مدیریت دیجیتال منابع انسانی، رهیافتی برای خلق چابکی سازمانی در بخش دولتی در عصر اقتصاد دیجیتال (مورد مطالعه: شبکه بانک‌های دولتی کشور ایران)

نوع مقاله : مقاله علمی پژوهشی

نویسندگان

1 استادیار، گروه علوم اجتماعی و رفتاری، پردیس بین‌المللی کیش، دانشگاه تهران، کیش، ایران.

2 دانشجوی دکتری، گروه مدیریت بازرگانی، پردیس بین‌المللی کیش، دانشگاه تهران، کیش، ایران.

3 دانشجوی کارشناسی ارشد، گروه مدیریت کسب‌وکار، دانشکده مهندسی صنایع، دانشگاه خواجه نصیرالدین طوسی، تهران، ایران.

4 استادیار، گروه مدیریت دولتی، دانشگاه پیام نور، تهران، ایران.

چکیده

هدف: دیجیتالی‌شدن و چابکی، ویژگی اقتصاد گیگ است، از این رو، ضرورت پرداختن به تحول دیجیتال و چابکی سازمانی، در بخش دولتی هم‌پای بخش خصوصی آشکار شده است؛ اما سؤال بسیار مهم این است که بخش دولتی تا چه حد خود را برای تحول دیجیتال، به‌عنوان رهیافتی نوین در جهت اعتلای قابلیت‌های سازمان‌های عمومی، به‌ویژه برای مدیریت کارکنان آماده کرده است؟ هدف از اجرای این پژوهش کیفی، ارائه مدل دیجیتال مدیریت منابع انسانی در بخش دولتی با هدف ایجاد تناسب با عصر دیجیتال است.
روش: به‌منظور اجرای پژوهش، از طریق مصاحبه نیمه‌ساختاریافته با 36 نفر از خبرگان بخش منابع انسانی در شبکه بانک‌های دولتی (8 بانک) و با استفاده از روش نمونه‌گیری هدفمند، داده‌ها گردآوری شد.
یافته‌ها: یافته‌های پژوهش حاضر به تشکیل 4 مضمون فراگیر انجامید که عبارت‏اند از: معماری دیجیتال، اکوسیستم دیجیتال، پیشرانه‌‌های مدیریت دیجیتال منابع انسانی و پیامدهای مدیریت دیجیتال منابع انسانی.
نتیجه‌گیری: نتایج پژوهش حاضر نشان داد که مدیریت دیجیتال منابع انسانی در بخش دولتی، به‌منظور تحول به‌سمت چابک‌سازی در اقتصاد گیگ، امری ضروری و حتمی است و مدیریت دیجیتال منابع انسانی، به‌عنوان نوعی استراتژی نوآورانه و اجتناب‌ناپذیر، باید در کانون توجه سازمان‌های دولتی قرار گیرد؛ زیرا چابکی شبکه بانکداری در بخش دولتی را ارتقا می‌دهد و تحول و گذار به اقتصاد دیجیتالی را تسهیل می‌کند.

کلیدواژه‌ها

عنوان مقاله [English]

Digital Human Resource Management: An Approach to Creating Organizational Agility in the Public Sector in the Digital Economy Era (A Study on the Public Sector Banking Network in Iran)

نویسندگان [English]

  • Hasan Boudlaie 1
  • Mohammadhosein Kenarroodi 2
  • Hamed Ebadi 3
  • Akbar Bahmani 4
1 Assistant Prof. Department of Social and Behavioral Sciences, Kish International Campus, University of Tehran, Kish, Iran.
2 Ph.D. Candidate, Department of Business Management, Faculty of Social and Behavioral Sciences, Kish International Campus, University of Tehran, Kish, Iran.
3 MSc. Student, Department of Business Administration, Faculty of Industrial Engineering, Khajeh Nasir Toosi University, Tehran, Iran.
4 Assistant Prof., Department of Public Administration, Payame Noor University, Tehran, Iran.
چکیده [English]

Objective: Digitalization and agility are the dominant features of the gig economy. Therefore, it is crucial to consider digital transformation and organizational agility in both the public and private sectors. The level of preparedness of the public sector for the digital transformation as a new approach to employee management and enhancement of the capabilities of public sector organizations is also of high significance. This relatively new concept includes the use of web-based technologies to optimize processes and create better results in human resource management (HRM). The purpose of the present qualitative research was to present a model for digital HRM in the public sector to fit in the digital era.
Methods: Qualitative research method was used to conduct the present study. To achieve the research objective, data was collected through semi-structured interviews with 36 human resource experts in the public banking network (including 8 banks), who were selected using the purposive sampling method.
Results: The findings of this study consisted of 4 comprehensive themes, 15 organizing themes, and 58 basic themes, which were obtained in three stages of coding. The comprehensive themes were digital architecture, digital ecosystem, the drivers of digital HRM, and the digital HRM outcomes.
Conclusion: The obtained results indicated that the public sector requires digital HRM to create agility in the gig economy. As an innovative and inevitable strategy, public sector organizations need digital HRM to improve their agility of the public sector banking network and facilitate the transformation and the transition to the digital economy. Unfortunately, there is currently a major weakness in the knowledge and practice of digital HRM in the public sector. The present study considered this issue and some new concepts that have not been mentioned in the existing literature.

کلیدواژه‌ها [English]

  • Digital architecture
  • digital ecosystem
  • drivers of digital HRM
  • digital HRM outcomes
  • public sector

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مدیریت دولتی
دوره 13، شماره 4
1400
صفحه 766-785

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