طراحی مدل اجرای خط‌مشی‌های منابع انسانی در سازمان‌های دولتی ایران با تأکید بر 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، دانشکدۀ اقتصاد و مدیریت، دانشگاه آزاد اسلامی واحد علوم و تحقیقات، تهران، ایران

3 دانشیار، گروه مدیریت، دانشکدۀ اقتصاد و علوم اداری، دانشگاه علوم انتظامی امین، تهران، ایران

4 استاد، گروه مدیریت دولتی، دانشکدۀ مدیریت و حسابداری، دانشگاه علامه طباطبایی، تهران، ایران

5 استاد، گروه مدیریت، دانشکدۀ اقتصاد و علوم اداری، دانشگاه فردوسی مشهد، مشهد، ایران

چکیده

هدف از تحقیق حاضر طراحی مدل اجرای خط‌مشی‌های منابع انسانی در سازمان‌های دولتی با تأکید بر سیاست‌های کلی نظام اداری ایران است. این تحقیق به‌لحاظ هدف، کاربردی و به‌لحاظ روش، توصیفی و پیمایشی است. اطلاعات مورد نیاز از پانزده نفر از خبرگان استانداری خراسان رضوی به‌روش هدفمند گردآوری شد. جهت دستیابی به هدف مورد انتظار پژوهش، سه گام طراحی و اجرا شد: در گام اول، با مطالعۀ عمیق مبانی نظری و پیشینۀ تحقیق، 46 عامل مؤثر بر اجرای خط‌مشی‌های منابع انسانی به‌همراه ویژگی‌های ابهام و تضاد شناسایی و استخراج گردید؛ در گام دوم، با انجام مصاحبۀ اکتشافی، چهار عامل به مجموعۀ متغیرها افزوده و سپس عوامل با بیشترین اهمیت در اجرای خط‌مشی‌گذاری به‌روش دلفی فازی شناسایی شد. در ادامه این عوامل در شش عامل اصلی اثرگذار بر اجرای خط‌مشی منابع انسانی طبقه‌بندی گردید؛ در گام سوم، عوامل اصلی با استفاده از روش دیمتل فازی تجزیه‌وتحلیل شد و مدل اجرای خط‌مشی‌های منابع انسانی به‌دست آمد. نتایج تحلیل مدل نشان داد عوامل وابسته به خط‌مشی، شامل سیستم نظارت و ارزیابی، دانش و مهارت تدوین‌کنندگان خط‌مشی و تجربۀ تدوین‌کنندگان خط‌مشی، بیشترین اثرگذاری و هم‌زمان بیشترین تعامل با سایر عوامل را در مدل اجرای خط‌مشی‌های منابع انسانی داراست. همچنین عوامل محیطی مطلقاً علّی و عامل اجرای خط‌مشی مطلقاً معلول است.

کلیدواژه‌ها

موضوعات


عنوان مقاله [English]

Designing a Model for Implementing Human Resources Policies in Iran’s Governmental Organizations by Emphasizing on General Policies of the Administrative System

نویسندگان [English]

  • Mitra Mohamadzadeh Kalati 1
  • Gholamreza Memarzadeh Tehran 2
  • Mohammadjavad Kameli 3
  • Mir Ali Seyed Naghavi 4
  • Mostafa Kazemi 5
1 PhD Candidate of Public Management, Faculty of Management and Accounting, Islamic Azad University Qazvin Branch, Qazvin, Iran
2 Associate Professor, Department of Management, Faculty of Economics and Management, Islamic Azad University Science and Research Branch, Tehran, Iran
3 Associate Professor, Department of Management, Faculty of Economics and Administrative Sciences, Amin University of Law Sciences, Tehran, Iran
4 Professor, Department of Public Administration, Faculty of Management and Accounting, Allameh Tabatabai University, Tehran, Iran
5 Professor, Department of Management, Faculty of Economics and Administrative Sciences, Ferdowsi University of Mashhad, Mashhad, Iran
چکیده [English]

This study aims at designing a model for the implementation of human resources policies in government organizations with an emphasis on the general policies of Iran's administrative system. In terms of purpose and method, this research is practical and descriptive survey, respectively. The data was collected from experts of Khorasan Razavi Governorate purposefully. To achieve the expected aim of the study, three steps were designed and implemented: first, by scrutinizing the theories and the review of the related literature, 46 effective factors on the implementations of human resources policies and contradictions and ambiguity problems were identified and extracted; second, by conducting an exploratory interview, four factors were added to the set of variables, and by using fuzzy Delphi method, the most major factors in the implementation of policies were identified. After that, six main factors affecting the implementation of human resources policies were classified. Third, by using fuzzy Dimetal method, the main factors were analyzed, and the implementation model of human resources policies was obtained. According to the results, the factors related to the policy such as monitoring and evaluation system, the knowledge, and the experience of policy makers are the most effective ones; the human resources policy implementation model has the most interaction with other factors. Furthermore, the environmental and the policy implementation factors are cause and effect, respectively.

کلیدواژه‌ها [English]

  • Human resources policies
  • policy implementation
  • policy contradictions
  • policy ambiguities
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