تجارب مدیران سازمان تأمین اجتماعی از اثربخشی مدیریت منابع انسانی (رویکرد پدیدارشناسی )
محورهای موضوعی : مدیریت بازرگانی- بازرگانی
سید مسعود خلیلی
1
,
مهربان هادی پیکانی
2
,
رضا ابراهیم زاده دستجردی
3
1 - دانشجوی دکتری گروه مدیریت، واحد اصفهان (خوارسگان)، دانشگاه آزاد اسلامی، اصفهان، ایران.
2 - استادیارگروه مدیریت، واحد خوراسگان، دانشگاه آزاد اسلامی، اصفهان، ایران. (نویسنده مسؤول)
3 - استادیارگروه مدیریت، واحد خوراسگان، دانشگاه آزاد اسلامی، اصفهان، ایران.
کلید واژه: اثربخشی, مدیریت منابع انسانی, اثربخشی مدیریت منابع انسانی,
چکیده مقاله :
این پژوهش باهدف تحلیل تجربیات پدیدارشناختی اثربخشی مدیریت منابع انسانی در سازمان تأمین اجتماعی از طریق رویکرد پژوهش کیفی از نوع پدیدارشناسی و به روش تحلیل کلایزی داده‌ها، بامطالعه تجربیات مدیران ارشد سازمان تأمین اجتماعی صورت پذیرفت. جامعه آماری این پژوهش شامل کلیه مدیران سازمان تأمین اجتماعی ایران بوده و ابزار پژوهش، مصاحبه ساختاریافته مبتنی بر تشریک مساعی می‌باشد. روش نمونه‌گیری، نمونه‌گیری نظری و با در نظرگرفتن 7 معیار مشخص، اعضای نمونه انتخاب گردیدند. مصاحبه‌ها تا رسیدن به نقطه اشباع ادامه یافت و درنتیجه تعداد نمونه 12 نفر می‌باشد. یافته‌ها نشان داد عوامل مؤثر بر اثربخشی مدیریت منابع انسانی در سه بعد اصلی شامل: بعد ساختاری، بعد فرهنگی و بعد انسانی قابل‌تقسیم است و تمرکز به این عوامل موجب افزایش اثربخشی مدیریت منابع انسانی و به دلیل هم‌راستایی با اهداف کل سازمان موجب افزایش اثربخشی کل سازمان نیز خواهد شد.
This research was conducted with the aim of analyzing the phenomenological experiences of the effectiveness of human resource management in the social security organization. The research was conducted through the qualitative research approach of phenomenological type and using the Clayey method of data analysis, by studying the experiences of the senior managers of the Social Security Organization. The statistical population of the research included The all managers of the Social Security Organization. The research tool is a structured interview based on collaboration. Sampling method, theoretical sampling and considering 7 specific criteria, the sample members were selected. The interviews continued until the saturation point was reached The number of samples is 12 people. The findings showed that the factors affecting the effectiveness of human resources management are three main dimensions: The structural dimension , the cultural dimension and the human dimension. And focusing on these factors and their subgroup indicators can increase the effectiveness of human resources management and due to alignment with the goals of the entire organization, it will also increase the effectiveness of the entire organization.
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