مدل منابع انسانی سبز در صنایع کوچک و متوسط

ﺻﻨﺎﯾﻊ ﮐﻮﭼﮏ و ﻣﺘﻮﺳﻂ و زودﺑﺎزده در ﻣﺴﯿﺮ ﺗﻘﻮﯾﺖ ﺗﻮﻟﯿﺪ و اﺷﺘﻐﺎل ﺑﻪوﯾﮋه ﺑﺮای ﺣﻔﻆ و ﺗﻘﻮﯾﺖ ﺑﻨﯿﻪ اﻗﺘﺼﺎدی ﮐﺸﻮر در ﺷﺮاﯾﻂ ﺳﺨﺖ اﻗﺘﺼﺎدی؛ ﻧﻘﺶ ﺑﺴﯿﺎر ﻣﻬﻤﯽ را اﯾﻔﺎ ﻣﯽﮐﻨﻨﺪ. ﻣﺪﯾﺮﯾﺖ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺳﺒﺰ ﯾﮏ ﻣﻮﺿﻮع ﻣﻄﺮح ﺑﺮای ﺻﻨﺎﯾﻊ ﮐﻮﭼﮏ و ﻣﺘﻮﺳﻂ در زﻣﯿﻨﻪ اﻗﺘﺼﺎدﻫﺎی درﺣﺎلﺗﻮﺳﻌﻪ اﺳﺖ. در اﯾﻦ زﻣﯿﻨﻪ، ﭘﮋوﻫﺶ ﺑﺮ روی ﭘﯿﺸﯿﻨﻪﻫﺎﯾﯽ ﺗﻤﺮﮐﺰ دارد ﮐﻪ از اﺟﺮای ﺷﯿﻮهﻫﺎی ﻣﺪﯾﺮﯾﺖ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺳﺒﺰ در ﺻﻨﺎﯾﻊ ﮐﻮﭼﮏ و ﻣﺘﻮﺳﻂ ﺣﻤﺎﯾﺖ ﻣﯽﮐﻨﺪ. در اﯾﻦ ﻣﻄﺎﻟﻌﻪ ﺑﺎ ﺑﺮرﺳﯽ ﭘﮋوﻫﺶﻫﺎی ﭘﯿﺸﯿﻦ، ﻣﺘﻮن ﻣﺮﺗﺒﻂ و ﻧﻈﺮ ﺧﺒﺮﮔﺎن درﻧﻬﺎﯾﺖ 19 ﻣﺆﻟﻔﻪ ﻣﺆﺛﺮ در ارﺗﺒﺎط ﺑﺎ ﻣﺪﯾﺮﯾﺖ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺳﺒﺰ در ارﺗﺒﺎط ﺑﺎ ﺻﻨﺎﯾﻊ ﮐﻮﭼﮏ و ﻣﺘﻮﺳﻂ اﺳﺘﺎن ﺗﻬﺮان ﺷﻨﺎﺳﺎﯾﯽ ﺷﺪ. ﺟﺎﻣﻌﻪ آﻣﺎری اﯾﻦ ﻣﻘﺎﻟﻪ ﺧﺒﺮﮔﺎن و ﺻﻨﻌﺘﮕﺮان ﻣﺴﻠﻂ ﺑﻪ ﻣﻮﺿﻮع ﺗﺤﻘﯿﻖ ﺑﻮدﻧﺪ ﮐﻪ درﻧﻬﺎﯾﺖ ﺟﻬﺖ ﺗﺄﯾﯿﺪ ﻋﻮاﻣﻞ، 15 ﻧﻔﺮ از ﮐﺎرﺷﻨﺎﺳﺎن و ﺧﺒﺮﮔﺎن ﺻﻨﻌﺘﯽ ﻫﻤﮑﺎری ﻧﻤﻮدﻧﺪ. ﻧﺘﺎﯾﺞ ﻣﺪلﺳﺎزی ﺳﺎﺧﺘﺎری و ﺗﻔﺴﯿﺮی ism ﻧﻤﺎﯾﺎﻧﮕﺮ اﯾﻦ ﻣﻮﺿﻮع اﺳﺖ ﮐﻪ اﺗﺤﺎدﯾﻪ ﮐﺎرﮔﺮی ﺑﻪﻋﻨﻮان ﯾﮑﯽ از ذیﻧﻔﻌﺎن اﺻﻠﯽ ﻣﺪﯾﺮﯾﺖ ﻣﺤﯿﻂزﯾﺴﺖ و زﯾﺮﺑﻨﺎی اﺻﻠﯽ ﻣﺪل ﺗﻠﻘﯽ ﻣﯽﺷﻮد و دارای ﻗﺪرت ﻫﺪاﯾﺖ ﺑﺎﻟﺎ و ﺷﺪت واﺑﺴﺘﮕﯽ ﭘﺎﯾﯿﻦ اﺳﺖ ﮐﻪ ﺑﺮای ﺑﻪﮐﺎرﮔﯿﺮی ﻣﺪﯾﺮﯾﺖ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺳﺒﺰ ﺑﺎﯾﺪ در اﺑﺘﺪا ﻣﻮرد ﺗﺄﮐﯿﺪ ﻗﺮار ﮔﯿﺮد. 18 ﻣﺆﻟﻔﻪ دﯾﮕﺮ ﮐﻪ در دﺳﺘﻪ ﻣﺆﻟﻔﻪﻫﺎی ﻣﺘﺼﻞ ﻗﺮار ﻣﯽﮔﯿﺮﻧﺪ، ﻧﯿﺰ دارای ﻗﺪرت ﻫﺪاﯾﺖ و واﺑﺴﺘﮕﯽ ﺑﺎﻟﺎﯾﯽ ﻣﯽﺑﺎﺷﻨﺪ و ﻣﯽﺗﻮاﻧﻨﺪ ﺑﺮ روی ﻣﺆﻟﻔﻪﻫﺎی دﯾﮕﺮ ﺗﺄﺛﯿﺮﮔﺬار ﺑﺎﺷﻨﺪ. اﯾﻦ ﻣﺪل ﺑﻪ ﻣﺪﯾﺮان ﮐﻤﮏ ﻣﯽﮐﻨﺪ ﺗﺎ ﻗﺒﻞ از اﺟﺮای ﺷﯿﻮهﻫﺎی ﻣﺪﯾﺮﯾﺖ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺳﺒﺰ در ﺻﻨﺎﯾﻊ ﮐﻮﭼﮏ و ﻣﺘﻮﺳﻂ، ﺗﺄﺛﯿﺮ ﻫﺮﯾﮏ از ﻣﺆﻟﻔﻪﻫﺎ را ﺑﺮ ﯾﮑﺪﯾﮕﺮ درک ﮐﻨﻨﺪ.

green human resources model in small andmedium industries

small, medium and high-yield industries in the direction of strengthening production and employment, especially to maintain and strengthen the country's economic strength in difficult economic conditions; they play a very important role. green human resource management (ghrm) is a topic for small and medium industries in developing economies. in this regard, the research focuses on the backgrounds that support the implementation of ghrm practices in small and medium industries. in this study, an extensive literature review was organized to provide background for the implementation of ghrm practices. interpretive structural modeling (ism) examines the interactions between identified components. in addition, cross- matrix analysis (micmac) was performed to determine the driving power of each component. by reviewing previous research, related texts and experts' opinions, 19 effective components related to green human resource management in relation to small and medium industries in tehran province were identified. the statistical population of this article was the experts and craftsmen who dominated the research topic, and finally 15 experts and industrial experts collaborated to identify and analyze the factors. the results of structural and interpretive modeling show that the trade union is considered as one of the main stakeholders in environmental management and the main foundation of the model and has high leadership power and low intensity of dependence that must be used for green human resource management. be emphasized first. the other 18 components, which are in the category of connected components, also have high conductivity and dependence and can affect other components. this model helps managers understand the impact of each component on each other before implementing ghrm practices in small and medium-sized industries.