شایستگی منابع انسانی: عاملی راهبردی در جهت بهبود عملکرد سازمان

نوع مقاله : پژوهشی

نویسندگان

1 استادیار،‌ دانشگاه شهید بهشتی، تهران

2 دانشجوی کارشناسی ارشد، دانشگاه علامه طباطبایی، تهران

چکیده

     امروزه سازمان ها به‌­منظور کسب مزیت رقابتی، ضمن به­‌کارگیری نگرش راهبردی نسبت به محیط پرتلاطم اطراف خود، به­‌دنبال عوامل مؤثر بر عملکرد خود بوده تا با شناسایی و سنجش میزان اثر آنها و تقویت این عوامل، بقای خود را تضمین نمایند. در همین راستا کیفیت سرمایة انسانی نقش حیاتی را در موفقیت سازمان ایفا می­‌نماید. هرچند که تعیین توانایی­‌ها و قابلیت کارکنان برای کسب این موفقیت کاری بسیار دشوار است. اما برخی سازمان­‌ها از مدل‌­های شایستگی منابع انسانی به­‌عنوان استراتژی منابع انسانی استفاده می­‌نمایند تا با به­‌کارگیری این مدل­‌ها در سیستم‌­های منابع انسانی، عملکرد خود را بهبود بخشند. مدل­‌های شایستگی به اجتماع دانش، مهارت­‌ها و قابلیت­‌ها و دیگر خصوصیاتی که برای عملکرد اثربخش در شغل، مورد نیاز هستند اشاره دارند. لذا این تحقیق با هدف بررسی مدل شایستگی کارکنان و تأثیر آن بر عملکرد سازمان به­دنبال ارائه راهکارهایی در این زمینه می‌­باشد. روش تحقیق، توصیفی و از نوع همبستگی (تحلیل رگرسیون) و جامعة آماری تحقیق مدیران و کارشناسان صنعت بانکداری می­باشند. برای جمع‌­آوری اطلاعات و داده­‌ها از مطالعات کتابخانه­‌ای و پرسشنامه به‌­عنوان ابزارهای انجام تحقیق استفاده شده است. داده‌­ها توسط روش همبستگی اسپیرمن و رگرسیون چندگانه و به­‌وسیلة نرم­‌افزار SPSS مورد تجزیه­‌و­تحلیل قرار گرفت. نتایج حاکی از آن است درصورت به­‌کارگیری مدل شایستگی کارکنان به­‌عنوان یک عامل راهبردی در سطح کلان، می‌­توان بهبود عملکرد سازمان را انتظار داشت.

کلیدواژه‌ها

عنوان مقاله [English]

HR Competencies: Strategic Factor in Improving Organizational Performance

نویسندگان [English]

  • Mohamma Ali Haghighi 1
  • Sare Ebrahimi 2
  • Hamidreza Ghasemi Banabari 2
1 Assistant Professor, Shahid Beheshti University, Tehran
2 MA student, Allameh Tabatabay University, Tehran
چکیده [English]

Today organizations to acquire Competitive advantage, while implementation of a strategic approach to the turbulent environment around them, following is the factors affecting their performance to identify and measure the effects of these agents and reinforcement, to ensure their survival. On the other quality of human resource plays a vital role in the success of the organization. However, determination the ability of staff for this success is often difficult. But some organizations HR competency model as a strategy for human resources are used to using these models in human resource systems, to improve their performance. Models of social competence, knowledge, skills and abilities, and other characteristics that are needed to function effectively on the job are. The aim of competency model is identify the optimal use of human resources and competencies in line with the organization's strategy. Therefore, this study aimed to assess the suitability of staff and its impact on organizational performance in this area is to provide solutions. Research methods, descriptive correlation (regression analysis) and statistical community managers and industry experts are banking. To collect data from library studies and questionnaires were used as research tools. Data by Spearman correlation and multiple regression method and were analyzed by Spss software. Results show that there are Correlation between the model results and the impact of competence and organizational performance.

کلیدواژه‌ها [English]

  • Competence
  • Competency Models
  • Performance

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فصلنامه مطالعات مدیریت راهبردی
دوره 5، شماره 19
آذر 1393
صفحه 15-37

فایل ها

سابقه مقاله

  • تاریخ دریافت: 10 دی 1392
  • تاریخ بازنگری: 22 خرداد 1398
  • تاریخ پذیرش: 15 اردیبهشت 1393

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