طراحی چارچوب یکپارچه فرایندهای منابع انسانی مدل ۳۴۰۰۰ بر اساس رویکرد AMO

نوع مقاله : مقاله علمی پژوهشی

نویسندگان

1 استاد، گروه رهبری و سرمایه انسانی، دانشکده مدیریت، دانشگاه تهران، تهران، ایران.

2 استادیار، گروه رهبری و سرمایه انسانی، دانشکده مدیریت، دانشگاه تهران، تهران، ایران.

3 دکتری، گروه رهبری و سرمایه انسانی، دانشکده مدیریت، دانشگاه تهران، تهران، ایران.

چکیده

هدف: همیشه این دغدغه در میان مدیران ارشد وجود داشته است که سرمایه‌گذاری در حوزه منابع انسانی، چه تأثیرهایی روی عملکرد کسب‌وکار دارد تا جایی که محققان، ارتباط بین منابع انسانی و عملکرد را به جعبه سیاهی تشبیه کرده‌اند که هنوز، داخل آن به‌طور کامل کشف نشده است. افراد وقتی توانایی‌های خوبی دارند، سرشار از انگیزه می‌شوند، محیط کار آن‌ها فرصت‌هایی را برای مشارکت فراهم می‌کند و عملکرد بالایی دارند. به همین علت، در این پژوهش تلاش شده است که چارچوبی یکپارچه از ارتباط فرایندهای منابع انسانی مدل 34000 با ابعاد توانایی، انگیزه و فرصت‌های مشارکت ارائه شود تا به عملکرد بهتری از نتایج منابع انسانی و سازمانی بینجامد.
روش: فلسفه پژوهش رئالیست انتقادی، رویکرد پژوهش پس‌کاوی، راهبرد پژوهش مطالعه موردی چندگانه، روش گردآوری اطلاعات مصاحبه و بررسی مستندات و روش تحلیل داده‌ها از طریق تعقیب فرایند علّی است. بدین منظور سه سازمانی که در جایزه استاندارد 34000 رتبه‌های برتر را کسب کردند، به‌عنوان مطالعه موردی انتخاب شدند.
یافته‌ها: پس از بررسی، کدگذاری کیفی و تحلیل‌های صورت گرفته، 4 بُعد اصلی، شامل «بسترهای محیطی»، «عوامل فرصت‌زای سازمانی»، «عوامل تهدیدزای سازمانی» و «فرایندهای منابع انسانی» در قالب 6 تم فرعی و 27 مفهوم تبیین شد. هر یک از این ابعاد، اجزای مختلفی را دربرمی‌گیرد که روی ابعاد توانایی، فرصت و انگیزه تأثیرگذارند.
نتیجه‌گیری: در جمع‌بندی کلی می‌توان گفت که بسترهای سازمانی و محیطی، بر فرایندهای منابع انسانی تأثیرگذارند .فرایندهای توان‌زا عبارت‌اند از: شایسته‌سالاری تزئینی؛ شایسته‌گزینی؛ یادگیری تعاملی؛ یادگیری 180 درجه؛ مدیریت عملکرد کارکنان. فرایندهای انگیزه‌زا عبارت‌اند از: نظام پیشنهادها؛ تیم‌سازی؛ جبران خدمات کور؛ جبران خدمات عملکردگرا؛ مدیریت عملکرد کارکنان؛ ارزیابی عملکرد سوسیالیستی. در نهایت، فرایندهای فرصت‌زا عبارت‌اند از: نظام پیشنهادها؛ توسعه رهبری و رفتاری؛ اطلس دانشی؛ منابع انسانی هوشمند؛ گریدینگ شغل؛ گریدینگ شاغل؛ طراحی ساختار.

کلیدواژه‌ها

عنوان مقاله [English]

Designing an Integrated Framework for 34000 HR Processes Based on the AMO Approach

نویسندگان [English]

  • Arian Gholipor 1
  • Abbas Nargesian 2
  • Somayeh Zakerinia 3
1 Prof., Department of Leadership and Human Capital, Faculty of Management, University of Tehran, Tehran, Iran.
2 Assistant Prof., Department of Leadership and Human Capital, Faculty of Management, University of Tehran, Tehran, Iran.
3 PhD Candidate, Department of Public Administration, Faculty of Management, University of Tehran, Tehran, Iran.
چکیده [English]

Objective
This study mainly seeks to investigate the relationship between human resource processes and AMO (Ability, Motivation, and Opportunity) dimensions in order to design an integrated framework of 34000 standard human resource processes.
Methods
In this research, the philosophy of research is critical realism, the research approach is Retrodictive, the research strategy is multiple case studies and the method of data collection is through interviews and review of documents. For this purpose, three organizations that have taken the top ranks in the 34000 standard awards were selected as the research’s case studies.
Results
After reviewing, qualitative coding and analysis, 4 main roles including "environmental contexts", "organizational opportunistic factors", "organizational threatening factors" and "human resource processes" in the form of 6 sub-themes and 27 concepts were explained.
Conclusion
In general, it can be said that organizational and environmental contexts affect human resource processes and decorative meritocracy processes; selection based on merit; Interactive learning; 180 degree learning; Employee performance management are empowering and the suggestion system, team building, blind service compensation, performance oriented compensation, employee performance management, socialist performance appraisal are motivating and suggestion system, leadership and behavioral development, knowledge atlas, intelligent human resources, job grading and designing structure are opportunistic.

کلیدواژه‌ها [English]

  • AMO
  • 34000 model
  • Human resources processes

مراجع

احسانی، فوضیه (1389). ارزیابی عملکرد واحدهای منابع انسانی شرکت لوله و ماشین‌سازی ایران بر اساس مدل تعالی منابع انسانی. پایان‌نامه کارشناسی ارشد مدیریت آموزشی، دانشکده روان‌شناسی و علوم تربیتی دانشگاه تهران.
قلی­پور، آرین؛ محمد اسماعیلی، ندا و دبیر، افشین (1399). مدل34000 منابع انسانی. (جایزه 3400). (چاپ دهم)، تهران، انتشارات مهربان.
همایونفر، سیدمسعود (1384). منابع انسانی در جایزه ملی بهره‌وری و تعالی سازمانی. دومین کنفرانس توسعه منابع انسانی، تهران. دسترسی در آدرس: https://civilica.com/doc/25645
 
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مدیریت دولتی
دوره 14، شماره 4
1401
صفحه 531-553

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