Introduction
In order to survive, create a competitive advantage, increase efficiency, achieve organizational goals, organizations need human resource planning within the human resource management system. Manpower in organizations is considered as human capital and the most important infrastructure and is the main source of competitive advantage, creativity, innovation, productivity, effectiveness and development and transformation and for reasons such as scarcity, irreplaceability and imitation and process impact on other variables and Extra-organizational is the most valuable and strategic asset of the organization. The main purpose of this study was to provide a model for reducing manpower planning inadequacies in the Social Security Organization.
Methodology
This research is mixed in terms of applied purpose, in terms of nature, exploratory and based on the method of data collection. The participants of the quality section were 24 experts who were selected by purposive sampling. Qualitative data were collected through semi-structured interviews and the data were analyzed using content analysis method. The validity and reliability of the data were assessed through aptitude test. In the quantitative part, the statistical population was the employees of the organization's resources area, and the sample size was determined according to Morgan's table of 364 people and was selected by a simple random method. In the quantitative part, the data collection tool was a researcher-made questionnaire and was analyzed in two stages of fuzzy Delphi survey. Cronbach's alpha was estimated to be 783% and Demitel method was used to fit the extracted pattern. The statistical population at this stage was the resource staff of the Social Security Organization, which was determined using Morgan's table of 364 people and the sample was selected by simple random sampling.
Results and Discussion
The organization's human resource planning system faces 19 main problems, which are the indicators of lack of proper planning model, improper implementation of human resource planning, lack of monitoring, control and feedback (performance evaluation - effectiveness), human resource planning, lack of adequate support. Human resource planning, lack of prioritization of the organization's human resource planning, short-term view and elimination of the task of planning were among the most important problems and shortcomings of the organization's human resource planning system. The results show that the extractive components of the research model are community-approved. Also, 14 factors affecting the problems of the human resource planning system were identified, including factors such as managerial instability; Rental and political selection of managers; The desire to maintain the status quo; Lack of specialized and efficient planning managers; Changes in government, political, cultural, economic, and technological laws were among the most important factors influencing the problems of the organization's human resource planning system. Finally, 14 strategies were identified to overcome the problems of the human resource planning system, which are solutions to design an appropriate HR planning model; Understand and support senior planning management; Integrated human resource planning system; Managerial stability and non-political appointments; Improving, implementing and properly implementing the monitoring and performance evaluation system were among the most important solutions to overcome the problems of the human resources planning system of the Social Security Organization. The Social Security Organization can do the necessary planning to reduce the problems of the human resource planning system by identifying the shortcomings, the factors affecting it and the solutions presented in this study.
Conclusion
The research results show that the extracted components of the research model are approved by the society. The social security organization can do the necessary planning to reduce its human resources planning problems by considering the identified problems, the factors affecting them and the solutions presented in this research. The human resource planning system of the Social Security Organization, as one of the factors for the survival and prosperity of the organization, has a key role in achieving its goals and the findings of this study provide operational implications in improving the organizational performance of the Social Security Organization. The Social Security Organization can do the necessary planning to reduce the problems of its human resource planning system by considering the identified problems, the factors affecting it and the solutions presented in this research. The findings indicated that the organization's human resources planning system is facing 19 main problems, which are indicators of the lack of a suitable planning model, inappropriate implementation of human resources planning, lack of supervision, control and feedback of human resources planning, etc. among the most important failures of the organization's human resources planning.