طراحی مدل جذب و به‌کارگیری نخبگان در نظام اداری ایران در راستای تحقق 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 استاد، گروه مدیریت دولتی، دانشکدۀ مدیریت، دانشگاه علامه طباطبائی، تهران، ایران

3 استاد، گروه مدیریت صنعتی، دانشکدۀ مدیریت و اقتصاد، دانشگاه تربیت مدرس، تهران، ایران

چکیده

یکی از مسائل حساس و مهم در سازمان‌ها جذب و به‌کارگیری نیروی انسانی است. عدم به‌کارگیری نیروهای نخبه که خروج  و به‌تبع مهاجرت نخبگان علمی را در پی دارد، در کشورهای در‌حال‌توسعه مانند ایران به‌تعبیری هدررفت سرمایه به‌شمار می‌آید. از آنجا که نیروهای انسانی، به‌خصوص نیروهای نخبه، سرمایه‌ای منحصر‌به‌فردند، قابل کپی‌برداری نیستند و عاملی برای رقابت‌پذیری در سازمان‌ها به‌شمار می‌آیند، در این پژوهش به مسئلۀ عدم جذب و به‌کارگیری نخبگان در کشور پرداخته شد. هدف از این پژوهش جلوگیری از خروج نخبگان با  ارائۀ مدلی برای جذب و به‌کارگیری این طبقه در نظام اداری ایران است. روش پژوهش کیفی است و اعتباریابی عوامل با استفاده از دلفی فازی انجام شده است. نتیجۀ پژوهش نشان داد با اعتباریابی 25 عامل تأییدشده، مدل جذب نخبگان در نظام اداری ایران با هدف کسب ترکیب بهینۀ دو دسته از عوامل ویژگی‌های سازمان و ویژگی‌های نخبگان طراحی شد. 

کلیدواژه‌ها

موضوعات


عنوان مقاله [English]

Designing a Model for Attracting and Employing Elites in the Iranian Administrative System to Implement the General Policies

نویسندگان [English]

  • Sakineh Kheibarian 1
  • Sayed Mehdi Alvani 2
  • Adel Azar 3
  • MirAli Seyed Nagavi, 2
1 PhD Candidate of Public Administration, Faculty of Management and Accounting, Islamic Azad University Qazvin Branch, Qazvin, Iran
2 Professor, Department of Public Administration, Faculty of Management, Allameh Tabatabai University, Tehran, Iran
3 Professor, Department of Industrial Management, Faculty of Management and Economics, Tarbiat Modares University, Tehran, Iran
چکیده [English]

One of the most important issues in organizations is attracting human resources. Not recruiting the elites results in their brain drain which is a human resource waste in developing countries such as Iran. As human resources such as elites are unique and competitive for organizations, this study aims to delve into the reasons why they are not recruited. This study tried to suggest a model for the prevention of brain drain so that they would be employed in the administrative system of the country. The research method is qualitative and the validity was confirmed through Fuzzy Delphi. The results indicated that the validity of 25 factors was confirmed, and the model for attracting elites in the administrative system of Iran, aiming productivity organizational and elite features, was constructed.

کلیدواژه‌ها [English]

  • Model of recruitment
  • human resources
  • brain drain
  • fuzzy Delphi
  • flexibility
Abbaspour, A. (2008). Advanced human resources management. Tehran: Samt. (Persain)
Abbaspour, A. (2010). A study on attracting and involving human resources: a strategic approach. Human Resources Journal of NAJA, 5(19). (Persain)
Abdoli, L. (2015). Analyzing effective factors of brain drain. International Conference on Science and Engineering, Dubai, 2015. (Persain)
Afjeh, A., & Saleh Ghafari, A. (2013). Effective factors for maintaining and withdrawing knowledge-based staff: the case of Jahad University in Tehran. Journal of Cultural Strategies, 6(21), 79-112. (Persain)
Alvani, M. (2012). Decision making and government policy. Tehran: Samt. (Persain)
Alvani, M. (2016). Public management. Tehran: Ney. (Persain)
Azar, A. (2020). Statistics and its application in management. Tehran: Samt. (Persain)
Azar, A., & Farjami, H. (2016). Fuzzy management science. Tehran: Mehraban Press. (Persain)
Beine, M., Docquier, F., & Rapoport, H. (2002). Brain drain and LDCs growth: winners and losers. CADRE University of Hille, France.
Carrington, W., & Detragiache, E. (1999). International migration and the brain drain. The Journal of Social, Political and Economic Studies, 24, 163-171.
Caruth, D. L., Caruth, G. D., & Pane, S. S. (2009).  Staffing The Contemporary   Organization: A Guide to Planning, Recruiting, and Selecting for Human.
Castles, S., & Loughna, S. (2002). Trends in asylum migration to industrialized countries: 1990-2001. UNU-WIDER Discussion Paper
2003/31.
Daft, R. L. (1983). Learning the craft of organizational research. Academy of Management Review, 8(4), 539-546.
Danayifard, H., & Emami, M. (2007). Qualitative research strategies: a focus on grounded theory. Strategic management thought, 1(2). (Persain)
De Cenzo, D. A., & Robbinz, S. P. (2002). Human Resource Management. (7th ed.). New York: John Wiley & Sons, Inc.
Deconinck, James B., & Dean Stilwell, C. (2004). Incorporating organizational justice, role states, pay satisfaction and supervisor satisfaction in a model of turn over intentions. Journal of Business Research, 225-231.
Deghati, A., & Mohammadi, M. (2017). The context for attracting human resources in Birjand medical university. Public Management Research, 10(37), 157-175. (Persain)
Doayi, H., & Borjali, Sh. (2010). The relationship between organizational perceived supported and job withdrawal. Public Management Prospect, 3, 63-77. (Persain)
Domo and Frimpong. (2017). In a study on banks in Ghana.
El-Goully, F., & Wahba, W. (2006). Proposing a competence–based model for recruiting entry-level directors in egyptian multinational pharmaceutical companies. Paper presented at the UFHRD International conference on HRD research and practice across Europe; 2006 May 31; University Forum for Human Resource Development, The UFHRD.
Europe; 2006 May 31; University Forum for Human Resource Development, The UFHRD.
Faraparuje (2019). Practical studies on human resources development of elits and brain drain prevention. Retrieved from: http://faraproje.ir/4732 (Persain)
Gholipour, A. (2011). Human resources management: concepts, theory, and practice. Tehran: Samt. (Persain)
Häder, M., & Häder, S. (1995). Delphi und Kognitionspsychologie: Ein Zugang zur theoretischen Fundierung der Delphi-Methode. ZUMA Nachrichten, 19(37), 8-34.
Hair Jr, J. F., Sarstedt, M., Hopkins, L., & Kuppelwieser, V. G. (2014). Partial least squares structural equation modeling (PLS-SEM): an emerging tool in business research. European Business Review.
Ishikawa, A., Amagasa, M., Shiga, T., Tomizawa, G., Tatsuta, R., & Mieno, H. (1993). The max-min Delphi method and fuzzy Delphi method via fuzzy integration. Fuzzy Sets and Systems, 55(3), 241-253.
Kumar, A. (2014). Competency-based Human Resource Management for the Indian Civil Service. Training Division Department of Personnel & Training Old JNU Campus New Delhi-110067 India.
Madueke, Ch. V., & Emerole, I. Ch. (2017). Organizational culture and employee retention of selected commercial banks in anambra state. Saudi Journal of Business and Management Studies, 2, 244-252.
Mansouri, R. (1994). Scientific development in Iran. National Committee of UNESCO in Iran. (Persain)
Manvarian, A., Peivasteh, A., Vaezi, S., & Khoshchehreh, M. (2017). A model of recruiting elites in university environment: the case of professor in Tehran university. Public Management in Management Faculty of Tehran University, 9(3), 463-488. (Persain)
Mirkamali, M., Hajkhazimeh, M., & Ebrahimi, S. (2015). Factors of maintaining human resources and some suggestions: the case of staff in engineering faculty of Tehran Pardis University. Development and Expansion Management, 7(22), 9-18. (Persain)
Mirsepasi, N., Gholamzadeh, D., Rashidi, M., & Sanatigar, H. (2010). A pathological study of attracting and maintaining elites: the case of national oil of Iran. Human Resources Management in Oil Industry, 4(11), 7-40. (Persain)
Mirzayi, H., Mojalal, M., & Beikzadeh, J. (2015). Identifying and prioritizing the effective factors of maintaining human resources in law enforcement of eastern Azarbaijan province. Human Resources of NAJA, 39. (Persain)
Motaharinezhad, H. (2017). Attracting human resources based on qualification. Journal of Human Resources Management of Emam Hossein University, 9(1), 21-49. (Persain)
Najafi, M., & Lotfi, F. (2018). A pathological study of job security and employment in legal system of Iran. Law Assistant, 2(8). (Persain)
Rajabpour, A. (2018). Retrieved from: https://payamesmi.com/personnel-recruitment-criteria/ (Persain)
Remonkevi, L. (2020). Research in sociology (translated into Farsi by Abdolhossein Nikgohar). Tehran: Totia Press. (Persain)
Rezaeeian, A., Kazem Sadayi, M., Ghareche, M., & Hajikarimi, A. (2018). Identifying the attraction and maintenance of human resources in banking industry. Public Management Prospects, 9(35), 15-38. (Persain)
Sarafraz, A., Memarzadeh Tehran, Gh., & Hamidi, N. (2019). A model for keeping elites in domestic organizations. Human Resources Management in Law Enforcement, 7(1), 55-82. (Persain)
Teymouri, N., Rangriz, H., Abdolahi, B., & Rezazeinabadi, H. (2018). Prioritizing the effective factors of attracting human resources and providing a suitable model for qualification. Research in Human Resources Management, 10(1), 75-100. (Persain)
Vafayinezhad, M., Heidari Gorji, A., & Nadighara, A. (2013). Analyzing the effective factors of survival and maintenance of staff in deputy of management and resources management in medical university. Process Management, 1(1). (Persain)
Wirba,V. A. (2017). The recruitment, selection and retention practices by family owned small and medium size enterprises (FOSMEs) in Cameroon. American Journal of Business, Economics and Management, 5(1), 1-12.
Zakersalehi, Gh. (2007). A meta-analysis on studies conducted on attracting elites and preventing them from immigration. Sociology in Iran, 8(1), 113. (Persain)