شناسایی شاخص‌های کلیدی تأثیرگذار بر نیازسنجی آموزشی با رویکرد تحقق استراتژی‌های سازمان با استفاده از روش فرایند تحلیل شبکه‌ای
محورهای موضوعی : همسوسازي استراتژي هاي يادگيري و توسعه با استراتژي سازمانقاسم خواجه وندی 1 , سیدرضا سیدجوادین 2 , مجتبی امیری 3 , کاوه محمد سیروس 4 , ناصر شریفی 5
1 - گروه مدیریت دولتی، پردیس البرز دانشگاه تهران، ایران
2 - گروه مدیریت منابع انسانی، دانشگاه تهران، تهران، ایران
3 - گروه مدیریت دولتی، دانشگاه تهران، تهران، ایران
4 - گروه مهندسی صنایع، دانشگاه امیرکبیر، تهران، ایران
5 - گروه مدیریت بازرگانی،گرایش بازاریابی بین الملل، دانشگاه آزاد اسلامی بین المللی خرمشهر. ايران
کلید واژه: نیازسنجی آموزشی, استراتژی های سازمان, فرایند تحلیل شبکه ای,
چکیده مقاله :
پژوهش حاضر به اين سوال پاسخ مي دهد كه شاخص ها و معیارهای تأثیرگذار بر نیازسنجی آموزشی با رویکرد تحقق استراتژی های سازمان در شرکت پالایش نفت آبادان کدام است؟ بنابراین با هدف شناسایی و رتبه بندی شاخص ها و معیارهای تأثیرگذار بر نیازسنجی آموزشی با رویکرد تحقق استراتژی های سازمان در شرکت پالایش نفت آبادان انجام شد. روش این تحقيق توصیفی (پیمایشی) از نوع دلفی است. به این منظور، با استفاده از مطالعات میدانی معیارهای مؤثر بر نیازسنجی آموزشی با رویکرد تحقق استراتژی های سازمان در اختیار 15 نفر از خبرگان قرار داده شد تا براساس قلمرو مکانی تحقیق امتیازدهی صورت گیرد. سپس با طراحی پرسشنامه دلفی باز و تایید روایی از سوی صاحبنظران و پایایی شش عامل اصلی (88/0 ) شناسایی گردید. در گام بعد براساس نتایج استخراج شده شش شاخص و 33 مولفه مشخص شد. برای تجزیه و تحلیل داده ها از روش DEMATEL و فرایند تحلیل شبکه ای استفاده شد. نتایج نشان می دهد که عوامل مدیریتی (46/7) دارای تأثیرگذارترین معیار و عوامل محیطی (59/6) دارای تأثیرپذیرترین معیار است. همچنین نتایج نشان داد که عامل محیطی (240/. ) بيشترين اهميت را دارد و عامل ساختاری (106/0) در رتبه آخر قرار دارد.
The present study attempts to answer the question in terms of the indicators and the criteria affecting the educational needs assessment with the approach of realizing organizational strategies in Abadan Oil Refining Company. Therefore, this study aimed to identify and rank the indicators and the criteria affecting the educational needs assessment accordingly. Descriptive research method of Delphi was used in this study. To this end, a field survey was used to identify the effective criteria on educational needs assessment with the approach of realizing organizational strategies. These criteria were provided to 15 experts to be scored based on the research setting. Next, the extracted results yielded six indicators and 33 components. DEMATEL method and network analysis process were used to analyze the data. The results show that managerial factors were the most effective (7.46), and environmental factors were the most affected ones (6.59). The results also showed that environmental factors were the most important (0.240), and structural factors were the least important ones (0.106).
1- Bamberger P. A, Biron, M, & Meshoulam, I. Human resource strategy: Formulation. Implementation, and impact. 2014. Routledge.
2- Bigdeli Mojarad, B, Selajgeh, S. The effect of education on human resource strategies with emphasis on the mediating role of professional development and knowledge sharing, Quarterly Journal of Human Resources Education and Development, Third Year, 2016; No. 10, pp. 166-147.
3- Bratton J, & Gold J. Human resource management: theory and practices. 2012. Palgrave Macmillan.
4- Badakhshani F, Forouzanfar B. The Role of Human Resource Strategy in Transcendent Organizations and Its Relationship with Organizational Strategy. 2010; 7th International Conference on Strategic Management.
5- Guest D.E. Human resource management and performance: still searching for some answers. Human resource management Journal. 2011; 21 (1), 3- 13.
6- Hoque K. Human resource management in the hotel industry: Strategy. innovation and performance.2013; Routledge.
7- Jackson S.E., Schuler R. S, & Jiang, K. An aspirational framework for strategic human resource management. The Academy of management Annals, 2014; 8 (1), 1-56.
8- Hendry C. Human resource management. 2014; Routledge.
9- Arman M, Khosravi, M. Validation of human resource training model with competency approach. Quarterly Journal of Management Studies (Improvement and Transformation), 2013; 23rd year, No. 71.
10- Shariatmadari, M, Hatami J, Eskandari A, Babamoradi, R. Investigating the effect of in-service training of employees of the National Education Evaluation Organization on improving their performance. Quarterly Journal of Educational Measurement and Evaluation Studies. 2014; Fourth Year, No. 5.
11- Grossman R, Salas, E. The transfer of training: what really matters. International Journal of Training and Development. 2011; 15(2), 103-120.
12- McCawley P. F. Methods for conducting a needs assessment guidelines for cooperative extension system professionals. University of Idaho Extension. 2009.
13- Mirzaei Karzan A, Kikhawani S, Hosseinzadeh M, Ashraf Eivazi A. Educational Needs Assessment of Faculty Members of Ilam University of Medical Sciences, Journal of Education Development in Medical Sciences,2013; Volume 6, Number 11.
14- Nezami F, Rahmati D, Habibi S. A Survey of Individual and Organizational Training Needs of Study Managers: NAJA General Inspection Staff, Supervision and Inspection Quarterly, 2015; Year 9, No. 34.
15- Aragon, M. I.B., Jimenez, D. J., & Valle, R. S. (2014). Training and performance: The mediating role of organizational learning. BRQ Business Research Quarterly, 17 (3), 161- 173.
16- Ballesteros – Rodriguez, J. L., De Saa- Perez, P., & Dominguez – Falcon. (2012). The role of organizational culture and HRM on training success: evidence from the Canarian restaurant industry. The International Journal of Human Resource Management, 23 (15), 3225- 3242.
17- Velada, R., & Caetano, A. (2007). Training transfer: the mediating role of perception of learning. Journal of European Industrial Training, 31 (4), 283- 296.
18- Thang, N. N., Buyens, D., & Leuven, V. (2008). Training, organizational strategy, and firm performance. The Business Review, Cambridge, 11 (2), 176- 183.
19- Aguinis, H., & Kraiger, K. (2009). Benefits of training and development for individuals and teams, organizations, and society. Annual review of psychology, 60, 451- 474.
20- Lee, M. S., Hyun, D. H., Baek, H. C., Park, S. J., Chung, D. W., & Kim, E. K. (2012). The Training Concept Status and Improvement Strategy for Flight Operation Team of Kompsat.
21- Wilson, J. P. (2014). International human resource development: Learning, education and training for individuals and organisations. Development and Learning in Organizations, 28 (2).
22- Buller, P. F., & McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight. Human resource management review, 22 (1), 43- 56.
23- Othman, A. (2009). Strategic integration of human resource management practices: Perspectives of two major Japanese electrical and electronics companies in Malaysia. Cross Cultural Management: An International Journal, 16 (2), 197- 214.
24- Teeke, H., & Mitchell, J. B. (2008). Financial implications of accounting for human resources using a liability model. Journal of Human Resource Costing & Accounting, 12 (2), 124- 137.
25- Mahdavi A. M, Khaleghi Soroush F, Ahmadi, A. Educational needs assessment of the staff of the Center for Studies and Planning in Tehran, the first international conference and the third national conference on management research and humanities. 2017.
26- Rezaei Mirqaed H, Ahmadi Kohnali R, Koushki Jahromi, A. Needs Assessment and Determination of Training Courses for Hormozgan University Teaching and Research Staff Based on Competency Approach. Bi-Quarterly Journal of Educational Planning Studies. 2017; Volume 6, Number 12.
27- Gheshlaghi M, Haqqani M, Mohammadi Moghadam, Y. Educational Needs Assessment of Judges' Occupational Groups Based on Competency Approach (Case Study: Judicial Complexes of Tehran Province). Quarterly Journal of Human Resources Studies. 2015; Year 5, Issue 16.
28- Samiei Zafarghandi M, Akbari Postkan, M. Staff training needs assessment in the fields of planning and use of information and communication technology. the Second International Conference on Management and Entrepreneurship with emphasis on the conditions of resistance economics. 2016.
29- Mubarakian H, Farmahini Farahani A. A Study of Factors Affecting the Effective Implementation of Strategies in the Oil Industry. Oil and Gas Exploration and Production Monthly. 2015; No. 128.
30- Abtahi H, Mousavi, M. Development of Human Resources Strategies (Case Study: One of the Spiritual Organizations of the Country). Human Resources Management Research. 2009; Volume 1, Number 3.
31- Dulandas R., Brysiewicz P. A description of the self-perceived educational needs of emergency nurses in Durban, KwaZulu-Natal, South Africa. African Journal of Emergency Medicine. 2018.
32- Keshtkar V. Hatam N, Nikaiien E. Educational needs assessment of managers working in teaching and private hospitals. Educational needs assessment, Adv Med&Prof. 2013; 1 (3).
33- Ahlborga H. Borängc F. Powering institutions for development—Organizational strategies for decentralized electricity provision. Energy Research & Social Science. 2018; 38.
34- Adkoli B, Al-Umran K, Al-Sheikh M. Innovative method of needs assessment for faculty development programs in a Gulf medical school. Educ Health (Abingdon). 2012; 20 (23).
