سامانه مدیریت نشریات علمی دانشگاه شهید بهشتی

کوهی خور, محمد, کمالیان, امین رضا, یعقوبی, نورمحمد, پورعزت, علی اصغر. (1399). فراترکیب مدل یکپارچه مدیریت استعداد. , 11(1), 120-143. doi: 10.48308/jpap.2020.96694
محمد کوهی خور; امین رضا کمالیان; نورمحمد یعقوبی; علی اصغر پورعزت. "فراترکیب مدل یکپارچه مدیریت استعداد". , 11, 1, 1399, 120-143. doi: 10.48308/jpap.2020.96694
کوهی خور, محمد, کمالیان, امین رضا, یعقوبی, نورمحمد, پورعزت, علی اصغر. (1399). 'فراترکیب مدل یکپارچه مدیریت استعداد', , 11(1), pp. 120-143. doi: 10.48308/jpap.2020.96694
کوهی خور, محمد, کمالیان, امین رضا, یعقوبی, نورمحمد, پورعزت, علی اصغر. فراترکیب مدل یکپارچه مدیریت استعداد. , 1399; 11(1): 120-143. doi: 10.48308/jpap.2020.96694

فراترکیب مدل یکپارچه مدیریت استعداد

چشم انداز مدیریت دولتی
مقاله 5، دوره 11، شماره 1 - شماره پیاپی 41، 1399، صفحه 120-143    اصل مقاله (679.26 K)
نوع مقاله: پژوهشی (با رویکردهای کیفی)
شناسه دیجیتال (DOI): 10.48308/jpap.2020.96694
نویسندگان
محمد کوهی خور1؛ امین رضا کمالیان* 2؛ نورمحمد یعقوبی2؛ علی اصغر پورعزت3
1دانشجوی دکتری مدیریت رفتاری، دانشکده مدیریت و اقتصاد، دانشگاه سیستان و بلوچستان،زاهدان، ایران.
2گروه مدیریت ‌دولتی، دانشکده مدیریت‌ و ‌اقتصاد، دانشگاه سیستان‌ و بلوچستان، زاهدان، ایران.
3گروه مدیریت دولتی، دانشکده مدیریت، دانشگاه تهران، تهران، ایران.
چکیده
هدف: در رکود اقتصادی اخیر، تقاضاهای زیادی برای جلب استعدادها وجود دارد و اغلب سازمان‌ها از سیستم مدیریت استعداد برای ایجاد مزیت رقابتی استفاده می‌کنند. فقدان فراگرد مدیریت یکپارچه استعداد به­منزله رویکرد راهبردی به هدردهی زمان، تلاش و پول منجر می‌شود.
طراحی/ روش‌شناسی/ رویکرد: این پژوهش از نظر هدف، کاربردی بوده و در آن از روش فراترکیب استفاده شده است. پژوهشگران با روش فراترکیب به بررسی دقیق و عمیق در موضوع پرداخته و نتایج پژوهشی‌های گذشته که به­صورت کیفی‌‌ هستد را ترکیب کرده­اند. در این راستا، با جست­وجو در وب‌ساینس (2008-2018)، مگ‌ایران و مجلات دانشگاه تهران و کتاب­های انگلیسی، 3615 پژوهش در حوزه مدیریت استعداد و مدیریت یکپارچه استعداد انتخاب شد که درنهایت  106 پژوهش از آن­ها موردتحلیل محتوا قرار گرفت، از محتوای آن‌ها ابعاد و کُدهای مربوط استخراج و با استفاده از آنتروپی شانون اولویت‌بندی شد.
یافته‌های پژوهش: بر اساس یافته‌های پژوهش، کُدهای مدیریت و برنامه‌ریزی جانشینی، یادگیری، درگیرکردن کارکنان مستعد، پذیرش سازمانی، ارتباط راهبرد استعداد با راهبرد کسب­و­کار، مدیریت مسیر پیشرفت و فرهنگ سازمانی، بیشترین تأثیر را دارند.
محدودیت‌ها و پیامدها: حجم زیاد مقاله­ها و بازه زمانی مورد­بررسی، کار تحلیل پژوهش را سخت‌تر کرد.
پیامدهای عملی: وجود یکپارچگی در مدیریت استعداد می‌تواند رهنمودی برای مدیریت منابع انسانی سازمان‌های کنونی و آینده باشد. سازمان‌های آینده با استعدادها و نسل نیروی انسانی متفاوتی مواجه هستند که نیاز به مدیریت یکپارچه استعداد دارند.  
ابتکار یا ارزش مقاله: پژوهش حاضر، توجه به استعدادها به­عنوان چالش کنونی و آینده سازمان‌ها و برنامه‌ریزی به­منظور ایجاد مدیریت یکپارچه در منابع انسانی براساس استعدادها را مدنظر قرار داده است.  
کلیدواژه‌ها
استعداد؛ مدیریت یکپارچه استعداد؛ فراترکیب؛ آنتروپی شانون
عنوان مقاله [English]
Meta-synthesis model of integrated talent management
نویسندگان [English]
Mohammad Koohi Khor1؛ Aminreza Kamalian2؛ Normohammad Yaghoubi2؛ Aliasghar Pourezzat3
1PhD. Behavioral Management Student, Faculty of Management and Economics University of Sistan and Baluchestan, Zahedan, Iran
2Faculty of Management and Economics, University of Sistan and Baluchestan, Zahedan, Iran
3Faculty of Management, University of Tehran, Tehran, Iran
چکیده [English]
Purpose: It is widely accepted that in the recent economic downturn, there are many demands for talent, and thus many organizations employ talent management systems to create competitive advantage. The lack of an integrated talent management process, as a strategic approach, leads to waste of time, effort and money.
Design/Methodology/Approach:This study falls within the category of applied research in terms of purpose and meta-symthesis in terms of methodology. The researchers in this study, in a meta-synthesis way, have carefully scrutinized the topic and combine the results of past qualitative research. In this regard, 3615 research studies in the field of talent management and integrated talent management were selected by searching in Web of science (2008-2018), Magiran, University of Tehran's magazines, and international databases of papers and books; and finally, based on 106 studies underwent content analysis, dimensions and codes were extracted, and the significance and priority of each one was determined using the Shannon entropy.
Research Findings: Based on research findings, management and planning codes for succession, learning, and talented employee involvement; organizational acceptance; and talent strategy relationship with business strategy, progression management and organizational culture had the highest impact. Finally, according to the extracted components, the proposed model was presented.
Limitations & Consequences: The large volume of articles and the timeframe under study made the research analysis more difficult.
Practical Consequences: The integration of talent management can be a guide to managing human resources for current and future organizations. Future organizations face different talents and human resource generation that require integrated talent management.
Innovation or Value of the Article: The present research focuses on talent as a current and future challenge for organizations and planning for the creation of integrated HRM based on talent.
کلیدواژه‌ها [English]
Talent, integrated Talent Management, Meta-synthesis, Shannon Entropy
سایر فایل های مرتبط با مقاله
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