طراحی الگوی عوامل موثر بر توسعه منابع انسانی در شرکت ملی مناطق نفتخیز جنوب
محورهای موضوعی : رویکرد ها ومدل های ظرفیت سازی منابع انسانیلطیف سخایی پور 1 , سید علی اکبر احمدی 2
1 - دکتری گروه مدیریت دولتی ، مرکز تحصیلات تکمیلی ،دانشگاه پیام نور ، تهران ، ایران
2 - استاد گروه مدیریت دولتی ، مرکز تحصیلات تکمیلی ،دانشگاه پیام نور ، تهران ، ایران.
کلید واژه: توسعه, منابع انسانی, توسعه منابع انسانی, شرکت ملی مناطق نفتخیز جنوب,
چکیده مقاله :
هدف این پژوهش، طراحی الگوی عوامل موثر بر توسعه منابع انسانی در شرکت ملی مناطق نفتخیز جنوب می باشد. این تحقیق از لحاظ هدف، کاربردی و از نظر روش تحقیق، از نوع تحقیقات آمیخته می باشد. در بخش کیفی ابتدا با انجام مطالعات نظری عوامل موثر بر توسعه منابع انسانی در شرکت ملی مناطق نفتخیز جنوب از منظر مفهومی شناسایی گردید. سپس جهت گردآوری اطلاعات مورد نیاز از 25 نفر از خبرگان آشنا به موضوع خواسته شد تا نسبت به پاسخگوئی به سوالات اقدام نمایند. در بخش کمی با روش نمونه گیری تصادفی تعداد 341 نفر از کارکنان رسمی شرکت ملی مناطق نفتخیز جنوب به عنوان حجم نمونه انتخاب شدند. روش تعیین روایی پرسشنامه نیز، صوری و محتوایی می باشد. براساس یافته های پژوهش 7 مولفه اصلی و 88 زیر مولفه فرعی شناسایی شدند که مولفه های اصلی عبارتند از جذب و بکار گیری نیروی انسانی، آموزش نیروی انسانی، مدیریت و ارزیابی عملکرد نیروی انسانی، مدیریت فرایندها، مدیریت سیستم های منابع انسانی، مدیریت استعدادها و مدیریت جانشین پروری می باشند. نتایج نشان داد که بین 7 عامل اصلی و طراحی و بهینه سازی مدیریت منابع انسانی رابطه مثبت و معناداری وجود دارد. پس از بررسی برازش بخش اندازه گیری و بخش ساختاری مدل، می توان گفت برازش کلی مدل پژوهش بسیار مناسب و مورد تایید می باشد.
The purpose of this research is to design a model of factors affecting the development of human resources in the National Company of Southern Oil Regions. In terms of purpose, this research is applied, and in terms of research method, it is a mixed type of research. In the qualitative part, first, by conducting theoretical studies, the factors affecting the development of human resources in the National Company of Southern Oil-Producing Regions were identified from a conceptual perspective. Then, in order to collect the required information, 25 experts familiar with the subject were asked to answer the questions. In the quantitative part, 341 official employees of the National Company of Southern Oil-Producing Regions were selected as the sample size by random sampling method. The method of determining the validity of the questionnaire is also formal and content. Based on the findings of the research, 7 main components and 88 sub-components were identified, the main components of which are recruitment and employment of human resources, training of human resources, management and performance evaluation of human resources, management of processes, management of human resources systems, management of talents and They are succession management. The results showed that there is a positive and significant relationship between the 7 main factors and the design and optimization of human resources management. After examining the fit of the measurement part and the structural part of the model, it can be said that the overall fit of the research model is very appropriate and approved.
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