Identifying and prioritizing effective strategies in strategic human resource planning using multi-fuzzy multi-criteria decision-making methods (Case study; Export Development Bank of Iran)

Tabatabaeifar, Sayyed Mohammad; Haghighi, Masoud; Jafari, Mohamad Ali

doi:10.22075/ijnaa.2021.24970.2859

اداره چاپ و انتشارات دانشگاه سمنان

تعداد نشریات	21
تعداد شماره‌ها	660
تعداد مقالات	9,649
تعداد مشاهده مقاله	68,717,500
تعداد دریافت فایل اصل مقاله	48,224,546

	Identifying and prioritizing effective strategies in strategic human resource planning using multi-fuzzy multi-criteria decision-making methods (Case study; Export Development Bank of Iran)
International Journal of Nonlinear Analysis and Applications
دوره 13، شماره 1، خرداد 2022، صفحه 3517-3533 اصل مقاله (10.81 M)
نوع مقاله: Research Paper
شناسه دیجیتال (DOI): 10.22075/ijnaa.2021.24970.2859
نویسندگان
Sayyed Mohammad Tabatabaeifar¹؛ Masoud Haghighi^* ¹؛ Mohamad Ali Jafari²
¹Department of Management, Roodehen Branch, Islamic Azad University, Roodehen, Iran
²Faculty of Financial Sciences, Kharazmi University, Tehran, Iran
تاریخ دریافت: 19 مرداد 1400، تاریخ بازنگری: 23 شهریور 1400، تاریخ پذیرش: 02 آبان 1400
چکیده
Many future studies in the field of human resource management reflect the fact that strategic advantage and sustainability in the competitive market will belong to organizations that can identify, attract and nurture the best human resource talents better than competitors and with the help of formulation. Maintain dynamic and business-oriented strategies. The present paper aims to identify and prioritize effective strategies in human resource planning in the Export Development Bank of Iran, using multi-fuzzy multi-criteria decision-making methods. The statistical population of this study included 23 experts (managers and experts) who were also considered as a sample size. Two researcher-made questionnaires based on the 9-point Likert scale were used to collect data. The method of this research was mixed and in terms of exploratory and developmental type and data analysis was done in the qualitative part based on the strategic planning matrix (SWOT) and a small part of the worst-best (BMW) fuzzy method. Findings showed that from the intersection of the two axes of internal factors evaluation matrix (1.68) and equivalent external factors (2.62) and SWOT matrix analysis, 19 identification strategies, among which the aggressive strategy of strengthening and establishing the system of recruitment and supply of human resources using methods Novin was identified as the first priority and this bank is facing a relative weakness in the field of human resources planning in a conservative position and in terms of the internal environment, and it is necessary to change the current situation towards an aggressive strategy. The purpose is to use the type of applied research.
کلیدواژه‌ها
Strategic Planning of Human Resources؛ Multi-Fuzzy Criteria Decision Making؛ Export Development Bank of Iran

مراجع
[1] M. Armstrong, Strategic Human Resources Management, Translated by S.M. Arabi and D. Izadi, Cultural Research Office, 2005. [2] M. Armstrong, Armstrong’s Handbook of Human Resource Management Practice, Ashford Colour Press, Ltd, Thirteenth edition, 2014. [3] M. Asadi Sirchi, Motivating the employees of an organization, National Conf. Human. Psych. Soc. Sci. Int. Conf. Center Radio Telev. 2015. [4] M. Aslanian and E. Salehi Tadi, Strategic human resource planning with a futuristic approach in the red crescent society of Isfahan province, Quart. J. Rescue 9(2) (2017). [5] J. Bagheri, Overlaps between human resources’ strategic planning and strategic management tools in public organizations, Procedia Soc. Behav. Sci. 230 (2016) 430–438. [6] J. Bagheri, Overlaps between human resources’ strategic planning and strategic management tools in public organizations, Procedia Soc. Behav. Sci. 230 (2016) 430–438 [7] P.A. Bamberger and I. Meshoulam, Human Resource Strategy: Formulation, Implementation, and Impact, (second edition), Translated by A. Parsaiyan and S.M. Aarabi, Tehran, Cultural Research Office, 2002. [8] P.A. Bamberger and A. Fiegenbaim, The role of strategic reference points in explaining the nature and consequences of human resource strategy, Acad. Manag. Rev. (1996) 926—958. [9] J.M. Bryson, Strategic Planning for Public and Nonprofit Organizations: A Guide to Strengthening and Sustaining Organizational Achievement, John Wiley & Sons, 2011. [10] C.J. Collins and K.D. Clark, Strategic human resource practices, top management team social networks, and firm performance: the role of human resource in creating organizational competitive advantage, Acad. Manag. J. 46(6) (2003) 740–751. [11] S.A. Ebrahimi, An introduction to organizational inertia and its influencing factors in public sector organizations in Iran, Quart. J. Manag. Gover. Organ. 4(11) (2015). [12] M.A.-S. Entezari, The role of education on quality management and human resources productivity in education and the model of organizational excellence, 2nd Int. Conf. New Res. Account. Econ. Manag. 2016. [13] B. Gholami, Study on the role of strategic management tools in strategic humans resource planning, Quart. J. Human Resource Manag. Res. 9(2) (2017) 1–25. [14] B. Gurel and I.U. Sari, Strategic planning for sustainability in a start-up company: A case study on human resources consulting firm, Eur. J. Sustain. Dev. 4(2) (2015) 313–322. [15] C. Hendry and A. Pettigrew, The practice of strategic human resource management, Person. Rev. 15(5) (1990) 3–8. [16] K. Jenab, S. Staubb, S. Moslehpour and C. Wu, Company performance improvement by quality-based intelligent ERP, Decision Sci. Lett. 8(2) (2019) 151–162. [17] A. Kaufmann and M.M. Gupta, Fuzzy Mathematical Models in Engineering and Management Science, North Holland, 1988. [18] H. Mintzberg, The Rise and Fall of Strategic Planning, Pearson Education, 2000. [19] T. Mojibi, M.R. Reyhani, H.A. Aghajani M. Tabari and A. Mehdizadeh Ashrafi, Explaining business strategies and strategic orientation to draw the future of human resource management system (Case study: Export Development Bank of Iran), Manag. Futurol. 30(1) (2019) 169–184. [20] M. Mozaffarizadeh, Differences in strategic planning in organizations, National Conference on Humanities and Psychology and Social Sciences, International Conference Center of Radio and Television, Tehran, Iran, (2015). [21] M. Musa Khani and N. Mojarad, Identify QIAU HR strategies with SRP approach, J. Dev. Evol. Manag. 2013(12) (2013) 1–12. [22] A. Naderi, S.F. Hosseini, M. Hoshyar and S. Mohammadi, The Impact of strategic planning on the performance of human resources in the management and planning, Organization and the General Department of Natural Resources and Watershed Management of Kermanshah Province, The Third Int. Conf. Manag. Indust. Engin. Tehran, 2017. [23] M. Nemati and M. Khodabakhshi and A. Heydari, The relationship between knowledge management and human resource management and its impact on the competitive advantage of organizations, Sixth National Conf. Manag. Human. Iran, University of Tehran, Tehran, 2009. [24] S. Pouraminzadeh and S.H. Hashemi, Challenges to human resources development and solutions to solve it, Soc. Econ. Month. Labor Soc. 2011(136) (2011) 5–21. [25] M. Pourasadi and N. Hosseini, Development of human resource input strategies in the prevention police, Manag. Res. 7(4) (2012) 596–618. [26] N. Poursadegh, T. Mehdizadeh Mullah Bashi, Advanced Human Resource Management with Strategic Approach, Vazhegan Pub., 2016. [27] S.P. Robbins and T.A. Judge, Organizational Behavior Management, Translated by A. Parsaiyan and S.M. Arabi, Publications and Ministry of Foreign Affairs and Institute of Business Studies and Research, Tehran, 1995. [28] P. Ruivo, B. Johansson, S. Sarker and T. Oliveira, The relationship between ERP capabilities, use, and value, Comput. Indust. 117 (2020) 103209. [29] R. Sayyed Javadin, Human Resource Planning, Negah Danesh Publications, Fourth Edition, 2016. [30] H. Shakerian, H. Dehghan Dehnavi and S. Baradaran Ghanad, The implementation of the hybrid model SWOTTOPSIS by fuzzy approach to evaluate and rank the human resources and business strategies in organizations (case study: road and urban development organization in Yazd), Procedia Soc. Behav. Sci. 230 (2016) 307–316. [31] R. Shirzadi, Government and development in South Korea, Quart. J. Politic.Sci. 2011(15) (2011) 39–82. [32] G.L. Stuart and K.J. Brown, Human Resource Management Strategy Linking and Translation Practice, Translated by M. Arabi and M. Fayazi, Mahkameh Publications, 7th Edition, 2016. [33] R. Wagner, S. Hlavacka and L. Bacharova, Hospital human resource planning in Slovakia, J. Manag. Med. 14(5/6) 383–405. [34] C.-J. Lin and W.-W. Wu, A causal analytical method for group decision-making under fuzzy environment, Expert Syst. Appl. 34 (2008) 205–213. [35] H. Teymouri, A. Shahin, A. Shaemi and A. Karimi, Model of compensation system for meritorious services of employees, Quart. J. Manag. Stud. 27(90) (2015) 115–140. [36] A. Safari, Identifying human resource strategy using strategic reference point theory Case Study: service contracting companies, Persian gas refining company, Int. Conf. New Res. Indust. Manag. Engin. (2015). [37] S. Ghosi, A. Mehrara and G.R. Shakeri Navai, Manpower planning based on the role of talent management, Spec. Sci. Ext. Quart. 2015(5) (2015). [38] N. Ben Moussa, The impact of human resources information systems on individual innovation capability in Tunisian companies: The moderating role of affective commitment, Eur. Res. Manag.Bus.Econ. 26(1) (2020) 18–25. [39] E.H. Al Khajeh, Impact of leadership styles on organizational performance, J. Human Res. Manag. Res. 2018 (2018).
آمار تعداد مشاهده مقاله: 16,191 تعداد دریافت فایل اصل مقاله: 8,307

سامانه مدیریت نشریات علمی. قدرت گرفته از سیناوب

پیوندهای مفید

پیوندهای مفید

آمار

Identifying and prioritizing effective strategies in strategic human resource planning using multi-fuzzy multi-criteria decision-making methods (Case study; Export Development Bank of Iran)