ارزیابی راهبردهای توسعۀ منابع انسانی در فضای معماری تغییرات

نوع مقاله : مقاله پژوهشی

نویسندگان

1 استاد مدیریت آموزشی، گروه علوم تربیتی، دانشگاه کردستان، سنندج، ایران،

2 کارشناس ارشد مدیریت آموزشی، دانشگاه کردستان، سنندج، ایران

چکیده

پژوهش حاضر به‌منظور ارزیابی بسترها و فضای راهبردهای توسعۀ منابع انسانی برای تغییرات احتمالی در آموزش‌وپرورش اجرا شد. رویکرد پژوهش کمّی و راهبرد بکار رفته توصیفی– ارزیابی بود. جامعۀ آماری کارکنان آموزش‌وپرورش خرم‌آباد بودند که به روش نمونه­گیری تصادفی طبقه­ای متناسب با حجم تعداد 215 نفر از کارکنان انتخاب شدند. ابزار مورداستفاده دو پرسشنامۀ «ارزیابی فضای توسعۀ منابع انسانی» و «ارزیابی راهبردهای توسعۀ منابع انسانی» بود. روایی سازه ابزار با روش تحلیل عاملی تأییدی مورد آزمون قرار گرفت. پایایی نیز با ضریب آلفای کرونباخ مورد تأیید واقع شد. نتایج نشان داد که کارکنان آموزش‌وپرورش فضای توسعۀ­ منابع انسانی را در محیط کار خود ازلحاظ مطلوبیت در سطح متوسط ارزیابی کرده‌اند. یافته­ها حاکی از آن بود که کارکنان میزان رضایت خود را از مطلوبیت راهبردهای توسعۀ منابع انسانی در سطح پایین‌تر از سطح متوسط ارزیابی نموده­اند. تحلیل واریانس یک­راهه نیز نشان داد که بین دیدگاه کارکنان آموزش‌و‌پروش در متغیرهای فضای توسعۀ منابع انسانی و راهبردهای توسعۀ منابع انسانی برحسب مدرک تحصیلی و سابقه خدمت تفاوت معناداری وجود نداشت. به‌نظر می‌رسد فضا برای ایجاد تغییرات راهبردی در حوزۀ منابع انسانی در سازمان آموزش‌و‌پرورش چندان مطللوب نیست. برای ایجاد یک تغییر کلی در سازمان لازم است تا فرایند آن از طریق راهبردهای منابع انسانی به کار گرفته‌شود. سازمان‌دهی فرایند تغییرات نیازمند ایجاد توازن ظریف میان ذی‌نفعان سازمان است. تحول در راهبرد منابع انسانی منجر به ایجاد تغییر در تمامی جنبه‌های مربوط به منابع انسانی، نظام‌ها، باورها، ساختارها و هم چنین انتظارات تجاری‌سازی می‌شود این تحول مشابه معماری ایجاد تغییرات است.

کلیدواژه‌ها


عنوان مقاله [English]

Evaluating Human Resource Development Strategies in the Architecture of Change Space

نویسندگان [English]

  • Naser Shirbagi 1
  • Samira Nazri 2
  • Sharareh sadeghi 2
  • Shahab Nasiriniya 2
1 Professor of Educational Administration, Department of Education, Universsity of Kurdistan, Sanandaj, Iran, Corresponding Author:
2 MA of Education, Universsity of Kurdistan, Sanandaj, Iran
چکیده [English]

The present study was conducted to assess the space and strategies of human resources development in preparation for possible changes in education. The research approach was quantitative and descriptive - evaluation. The statistical population of the study consisted of employees of Khorramabad general education and education departments who were selected by stratified sampling proportional to the size of 215 employees. The tool used included two questionnaires adapted from the studies (Chanda & Kabra, 2000) under the heading "Evaluating Human Resources Development Area" and "Evaluating Human Resources Development Strategies". The face validity of the questionnaire was tested through expert opinions and its construct validity was confirmed by confirmatory factor analysis. The reliability of the questionnaires was confirmed by Cronbach's alpha coefficient. The results showed that the education staff evaluated the human resource development space in their work environment as moderately desirable. The findings also showed that employees rated their satisfaction with the desirability of HR strategies at a lower-than-average level. One-way ANOVA test also showed that there is no significant difference between the educational staff's perspective on HRD variables and HRD strategies based on educational background and experience. It seems that there is little room for change in the organization of education. To make an overall change in the organization, it is necessary to apply the process through HR strategies. Organizing the change process requires a delicate balance between the stakeholders of the organization. The evolution of HR strategy leads to change in all aspects of HR, systems, beliefs, structure and business expectations of this sector. This is similar to the architecture of change.
 

کلیدواژه‌ها [English]

  • Human Resource Development Strategy
  • development environment
  • evaluation
  1. Ahmadvand, A.M., Torbati, A. & Porreza, N. (2011). Designing a conceptual model for performance management and strategy development using BSC and EFQM. Quarterly Journal of HumanResource Management Research,  4(1), 55-86. [In Persin]
  2. Alam baigi, A. & Afghahi, B. (2013). Investigating the Role of Entrepreneurial Organizational Space in Improving the Performance of Governmental Agricultural Research Institutes. Governmental Administration, 5 (3), 103-122. [In Persin]
  3. Bagheri, G.A., Hasaninezhad, A., Nikain, M. & Khoram, S. (2014). Study of the relationship between the perception of the  political environment of the organization of job satisfaction of employees, Journal of State Prospects,18, 165-18 .[In Persin]
  4. Baldwin, J. & Hanel, P. (1999). Innovation in The Manufacturing John Deutch Institute for The Study of Economic Policy. Kingston Taro, Queens University.
  5. Bloisi, W. (2007). An Introduction to Human Resource Management, McGrawHill Education.
  6. Boulden, G. P. (1992). Productivity Linked to Profitability: The Basis for Improved Work Life, Tokyo: Asian Productivity Organization
  7. Gall, M. D., Borg, W. R., & Gall, J. P. (1996). Educational research: An introduction (6th ed.). Longman Publishing.
  8. Buczynski, S., & Hansen, C. B. (2010). Impact of Professional Development on Teacher Practice: Uncovering Connections. Teaching and Teacher Education, 26, 599-607.
  9. Chanda, A. & Kabra, S. (2000). Human Resource Strategy: Architecture for Change. New Delhi: Sage Publications.
  10. Chen, Y. C. & Wang, Y. J. (2016). “Application and Development of the People Capability Maturity Model Level of an Organization”. Total Quality Management & Business Excellence.1-17.
  11. Daneshvsr, V. (2011). Design of the native model of human resource excellence for the organizations of the Ministry of Defense of the Islamic Republic of Iran, Ph.D. Thesis, Shiraz University,. [In Persin]
  12. Dargahi, A. Jangjou, S. Dargahi, A. & Amirian, T. (2014). Environmental Health and Safety Survey of Pars Abad Moghan Schools. 16th National Conference on Environmental Health, Tabriz University of Medical Sciences https://www.civilica.com/Paper-NCEH16-NCEH16_353.html
  13. Delavi, M.R., Ansari, M.A., Labaf, H. & Shaaemi Barzaki, A.(2010). Assessment of Strategic HRM Management in Iran's Leading Industries, Strategic Management Studies, 1 (2), 73-88. [In Persin]
  • Forouzande R, Ganji F, Nekoei A, Nematei S. (2013). Leadership effectiveness and its relationship with emotional stability among nurse managers in educational hospitals related to Isfahan University of Medical Science in 2007. Journal of Clinical Nursing and Midwifery. 2 (3):64-73
  1. asski, N. (2000). A Strategic Perspective on Human resource Development. Advances In Developing Human Resource. 23, 11-30
  2. Ghanbari, M., Vahid, F. & Zameni, F. (2018). Presentation of Impact  Model of Human Resource Management on Organizational Effectiveness in Golestan Province Education Organizatio Journal of Scientific and Research New Approach in Educational Management,34 (9), 181-198. [In Persin].
  3. reland, R.D., Kuratko, D.F., Morris, M.H. (2006). A health audit for corporate entrepreneurship: innovation at all levels. Journal of HRM, 27(2): 21-30.
  4. Jazani, N., Taheri, N. & Abili, Kh. (2010). Developing Human Resource Development Strategies with Employee Knowledge Development Approach. Strategic Management Studies, 1 (2), 15-29. [In Persin]
  5. Khalili shorini, S. & Jabarzadeh pornagh, A. (2016). Investigating the alignment of HR strategy with business strategy. Quarterly Journal of Human Resource Management Researches, 8 (1), 31-54. [In Persin]
  6. Khordehgir, S., Askari, A. & Ranjbar, M. (2017). Investigating Human Resource Improvement Indicators and Their Impact on the Effectiveness of Employees' Performance. Journal of Scientific and Research New Approach in Educational  Management, 30(8), 245-262. [In Persin]
  7. Lapiņa, I., Maurāne, G., & Stariņeca, O. (2014). Human resource management models: aspects of knowledge management and corporate social responsibility. Procedia-Social and Behavioral Sciences, 110, 577-586.
  • itwin, G. H., & Stringer, Robert A., (1996). Motivation And Organizational Climate. Harvard University.
  1. Matlabi varkani.(2016). Effect of strategic human resource management on how the Navy's personnel performs; Journal of Marine Science Education, 3 (5), 28-39. [In Persin]
  • ushayikwa, E. Lubben, F. (2009). Self-directed professional development – Hope for teachers working in deprived environments? Teaching and Teacher Education, 25: 375–382
  1. Nazem, F. & Parsi, F.(2010). The Relationship Between Organizational Space and Managers' Productivity in the Committees of Relief and Provide an Appropriate Management Model, Leadership Quarterly and Educational Management, 4 (3), 127-147. [In Persin]
  2. Nejabat, A., Savar, N.(2010). A Study on How to Create and Fit Organizational Strategies with Human Resource Strategies. The organizational development of the police, 40 (9), 91-112. [In Persin]
  3. Rousseau, D. M., & Wade‐Benzoni, K. A. (1994). Linking strategy and human resource practices: How employee and customer contracts are created. Human resource management, 33 (3), 463-489.
  4. Saied Naghavi, M.A., Vaaezi, R.,
    Ghorbani zadeh, V. & Afkaneh, M. (2018). Pattern of Human Resources Excellence in Iranian Government Organizations. Journal of Management of Governmental Organizations, 6 (2), 11-26. [In Persin]
  5. Salehi, S, Pahlevanzdeh, S, Jarahi, H. (2002). The Faculty Members' Contribution in Decision Making Process of Schools' Administrators in Medical University of Isfahan. Iranian Journal of Medical Education. 2 (2): 35-42
  6. Samaranayake, V., & Gamage, C. (2012). Employee perception towards electronic monitoring at work place and its impact on job satisfaction of software professionals in Sri Lanka. Telematics and Informatics, 29(2), 233-244.
  7. Shams zaree, M., Tahmasebi, R. & Yazdani, H.R.(2018). Evaluating the maturity of human resources management processes based on the Philips model. Quarterly Journal of Human Resource Management Research, 10 (1), 1-24. [In Persin]
  8. Taheri, (2009). Assessing the current status of human resource development and developing development strategies. Master's Degree in Management, University of Tehran, Iran. [In Persin]
  9. Valle, M., & Witt, L. A. (2001). The moderating effect of teamwork perceptions on the organizational politics-job satisfaction relationship. The Journal Of Social Psychology, 141(3), 379-388.
  10. Wormmeester, R. B. (2005). High school teachers' and administrators' perceptions of the teacher evaluation process in California's public schools. PhD Thesis University of Southern California. ‏
  11. Yeganeh, H., & Su, Z. (2008). An examination of human resource management practices in Iranian public sector. Personnel Review, 37 (2), 203-221. ‏ [In Persin]