تدوین راهبرد فرآیند نگهداشت منابع انسانی

نوع مقاله: مقاله پژوهشی

نویسندگان

1 دانشگاه علوم انتظامی امین. تهران.

2 دانشگاه علوم انتظامی امین. تهران

چکیده

این پژوهش ازنظر هدف، کاربردی و ازنظر روش توصیفی- پیمایشی است. جامعه آماری پژوهش شامل 187 نفر از مدیران عالی و میانی سازمان موردمطالعه را می‌باشد. روش نمونه‌گیری تمام شماری بوده و برای جمع‌آوری داده‌های جامعه آماری، از پرسشنامه محقق ساخته استفاده‌شده و پایایی آن نیز از طریق ضریب آلفای کرونباخ عدد (824/ 0) به‌دست‌آمده است. برای تجزیه‌وتحلیل داده‌های پژوهش، از ماتریس‌های (IFE) و (EFE) و (IE) و (SWOT) استفاده‌شده است. یافته‌های پژوهش، نشان می‌دهد که سازمان موردنظر در فرآیند نگهداشت منابع انسانی هم ازنظر محیط داخلی دارای ضعف نسبی بوده وهم به لحاظ موقعیت خارجی با تهدید نسبی مواجه است. بنابراین لازم است برای تحقق مأموریت و اهدافش، در فرآیند نگهداشت منابع انسانی، ضمن پرهیز از تهدیدهای محیط خارجی نسبت به رفع ضعف‌های محیط داخلی و تبدیل آن به قوت اقدام نماید و با تأکید بر راهبردهای تدافعی استخراج‌شده، موقعیت فعلی فرآیند نگهداشت منابع انسانی خود را به سمت راهبرد تهاجمی (SO) در خلال برنامه‌های آتی سوق دهد.

کلیدواژه‌ها


عنوان مقاله [English]

Strategy formulation of human resource maintenance "case study: A sub-organization of armed forces"

نویسندگان [English]

  • Shahamat Hosseinian 1
  • Hassan Shariati-jam 2
1 entezami University, Tehran.
2 entezami university, Tehran.
چکیده [English]

The present study is descriptive-survey research concerning the aim, field of application and method with the validity of the gathered data nature. The population of the study includes 187 high and middle ranking. In this research, all of the population members were accessible and consequently the method of the research was complete enumeration. The stability of the questionnaire measured by alpha is 0.824. Analysis of the data was performed by the use of SWOT, IE, EFE and IFE matrixes. Findings show that the organization is relatively weak in the process of human resources management inside the organization and also is faced with relative threats outside the organization. So it is necessary for the organization to avoid the threats of outside and also to resolve the weaknesses inside the organization and to change it to the power of the organization. The organization also should direct its current position of human resources maintenance to aggressive strategy (SO) in its future plans.

کلیدواژه‌ها [English]

  • human resources
  • maintenance process
  • strategy
  • strategic planning of human resources

 

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