طراحی مدل سنجش شایستگی های کلیدی منابع انسانی (مدیران منابع انسانی سازمان های اجرائی استان یزد)
محورهای موضوعی : شایستگی های مورد نیاز رهبران منابع انسانیفاطمه باغشاهی 1 , رضا رسولی 2 , محمدرضا دارائی 3
1 - دانشگاه پیام نور
2 - دانشگاه پیام نور
3 - دانشگاه پیام نور
کلید واژه: سنجش شایستگی, منابع انسانی و سازمان های اجرائی ,
چکیده مقاله :
پژوهش حاضر با هدف طراحی مدل سنجش شایستگی های کلیدی منابع انسانی مدیران سازمان های اجرائی استان یزد انجام پذیرفته است. بر این اساس پژوهش، آمیخته(کمی - کیفی) بود. بنابراین ابتدا از روش سنتزپژوهی، سپس برای طراحی الگوی از تکنیک دلفی و در نهایت جهت اعتبارسنجی از روش کمی(پیمایشی) استفاده گردید. با توجه به ماهیت پژوهش در این تحقیق جامعه های آماری، نمونه و روش نمونه گیری متفاوتی وجود دارد. در بخش اول جامعه آماری شامل؛ کلیه مقاله ها مرتبط با شایستگی های کلیدی منابع انسانی، اسناد و مدارک علمی و کلیه متخصصان، اساتید دانشگاهی و نخبگان با مدرک و تجربه متناسب با موضوع است. نمونه آماری این بخش شامل 84 سند(45 منبع داخلی و 39 منبع خارجی) که با استفاده از روش سرشماری(تمام شماری) انتخاب شدند و در بخش دوم نیز با استفاده از روش نمونه گیری هدفمند تعداد 10 نفر (حد اشباع 10 نفر) انتخاب شدند. برای بخش طراحی الگو، جامعه آماری شامل خبرگان می باشد که با استفاده از روش نمونه گیری هدفمند و به تعداد 31 نفر(حد اشباع 10 نفر) انتخاب شدند و برای اعتبارسنجی جامعه آماری شامل کارشناسان ارشد و مدیران حوزه منابع انسانی سازمانهای اجرایی استان اعم از معاونت توسعه نیروی انسانی سازمان مدیریت و برنامه، استانداری، کمیته نیروی انسانی و تحول اداری در استان با مدرک تحصیلی لیسانس به بالا و حداقل 4 سال کاری مرتبط به تعداد 828 نفر می باشد در این بخش نمونه آماری 267 نفر که با استفاده از روش نمونه گیری تصادفی ساده انتخاب شدند. برای جمع آوری اطلاعات از مصاحبه نیمه سازمان یافته و پرسشنامه محقق ساخته استفاده شد. بر این اساس ابتدا پرسشنامه تهیه شد و سپس در اختیار اساتید راهنما و مشاوران قرار گرفت و سوالات مورد تغییر و تعدیل قرار گرفتند که پس از تأیید اساتید، پرسشنامه به تأیید 3 نفر از متخصصین نیز رسید میزان ضریب توافق برابر 81/0 به دست آمد. نتایج نشان داد که مولفه ها شایستگی های کلیدی منابع انسانی در دستگاه های اجرایی شامل 4 مولفه شامل ویژگی های فردی(36 شاخص)، دانش(16 شاخص)، مهارت(23 شاخص) و ارزش(36 شاخص) می باشد. در گام آخر و با استفاده از مدل معادلات ساختاری اعتبارسنجي الگوی انجام شد. نتایج حاکی از آن دارد که داده های پرسشنامه مورد نظر به تعدادی عامل های زیربنایی و بنیادی قابل تقلیل است و نتیجه آزمون بارتلت نشان داد که ماتریس همبستگی بین گویه ها، ماتریس واحد و همانی نمی باشد و در نهایت 4 عامل(مولفه) دارای مقدار ویژه بالاتر از یک می-باشد. این مولفه ها شامل 4 مولفه ها از جمله ویژگی های فردی، دانش، مهارت و ارزش می باشند.
The purpose of this study was to design a model for assessing key human resources competencies of Yazd executives. Accordingly, the study was mixed (quantitative – qualitative(Therefore, first, the synthesis method was used, then the Delphi technique was used to design the model, and finally, the quantitative method was used for validation. Due to the nature of the research, there are different sampling and sampling methods. The first part of the statistical population consists of all articles related to key human resource competencies, scientific documents and all specialists, academics and elites with relevant experience and expertise. The sample included 84 documents (45 internal sources and 39 external sources) selected by census method and in the second part 10 targeted individuals (saturation limit of 10 persons) using purposive sampling method were chosen. For the design of the sample, the statistical population includes experts who were selected by purposeful sampling method (31 persons saturation limit) and for statistical population validation including senior experts and human resources managers of provincial executive agencies including deputy. Manpower Development Management and Planning Organization, Governorate, Human Resources and Administrative Transformation Committee in the province with a bachelor's degree or higher and with at least 4 years of work related to 828 people. In this section, 267 persons were selected using simple random sampling. Semi-structured interviews and researcher-made questionnaires were used for data collection. Based on this, a questionnaire was prepared and then provided to the instructors and consultants and the questions were modified. The coefficient of agreement was 0.81 which was confirmed by 3 experts. The results showed that the components of key competencies of human resources in executive systems consist of 4 components including individual characteristics (36 indices), knowledge (16 indices), skills (23 indices) and value (36 indices( In the last step, using structural equation modeling, model validation was performed. The results indicate that the questionnaire data can be reduced to a number of underlying and fundamental factors. And the result of Bartlett test showed that the correlation matrix is not a single matrix and the same matrix and finally 4 factors (components) have higher than one specific value. These components include 4 components including individual characteristics, knowledge, skills and values.
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