شناسایی و مدلسازی شایستگی‌های نیروی انسانی برای تحقق هم‌رقابتی در زنجیره تأمین بهداشت و درمان

نوع مقاله : پژوهشی اصیل

نویسندگان
اسماعیل مزروعی نصرآبادی 1
زهرا صادقی آرانی 1
ابوالفضل صادقی آرانی 2
1 گروه مدیریت کسب و کار، دانشکده علوم مالی، مدیریت و کارآفرینی، دانشگاه کاشان، کاشان، ایران.
2 مدیریت خدمات بهداشتی و درمانی، بیمارستان سیدالشهدا، دانشگاه علوم پزشکی و خدمات بهداشتی درمانی کاشان، کاشان، ایران.
چکیده
در سال‌های اخیر، هم‌رقابتی یا همکاری با رقبا موردتوجه کسب‌وکارها قرار گرفته است. در تمامی بخش‌های زنجیره تأمین بهداشت و درمان نیز از راهبرد هم‌رقابتی به‌منظور جبران کمبودهای تجهیزاتی، زیرساختی، نیروی انسانی و مواد اولیه استفاده می‌شود. این رویکرد که به‌طور فزاینده‌ای در محیط‌های کسب‌وکار پیچیده و پویای امروزی به آن توجه شده است، نیازمند دارابودن شایستگی‌های ویژه در منابع انسانی است تا بتواند شرایط پیچیده و متغیر بازار را مدیریت کنند. تاکنون در زمینه شایستگی‌های نیروی انسانی در هم‌رقابتی پژوهشی صورت نگرفته است. این پژوهش در دو مرحله با رویکرد آمیخته و جامعه آماری متشکل از خبرگان دانشگاهی و تجربی انجام شد. در مرحله اول با مصاحبه‌های نیمه‌ساختاریافته و تحلیل مضمون به شناسایی 30 شایستگی نیروی انسانی برای هم‌رقابتی پرداخته شد که در هفت دسته «شایستگی شخصیتی»، «شایستگی‌های دانشی»، «شایستگی ارتباطی»، «شایستگی اخلاقی»، «شایستگی وظیفه‌ای»، «شایستگی امنیتی» و «شایستگی تصمیم‌گیری» دسته‌بندی شدند. در مرحله دوم به‌منظور بررسی روابط بین شایستگی‌ها، از پرسش‌نامه محقق ساخته و مدل ساختاری تفسیری فراگیر فازی استفاده شد. نتایج مدلسازی نشان می‌دهد که «شایستگی شخصیتی» و «شایستگی اخلاقی» بنیادی‌ترین شایستگی‌ها به‌شمار می‌آیند که سایر شایستگی‌ها از آن نشأت می‌گیرند. در سطح بعدی «شایستگی‌های دانشی»، «شایستگی ارتباطی» و «شایستگی تصمیم‌گیری» قرار گرفته‌اند که اهمیت بالاتری نسبت به سایر شایستگی‌ها دارند. بر‌اساس یافته‌های پژوهش باید زمان جذب نیروی انسانی به شایستگی‌های شخصیتی و اخلاقی توجه شود و با آموزش‌های زمان خدمت به تقویت شایستگی‌های دانشی، ارتباطی و تصمیم‌گیری پرداخت.
کلیدواژه‌ها
شایستگی نیروی انسانی
هم‌رقابتی
زنجیره تأمین بهداشت و درمان
مدلسازی ساختاری تفسیری فراگیر فازی

موضوعات

عنوان مقاله English

Identifying and modeling human resources competencies to achieve coopetition in the healthcare supply chain.

نویسندگان English

Esmaeil Mazroui Nasrabadi 1
Zahra Sadeqi-Arani 1
Abolfazl Sadeqi-Arani 2
1 Assistant Professor, Department of business management, Faculty of Financial Science, Management and Entrepreneurship, University of Kashan, Kashan, Iran.
2 MSc in healthcare management, Seyed al-Shohda Hospital, Kashan University of Medical Sciences and Healthcare Services, Kashan, Iran.
چکیده English

In recent years, coopetition—the collaboration between competitors—has gained significant attention from businesses. Within the healthcare supply chain, coopetition strategies are employed to address shortages in equipment, infrastructure, human resources, and raw materials. This approach is increasingly relevant in today’s complex and dynamic business environments and requires specific human resource competencies to effectively manage changing market conditions. However, there has been a lack of research on these competencies in this particular context. This study was conducted in two stages using a mixed-methods approach, with a statistical population comprising academic and industry experts. In the first stage, semi-structured interviews and thematic analysis identified 30 competencies related to human resources in coopetition. These competencies were categorized into seven groups: "personality competencies," "knowledge competencies," "communication competencies," "ethical competencies," "task competencies," "security competencies," and "decision-making competencies". In the second stage, a researcher-made questionnaire and a fuzzy total interpretive structural model were used to explore the relationships among these competencies. The results indicate that "personal competence" and "ethical competence" are foundational competencies from which other competencies arise. Following these, "knowledge competencies," "communication competencies," and "decision-making competencies" hold greater significance than the others. Based on these findings, it is essential to prioritize personality and ethical skills in human resource recruitment, while enhancing knowledge, communication, and decision-making abilities through in-service training.

کلیدواژه‌ها English

Human Resource Competencies
Co-opetition
healthcare supply chain
Fuzzy Total Interpretive Structural Modeling
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پژوهش های مدیریت منابع سازمانی
دوره 14، شماره 4
اسفند 1403
صفحه 81-103