تعیین ابعاد تأثیرگذار بر جذب منابع انسانی در سازمان‌های دولتی در راستای تحقق بند 3 سیاست‌های کلی نظام اداری

نوع مقاله : علمی - پژوهشی

نویسندگان

1 دانشجوی دکتری، رشتۀ مدیریت دولتی، دانشکدۀ مدیریت و حسابداری، دانشگاه آزاد اسلامی واحد قزوین، قزوین، ایران

2 دانشیار، گروه مدیریت دولتی، دانشکدۀ مدیریت و حسابداری، دانشگاه آزاد اسلامی واحد علوم و تحقیقات، تهران، ایران

3 دانشیار، گروه مدیریت فناوری اطلاعات، دانشکدۀ مدیریت و حسابداری، دانشگاه آزاد اسلامی واحد علوم و تحقیقات، تهران، ایران

چکیده

هدف از این پژوهش کمک به تحقق بند سوم سیاست‌های کلی نظام اداری، ابلاغی مقام معظم رهبری، از طریق یافتن معیارهای اثرگذار بر جذب منابع انسانی توانمند، متعهد و شایسته، و پرهیز از اعمال‌نظرهای سلیقه‌ای و غیرحرفه‌ای برای سازمان‌های دولتی است. بدیهی است مدل این پژوهش با فراهم کردن زمینۀ جذب نیروی انسانی متخصص و شایسته، در دستیابی به توسعه‌یافتگی ــ که از اهداف سند چشم‌انداز 1404 کشور است ــ نیز مؤثر خواهد بود. به این منظور، با بهره‌گیری از چارچوب نظری تحقیق و گردآوری نظر بیست نفر از استادان و خبرگان مدیریت دولتی، مدیریت منابع انسانی و مدیران ارشد سازمان‌های دولتی، از طریق توزیع پرسش‌نامۀ ‌باز و به‌صورت حضوری، شاخص‌ها انتخاب شد. داده‌های کمّی تحقیق از طریق توزیع پرسش‌نامه در سطوح تخصصی سازمان اداری و استخدامی کل کشور، در جایگاه متولی امر استخدام در کل کشور، جمع‌آوری شد و تجزیه‌وتحلیل آماری داده‌های تحقیق با کمک نرم‌افزارهای اکسل (EXCEL)، لیزرل (Lisrel) و متلب (MATLAB)  و از طریق تحلیل عاملی و تحلیل شبکۀ فازی ـ عصبی تطبیقی (ANFIS) صورت گرفت. یافته‌های تحلیل عصبی ـ فازی اثرگذاری ابعاد و مؤلفه‌های پیش‌گفته بر جذب منابع انسانی را تأیید کرد و نشان داد بُعد عوامل سازمانی با کسب نمرۀ وزنی 892/0 بیشترین تأثیر را در جذب منابع انسانی برای سازمان‌هی دولتی داشت؛ بُعد شایستگی‌های فردی با کسب 653/0 در رتبۀ دوم و بُعد عوامل محیطی با کسب نمرۀ 404/0 در رتبۀ سوم قرار گرفت؛ بُعد عوامل شغلی با کسب نمرۀ 377/0 نیز کمترین تأثیر را در جذب منابع انسانی برای سازمان‌های دولتی داشت.

کلیدواژه‌ها

موضوعات


عنوان مقاله [English]

Determining the Effective Dimensions of Human Resources Recruitment Procedure for Public Organizations to Fulfill Public Administration General Policy (Clause Number 3)

نویسندگان [English]

  • Raha Noori Naeini 1
  • Gholamreza Memarzadeh Tehran 2
  • Mahmood Alborzi 3
1 PhD Candidate of Public Administration, Faculty of Management and Accounting, Islamic Azad University Qazvin Branch, Qazvin, Iran
2 Associate Professor, Department of Public Administration, Faculty of Management and Accounting, Islamic Azad University Science and Research Branch, Tehran, Iran
3 Associate Professor, Department of Information Technology Management, Faculty of Management and Accounting, Islamic Azad University Science and Research Branch, Tehran, Iran
چکیده [English]

The purpose of this research is to help to fulfill paragraph 3 of the general policies of the administrative system, announced by the Supreme Leader, through finding effective criteria for attracting capable, committed and competent human resources, and avoiding the application of discriminating and unprofessional opinions for government organizations. This research will be effective in achieving development, which is one of the goals of the vision document of 1404, by providing the basis for attracting skilled and competent human resources. For this purpose, by using the review of the related literature and gathering the opinions of twenty professors and experts of public administration, human resources management, and senior managers of government organizations, indicators were selected through the distribution of an open-ended questionnaire in person. The quantitative data of the research was collected through the distribution of questionnaires at the specialized levels of the administrative and employment organization of the country, which is in charge of the recruitment in the whole country. The statistical analysis of the research data was done through the application of adaptive neural-fuzzy inference system (ANFIS) with the help of Excel, Lisrel and MATLAB software. The findings of the neural-fuzzy analysis confirmed the impact of the previous components on the recruitment of human resources and showed that the organizational factors with a weighed score of 0.892 had the greatest impact on the recruitment of human resources for a government organization. The dimension of individual competencies ranked second with a score of 0.653, and the dimension of environmental factors ranked third with a score of 0.404; the job factors with a score of 0.377 also had the least effect on attracting human resources for a government organization.

کلیدواژه‌ها [English]

  • Recruitment
  • human Resource management
  • strategic human resource management
  • public administration general policies
  • Neuro-Fuzzy Interface System
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