راهبردهای تاب‌آورسازی منابع انسانی

نوع مقاله : پژوهشی اصیل

نویسندگان
اسماعیل مزروعی نصرآبادی 1
غزاله جان نثاری 2
1 استادیار، گروه مدیریت و کارآفرینی، دانشکده علوم انسانی، دانشگاه کاشان، کاشان، ایران.
2 کارشناسی ارشد، مدیریت کسب و کار، گروه مدیریت و کارآفرینی، دانشکده علوم انسانی، دانشگاه کاشان، کاشان، ایران.
چکیده
شناسایی، کاهش و مقابله با ریسک­های منابع انسانی برای تعالی سازمان ضروری است. هدف از این پژوهش شناسایی، تحلیل و ارائه راهبردهایی به‌منظور مقابله با ریسک­ها در یکی از سازمان­های دولتی استان اصفهان است. مطالعه حاضر به‌صورت آمیخته انجام شده و در این پژوهش با استفاده از روش‌های FMEA و FAAO راهبردهای تاب­آوری ارائه شده و عدد تاب­آوری به‌صورت کمّی محاسبه شده است. جامعه آماری این پژوهش خبرگان منابع انسانی است و باتوجه‌به محدودیت جامعه آماری تمامی کارمندان به‌عنوان نمونه انتخاب شده­اند. کلیه ریسک­ها با استفاده از مطالعه ادبیات پژوهش و مصاحبه عمیق با خبرگان بدست آمده و در نهایت مصاحبه­ها با روش تحلیل مضمون کدگذاری شده­اند. در مرحله اول این پژوهش، 34 ریسک شناسایی شدند و از بین آنها 10 ریسک مهم­تر انتخاب شده و راهبردهای مقابله با آنان ارائه گردید؛ سپس به‌منظور بازیابی، 3 ریسک: ابتلا به بیماری بلندمدت، عدم رضایت شغلی کارمندان و خروج تجربه و مهارت بدون ثبت تجربه (انتقال) انتخاب و در مجموع 9 راهبرد برای بازگشت به حالت قبل از وقوع ریسک و یا مطلوب­تر از آن ارائه شد. میزان تاب­آوری بخش منابع انسانی این سازمان قبل از وقوع ریسک 0.66 و بعد از وقوع ریسک 0.84 بدست آمده است.
کلیدواژه‌ها
ریسک
ریسک منابع انسانی
مدیریت ریسک
راهبرد
تاب‌آوری

موضوعات

عنوان مقاله English

Human Resource Resilience Strategies

نویسندگان English

Esmaeil Mazroui Nasrabadi 1
Ghazale Jannesari 2
1 Assistant Professor, Department of Management, Faculty of Humanities, University of Kashan, Kashan, Iran.
2 Master graduate, Department of Management, Faculty of Humanities, University of Kashan, Kashan, Iran.
چکیده English

Identifying, mitigating, and confronting human resources risks is essential for organizational excellence. This study aims to identify, analyze, and provide strategies to deal with risks in one of the government organizations in Isfahan province. The present study is mixed, where the resilience strategies are presented using FMEA and FAAO methods, and the number of resilience is calculated quantitatively. The statistical population of this study is human resource experts. Due to the limitations of the statistical society, all employees were selected as samples. All risks were obtained through the study of research literature and in-depth interviews with experts. The interviews were coded using thematic analysis. In the first phase of this study, thirty four risks were identified, and among them, ten most significant risks were selected, and strategies for dealing with them were presented. In order to retrieve, three risks were selected: long-term illness, staff dissatisfaction, and exit of experience and skill without experience transfer. A total of nine strategies were presented to return to the pre-risk state or more desirable. The resiliency ratio of the organization’s human resources department was 0.66 before the occurrence of risk and 0.84 after the occurrence of the risk.

کلیدواژه‌ها English

risk
human resource risk
Risk management
Strategy
Resilience
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پژوهش های مدیریت منابع سازمانی
دوره 11، شماره 3
آذر 1400
صفحه 119-149