تدوین الگوی توسعه فردی منابع انسانی و تبیین نقش آن در عملکرد سازمانی (مورد مطالعه : سازمان تامین اجتماعی تهران)

ﭘﮋوﻫﺶ ﺣﺎﺿﺮ ﺑﺎ ﻫﺪف ﻃﺮاﺣﯽ اﻟﮕﻮی ﺗﻮﺳﻌﻪ ﻓﺮدی ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ و ﺗﺒﯿﯿﻦ ﻧﻘﺶ آن در ﻋﻤﻠﮑﺮد ﺳﺎزﻣﺎﻧﯽ اﻧﺠﺎم ﺷﺪه اﺳﺖ. اﯾﻦ ﭘﮋوﻫﺶ از ﻧﻮع ﺗﺤﻘﯿﻘﺎت ﮐﺎرﺑﺮدی ﻣﯽ ﺑﺎﺷﺪ ﮐﻪ از روش آﻣﯿﺨﺘﻪ از ﻧﻮع اﮐﺸﺘﺎﻓﯽ ﺑﻪ ﻋﻨﻮان روش ﭘﮋوﻫﺶ اﺳﺘﻔﺎده ﮐﺮده اﺳﺖ. ﺟﺎﻣﻌﻪ آﻣﺎری اﯾﻦ ﭘﮋوﻫﺶ در ﺑﺨﺶ ﮐﯿﻔﯽ ﺷﺎﻣﻞ 16 ﻧﻔﺮ از ﻣﺘﺨﺼﺼﺎن ﺗﻮﺳﻌﻪ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ و ﻣﺪﯾﺮان ﺳﺎزﻣﺎن ﺗﺄﻣﯿﻦ اﺟﺘﻤﺎﻋﯽ ﺑﻮد و در ﺑﺨﺶ ﮐﻤﯽ از 351 ﻧﻔﺮ از ﮐﺎرﮐﻨﺎن ﺳﺎزﻣﺎن ﺗﺄﻣﯿﻦ اﺟﺘﻤﺎﻋﯽ ﺑﻪ ﻋﻨﻮان ﻣﺸﺎرﮐﺖ ﮐﻨﻨﺪﮔﺎن اﺳﺘﻔﺎده ﺷﺪ. از روش ﻧﻤﻮﻧﻪ ﮔﯿﺮی ﻫﺪﻓﻤﻨﺪ در ﺑﺨﺶ ﮐﯿﻔﯽ و از روش ﻧﻤﻮﻧﻪ ﮔﯿﺮی ﺗﺼﺎدﻓﯽ ﺳﺎده در ﺑﺨﺶ ﮐﻤﯽ اﺳﺘﻔﺎده ﺷﺪ. اﺑﺰار ﺟﻤﻊ آوری داده ﻫﺎ در ﺑﺨﺶ ﮐﻤﯽ ﺷﺎﻣﻞ ﻣﺼﺎﺣﺒﻪ ﻧﯿﻤﻪ ﺳﺎﺧﺘﺎرﯾﺎﻓﺘﻪ و در ﺑﺨﺶ ﮐﻤﯽ ﺷﺎﻣﻞ ﭘﺮﺳﺸﻨﺎﻣﻪ ﻋﻤﻠﮑﺮد ﺳﺎزﻣﺎﻧﯽ ﻫﺮﺳﯽ و ﮔﻠﺪاﺳﻤﯿﺖ و ﭘﺮﺳﺸﻨﺎﻣﻪ ﻣ ﺤﻘﻖ ﺳﺎﺧﺘﻪ ﺗﻮﺳﻌﻪ ﻓﺮدی ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺑﻮد. ﺑﺮای ﺗﺠﺰﯾﻪ و ﺗﺤﻠﯿﻞ داده ﻫﺎ در ﺑﺨﺶ ﮐﯿﻔﯽ از ﻧﺮم اﻓﺰار nvivo11 و در ﺑﺨﺶ ﮐﻤﯽ از ﻧﺮم اﻓﺰار lisrel و spss19 اﺳﺘﻔﺎده ﺷﺪ. روش ﺗﺠﺰﯾﻪ و ﺗﺤﻠﯿﻞ داده ﻫﺎ ﺷﺎﻣﻞ روش داده ﺑﻨﯿﺎد(ﮐﺪﮔﺬاری ﺑﺎز، ﻣﺤﻮری و اﻧﺘﺨﺎﺑﯽ) در ﺑﺨﺶ ﮐﯿﻔﯽ و روش ﺗﺤﻠﯿﻞ ﻣﺴﯿﺮ، ﻫﻤﺒﺴﺘﮕﯽ ﭘﯿﺮﺳﻮن و رﮔﺮﺳﯿﻮن ﻫﻤﺰﻣﺎن ﺑﺮای ﺑﺨﺶ ﮐﻤﯽ ﺑﻮد. ﻧﺘﺎﯾﺞ اﯾﻦ ﭘﮋوﻫﺶ در ﺑﺨﺶ ﮐﯿﻔﯽ ﻣﻨﺠﺮ ﺑﻪ ﺷﮑﻞ ﮔﯿﺮی اﻟﮕﻮی ﺗﻮﺳﻌﻪ ﻓﺮدی ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ در ﺳﺎزﻣﺎن ﺗﺄﻣﯿﻦ اﺟﺘﻤﺎﻋﯽ ﺗﻬﺮان ﺷﺪ و در ﺑﺨﺶ ﮐﻤﯽ اﺛﺮ اﻟﮕﻮ ﺑﺮ ﻋﻤﻠﮑﺮد ﺳﺎزﻣﺎﻧﯽ ﻣﻮرد ﺑﺮرﺳﯽ ﻗﺮار ﮔﺮﻓﺖ ﮐﻪ ﻧﺘﺎﯾﺞ آن ﺣﺎﮐﯽ از ﺗﺄﺛﯿﺮ ﻣﺜﺒﺖ اﻟﮕﻮی ﺗﻮﺳﻌﻪ ﻓﺮدی ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺑﺮ ﻋﻤﻠﮑﺮد ﺳﺎزﻣﺎﻧﯽ ﺑﻮد. ﯾﺎﻓﺘﻪ ﻫﺎی اﯾﻦ ﭘﮋوﻫﺶ ﻣﯽ ﺗﻮاﻧﺪ دﻻﻟﺖ ﻫﺎی ﮐﺎرﺑﺮدی و ﻋﻤﻠﯿﺎﺗﯽ در راﺳﺘﺎی ﺗﻮﺳﻌﻪ ﻓﺮدی ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ و ﺑﻬﺒﻮد ﻋﻤﻠﮑﺮد ﺳﺎزﻣﺎﻧﯽ در ﺳﺎزﻣﺎن ﺗﺄﻣﯿﻦ اﺟﺘﻤﺎﻋﯽ اراﺋﻪ ﻣﯽ دﻫﺪ.

Designing an Individual Human Resources Development Plan and Elaboration of its Role in the Organizational Performance (Case Study: Social Security Organization, Tehran Branch)

The study is of the basic-applied research type that uses a combined exploratory research method. The study population is comprised of 16 human resources development experts and social security organization’s managers in the qualitative section and 351 staff members working in social security organization as the study sample volume in the quantitative section. Purposive sampling was the method of choice in the qualitative section and simple randomized sampling was utilized in the quantitative part. The data collection instrument was semi-structured interviews in the qualitative section and Heresy and Goldsmith’s organizational performance questionnaire and a researcher-constructed human resources development questionnaire in the quantitative section. To analyze the data in the qualitative section, use was made of NVivo11 in the qualitative section and SPSS19 was employed in the quantitative section. The data analysis method included a qualitative grounded theory method (open, pivotal and selective coding) and Pearson correlation and simultaneous regression in the quantitative section. The study results resulted in the formation of an individual HR development pattern in the qualitative section for Tehran’s social security organization; in the quantitative section, the effect of the pattern on the organizational performance was investigated and the results signified the positive effect of the individual HR development on the organizational performance. The present study’s findings can offer applied and operational implications in line with individual HR development and organizational performance improvement in social security organization.