الگوی فازی پیشایندها و مولفه‌های مدیریت منابع انسانی دوسوتوان

دوﺳﻮﺗﻮاﻧﯽ ﻣﺪﯾﺮﯾﺖ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺑﻪ ﺗﻮاﻧﺎﯾﯽ ﻣﺪﯾﺮﯾﺖ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺑﻪ ﮐﺸﻒ و ﺑﻬﺮهﺑﺮداری از ﮐﺎرﮐﻨﺎن ﺑﺎاﺳﺘﻌﺪاد اﺷﺎره دارد. ﻫﺪف از اﻧﺠﺎم ﺗﺤﻘﯿﻖ، ﺷﻨﺎﺳﺎﯾﯽ ﭘﯿﺸﺎﯾﻨﺪﻫﺎی و ﻣﺆﻟﻔﻪﻫﺎی ﻣﺪﯾﺮﯾﺖ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ دوﺳﻮﺗﻮان و اوﻟﻮﯾﺖﺑﻨﺪی آنﻫﺎ ﻣﯽﺑﺎﺷﺪ. ﭘﮋوﻫﺶ، ازﻟﺤﺎظ ﻫﺪف ﮐﺎرﺑﺮدی اﺳﺖ ﮐﻪ ﺑﺎ روش ﮐﯿﻔﯽ ﻣﺒﺘﻨﯽ ﺑﺮ ﺗﺤﻠﯿﻞ ﻣﻀﻤﻮن و ﺑﺎ ﺑﻪﮐﺎرﮔﯿﺮی اﺑﺰار ﻣﺼﺎﺣﺒﻪ اﻧﺠﺎمﮔﺮﻓﺘﻪ اﺳﺖ. ﺟﺎﻣﻌﻪ آﻣﺎری ﺗﺤﻘﯿﻖ ﺷﺎﻣﻞ ﮐﺎرﺷﻨﺎﺳﺎن و ﻣﺪﯾﺮان ﺣﻮزه ﻣﺪﯾﺮﯾﺖ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺑﺎﻧﮏ ﻣﺮﮐﺰی ﺟﻤﻬﻮری اﺳﻼﻣﯽ اﯾﺮان اﺳﺖ ﮐﻪ دارای ﻣﺪرک ﺣﺪاﻗﻞ ﮐﺎرﺷﻨﺎﺳﯽ ارﺷﺪ در ﺣﻮزهﻫﺎی ﻣﺪﯾﺮﯾﺖ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ و رﻓﺘﺎر ﺳﺎزﻣﺎﻧﯽ ﺑﻮده و ﺣﺪاﻗﻞ 5 ﺳﺎل ﺳﺎﺑﻘﻪ ﻓﻌﺎﻟﯿﺖ در اﯾﻦ ﺳﺎزﻣﺎن را داﺷﺘﻪ ﺑﺎﺷﻨﺪ. ﺑﺮای اﻧﺘﺨﺎب ﻧﻤﻮﻧﻪ، از روش ﻧﻤﻮﻧﻪﮔﯿﺮی ﻗﻀﺎوﺗﯽ و ﮔﻠﻮﻟﻪ ﺑﺮﻓﯽ اﺳﺘﻔﺎدهﺷﺪه و ﺑﺎ 19 ﻧﻔﺮ ﻣﺼﺎﺣﺒﻪ ﺻﻮرت ﮔﺮﻓﺘﻪ اﺳﺖ. ﭘﺲ از ﺗﺠﺰﯾﻪوﺗﺤﻠﯿﻞ دادهﻫﺎی ﺣﺎﺻﻞ از ﻣﺼﺎﺣﺒﻪ، ﻋﻮاﻣﻞ ﺳﺎزﻣﺎﻧﯽ، ﻓﺮدی، ﻣﺪﯾﺮﯾﺘﯽ و ﻣﺤﯿﻄﯽ ﺑﻪﻋﻨﻮان ﭘﯿﺸﺎﯾﻨﺪﻫﺎی ﻣﺪﯾﺮﯾﺖ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ دوﺳﻮﺗﻮان ﺷﻨﺎﺳﺎﯾﯽ ﺷﺪﻧﺪ و ﺣﻮزهﻫﺎی اﮐﺘﺸﺎف و ﺑﻬﺮهﺑﺮداری ﺟﺬب و اﺳﺘﺨﺪام دوﺳﻮﺗﻮان، آﻣﻮزش و ﺗﻮﺳﻌﻪ دوﺳﻮﺗﻮان، ارزﯾﺎﺑﯽ ﻋﻤﻠﮑﺮد دوﺳﻮﺗﻮان و ﺟﺒﺮان ﺧﺪﻣﺎت دوﺳﻮﺗﻮان ﺑﻪﻋﻨﻮان ﻣﺆﻟﻔﻪﻫﺎی ﻣﺪﯾﺮﯾﺖ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ دوﺳﻮﺗﻮان ﺷﻨﺎﺳﺎﯾﯽ ﮔﺮدﯾﺪ. ﺑﻪﻣﻨﻈﻮر اوﻟﻮﯾﺖﺑﻨﺪی ﭘﯿﺸﺎﯾﻨﺪﻫﺎ و ﻣﺆﻟﻔﻪﻫﺎی دوﺳﻮﺗﻮاﻧﯽ ﻣﺪﯾﺮﯾﺖ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ از ﺗﮑﻨﯿﮏﻫﺎی ahp و aras ﻓﺎزی اﺳﺘﻔﺎدهﺷﺪه اﺳﺖ. ﻧﺘﺎﯾﺞ ﺣﺎﺻﻞ از ﻣﺤﺎﺳﺒﺎت ﻧﺸﺎن داد ﻋﻮاﻣﻞ ﺣﻤﺎﯾﺖ و ﭘﺸﺘﯿﺒﺎﻧﯽ ﻣﺪﯾﺮﯾﺖ، ﺗﻌﻬﺪ ﻣﺪﯾﺮان و ﺳﺒﮏﻫﺎی ﻣﺪﯾﺮﯾﺘﯽ ﺑﻪ ﺗﺮﺗﯿﺐ رﺗﺒﻪﻫﺎی اول ﺗﺎ ﺳﻮم ﻣﻬﻢﺗﺮﯾﻦ ﻋﻮاﻣﻞ ﻣﺆﺛﺮ ﺑﺮ دوﺳﻮﺗﻮاﻧﯽ ﻣﺪﯾﺮﯾﺖ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ را ﮐﺴﺐ ﮐﺮدﻧﺪ و آﻣﻮزش ﺗﻄﺒﯿﻖﭘﺬﯾﺮ، ﺗﺸﻮﯾﻖ ﺑﻪ ﺧﻮدآﻣﻮزی و ﺑﻪ اﺷﺘﺮاک ﮔﺬاﺷﺘﻦ آﻣﻮﺧﺘﻪﻫﺎ از زﯾﺮﻣﺠﻤﻮﻋﻪﻫﺎی ﻣﺆﻟﻔﻪ آﻣﻮزش و ﺗﻮﺳﻌﻪ دوﺳﻮﺗﻮان ﺑﺎﻻﺗﺮﯾﻦ رﺗﺒﻪ را ﮐﺴﺐ ﮐﺮدﻧﺪ.

the fuzzy model of ambidextrous human resource management’s antecedents and components

the ambidexterity of human resource management refers to the ability of human resource management to discover and exploit talented employees. the purpose of this study is to identify the antecedents and components of ambidextrous human resource management (ahrm) and prioritize them. the research has been done with a qualitative method based on content analysis and using interview tools. the statistical population of the study includes human resource management experts and managers of the central bank of the islamic republic of iran who have at least a master degree in human resources management and organizational behavior and have at least 5 years of experience. the method of judgmental and snowball sampling was used, after analyzing the data obtained from the interview, organizational, personal, managerial and environmental factors were identified as preconditions for ahrm and finally the fuzzy ahp and aras techniques are used to prioritize them. findings indicate that the factors of manager's support, commitment of managers and management styles were the most important factors affecting the ambidextrous human resource management. adaptive education, encouragement of self-study and sharing of learnings from the sub-components of ambidextrous education and development were the highest