مطالعه کیفی ردپای دیجیتال در مدیریت منابع انسانی

نوع مقاله: مقاله پژوهشی

نویسندگان

1 عضئ هیات علمی پردیس بین المللی کیش دانشگاه تهران

2 کارشناسی ارشد مدیریت اجرایی پردیس بین المللی کیش دانشگاه تهران

3 دانشیاز دانشگاه علوم انتظامی امین تهران ایران

چکیده

ردپای دیجیتال، اطلاعات ایجادشده و استفاده‌شده توسط هر رسانه‌ای را بازتاب می‌دهد که این اطلاعات می‌تواند در تصمیمات استخدامی استفاده شوند. هدف این تحقیق کیفی، فهم موضوعات کلیدی در کاربرد رسانه‌های اجتماعی آنلاین (برخط) مرتبط با استخدام و حفظ کارکنان است. برای این منظور 10 نفر از مدیران منابع انسانی که درگیر استخدام و بازنشستگی کارکنان بودند، به‌طور آگاهانه برای انجام مصاحبه دعوت شدندپژوهش حاضر از نوع کیفی و با رویکرد اکتشافی می باشد که از روش تحلیل مضمون برای استخراخ مفاهیم بهره می گیرد. ابزار گرد آوری داده ها مصاحبه های باز می باشد. 10 نفر از متخصصان فعال در حوزه منابع انسانی در جامعه آماری شرکت های فعال در صنایع برتر ، نمونه آماری این تحقیق را شامل می شود. نتایج این تحقیق به افزایش آگاهی از کاربرد ردپای دیجیتال توسط شرکت‌ها در زمینه تصمیمات مربوط به استخدام و حفظ کارمندان، منجر خواهد شد. اطلاع بیشتر کارفرمایان و کارکنان نسبت به این موضوع که داده‌های رسانه‌های اجتماعی ممکن است در تصمیمات استخدام و اخراج، مؤثر واقع شوند، می‌تواند به اقدامات انضباطی و برکناری کم‌تری منتهی شود.

کلیدواژه‌ها


عنوان مقاله [English]

A Qualitative Study of Digital Footprints in Human Resource Management

نویسندگان [English]

  • hasan boudlaie 1
  • behrooz keshavarz nik 2
  • yousef mohammadi moghadam 3
1 Member of the faculty of social sciences and behavioral affairs of the international campus of Kish University of Tehran
2 Master of Business Administration at Kish International Campus, University of Tehran
3 Associate Professor at Amin University of Medical Sciences, Tehran, Iran
چکیده [English]

The digital footprint reflects the information created and used by each media. It can be used in recruitment decisions. This qualitative research is intended to identify key issues in the application of online social media related to recruitment and employees protection. Hence, ten human resource managers involved in employees recruitment and retirement were intentionally chosen. They were asked to participate in the interview. This qualitative study follows an explorative approach, and applies theme analysis for identifying the concepts. Open interviews are employed for data collection. Ten specialist of human resource in the population of active companies in leading industries compose statistical sample of this research. The results of this study will lead to an increase in awareness of the use of digital footprint by companies relating to recruitment and decisions about employees. Rise of employers’ information about the fact that social media data can affect recruitment and dismissal decisions, would result in less disciplinary and discharge outcomes.

کلیدواژه‌ها [English]

  • digital footprint
  • online social media
  • human resource management

 

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