نوع مقاله : پژوهشی
1 دانشجوی دکتری مدیریت بازرگانی (گرایش رفتار سازمانی و مدیریت منابع انسانی)، گروه مدیریت، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران.
2 دانشیار، گروه مدیریت بازرگانی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران
3 استاد، گروه مدیریت صنعتی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران
4 دانشیار گروه مدیریت، دانشکده مدیریت و حسابداری دانشگاه علامه طباطبائی، تهران، ایران.
عنوان مقاله [English]
Aim and Introduction: The banking system is one of the most important pillars of the financial sector of any country, which affects the performance of the whole economy by equipping resources, providing liquidity, providing payment instruments, providing facilities, creating interaction between investment and savings and creating balance in the foreign sector. Iran's financial system, like most developing countries, is based on a banking system. In other words, the banking system plays a unique role in having the largest share in financing society. Another feature of the Iranian banking system is the strong role of the government in the fact it has been caused by various factors such as nationalization and merger of banks after the revolution and the late emergence of private banks in the country's economy. The study of sustainable human resource management in the banking industry is one of the topics that has become increasingly important in the last decade. The key to an organization's success in an age of competition and interconnected environments is its ability to maintain and develop human resources. The aim of this study was to identify the components of sustainable human resource management in Sarmayeh Bank.
Methodolog: This research has been done with a mixed approach. The present study population consists of 12 senior managers of Sarmayeh Bank who have lived experience in human resource management. In the qualitative part of this study, in-depth semi-structured interviews were used to collect information. The identification of the unit of meaning (themes) began with the open coding of definitions (126 codes). After that, the themes were formatted as high level patterns as possible and provided the basis for the pattern explanation. Relationships between themes were identified through axial coding technique (50 codes). For coding (concept checking), we selected an open coding category and placed it as the main category or phenomenon at the center of the review process, and then linked the other categories to it. This made it possible to design an overall pattern. With selective coding, the main category emerged, which introduces the concept of sustainable human resource management. Initially, the components of sustainable human resource management were identified through literature and semi-structured interviews with experts. Finally, ten components were identified and in a quantitative part, a structural-interpretive model was developed to provide a sustainable human resource management model in Sarmayeh Bank using ISM. Is. In the interpretive structural modeling section, the views of 15 banking experts, researchers and human resource specialists were used to determine the relationships between the identified factors. Sampling was done by snowball method. It was then determined to identify the position of the identified components using a microcomputer based on penetration and dependence.
Findings: The results show that the structural interpretive model of Sarmayeh Bank can be presented in six levels, the most important of which is related to the policies and stratgies of the bank. Other identified components include empowerment development, agile environment, increased social responsibility, improved quality of life, elitism, digital alignment, continuous learning, improved performance, and improved working conditions. After the analysis, the system announces its report on the evaluation and classification of the variables. Out of a total of 83 evaluation relations in this matrix, 17 are 0 relations, which means that the factors did not affect each other, or were not influenced by each other. 13 relationships of number 1 showed low impact, 46 relationships of number 2 showed moderate impact and 24 relationships of number 3 showed strong impact. On the other hand, the matrix based on the statistical index with 2 data rotations has 100% utility and optimization, which indicates the high validity of the selected components. Mik mak's analysis showed that Sarmayeh Bank's human resource management system is an unstable system
Discussion and Conclusion: The bank's policies and strategies indicate the highest level, the first level (I). In Mick Mac analysis, this variable is in the category of target variables. These variables represent possible goals in the system rather than predetermined results. Increased social responsibility is the second level of structural-interpretive analysis, and in Mick Mac analysis was included in the group of influential variables, among which, often environmental or contextual variables can be found that strongly affect the system. These variables are not controllable by the system At the third level, three components of structural-interpretive analysis were identified, which include creating an agile environment, improving the quality of life and nurturing the elite. In Mick Mac analysis, creating an agile environment and improving the quality of life are in the group of risk variables and elitism are in the group of influential variables. In the fourth level of structural-interpretive analysis, the component of capability development was identified, which in Mick Mac analysis was included in the group of independent variables. In the fifth level of structural-interpretive analysis, three components were identified, which include continuous learning, performance improvement and working conditions, which in Mick Mac analysis, learning in the group of influential variables; Improvement of working conditions were in the group of target variables and performance improvement were in the group of regulatory variables. At the sixth level of structural-interpretive analysis, there is alignment with digital developments, which in Mikmak analysis was included in the group of risk variables, which shows that this component is one of the key variables for sustainable human resource management of Sarmayeh Bank. Consider and, if necessary, change its structure based on these developments.