ارائه چهارچوب مدیریت منابع انسانی سازمان دوسوتوان

نوع مقاله: مقاله پژوهشی

نویسندگان

1 استادیار گروه مدیریت دانشگاه تهران

2 استادیار گروه مدیریت دانشگاه تهران

3 دانشجوی دکتری مدیریت منابع انسانی دانشگاه تهران

چکیده

بسیاری از پژوهشگران، باتوجه‌به دیدگاه مبتنی‌بر منابع، اذعان نموده­اند که مدیریت منابع انسانی، یکی از مهم‌ترین راه‌های حفظ مزیت رقابتی سازمان است. با افزایش فزاینده سرعت تغییرات محیطی، اتکا بر مزیت­های فعلی نمی­تواند موفقیت سازمان در آینده را تضمین نماید. باتوجه‌به نقش منابع انسانی در حفظ و ارتقای رقابت­پذیری سازمان­ها و همچنین اهمیت مدیریت منابع انسانی به‌عنوان یکی از مهم‌ترین منابع در دوسوتوانی سازمان­ها، مدیران باید چهارچوب و برنامه مشخص برای استفاده از این منبع مهم را دراختیار داشته باشند.در این پژوهش ما به‌دنبال ارائه چهارچوب مدیریت منابع انسانی سازمان دوسوتوان می­باشیم. روش تحقیق پژوهش حاضر، مطالعه موردی و شیوه تحلیل داده­ها، تحلیل تم است. ابزار گردآوری داده مصاحبه­های نیمه‌ساختاریافته با 18 نفر از خبرگان منابع انسانی سازمان موردمطالعه است که با استفاده از نمونه‌گیری هدف‌مند و گلوله­برفی انتخاب شده­اند. براساس یافته­های پژوهش و تحلیل­های انجام‌شده طبق تحلیل تم، 47 مؤلفه جهت چهارچوب مدیریت منابع انسانی سازمان­های دوسوتوان ساختاری و 27 مؤلفه جهت چهارچوب مدیریت منابع انسانی سازمان­های دوسوتوان زمینه­ای ارائه شد.



کلیدواژه‌ها


عنوان مقاله [English]

Designing Human Resource Framework for Ambidextrous Organizations

نویسندگان [English]

  • reza tahmasbi 1
  • azam mirzamani 2
  • mojtaba brumand 3
1 tehran university
2 tehran university
3 university
چکیده [English]

According to the resource-based approach, many researchers testify that human resource management is one of the most important process of maintaining the competitive advantage of the organizations. Given the increasing pace of environmental changes, organizations cannot rely on their present advantages to guarantee their success in the future. Concerning the role of human resource in maintaining and enhancing the competitive capabilities of organizations, along with the importance of human resource management as the most important basis for ambidextrous organizations, managers are supposed to have a specific framework and proper programs for employing this important resource. This research is aimed at providing a human resource management framework for ambidextrous organizations. The research is a case study whose data is analyzed on the basis of thematic analysis. The data collection tool includes a semi-structured interview containing 18 experts in human resource from the surveyed organization selected through purposeful and snowball sampling method. According to the findings of the research, and based on the theme analysis, 47 components are proposed for the framework of human resource management of ambidextrous organizations, as well as 27 components for the framework of human resource management for contextual ambidextrous organizations.

کلیدواژه‌ها [English]

  • human resources management
  • Ambidexterity
  • Contextual Ambidexterity
  • Structural Ambidexterity

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