طراحی مدل مدیریت استعداد مبتنی بر تنوع (رویکرد داده بنیاد)
محورهای موضوعی : الگوهای مدیریت استعداد سرمایه های انسانی
ندا شکوری
1
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علی شیرازی
2
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فریبرز رحیم نیا
3
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آذر کفاش پور
4
1 - دانشگاه فردوسی مشهد
2 - دانشگاه فردوسی مشهد
3 - دانشگاه فردوسی مشهد
4 - دانشکده علوم اداری و اقتصادی
کلید واژه: مدیریت استعداد, نیروی کار متنوع, داده بنیاد,
چکیده مقاله :
یکی از جدیدترین رویکردها در بحث مدیریت استعداد، در نظر گرفتن موضوعات تنوع در آن میباشد. با توجه به جدید بودن ترکیب این دو مفهوم، هدف این پژوهش ارایه مدلی از مدیریت استعداد است که موضوع تنوع در آن لحاظ گردیده است. لذا با استفاده از روش داده بنیاد و رویکرد گلیزر مدل جامع استخراج گردید. با روش نمونه گیری هدفمند، مصاحبه‌هایی نیمه ساختاریافته با 26 نفر از مدیران شرکتهای مهندسی مشاوره در صنعت برق، تا رسیدن به اشباع نظری انجام شد. نرم افزار مورد استفاده برای کدگذاری داده ها Maxqda نسخه 10 بوده است.. طبق مدل به دست آمده، فرایند اصلی با عنوان مدیریت استعداد مبتنی بر تنوع شناخته گردید که شامل چهار فرایند، همگرایی استراتژیک، جذب، توسعه و به کارگیری استعداد متنوع میباشد. علل اصلی شامل: سبک رهبری و تغییر ترکیب جمعیت شناختی نیروی کار، عوامل همبسته به علل شامل: باور مدیر به عدم تبعیض، فرهنگ سازمانی، عوامل اقتصادی، شایستگی اقلیتها، ویژگیهای فردی مدیر و ذهنیت مدیر از مدیریت استعداد مبتنی بر تنوع ، بستر مطالعه شامل: محیط رقابتی، مدیریت تعارض و باورهای مثبت در اقلیت ، اقتضائات شامل: عوامل حاکمیتی، ماهیت وظیفه، سرمایه سازمان، حافظه سازمانی، ساختار سازمان، فناوری و مهارتهای ارتباط فردی، عوامل میانجی شامل: عدالت سازمانی، خلاقیت سازمانی، سرمایه روانشناختی به دست آمد. نتایج نیز در سه دسته نتایج فردی، سازمانی و فراسازمانی (اجتماعی) طبقه بندی گردیدند.
One of the newest approaches in the discussion of talent management is to consider the issues of diversity in it. Given the novelty of combining these two concepts, the aim of this study is to provide a model of talent management in which the issue of diversity is considered. Therefore, the comprehensive model was extracted using the Grounded theory method and the glaser approach. With the purposeful sampling method, semi-structured interviews were conducted with 26 managers of consulting engineering companies in the electricity industry, until theoretical saturation was achieved. The software used to encode the data was Maxqda version 10. According to the model, the main process was known as diversity-based talent management, which includes four processes: strategic convergence, recruitment, development and the use of diverse talent. The main reasons include: leadership style and changing the demographic composition of the workforce, factors related to the causes include: manager's belief in non-discrimination, organizational culture, economic factors, minority competence, manager's personal characteristics and manager's mentality of talent management based on Diversity, context of study including: competitive environment, conflict management and positive beliefs in the minority, requirements including: governance factors, nature of task, organizational capital, organizational memory, organizational structure, technology and personal communication skills, mediating factors including: organizational justice, Organizational creativity, psychological capital was obtained. The results were classified into three categories: individual, organizational and extra-organizational (social) results
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