شناسایی و اولویت‌بندی اقدامات کارآمد مدیریت منابع انسانی در شرایط بحران با استفاده از رویکرد ترکیبی ANP و DEMATEL

نویسندگان
1 استادیار دانشگاه پیام نور، تهران، ایران
2 دانشجوی دکتری مدیریت بازرگانی گرایش استراتژیک، مرکز تحصیلات تکمیلی پیام نور تهران، ایران
چکیده
در شرایط بحران اقتصادی انتظار می‌رود که مدیران منابع انسانی نقش عقلایی و فعالی در تبدیل بحران به فرصت ایفا کنند. براساس مطالعات، مدیران منابع انسانی مجموعه اقدامات مختلفی را برای مقابله با بحران بکار می‌گیرند که به‌طور عمده نگاه کوتاه‌مدت داشته و به جای تسهیل دستیابی به مزیت رقابتی پایدار، تنها اجرای استراتژی‌های کاهشی را پشتیبانی می‌کند که آثار منفی بر روحیه و انگیزه کارکنان خواهد داشت.
بنابراین با هدف شناسایی اقدام‌های کارآمد و اولویت‌دار با رویکرد مدیریت استراتژیک، ضمن بررسی مبانی نظری موضوع، اقدامات کارآمد شناسایی و پس از مصاحبه با 36 مدیر ارشد اجرایی، اقدامات پیشنهادی به‌وسیله گروه تصمیم‌گیری 8 نفره مورد بازنگری قرار گرفته و 14 اقدام در قالب 5 گروه دسته‌بندی شد. نظر به آنکه اتخاذ تصمیم در‌خصوص یک اقدام بر اثربخشی سایر اقدام‌ها نیز اثرگذار خواهد بود، به منظور تعیین اولویت اقدام‌های پیشنهادی با هدف تحقق مدیریت استراتژیک منابع انسانی از روش ANP و DEMATEL استفاده شد که در‌نتیجه «ارتباطات و افشای اطلاعات» به‌عنوان اولین اقدام شناسایی و پس از آن «توانمندسازی مدیران برای بحران» و «توسعه منابع انسانی» به ترتیب در رتبه‌های بعدی قرارگرفتند تا از این طریق هم استراتژی‌های کوتاه‌مدت (انعطاف‌پذیر) و هم بلند‌مدت (ساختارسازی مجدد) پشتیبانی شوند. اقداماتی چون «کاهش نیروی انسانی» و «مدیریت هزینه پرسنل» که به‌عنوان شایع‌ترین اقدامات مدیران منابع انسانی می‌باشد، براساس نتایج این پژوهش زمانی کارآمد خواهند بود که پس از سایر اقدام‌ها بکار گرفته شوند.
کلیدواژه‌ها

عنوان مقاله English

Identifying and Prioritizing Efficient Measures of Human Resource Manager in Crisis Using Combined ANP and DEMATEL Approaches

نویسندگان English

mohammad mahdi parhizgar 1
nima rahmani 2
1 Associated Professor, Payam Noor University, Tehran, Iran
2 PhD. student of Business Administration, Payam Noor Graduate Center, Tehran, Iran
چکیده English

In Economic crisis conditions, it is expected that human resource managers play a rational role to change these conditions to opportunities. According to studies, HR managers utilize a set of different measures to confront crisis, which mainly has a short-term glance. These measures are instead of achieving Sustainable Competitive Advantage and turning the crisis into an opportunity, so it just supports the implementation of retrenchment strategy and will have negative effects on staff motivation. Considering literature and aimed to identifying the efficient and prioritized measures with respect to strategic HRM, efficient measures were identified. After interviewing 36 executives, the measures were revised by an eight-person decision-taking group. As a result 14 measures were classified in 5 main groups. Since making decisions to utilize one action will also affect the effectiveness of other actions, and in order to specify priorities of suggestive measures to meet SHRM, the use of DEMATEL and ANP approach was adopted. As a result, “Communications and Information Disclosure” was identified as first measures and “Empowerment of Managers for Crisis” and “Human Resource Development” ranked second and third. Thus both short and long term strategy cloud be supported. measures as “Work Force Reduction” and “Personnel Cost Management”, which have been identified as the most prevalent measures of HR managers, were specified as the last suggestive measures in this study.

کلیدواژه‌ها English

HRM efficient measures
economic crisis
ANP
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