ماتریس توسعۀ منابع انسانی فهم دوسویگی عاملیت و ساختار در توسعۀ منابع انسانی

نوع مقاله : مقاله علمی پژوهشی

نویسندگان

1 دانشجوی دکتری مدیریت منابع انسانی، دانشکده مدیریت و اقتصاد، دانشگاه تربیت مدرس.

2 استاد گروه مدیریت دانشکده مدیریت و اقتصاد، دانشگاه تربیت مدرس، تهران، ایران.

3 استاد گروه مدیریت دانشکده مدیریت، دانشگاه تهران، تهران، ایران.

4 دانشیار گروه مدیریت دانشکده مدیریت و اقتصاد، دانشگاه تربیت مدرس، تهران، ایران.

چکیده

این پژوهش با هدف فهم ویژگی‌های عاملیت فعال/منفعل نسبت به توسعۀ منابع انسانی و ساختار حمایتگر/غیرحمایتگر از توسعۀ منابع انسانی، درصدد ارائۀ نوعی نظریۀ توصیفی (از نوع گونه‌شناسی‌ها) در توسعۀ منابع انسانی با عنوان «ماتریس توسعۀ منابع انسانی» است. در این پژوهش ویژگی‌های عاملیت فعال/منفعل و ساختار حمایتگر/غیرحمایتگر از توسعۀ منابع انسانی با روش‌شناسی فن وقایع حساس، شناسایی و به کمک روش تحلیل تِم، مقوله‌بندی و تحلیل شدند. سپس با کاربست نظریۀ ساخت‌یابی گیدنز، دربارۀ نقش دوسویۀ عاملیت و ساختار در توسعۀ منابع انسانی بحث شد. مأخذ گردآوری اطلاعات در این پژوهش، مصاحبه و پیشینۀ پژوهشی و مشارکت‌کنندگان آن، مدیران شرکت مپنا و خبرگان حوزۀ توسعۀ منابع انسانی بودند. 279 تِم‌ پدیدارشده در 8 مصاحبه و بررسی 27 پژوهش برای عاملیت به شکل قیاسی در سه بعد شناختی، هیجانی و رفتاری و 427 تِم پدیدارشده از همین تعداد مصاحبه و 41 پژوهش برای ساختار در 10 بعد حمایت‌های رفتاری ـ ادراکی، فرایندی ـ رویه‌ای، برنامه‌ای، تشکیلاتی، شغلی، فرهنگی، فناورانه، سیستمی، مالی و زمانی، دسته‌بندی شدند. در نهایت، چهار وضعیت سازمانی قابل پیش‌بینی در ماتریس توسعۀ منابع انسانی و ویژگی‌های هر وضعیت، بیان شد.

کلیدواژه‌ها


عنوان مقاله [English]

HRD Matrix: Understanding the Duality of Structure and Agency in Human Resource Development

نویسنده [English]

  • Ali Asghari Sarem 1
1 Ph.D. Candidate in Human Resource Management.
2
3
4
چکیده [English]

Achieving to human resource development (HRD) goals is depend on to match human and organization through learning. But there is a question, how we can match them and what is the role of agency and structure in this process? The purpose of this paper is to present a typology model in HRD. In this paper, the features of agency and structure of HRD, by using critical incident technique, were identified. Participants were consisted of Mapna company managers. The “HRD Matrix” have two dimensions or two strategic refrence points. In this paper we will identify four status in the HRD matrix that is created by these two strategic refrence point. The last but not least, we will explain and understand the duality of structure and agency in HRD.

کلیدواژه‌ها [English]

  • Agency and Structure
  • Critical Incident Technique
  • Human Resource Development Matrix
  • Mapna Company
  • Theory of Structuration
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