ارائه الگوی بکارگیری رسانه‌های اجتماعی در آموزش کارکنان بر مبنای نظریه داده بنیاد (مورد مطالعه: صنعت بانکداری)
محورهای موضوعی : فناوری¬های نوین و شبکه¬های اجتماعی و توسعه منابع انسانیحسن بودلائی 1 , علی نقره 2 , عباس نرگسیان 3
1 - دانشگاه تهران
2 - پردیس بین المللی کیش دانشگاه تهران
3 - دانشگاه تهران
کلید واژه: آموزش کارکنان, برنامه‌های کاربردی, رسانه‌های اجتماعی, مدیریت منابع انسانی,
چکیده مقاله :
امروزه آموزش به عنوان یکی از مهم‌ترین عواملی که موجب افزایش اثربخشی و کارایی کارکنان می‌شود، شناخته شده است. از آنجایی که در سال‌های اخیر، رسانه‌های اجتماعی کاربرد فضاینده‌ای در آموزش کارکنان داشته است، هدف این پژوهش شناسایی دیدگاهها و ادراکات مدیران و کارشناسان آموزش از ارزش رسانه‌های اجتماعی در محیط‌های یادگیری سازمانی و ارائه الگوی بکارگیری رسانه‌های اجتماعی در آموزش کارکنان می‌باشد. بر این اساس در چارچوب روش کیفی و بکارگیری راهبرد نظریه داده بنیاد، اقدام به بررسی و جمع‌آوری داده‌های پژوهش از طریق مصاحبه‌های نیمه ساختاریافته با 15 نفر از مدیران و کارشناسان آموزش بانک‌های شهر تهران شد که با روش نمونه‌گیری قضاوتی انتخاب شدند. تحلیل داده‌ها در سه مرحله کدگذاري باز، کدگذاري محوري و کدگذاري انتخابی انجام گرفت و بر اساس آن الگوی کیفی پژوهش طراحی شد. نتایج پژوهش حاضر، نشان دهنده‌ي استخراج بالغ بر 117 کد اولیه از مصاحبه‌ها و 78 مفهوم و 18مقوله است که در قالب الگوی پارادایمی شامل مقوله محوری (یادگیری تعاملی فناورانه)، شرایط علّی (حمایت مدیریت ارشد، مدیریت تغییر، مدیریت منابع انسانی مبتنی بر شایستگی، مخاطب محوری)، شرایط زمینه‌ای (فرهنگ سازمانی مشارکتی، چابکی سازمانی، خط مشی‌های سازمانی، زیرساخت‌های فناورانه)، شرایط مداخله‌گر (زیرساخت‌های فناورانه ضعیف، منابع مالی ناکافی، کمبود آگاهی کارکنان)، راهبردها (مدیریت دانش، فعالیت‌های تیمی)، پیامدها (کاهش هزینه‌های آموزش، بهبود عملکرد کارکنان، اثربخشی آموزشی، یادگیری مستمر) قرار گرفت
Nowdays, training is recognized as one of the most important factors that increase the effectiveness and efficiency of employees. Social media has been also increasingly used in employee training in recent years. Therefore, the purpose of this study is to identify the value of social media in organizational learning through finding the perspectives of training managers and experts, then to emerge a model of social media usage in employee’s training. This qualitative study is based on grounded theory approach. The research data were collected through semi-structured interviews with 15 managers and training experts of banks in Tehran who were selected by random sampling. Data analysis was performed in three stages of open coding, axial coding, and selective coding, and based on this a qualitative model of research was designed. The results of this study reveal the extraction of over 110 initial codes of interviews and 78 concepts and 18 categories in the paradigmatic paradigm including: central category (interactive technology-based learning), causal conditions (senior management support, change management, Competency-based HRM, Audience-driven approach), Contextual Conditions (corporate organizational culture, organizational agility, organizational policies, technological infrastructure), Interventional Conditions (Poor Technological Infrastructure, Inadequate Financial Resources, Lack of Staff Awareness), Strategies (Knowledge Management, Teamwork activities), Consequences (Reducing training costs, Improving employee performance, Training effectiveness, continuous learning).
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