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معرفی چارچوب استراتژیک کارکردهای مدیریت منابع انسانی همراستا با محیط متلاطم | ||
پژوهشهای مدیریت منابع انسانی | ||
مقاله 5، دوره 15، شماره 3 - شماره پیاپی 53، آذر 1402، صفحه 159-195 اصل مقاله (1.13 M) | ||
نوع مقاله: مقاله پژوهشی | ||
نویسندگان | ||
جبار باباشاهی* 1؛ رضا مقدم2؛ مرتضی سلطانی3 | ||
1عضو هیئت علمی دانشگاه تهران، پردیس فارابی | ||
2دانشجوی دکتری دانشگاه تهران، دانشکدگان فارابی، دانشکده مدیریت | ||
3دانشیار گروه مدیریت بازرگانی پردیس فارابی دانشگاه تهران | ||
تاریخ دریافت: 25 اردیبهشت 1402، تاریخ بازنگری: 03 مهر 1402، تاریخ پذیرش: 18 آذر 1402 | ||
چکیده | ||
در پژوهشهای پیشین مرتبط با استراتژیهای منابع انسانی، متغیر تلاطم محیطی به ندرت مورد توجه قرار گرفته است. این پژوهش با هدف معرفی چارچوب استراتژیک کارکردهای مدیریت منابع انسانی در محیط متلاطم انجام شده است. روش پژوهش از نظر پارادایم، تفسیری و از نظر استراتژی، تحلیل محتوای کیفی است. گردآوری اطلاعات به روش کتابخانهای و مبتنی بر بررسی مقالات و کتب از پایگاههای معتبر علمی بوده است. در این مقاله ابتدا مفهوم پردازی محیط انجام و محیط متلاطم و ابعاد آن تعریف و در ادامه با انتخاب حوزههای کارکردی منابع انسانی مرتبط، چارچوب استراتژیک کارکردهای مدیریت منابع انسانی در محیط متلاطم و پرتلاطم بعنوان یافته های پژوهش معرفی شده است. یافته های پژوهش به دو بخش تقسیم شده است. اول اینکه در محیط متلاطم، مکاتب کارآفرینی و یادگیری از مکاتب توصیفی مینتزبرگ با عنایت به مفروضات آنها توانایی پاسخگویی به نیازهای سازمان را داشته و مکاتب تجویزی در این محیط کاربردی ندارند. همچنین متناسب با مکاتب مذکور، میتوان به یافته هایی چون ارزیابی عملکرد نوآوری محور، یادگیری مستمر مولد، خلق توانایی پویا، برنامهریزی سناریو محور، جذب نیروهای چند تخصصه نوآور، جذب چابک، مشوق های چندبعدی همراستاساز، مزیت رقابتی موقت با پیکربندی مجدد، طراحی شغل نیمه ساختاریافته، خودمختاری، وقت آزاد سازمانی، کوچنشینی حرفه ای، توسعه شغلی سیال و خلاق و مقیاس پذیر بودن منابع انسانی از کارکردهای منابع انسانی اشاره نمود. | ||
کلیدواژهها | ||
استراتژی های منابع انسانی"؛ کارکردهای منابع انسانی"؛ "؛ محیط متلاطم" | ||
عنوان مقاله [English] | ||
Introducing Strategic Framework of Human Resource Management Functions in Turbulent Environment | ||
نویسندگان [English] | ||
jabbar babashahi1؛ Reza Moghaddam2؛ Morteza Soltani3 | ||
1Assistant professor of university of Tehran, Farabi Campus | ||
2Ph.D. Candidate, Department of Management, School of Management and Accounting, Farabi Campus, Tehran University | ||
3Associate Professor of Business Administration at University of Tehran | ||
چکیده [English] | ||
In previous HR strategies’ researches, turbulent environment in different models has been considered rarely. The goal of this research is to introduce a strategic framework for human resource management functions in turbulent environment. As paradigmatic point of view, method of this research is interpretive and in terms of strategy, it is qualitative content analysis. Gathering information method is library method and based on article review selected from reliable scientific databases. First, the concept of environment, turbulent environment and its different dimensions were explained. Then via selecting specific human resource functions, the relevant strategic framework in turbulent environment defined as findings of research. Findings of research are divided to two sections. First section states that among Mintzberg describing strategic schools, entrepreneurial school and learning school are applicable in turbulent environment. Prescriptive strategies can not still be applied. Aligned with aforesaid two strategic schools, second categories of findings which are HR functions are defined. Innovative oriented of performance appraisal, continues generative learning, making dynamic capabilities, scenario planning, multi-skill innovative recruitment, agile recruitment, multi-dimensional aligning incentives, temporary competitive advantages through reconfiguration, semistructure job design, autonomy, slack time, professional nomadism, fluid and creative job development, HR scalability are some instances in this respect. | ||
کلیدواژهها [English] | ||
HR Strategies", HR Functions", ", Turbulent Environment" | ||
مراجع | ||
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