Identification of the Desired Human Resources Capabilities Following Macro-Level and Task-Level Strategies Implementation Approach in the Social Security Organization of Kerman

الموضوعات :

Somayeh Poursoltani Zarandi ¹ , Malikeh Beheshtifar ² , Mohmmad Montazery ³ , Amin Nikpour ⁴

1 - PhD student in Public Management-Human Resource Management, Department of Management, Rafsanjan Branch, Islamic Azad University, Rafsanjan, Iran
2 - Department of Management, Rafsanjan Branch, Islamic Azad University, Rafsanjan, Iran
3 - Department of Management, Payame Noor University, Tehran, Iran
4 - Department of Management, Kerman Branch, Islamic Azad University, Kerman, Iran

تاريخ الإرسال : 20 الثلاثاء , ربيع الأول, 1443 تاريخ التأكيد : 28 الجمعة , رمضان, 1443 تاريخ الإصدار : 02 الأربعاء , ذو القعدة, 1443

الکلمات المفتاحية: Human Resources, strategic management, Capabilities, task-level strategy, macro-level strategy,

ملخص المقالة :

Human resources are the most valuable asset of an organization. Effective use of organizational resources is contingent upon the quantitative and qualitative monitoring of human resources. Accordingly, the present study aimed at identifying the desired capabilities of human resources following macro- and task-level strategies implementation approach in the Social Security Organization of Kerman. In this research, a survey method was applied. The statistical population of the study includes leading experts in the field of HR audit. A total sample of 10 people was selected using purposive (Non-probability) sampling. Following a literature review and expert survey, the indicators related to the desired capabilities and skills required to implement task-level and macro-level strategies were identified and presented in the form of 14 concepts and 95 indicators. Content Validity Index (CVI) of the questionnaire (0.79 < CVI) was confirmed. Then, the designed questionnaire was delivered to the selected sample (n=10). Data analysis was conducted based on the present and desired state mean scores measured by single-round Fuzzy Delphi, Triangular Fuzzy Numbers, and Center of Gravity Method. The findings revealed that in all indicators, there was a gap between the present state and the desired one. The respective gap was observed to be higher in some indicators (e.g., judgment and decision-making, human resource empowerment skill, strategic human resource management, leadership, and corrective actions) and narrower in some others (e.g., educational needs assessment, concentration, time management, skills to use the required computer hardware and software, professional independence).

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