طراحی و ارائه الگوی توسعه منابع انساني با رویکرد جانشین پروری در دانشگاه ها (مطالعه موردی: دانشگاههای منطقه 9 کشور)
محورهای موضوعی : روش های نوین آموزش وتوسعه منابع انسانی
هادی کیخسروی
1
,
فرشاد فائزی رازی
2
,
سید عبدالله حیدریه
3
1 - مدیریت دولتی، واحد سمنان، دانشگاه آزاد اسلامی، سمنان، ایران
2 - گروه مدیریت صنعتی، واحد سمنان، دانشگاه آزاد اسلامی، سمنان، ایران
3 - گروه مدیریت صنعتی، واحد سمنان، دانشگاه آزاد اسلامی، سمنان، ایران
کلید واژه: جانشین پروری, توسعه ی منابع انسانی, تئوری داده بنیاد, آموزش عالی,
چکیده مقاله :
این پژوهش باهدف طراحی و ارائه الگوی توسعه منابع انساني با رویکرد جانشین پروری در دانشگاه‌ها صورت گرفته و مبتنی بر نظریه داده بنیاد است. ازنظر ماهیت و روش از نوع توصیفی و اکتشافی و جمع‌آوری داده ها از نوع کیفی و مبتنی بر مصاحبه‌های نیمه ساختاریافته و هدفمند است. داده‌های موردنیاز این پژوهش با استفاده از مصاحبه با 14 نفر از مدیران دانشگاههای کشور که در زمینه مدیریت منابع انسانی تجربه داشته و یا صاحب‌نظر بودند احصاء گردیده است. تجزیه‌وتحلیل داده‌ها با استفاده از نرم‌افزار spss و Atlas.ti در سه مرحله کدگذاری باز، کدگذاری محوری و کدگذاری انتخابی با الهام از مدل پارادایمی سیستماتیک استراوس و کوربین ترسیم و روایی و پایایی داده‌ها با استفاده از روش‌های بازبینی مشارکت‌کنندگان و مرور توسط خبرگان به‌دست‌آمده است. پدیده‌ی محوری پژوهش حاضر توسعه‌ی کارمندان بر مبنای نظام جانشین پروری " است که با توجه به شرایط علی، زمینه‌ای، مداخله‌گر و پیامدهای آن، راهبردها تدوین و الگوی نهایی ارائه‌شده است.
Human resource development is one of the important tasks or in other words the most important task of human resource management in organizations, which plays a vital role in the survival of organizations by focusing on training and helping the development of employees. One of the best ways to develop employees and the organization is to use the succession system in the career development of employees, which will have numerous benefits for both the employee and the organization. This research has been done with the aim of designing and presenting a model of human resource development with a succession approach in universities.The research is based on data theory and is descriptive and exploratory in nature and method, and data collection is qualitative and based. It is based on semi-structured and purposeful interviews. The data required for this study were obtained by interviewing 14 university administrators in the country who had experience or expertise in the field of human resource management. Data analysis was performed using SPSS and Atlas.ti software in three stages of open coding, axial coding and selective coding inspired by the systematic paradigm model of Strauss and Corbin and the validity and reliability of the data using participants' review methods. And review obtained by experts. The central phenomenon of the present study is the development of employees based on the system of succession planning "which according to the causal, contextual, intervening conditions and its consequences, strategies have been formulated and the final model has been presented.
1. Poortinga, Y. H. The organization of continued professional development. Roczniki Psychologiczne/Annals of Psychology. (2017). 18(2), 221-223.
2. Nugroho S, Bandono A, Suharyo O. Human resources development assessment planning program and bureaucratic reform management on the performance of government organization. Management Science Letters. (2021).11(4), 1429-1438.
3. Ugoani J. Management Succession Planning and Its Effect on Organizational Sustainability. International Journal of Economics and Business Administration. (2020). May 11,6(2),30-41.
4. Nafukho FM, Muyia MA. Emotional intelligence and its critical role in developing human resources. Handbook of human resource development. (2014). 3(2),623-39.
5. Wobodo, C.C., Konya, K. and Nweake, L. I. Talent management and succession planning: "A Conceptual Assessment of Rivers State Owned Tertiary Institutions in Port Harcourt", London Journal of Research in Management and Business. (2020). 19(1), 25-36
6. Barton, A. Preparing for leadership turnover in Christian higher education: Best practices in succession planning. Christian Higher Education. (2019. 18(1-2), 37-53.
7. Ahmad AR, Keerio N, Jameel AS, Karem MA. The Relationship between National Culture and Succession Planning in Malaysian Public Universities. Journal of Education and E-Learning Research. 2020;7(3), 242-259.
8. Barden, D. M. Your next few leaders: The times have come for colleges and universities get serious about succession planning. The Chronicle of Higher Education. Retrieved from www.chronicle.com. (2009). June 8.
9. Dopson S, Ferlie E, McGivern G, Fischer MD, Mitra M, Ledger J, Behrens S. Leadership development in Higher Education: A literature review and implications for programme redesign. Higher Education Quarterly. (2019). Apr;73(2):218-34.
10. Oduwusi OO. Succession planning as a key to effective managerial transition process in corporate organizations. American Journal of Management Science and Engineering. (2018).3(1),1-6.
11. Werner JM. Human resource development: talent development. Cengage Learning; 2021.
12. Haslinda A. Definitions of HRD: Key concepts from a national and international context. European Journal of Social Sciences. (2009).10(4), 486-95.
13. Lee M. HRDI, colonization, and post-truth politics. Human Resource Development International. (2017). Oct 20;20(5),350-360.
14. Wilton, N. An introduction to human resource management. (2016).
15. Barker, B.Rethinking leadership and change: A case study in leadership succession and its impact on school transformation. Cambridge Journal of Education. (2006). 36(2), 277-293.
16. Helton KA, Jackson RD. Navigating Pennsylvania's dynamic workforce: Succession planning in a complex environment. Public Personnel Management. (2007). 36(4), 335-47.
17. Ruffin TR. Strategies for healthcare organizations in succession planning. InSuccession planning .(2018) (pp. 137-153). Palgrave Macmillan, Cham.
18. Wilson, V. Succession planning models, conceptual maps: Ethical considerations and best practices. In Succession planning. (2018). (pp. 199-211). Palgrave Macmillan, Cham.
19. Carbo, A. R., & Storm, K. J. Preventing negative conflict in leadership succession: Ethical considerations and practices. In Succession Planning. (2018). (pp. 213-222). Palgrave Macmillan, Cham.
20. Griffith JA, Baur JE, Buckley MR. Creating comprehensive leadership pipelines: Applying the real options approach to organizational leadership development. Human Resource Management Review. (2019). Sep 1;29(3), 305-315.
21. Manzari Tavakoli, Hamdollah., Aqhel, Mohammad Qasem., Purkiani, Massoud & Sayadi, Saeed. Designing a strategic model of succession planning with emphasis on organizational learning in the country's universities (Case study: Islamic Azad University of Khorasan Razavi). Quarterly Journal of Training and Development of Human Resources. (2021). Eighth year, No. 29. (In Persian).
22. Babaei Rayni, A., Daneshfard, K & Mirsepassi, N. Designing a Human Resource Development Model to Enhance the Effectiveness of Government Agencies (Case Study: Kerman Governorate). Public Organizations Management. (2021). 9(3). (In Persian)
23. Kosarieh M, Navehebrahim A, Abdollahi B. Human Resource Development through Mentoring: Case of Iran Electricity Grid Management Company. Journal of Energy Planning And Policy Research. (2020). Nov 10;6(3),187-219.
24. Rajizadeh, A., Manzari Tavakoli, A., Jalal Kamali,M & Salajegheh, S. Predicting Succession Planning Based on Incompetence in Adaptability and Career Development.(2020). 1 . (In Persian).
25. Azar, A & khorrami A. Provide a Framework of the Success Factors of Succession Planning in Knowledge-Based Organizations. Organizational Resources Management Researchs. (2021). 10(3), 36-45. (In Persian).
26. Davoudi, S. A., Yaghoubi, N. M & Imani, A. Designing a Comprehensive Model of Talent Identification and Replacement of the Higher Education System in Sistan and Baluchestan Province. Management Researches.(2018). (In Persian).
27. Ebrahimi M, Aliki F, Abbasi M. Investigating the effect of talent identification management on organizational succession planning (Case study: managers of Mohaghegh Ardabili University). Quarterly Journal of Human Resource Management Development and Support.(43). (2017),95-128. . (In Persian).
28. Abbasi, S., Shiri, A., Taban, M. The Challenges of Succession in Iran's Higher Education's Centers ( Case Study: Universities of Ilam Province). (2017). 6(14). (In Persian)
29. Zeynoddini Bidmeshki, Z., Adli, F & Vaziri, M. Comparing the Present and Ideal Situation of Succession Planning and Talent Management in Higher Education.(2014). 2(72), 25-41. (In Persian).
30. Al Suwaidi M, Jabeen F, Stachowicz-Stanusch A, Webb M. Determinants linked to executive succession planning in public sector organizations. Vision. (2020). Sep;24(3), 284-299.
31. Bano, Y. The critical link between knowledge management and succession management at higher education institutions. Available at SSRN 3588158. (2020). Apr 29.
32. Goldman C. Structure, culture, and agency: Examining succession planning in California State University (CSU) Libraries. Journal of Library Administration. (2020). Jan 2;60(1), 1-21.
33. Javed, B & Jaffar M. Impact of Succession Planning on Employee Retention. (2019).
34. Mateso, E.E.P. Understanding Succession Planning and Management Effortsat Midwestern University. Doctoral Dissertation. Retrieved from http://etd.ohiolink.Ed. (2017).
35. Kosi I, Opoku-Danso A, Ofori AA. HRM practices and retention: An empirical study of senior staff of university of cape coast. International Journal of Technology Enhancements and Emerging Engineering Research. (2015).3(11), 62-8. (In Persian)
36. Strauss, A., & Corbin, J. Basics of qualitative research techniques. Thousand oaks, CA: Sage publications. (1998).
37. Strauss, Anselm. L . & Corbin, Juliet. M . Fundamentals of Qualitative Research: Techniques and Stages of Production of Background Theory,Translated by Ebrahim Afshar. (2009). Tehran: Nei Pub. Eighth Edition. (In Persian).
38. Moreno JV, Girard AS. Capitalizing on an existing shared governance structure in developing leadership succession planning. JONA: The Journal of Nursing Administration. (2019). Apr 1.49(4),193-200.
39. Khaki, Gholamreza. Granddie Research Method in Management (with Dissertation Approach), Tehran, Foujan Publishing. (2017). Third Edition. (In Persian)
40. Guba EG, Lincoln YS. Competing paradigms in qualitative research. Handbook of qualitative research. 1994;2(163-194),105-127.
