پیوندهای مفید
آمار
| تعداد نشریات | 21 |
| تعداد شماره‌ها | 632 |
| تعداد مقالات | 9,260 |
| تعداد مشاهده مقاله | 67,743,699 |
| تعداد دریافت فایل اصل مقاله | 8,157,620 |
Presenting a model for measuring the capabilities of human resource strategy in government organizations | ||
| International Journal of Nonlinear Analysis and Applications | ||
| مقاله 77، دوره 13، شماره 2، مهر 2022، صفحه 939-951 اصل مقاله (576.4 K) | ||
| نوع مقاله: Research Paper | ||
| شناسه دیجیتال (DOI): 10.22075/ijnaa.2021.25149.2929 | ||
| نویسندگان | ||
| Elnaz Hoseinzadeh؛ Gholamreza Rahimi* | ||
| Department of Public Administration, Bonab Branch, Islamic Azad University, Bonab, Iran | ||
| تاریخ دریافت: 14 مهر 1400، تاریخ بازنگری: 22 آبان 1400، تاریخ پذیرش: 19 آذر 1400 | ||
| چکیده | ||
| Since human resources are the most valuable factor for manufacturing, and the most important capital of every organization today, human resource planning (HRP) is one of the most underlying organizational plans. Planning to achieve skill and educational needs, and improvement of human resources can be the underlying factor for human resource planning. Over the years, human resources have been changed into the focus point of leading organizations and managers. It can be regarded as the most underlying organizational capital, for which no alternative can be considered. This study is aimed at presenting a model to measure the capabilities of human resources strategies. At first, wide library investigations were done in this field and existing models. Then, a basic model was selected to measure the capabilities of human resources within the governmental organizations to switch the study. Interviews were done with academic, and government experts and other scholars to test the validity and reliability of the model. the qualitative model validation was done using interviews, and the sampling method was snowball sampling. The model revision was done using qualitative methods. For model designation, the interpretive-structural modelling (ISM) technique, and fuzzy approach were used. The research instrument in this study was a questionnaire. According to obtained results, the experts counted essential factors affecting the capabilities of human resource strategy as follows: value, scarcity, being inimitable, without substitution, taking required behaviours, having required competencies, sufficient motivation of personnel, and productivity. | ||
| کلیدواژه‌ها | ||
| human resource strategy؛ interpretive-structural modeling؛ organizational planning؛ human resource planning | ||
| مراجع | ||
|
[1] F. Analoui, The changing patterns of human resource management, Routledge, 2017. [2] J.B. Arthur and T. Boyles, Validating the human resource system structure: A levels-based strategic HRM approach, Human Resource Manag. Rev. 17 (2007), no. 1, 77–92. [3] P.A. Bamberger, M. Biron and I. Meshoulam, Human resource strategy: Formulation, implementation, and impact, Routledge, 2014. [4] C. Beanland, Z. Schneider, G. LoBiondo-Wood and J. Haber, Nursing research: Methods, critical appraisal and utilization, 1st Australian ed., Harcourt Brace and Company, 1999. [5] A.D. Chandler, Strategy and structure: Chapters in the history of the industrial enterprise, MIT press, Cambridge, MA, 1962. [6] F. Faraji Khiavi, M.R. Maleki, K. Djafarian, S. Vatan Khah and S.J. Tabibi, A comparative study on identifying core stages of policy-making in human resources for health: 2009, Jundishapur J. Health Sci. 4 (2012), no. 1, 1–10. [7] J. Galbraith, D. Downey and A. Kates, Designing dynamic organizations: A hands-on guide for leaders at all levels, Amacom Books, 2002. [8] B. Ghelichli, Z. Hijari, L. Rahmanpour, A. Habibpour and S. Yazdani, Designing a model for measuring and reporting intellectual capital (Case study: Bank Refah Kargaran), Buss. Manag. Presp. 32 (2009), 131–150. [9] G. Hamel and C.K. Prahalad, Competing for the future, Harvard Bus. Rev. 72 (1994), no. 4, 122–128. [10] B.E. Hassan and A. Jahangir, The model of strategic human resource management with a high commitment approach with emphasis on human resources in the judiciary, Quart. Order Secur. Guards 2 (2010), 137–171. [11] J. Hashim, Human resource management practices on organisational commitment: The Islamic perspective, Person. Rev. 39 (2010), no. 6, 785–799. [12] N. Mirsepasi, Strategic management of human resources and labor relations, Publication Munir, Tehran, 2004. [13] A. Moshabaki and M. Mousavi, The relationship between strategic coordination between business strategies, human resources strategies and organizational structure, Organ. Culture Manag. 10 (2012), no. 1, 60–33. [14] P. Namazie and A.M. Pahlavnejad, Human resource management in Iran, Handbook of human resource management in the Middle East. Edward Elgar Publishing, 2016. [15] M. Nasrallah, Investigating the effect of strategic human resource planning on the effectiveness of the organization, Master Thesis, Tarbiat Modares University. Tehran. 2009. [16] M. Rezvani Chaman Zamin and M. Moafi Hareh Dasht, Investigating the Relationship between strategic human resource planning and organizational performance (Case study: Western governors of Guilan Province), Astara University Master Thesis, 2013. [17] D. Rees and R. McBain, People management: Challenges and opportunities, Palgrave Macmillan, 2004. [18] J.D. Walker, Human resource strategy, McGraw-Hill, 1992. [19] M.A. Youndt, Human resource considerations and value creation: The mediating role of intellectual capital, Paper delivered at National Conference of US Academy of Management, 2000. | ||
|
آمار تعداد مشاهده مقاله: 43,725 تعداد دریافت فایل اصل مقاله: 400 |
||