طراحی مدل زنجیره تأمین منابع انسانی ناب: پژوهشی کیفی مبتنی بر نظریه داده‌بنیاد

نوع مقاله : پژوهشی کیفی

نویسندگان
زهرا سلگی 1
حجت وحدتی 2
سید نجم الدین موسوی 2
امیرهوشنگ نظرپوری 2
1 دانشجوی دکتری، گروه مدیریت دولتی، گرایش منابع انسانی، دانشکده مرکزی، دانشگاه لرستان، خرم-آباد، ایران.
2 دانشیار، گروه مدیریت، دانشکده مرکزی، دانشگاه لرستان، خرم‌آباد، ایران.
چکیده
هدف: نظر به نوظهور‌بودن مفهوم رویکرد ناب درزمینه منابع انسانی، پژوهش بالا با هدف واکاوی مبحث زنجیره تأمین منابع انسانی ناب انجام گرفت.

روش: این پژوهش با تکیه بر مبانی فلسفی مکتب تفسیرگرایی، پژوهشی کیفی مبتنی بر نظریه داده‌بنیاد است. جامعه آماری پژوهش شامل مدیران ارشد، میانی و کارشناسان وزارت تعاون، کار و رفاه اجتماعی و خبرگان دانشگاهی بود که تعداد 19 نفر با استفاده از روش نمونه‌گیری هدفمند به‌عنوان اعضای نمونه آماری انتخاب شدند. شناسه‌های مدل زنجیره تأمین منابع انسانی ناب با استفاده از مصاحبه نیمه‌ساختاریافته جمع‌آوری شدند و با استفاده از روش کدگذاری سه مرحله‌ای استراوس و کوربین تحلیل شدند (252 مفهوم کلیدی،43 زیرمقوله و 25 مقوله اصلی).

یافته‌ها: بر‌اساس یافته‌های پژوهش، مفهوم منابع انسانی ناب به‌عنوان پدیده محوری انتخاب شد. شرایط علّی در قالب دو دسته عوامل محیطی و سازمانی جای گرفتند و پنج مقوله اصلی برنامه‌ریزی پیشگیرانه مدیریت تقاضا، کارامدی منابع جستجو، کارامدی ارزیابی و غربال‌گری، آماده‌سازی بدو استخدام و کارآمدی نظام جانشین‌پروری به‌عنوان راهبرد انتخاب شدند. ویژگی‌های شخصی مدیران، ارزیابی اثربخشی منابع انسانی جذب‌شده، قابلیت استخدام‌پذیری کاندیدا به‌عنوان مداخله‌گر تقویت‌کننده و روابط غیرقانونی، عدم اطمینان محیطی، فشار زمانی جهت استخدام، ناکارآمدی‌های نظام مدیریت دولتی به‌عنوان مداخله‌گر تضعیف‌کننده شناسایی شدند. درجه نابی فرهنگ سازمانی، ایفای نقش استراتژیک واحد منابع انسانی، قابلیت انعطاف و انطباق‌پذیری مدیران، ثبات مدیریت، مدیریت کارراهه شغلی و دسترسی و محدودیت منابع سازمان به‌عنوان عوامل زمینه و بسترساز زنجیره تأمین منابع انسانی ناب تعیین شدند. درنهایت پیامدهای دستیابی به زنجیره تأمین منابع انسانی ناب در سه سطح خرد، میانی و کلان تعیین شدند.
کلیدواژه‌ها
زنجیره تأمین
منابع انسانی
رویکرد ناب
نظریه داده‌بنیاد

موضوعات

عنوان مقاله English

Designing Lean Human Resource Supply Chain Model: Qualitative research based on grounded theory

نویسندگان English

Zahra Solgi 1
hojat vahdati 2
Seyednajmedin Mousavi 2
Amir Hooshang Nazarpoori 2
1 Ph.D. Student of management, Department of Business Management, Lorestan University, Khorramabad, Iran.
2 Associate Professor, Department of Business Management, Lorestan University, Khorramabad, Iran.
چکیده English

Purpose: Due to the emergence of the lean approach concept in human resources, this research was conducted with aim of analyzing the issue of lean human resource supply chain.

Methodology: Relying on philosophical foundations of pragmatism school, this research is a qualitative study based on grounded theory. The statistical population of the study consisted of senior managers, middle managers and experts of the Ministry of Cooperation, Labor and Social Welfare and academic experts. 19 individuals were selected by purposeful sampling as statistical sample members. Lean human resource supply chain model identifications were collected using semi-structured interviews and analyzed using Strauss and Corbin's three-step coding method (252 key concepts, 43 subcategories, and 25 main categories).

Findings: Based on the findings of the study, lean human resource supply was selected as the pivotal phenomenon. Causal conditions were categorized into two categories of environmental and organizational factors, and the five main categories of preventive demand management planning, efficiency of search resources, efficiency of evaluation and screening, recruitment preparation and succession system efficiency. Selected strategy title, personal characteristics of managers, evaluating the effectiveness of absorbed human resources, the employability of the candidate as a reinforcement intervener and illegal relationships, environmental uncertainty, time pressure for employment, and the inefficiencies of the public management system were identified as mitigating interventions. Organizational culture, strategic role of HR unit, managers' flexibility and adaptability, management stability, career management and accessibility, and the organization's resource constraints were identified as lean human resource supply chain strategies. Finally, the implications of the lean human resource supply chain were divided into three levels: micro, middle and macro.

کلیدواژه‌ها English

Supply Chain
human resources
Lean Approach
Grounded Theory
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پژوهش های مدیریت منابع سازمانی
دوره 10، شماره 2
آبان 1399
صفحه 95-122