مدل کیفی و داده بنیاد از توسعه استعداد آموزگاران (مطالعه موردی: معلمان دوره ابتدایی شهر اردبیل)

پیشرفت سازمان های امروزی منوط به رشد و توسعه نیروی انسانی آن‌هاست در این راستا، رهبران سازمانی به دنبال مدیریت بهینه استعدادهایشان هستند. ازاین‌رو، پژوهش حاضر با هدف طراحی و ارائه الگوی توسعه استعداد معلمان دوره ابتدایی در شهر اردبیل با رویکرد کیفی و مبتنی بر طرح نظام‌مند اشتراوس_کوربین (1998) انجام شد. جامعه آماری شامل معلمان نمونه سه سال اخیر، مدیران، خبرگان آموزش‌وپرورش و اساتید دانشگاه می‌باشد که از طریق روش نمونه‌گیری هدفمند با 20 نفر از آنان مصاحبه به عمل آمد. داده‌ها با استفاده از مصاحبه نیمه ساختاریافته جمع‌آوری شد و به روش کدگذاری باز، محوری و انتخابی تجزیه‌وتحلیل گردید. یافته‌های پژوهش نشان داد که «شایستگی استعدادها» به‌عنوان پدیده محوری؛ عوامل مدیریتی و عوامل سازمانی در قالب عوامل علی؛ مدیریت عملکرد به‌عنوان راهبرد؛ استراتژی سازمانی تحت عنوان عوامل زمینه‌ای؛ مدیریت مدرسه محور به‌عنوان عامل مداخله‌گر و پیامدهای توسعه‌سازمانی و توانمندی فردی معلمان عناصر الگوی ارائه‌شده را تشکیل دادند. طبق نتایج این تحقیق، آموزش‌وپرورش می‌تواند از طریق ارتقای شایستگی معلمان و بکارگیری مدیریت عملکرد به تعالی سازمانی دست یابد.

qualitative and data base model of teachers’ talent development (case study: ardabil primary school teachers)

organizational managers seek to discover and implement the best management practices, and talent management is a suitable option to help them. the implementation of the talent management process in organizations means that organizations must identify their competent and talented employees (talent identification), take development measures such as providing training and experience opportunities for these talents (talent development) and finally can have these talents. for long-term programs (talent retention). talent development is one of the main and important dimensions of talent management, which is related to measures such as appreciation and compensation of services, providing training and experience opportunities, mapping career path, developing the capacity and individual and collective capabilities of employees, and so on. talent development by emphasizing program development, selection, and implementation of a development strategy for all organizational talents, it ensures that the organization has enough talent now and in the future to achieve its strategic goals. therefore, managers must have a specific management strategy and development plans, because the task of creating a suitable platform for training and development of organizational talents is the responsibility of managers. in this regard, attention and investment to improve the competencies, talents, skills and abilities of employees, competent management, development of correct and needs-based program, development of content-oriented content and the accurate implementation of these programs to achieve employee development is recommended. in education, despite the fact that this institution has different conditions than commercial organizations, but in the field of attracting, retaining and developing talents, empowering and strengthening the skills of teachers, there is competition. it can be said that the success of educational organizations depends on the level of talent and their development, and the failure of these organizations is due to their poor leadership and management. it should be noted that the growth and development of societies is due to changes in their educational system and a fundamental change in the country’s educational system requires the effective use of resources and facilities, proper use of organizational talents and the development of these talents. lack of self-specific talent model on the one hand and lack of awareness of the conditions and reality in the education organization on the other hand has led to the failure of talent management planning in this organization.