طراحی مدل استقرار نظام مدیریت استعداد در مدارس با استفاده از رویکرد مدل سازی ساختاری تفسیری

پژوهش حاضر با هدف طراحی مدل مدیریت استعداد در مدارس انجام پذیرفته است. این پژوهش بر پایه پژوهش آمیخته و به صورت کیفی و کمی در پارادایم قیاسی استقرایی انجام پذیرفته که از نظر هدف، کاربردی و از حیث ماهیت و روش، توصیفی پیمایشی است. جامعه آماری پژوهش کارشناسان آموزش و پرورش و مدیران مدارس مقطع متوسطه شهرستان خرم‌آباد هستند که با استفاده از روش نمونه‌گیری هدفمند اعضای نمونه آن انتخاب شده‌اند. در این پژوهش داده‌های کیفی و کمی به ترتیب با استفاده از نرم‌افزار atlas.ti و matlab برای آماده‌سازی داده‌ها جهت انجام مدلسازی با استفاده از رویکرد ismبکار گرفته شده است. نتایج پژوهش نشان دهنده آن است که وجود نظام کارآمد مدیریت استعداد در مدارس مستلزم تدوین چشم‌انداز و نگرش مبتنی بر استعداد پروری است. از این رو سازمان آموزش و پرورش باید حین استخدام، خزانه‌های استعدادی تشکیل دهد که از طریق آن بتواند افراد با استعداد را بر اساس نوع تخصص مورد‌نیاز به راحتی شناسایی و به استخدام مدارس درآورد. باید توجه داشت که افراد باید با توجه به نوع استعدادشان در تخصص‌های مرتبط قرار گیرند. بر اساس مدل پژوهش مدارس باید این افراد را با فعالیت‌های اساسی خود درگیر کنند و آن‌ها را در فرآیند برنامه ریزی و تصمیم گیری خود دخالت داده و از طرف دیگر برای آن‌ها برنامه ریزی مسیر شغلی مناسب را انجام دهد تا فرصت رشد و تعالی سازمانی و فردی به صورت تواٌمان برای مدارس و افراد با استعداد بوجود آید.

Human resource talent management model designing in schools with using interpretive structural modeling approach

Today, talented employees are improving the performance of organizations. Talented human resources are the most valuable asset for the organization. So that they are the main factor for survival and success in organizations. In fact, talent management is a hidden tool for talent acquisition. In today’s leading global organizations, the management of the discovery and development of employee who have core competencies and leads to superior organizational performance is done through a process called talent management. Talent management involves the processes of recruiting, identifying, and retaining employees who have the the best abilities and core competencies and contribute to the organization’s quality improvement. in fact, schools are no exception; if the education system is based on talent management, and the teachers and staff of the school are recruited and selected using the talent management process, schools will be more efficient and effective in achieving their goals and education system will go a step further. According to what was said, The purpose of this study was to design a model for establishing talent management system in schools using interpretive structural modeling approach. This research is based on a mixed and qualitative and quantitative research. The present study in terms of purpose is applied and in terms of nature and method is descriptive research. The statistical population of the study is the education experts and high school employees in Khorramabad city. The samples selected by purposeful sampling method. In this study for data gathering, semistructured interviews and questionnaires were used. The validity and reliability of the interviews were confirmed by CVR coefficient and KappaCohen test, respectively, and the validity and reliability of the questionnaire were confirmed by content validity and Cronbach’s alpha. In this study, qualitative and quantitative data were used. Qualitative data by Atlas.ti Were analyzed and quantitative data  with Matlab software prepare for modeling using ISM approach. In this study, to identify the dimensions of talent management, semistructured interview method was used. For help to review, the literature of research in related fields were used. In addition, in quantitative part and in presenting the final ISM model with the help of education experts and high school principals, the relationship between dimensions was analyzed using interpretive structural modeling method and finally the model of talent management was developed. The results show that there is an efficient talent identification system, talent pool formation, recruitment of specialized employees, staff acceptance of specialized skills and knowledge, engaging talented people in basic activities, school talent development policy, identification Talent and development of their talents, school succession planning, career path planning for talents, compensation of talented staff, participation of talented people in planning and decision making, explaining organization vision and attitude on talent development, matching the talent of employees with their expertise, accountability of the organization for talented people, put talented people in key posts and opportunities for growth and development for employees are the most important components of talent management in schools. Therefore, in describing the model developed in the present study, it should be noted that the existence of an effective talent management system in schools requires the development of a talentbased perspective and attitude. Therefore, the Department of Education should set up talent pools during recruitment so that it can easily identify and recruit schools according to the type of expertise needed. It should be noted that individuals should be in the related specialties depending on the type of their talent. According to the research model, schools should engage these people with their core activities and involve them in their planning and decisionmaking process, and, on the other hand, provide appropriate career path planning to provide opportunities for them. In this way, the organization can provide the opportunity for both individual and organizational growth and excellence for schools and talented individuals. As can be seen, human resource talent management has no consequence other than the excellence of the organization and individuals. The present study proposes to the Education Organization to implement the HRM system in schools by using appropriate talent development policy and successor planning in the organization. In order to implement the above proposal, it is recommended that the Department of Education review the vision and attitude of the schools and place the vision and attitude of the schools on the basis of talent development and identify and hire talented individuals. The present study proposes to the Education Organization to formulate a detailed succession planning and to form a talent pool when hiring people. The Education Organization can prepare these people to take up positions appropriate to their talents by identifying their talents and identifying their abilities and talents. Based on the results of the research and based on the principle of accountability to talented people and compensation for their services, it is recommended to take appropriate action to prevent talented individuals from engaging talented individuals with the core activities of the organization. Because people are gifted to the treasury of the ability and skill of the organization, it is suggested that they be employed in key posts and jobs. The present study proposes HRM managers to identify talented individuals and attract them to the organization. Establishing a talent system will ensure that the organization has the right people and can work with appropriate mechanisms to develop and maintain them. Therefore, the ability of an organization to harness, develop and retain talent is the most important and top priority of the managers program. Talent management involves the processes of recruiting, identifying, and retaining employees who form the core competencies of the organization, reach the top ranks, surpass their peers, and simultaneously act as incentives for their colleagues. Those who have the capacity to grow can potentially take on higher responsibilities. For these people, job opportunities more important and sensitive responsibilities in the higher ranks of the organization must be created.