طراحی الگوی زنجیره تأمین منابع انسانی برای صنعت هسته ای
محورهای موضوعی : مدیریت(منابع انسانی)
مریم زرندی
1
(دانشجوی دکتری گروه مدیریت بازرگانی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی،تهران،ایران)
حامد دهقانان
2
(استادیار گروه مدیریت بازرگانی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران)
سعید صحت
3
(دانشیار گروه مدیریت بازرگانی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران)
سید مجتبی محمود زاده
4
(استادیار گروه مدیریت بازرگانی، دانشکده مدیریت و حسابداری ، دانشگاه علامه طباطبائی، تهران، ایران.)
کلید واژه: الگوی زنجیره تامین منابع انسانی, تامین منابع انسانی, برنامه ریزی منابع انسانی,
چکیده مقاله :
هدف این تحقیق طراحی و تبیین الگوی زنجیره تأمین منابع انسانی. برای صنعت هسته‌ای با استفاده از روش تحقیق ترکیبی همزمان (سه سونگری) است. برای رسیدن به این مهم ابتدا با بررسی ادبیات نظری در حوزه تأمین منابع انسانی و برنامه‌ریزی منابع انسانی به 213 مضمون اولیه دست یافتیم. در مرحله بعد با دسته‌بندی کدها و طی سه مرحله کدگذاری باز، محوری و انتخابی در نرم‌افزار مکس کیو دی ای، به این نتیجه رسیدیم که در الگوی زنجیره تأمین منابع انسانی شش مضمون اصلی وجود دارد که شامل: نیازسنجی سازمانی، برنامه‌ریزی منابع انسانی، استخدام و گزینش منابع انسانی، بهسازی منابع انسانی، ارزیابی عملکرد و حفظ و نگهداری منابع انسانی است.سپس با استفاده از روش دلفی فازی و تشکیل پانل از 15 خبره در دو دور، مؤلفه‌های نهایی در دو گونه شغلی این صنعت شناسایی و نتیجه گرفته شد الگوی زنجیره تأمین منابع انسانی برای صنعت هسته‌ای بین این دو گونه شغلی متفاوت است.
The purpose of the present study was to design a model of human resource supply chain in nuclear industry using simultaneous mixed method design (three-sided). To this end, initially, the researchers reviewed the pertinent theoretical literature in the field of human resource provision and human resource planning and identified 213 preliminary themes. In the next step, by categorizing the codes and through three stages of open, axial and selective coding using Max QDA software, it was revealed that there were six main themes in the human resource supply chain model, including: organizational needs analysis, human resource planning, hiring and selecting human resources, improving human resources, performance evalualuation and maintaining human resources. Then, using the Fuzzy Delphi method and forming a panel of 15 experts in two rounds, the final components in the two occupations of this industry were identified and it was concluded that the pattern of human resource supply chain in the nuclear industry is different between these two occupations.
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Mutsuddi, I. (2012). Supply chain model of HR unit function. Journal of Operations Management, 25, 573-580.
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Abtahi, S. H. (2004). Training and promotion of human capital, Poyandeh Publications, 1, 1-246. [In Persian].
Allen, D. A., M. & Brian, J. & Ernest, N. & Racer, M. (2013). The Human Supply Chain: Mapping and Modeling the Flow of Human Capital for Navy ‘Seabees’. Journal of Supply Chain and Customer Relationship Management, (Article ID 175961), 25(2), 25-28.
Armstrong, M. (2007). Strategic Human Resource Management: A Guide to Action. Publisher (A. Yazidi, Trans.): Cultural Research Office, 4,1-246. [In Persian].
Armstrong, M. (2009). A Handbook Of Human Resource Management Practice (11th Ed ed.). London: Kogan Page.
Danaeifard, H. E., Seyed Mojtaba (2007). Qualitative Research Strategies: A Reflection on Data Foundation Theorizing. Management Thought, 21-25, [In Persian].
David A. & DeCenzo, R. S., P. (2013). Fundamentals of Human Resource Management. 10th ed. United States of America(WILEY), 4(1), 117-208.
Dessler, G. (2002). Fundamentals of human resource management (A. P. S. M. Arabi, Trans.), Translate By Erabi, Mand Parsiyan, A. Tehran: Cultural Research Office, 1-448. [In Persian].
Haji Bozorgi, J. N., H. (2017). A survey of the relationship between human resource management practices and meritocracy (Case study in municipalities in the region). Quarterly journal of human resources research, Sixth year(120), [In Persian].
Handfield, R. B. a. N., E. L. (2002). Supply Chain Redesign: Transforming Supply Chains into Integrated Value Systems, Prentice-Hall. Upper Saddle River, NJ, 10-14.
Harrison, J., Lin, Z., Carroll, G. and Carley, K. (2007). Simulation modeling inorganizational and management research. Academy of Management Review(32), 1229-1245.
Hartmann, E., Feisel, E. and Schober, H. (2010). Talent management of western MNCs in China:balancing global integration and local responsiveness. Journal of World Business, 45(2), 169-178.
Harvey, M. G., Fisher, R., McPhail, R. and Moeller, M. (2013). Aligning global organizations’human capital needs and global supply-chain strategies. Asia Pacific Journal of HumanResources, 51(1), 4-21.
Kumar, S. (2003). Managing human capital supply chain in the Internet era. Industrial Management & Data Systems, 103(4), 227-237.
Menon, S. T. (2012). Human resource practices, supply chain performance, and wellbeing. International Journal of Manpower, 33(7), 769-785.
Mohammadpour, A. (2013). Qualitative research method (anti-method): Sociologists Publications, 1-416. [In Persian].
Mutsuddi, I. (2012). Supply chain model of HR unit function. Journal of Operations Management, 25, 573-580.
Sweeney, E. (2013). The people dimension in logistics and supply chain management – its roleand importance (R. a. T. in Passaro, A Ed.). Milan: Supply Chain Management: Perspectives, Issues and Cases, McGraw-Hill, 1-325.
