت نشریات علمی دانشگاه شهید بهشتی

محمدی فر, یوسف, سلیمانی, معین. (1398). عوامل مؤثر بر ناکارآمدی مدیریت سرمایه انسانی و راهکارهایی برای رفع آن (موردمطالعه: سازمان‌های دولتی استان کرمانشاه). , 10(3), 15-178. doi: 10.48308/jpap.2019.96572
یوسف محمدی فر; معین سلیمانی. "عوامل مؤثر بر ناکارآمدی مدیریت سرمایه انسانی و راهکارهایی برای رفع آن (موردمطالعه: سازمان‌های دولتی استان کرمانشاه)". , 10, 3, 1398, 15-178. doi: 10.48308/jpap.2019.96572
محمدی فر, یوسف, سلیمانی, معین. (1398). 'عوامل مؤثر بر ناکارآمدی مدیریت سرمایه انسانی و راهکارهایی برای رفع آن (موردمطالعه: سازمان‌های دولتی استان کرمانشاه)', , 10(3), pp. 15-178. doi: 10.48308/jpap.2019.96572
محمدی فر, یوسف, سلیمانی, معین. عوامل مؤثر بر ناکارآمدی مدیریت سرمایه انسانی و راهکارهایی برای رفع آن (موردمطالعه: سازمان‌های دولتی استان کرمانشاه). , 1398; 10(3): 15-178. doi: 10.48308/jpap.2019.96572

عوامل مؤثر بر ناکارآمدی مدیریت سرمایه انسانی و راهکارهایی برای رفع آن (موردمطالعه: سازمان‌های دولتی استان کرمانشاه)

چشم انداز مدیریت دولتی
مقاله 6، دوره 10، شماره 3 - شماره پیاپی 39، 1398، صفحه 15-178    اصل مقاله (770.96 K)
نوع مقاله: پژوهشی ( با رویکردهای کمی)
شناسه دیجیتال (DOI): 10.48308/jpap.2019.96572
نویسندگان
یوسف محمدی فر* ؛ معین سلیمانی
دانشگاه رازی
چکیده
هدف: پژوهش حاضر با هدف تحلیل عوامل مؤثر بر ناکارآمدی مدیریت سرمایه انسانی سازمان‌های اداری (دولتی) استان کرمانشاه و ارائه راهکارهای بهبود آن انجام شد.طراحی/ روش‌شناسی/ رویکرد: رویکرد حاکم بر پژوهش، آمیخته از نوع متوالی- اکتشافی است که در بخش کیفی از رهیافت نظام‌مند روش نظریه بنیانی و در بخش کمی از روش توصیفی- پیمایشی بهره گرفته شد. جامعـة موردمطالعه در بخش کیفی و کمی ایـن پژوهش، شامل اساتید دانشگاهی و مدیران، معاونان و کارشناسان حوزه‌های مختلف مدیریت سرمایه انسانی در سازمان‌های اداری استان کرمانشاه بودند. ابزار جمع‌آوری داده‌ها در بخش کیفی مصاحبه نیمه‌ساختارمند و در بخش کمی پرسشنامه محقق‌ساخته بود. داده‌های حاصل از مصاحبه‌ها در بخش کیفی از طریق کدگذاری باز، محوری و انتخابی، تجزیه­وتحلیل و در بخش کمی با آزمون فریدمن اولویت‌بندی شد.یافته‌های پژوهش: نتایج حاصل از این پژوهش نشان داد که ضعف دستگاه اداری استان در حوزه‌های تأمین، نگهداشت، آمورش و ارزشیابی عملکرد کارکنان؛ زمینه‌ساز به وجود آمدن ناکارآمدی مدیریت سرمایه انسانی شده است، که تدوین برنامه جامع سرمایه انسانی استان، توجه به مسائل نگهداشت و آموزش و بهسازی کارکنان و اجرای کارآمد نظام ارزشیابی عملکرد به عنوان راهبرد‌های رفع ناکارآمدی، موجب نتایج چندگانه­ای در حوزه‌های فردی، سازمانی و استانی شده است. همچنین شرایط عمومی و خاصی تحت عنوان شرایط مداخله‌گر و زمینه‌ای، راهبردهای رفع ناکارامدی را تحت تأثیر قرار می­دهند.محدودیت‌ها و پیامدها: یافته‌های این مطالعه با اتکا به دیدگاه‌ها و تجربیات افراد نسبتاً محدودی حاصل شده و این ضعف می‌توانست تعمیم‌پذیری آماری یافته‌های پژوهش را محدود سازد. جهت رفع این محدودیت و در راستای افزایش اعتبار بیرونی؛ نظرات 100 نفر از نخبه‌ها گرداوری و مورد تجزیه‌وتحلیل قرار گرفته است. پیامدهای عملی و ارزش مقاله: ارائه راهکارهایی به سازمان­های اداری (دولتی) استان کرمانشاه با هدف بهبود وضعیت مدیریت سرمایه انسانی.
کلیدواژه‌ها
1- مدیریت سرمایه انسانی؛ 2- ناکارآمدی؛ 3- سازمان های اداری (دولتی)؛ 4- استان کرمانشاه
عنوان مقاله [English]
Factors Influencing Human Capital Management Inefficiency and Solutions to it (Case Study: Kermanshah Provincial Government Agencies)
نویسندگان [English]
yosef MohammadiFar؛ Moein Soleimani
Razi University
چکیده [English]
Abstract:
Objective: This study aimed to analyze the factors affecting human capital management inefficiency of government agencies Kermanshah province and provide solutions to improve it.
Design / methodology / approach: The research-based approach is a consecutive-heuristic one that uses a systematic approach in the qualitative part of the Grounded Theory approach and in the quantitative part a descriptive-survey method. The study population in the qualitative and quantitative part of this research included academic professors and managers, assistants and experts in different areas of human capital management in government agencies in Kermanshah province. The data collection tool was a semi-structured interview in the qualitative section and a questionnaire in the quantitative section. Interview data in qualitative section were analyzed through open, axial and selective coding, and in quantitative section prioritized by Friedman test.
Findings: The results of this study showed that the weakness of the provincial administrative system in the areas of providing, maintaining, training and evaluating the staff performance has contributed to the inefficiency of human capital management. And training and improving staff and efficient implementation of the performance appraisal system as inefficiency strategies have resulted in multiple outcomes in the individual, organizational and provincial domains. Also, general and specific conditions, called intervening and contextual conditions, affect inefficiency strategies.
Limitations and Consequences: The findings of this study were based on the views and experiences of relatively limited individuals and this weakness could limit the statistical generalizability of the research findings. To remove this limitation and to increase external validity, the opinions of 100 elites have been collected and analyzed. It is worth noting that, like other qualitative studies, there is a (general) caution in content generalizability.
Practical implications and value of the paper: Providing solutions to government agencies in Kermanshah province with the aim of improving human capital management.
کلیدواژه‌ها [English]
1- Human Capital Management, 2- Inefficiency, 3- Governmental Organizations, 4- Kermanshah Province
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