شناسایی شاخص‌های بومی بهینه سازی فرآیند مدیریت استعداد در ایران (مورد مطالعه: پالایشگاه گاز فجر جم)

نوع مقاله : مقاله پژوهشی

نویسنده

استادیار گروه مدیریت، واحد لامرد، دانشگاه آزاد اسلامی، لامرد، ایران.

چکیده

هدف از انجام این پژوهش، شناسایی شاخص‌های بومی بهینه‌سازی فرآیند مدیریت استعداد در کشور ایران است. روش تحقیق توصیفی- پیمایشی است. جامعه آماری مورد نظر، مدیران و کارشناسان حوزه مدیریت استعداد در شرکت پالایش گاز فجر جم در بخش کیفی و کارکنان شرکت پالایش گاز فجر جم در بخش کمّی به تعداد 1000 نفر می‌باشد که از بین آنان تعداد 278 نفر به عنوان نمونه انتخاب و پرسشنامه‌ها را تکمیل کردند. در نهایت تعداد 250 پرسشنامه نهایی به منظور تجزیه و تحلیل جمع آوری گردید. ابزار گردآوری داده‌های تحقیق حاضر، شامل پرسشنامه محقق ساخته 42 سوالی است که آلفای کرونباخ برای تمامی ابعاد مدل مورد مطالعه بیشتر از 7/0 است و از این رو می‌توان ادعا کرد که پرسشنامه از روایی و پایایی قابل قبولی برخوردار است. جهت شناسایی شاخص‌ها و مدل‌سازی معادلات ساختاری از نرم افزار اسمارت پی ال اس و نرم افزار اس پی اس اس استفاده شد. نتایج نشان داد شاخص‌های توسعه شخصی، استراتژی سازمان، کارمندیابی، مدیریت عملکرد، آموزش، جبران خدمت، انضباط، عوامل سیاسی، عرضه نیروی کار و قوانین و مقررات در مدل بومی مدیریت استعداد شناسایی شده و نقش دارند. 

کلیدواژه‌ها

موضوعات


عنوان مقاله [English]

Identifying Indigenous Indicators of Talent Management Process Optimization in Iran (Case Study: Fajr Jam Gas Refinery)

نویسنده [English]

  • Abdoljavad Khalili
Department of Management, Lamerd Branch, Islamic Azad University, Lamerd, Iran.
چکیده [English]

The purpose of this study is to identify local indicators of talent management process optimization in Iran. The research method is a descriptive survey. The statistical population, managers, and experts in the field of talent management in Fajr Jam Gas Refining Company in the qualitative section and the staff of Fajr Jam Gas Refining Company in the quantitative section of 1000 people, of whom 278 were selected as samples and completed questionnaires. Finally, 250 final questionnaires were collected for analysis. The instrument of the present study includes a 42-item researcher-made questionnaire with a Cronbach's alpha for all dimensions of the studied model greater than 0.7. Therefore, it can be claimed that the questionnaire has acceptable validity and reliability. Smart PLS and SPSS software were used to identify the indicators and model the structural equations. The results showed that the indicators of personal development, organizational strategy, recruitment, performance management, training, service compensation, discipline, political factors, labor supply, and rules and regulations are identified and play a role in the local talent management model. 

کلیدواژه‌ها [English]

  • education
  • discipline
  • Political factors
  • Service Compensation
  • talent management
Al Ariss, A., Cascio, W. F., & Paauwe, J. (2014). Talent management: Current theories and future research directions. Journal of World Business, 2, 173-179.
Bani-Hani, J. (2021). The moderating influence of manager's strategic thinking on the effect of talent management on organization core competency. Management Science Letters, 11(1), 213-222.
Boselie, P., & Thunnissen, M. (2017). Talent management in the public sector. In The Oxford handbook of talent management.
Eqbal, F., Hoveida, R., Siadat, S. A., Samavatian, H., & Yarmohammadian, M. H. (2017). Identify the components of talent management of faculty members in the university. Journal of Developmental Steps in Medical Education, 14(2), 122-136. (In Persian)
Garavand, M., Jamali Delfan, F., Jamali Delfan, R., & Najjar Shams, Z. (2021). Investigating the Relationship between Social Capital Dimensions and Talent Management in Shiraz Municipality Sixth National Conference on Humanities and Education with a Focus on Sustainable Development, Tehran. (In Persian)
Garrow, V., & Hirsh, W. (2008). Talent Management: Issues of Focus and Fit Public Personnel Management, 37(4), 389-402. https://doi.org/10.1177/009102600803700402
Hübner, U., Cruel, E., Gök, M., Garthaus, M., Zimansky, M., Remmers, H., & Rienhoff, O. (2012). Requirements engineering for cross-sectional information chain models 11th International Congress on Nursing Informatics, Montreal, Canada.
Khalundi, F., & Abbaspour, A. (2014). In search of a strategic model for talent management, a case study of Pars Oil and Gas Company. Human resource management in the oil industry, 6(21). (In Persian)
Landeta, J. (2006). Current validity of the Delphi method in social sciences. Technological Forecasting and Social Change, 5, 467-482.
Malek Mohammadi, S. (2017). Determining and Prioritizing Talent Development Factors (Case Study: Sepah Bank Headquarters) Annual Conference on New Management Paradigms in the Field of Intelligence,  (In Persian)
Malekpour, M. A. (2021). Enumeration of components of talent management and its effect on emotional intelligence in university professors Fourth International Conference on Science and Technology of the Third Millennium of Iranian Economy, Management and Accounting, Tehran. (In Persian)
McDonnell, A., Collings, D., G. , Mellahi, K., & Schuler, R. (2017). Talent management: a systematic review and future prospects. European Journal of International Management, 1, 86-128.
Muharram, R., & Jafari, S. M. B. (2017). Explain the talent management model in organizations with emphasis on the role of organizational culture and human resource information systems Second International Conference on Management and Accounting,  (In Persian)
Nazarpuri, A. H., Mousavi, S. N., Hakak, M., & Pirzad, A. (2016). Designing and explaining the system model of talent management in universities. The gift of knowledge, 21(10), 1029-1040. (In Persian)
Saadat, E. (2012). Human Resources Management. Samat Publications, Tehran.
Seyed Javadin, S. R., & Pahlawan Sharif, M. A. (2017). Talent management, fundamentals and conceptual approaches. Journal of Strategic Management Thought (Management Thought), 11(1), 141-170. (In Persian)
Shahidnik, M., Salahizadeh, J., & Kheradmandmehr, R. (2021). A Study of the Talent Management Status of Primary School Teachers 11th National Conference on Psychology, Educational and Social Sciences, Babol. (In Persian)
Shaimi, A., Allameh, S. M., & Askari, M. (2013). Talent management strategy and its relationship with employees' emotional intelligence. Journal of Improvement and Transformation Management Studies, 22(70), 45-75. (In Persian)
Sheehan, M., Grant, K., & Garavan, T. (2018). Strategic talent management: A macro and micro analysis of current issues in hospitality and tourism. Worldwide Hospitality and Tourism Themes, 10(1). https://doi.org/10.1108/WHATT-10-2017-0062
Soltani, F., Shahin, A., & Shaimi Barzaki, A. (2017). Designing a model of talent excellence using a systematic review approach and qualitative meta-integration in Isfahan Gas Company. Human resource management in the oil industry, 8(32). (In Persian)
Tavakoli, M., Ebrahimi, A., & Shamsi, K. (2021). Talent succession and management of indicators affecting the performance of organizations the Second International Conference on Challenges and New Solutions in Industrial Engineering and Management and Accounting, Damghan, Iran. (In Persian)
Vafadar Asghari, M. (2021). Redesigning the model of excellence in establishing talent management strategies and its institutionalization strategies Second International Conference on Challenges and New Strategies in Industrial Engineering, Management and Accounting, Damghan. (In Persian)
Woodruff, C. (2003). To have and to hold: getting your organization onto talented people's CVs. Training Journal, 20-23.