نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشجوی دکترا، گروه مدیریت آموزش عالی، واحدساری، دانشگاه آزاد اسلامی، ساری، ایران.

2 عضو هیات علمی، گروه مدیریت آموزشی، واحد ساری، دانشگاه آزاد اسلامی، ساری، ایران

3 عضو هیات علمی، گروه مدیریت آموزشی، واحدساری، دانشگاه آزاد اسلامی، ساری، ایران

چکیده

منابع انسانی سرچشمه خلاقیت و تولید یک سازمان هستند. آنها نقش مؤثری را در توسعه و افزایش بهره­ وری سازمان­ها ایفا می­کنند. هدف از پژوهش حاضر، مدلسازی مولفه های موثر نظام مدیریت منابع انسانی بر انتصاب مدیران در مراکز آموزش عالی مازندران از دیدگاه اعضای هیات علمی بود، روش تحقیق ترکیبی و طرح تحقیق نیز از نوع طرح تحقیق آمیخته اکتشافی بود. در بخش کیفی با استفاده از روش "نمونه­ های حاوی اطلاعات غنی" با 20 نفر از معاونین بخش معاونت توسعه مدیریت و منابع مراکز آموزش عالی مازندران، با روش دلفی و استفاده از پرسشنامه­ های نیمه­ ساختار یافته؛ مصاحبه گردید. در بخش کمی تحقیق، پرسشنامه محقق ساخت ه­ای با روش نمونه­ گیری طبقه­ ای نسبی چند مرحله­ ای در بین 334 تن از اعضای هیئت علمی مراکز آموزش عالی استان مازندران توزیع و داده­ ها با روش تحلیل عاملی اکتشافی و تائیدی با نرم افزارهای SPSS و  AMOSتحلیل گردید. نتایج بخش کمی نشان داد که تمامی ابعاد سیستم مدیریت منابع انسانی و انتصاب مدیران مبتنی بر شایستگی مورد تائید واقع می شوند. در تحلیل عاملی تائیدی، مؤلفه های کارمند یابی (ضریب استاندارد 59/0 و مقادیر تی 801/7)، گزینش (42/0 و 436/6)، آموزش (55/0 و 550/8)، توسعه و بهسازی (78/0 و 200/10)، پاداش خدمت (جبران خدمات) (39/0 و 489/5)، ارزیابی عملکرد (82/0 و 779/11)، مشارکت (ارتباط کاری مؤثر) (4/0 و 439/6) و کنترل و پایش مدیریت انسانی (78/0 و 256/11)، در تبیین مدل مدیریت منابع انسانی در نظام آموزش عالی مؤثر و معنی دار بودند

کلیدواژه‌ها

عنوان مقاله [English]

Modeling the Effective Components of the Human Resource Management System on the Appointment of Managers in Mazandaran Higher Education Centers from the Perspective of Faculty Members

نویسندگان [English]

  • Sakineh Khatoon Ghazanfari 1
  • Reza Yousefi Saedabadi 2
  • Vahid Fallah 3

1 PhD Student, Department of Higher Education Management, Sari Branch, Islamic Azad University, Sari, Iran.

2 Faculty member, Department of Educational Management, Sari Branch, Islamic Azad University, Sari, Iran.

3 Faculty member, Department of Educational Management, Sari Branch, Islamic Azad University, Sari, Iran

چکیده [English]

Human resources are the source of an organization's creativity and production. They play an important role in developing and increasing the productivity of organizations. The aim of the present study was to model the effective components of the human resource management system on the appointment of managers in Mazandaran higher education centers from the perspective of faculty members. In the qualitative section, using the method of "samples containing rich information" with 20 deputies of the Deputy of Management Development and Resources of Mazandaran Higher Education Centers, with Delphi method and using semi-structured questionnaires; interviewed. In the quantitative research section, a researcher-made questionnaire was distributed using a multi-stage relative stratified sampling method among 334 faculty members of Mazandaran Higher Education Centers and the data were analyzed by a factor of exploratory and software factor analysis. SPSS and AMOS software were analyzed. The results of the quantitative section showed that all aspects of the human resource management system and the appointment of qualified managers are approved. In the confirmatory factor analysis, the components of employment (standard coefficient of 0.59 and values ​​of T801 / 801), selection (0.42 and 6.436), training (0.55 and 5.850), development and improvement (78/7) 0 and 10/200), service reward (service compensation) (0.39 and 5.489), performance appraisal (0.82 and 11.799), participation (effective work communication) (0.4 and 6.439) And monitoring and monitoring of human resource management (0.78 and 11/256) were effective and significant in explaining the model of human resource management in higher education system.

کلیدواژه‌ها [English]

  • Human Resource
  • Human Resource Management
  • Appointment of Managers
  • Competency
  • Higher Education System
Abbasi Fard M, Karimi O 2011. A Study of the Impact of Human Resource Accounting System Implementation in Manager Decision Making and Employee Behavior; A Case Study of Iran's Oil Industry, Management and Human Resources in the Oil Industry; No. 28, Pp. 114-117. [In Persian].
Ahmadi A, Rasooli R, Rajabzadeh Qatari A, Pouyai Gholizadeh P 2012. Presentation of Crisis Management Model Focusing on Human Resource Management System for Tehran Hospitals, Public Administration; Vol. 4, No. 10, Pp. 1–24. [In Persian].
Ahmadpour Dariani M 2017. Identifying the Success Factors of Human Resource Management in Small and Medium Businesses, Entrepreneurship Development; Vol. 10, No. 1, pp. 20-1. [In Persian].
Alizadeh S, Farhangi A, Sabokroo M, 2016. Analysis of Environmental Factors Affecting Nurses’ Intention to turnover, First National Conference on New Approaches in Accounting and Management, Miyaneh, Faculty of Islamic Azad University, Miyaneh. [In Persian].
 Altman J, Larsen L, Buchanan G 2018. The environmental significance of the Indigenous estate: natural resource management as economic development in remote Australia.ANU COLLEGE OF ARTS & SOCIAL SCIENCES. CAEPR DISCUSSION PAPER No. 286/2007.
Alvarez Dominguez A 2011. The impact of human resource disclosure on corporate image. Journal of Human Resource Costing & Accounting; Vol. 15, No. 4, pp. 279-298.
Azargoon H 2008. A Practical Study of Human Resource Accounting in the Central Bank of the Islamic Republic of Iran, M.Sc. Thesis, Payame Noor University. [In Persian]
Barrena-Martínez J, López-Fernández M, Romero-Fernández P M 2017. Socially responsible human resource policies and practices: Academic and professional validation. European Research on Management and Business Economics; Vol. 23, No. 1, Pp. 55-61.
Borton-Jones A, Spender J C 2011. The Oxford Handbook of Human Capital. Oxford: Oxford University Press.
Bucur I 2013. Managerial core competencies as predictors of managerial performance, on different levels of management, Journal of Social and BehavioralSciences; Vol. 72, Pp. 365-369.
Chang S, Gong Y, Shum C 2011. Promoting innovation in hospitality companies through human resource management practices. International Journal of Hospitality Management.
Chansiri W, B Srisa-ard 2009. “Core Competency of Universities Supporting-Line Administrators in Thailand”. The Social Sciences Journal; Vol. 4, pp. 128-132.
Cochran G R 2009. Ohio State University extention competency study: developing a competency model for a 21st century extension organization,(doctoral dissertation of Philosophy in the Graduate School of the Ohio State University).
Den Hertog F, A Iterson, Ch Mari 2010. “ Does HRM really matter in bringing about strategic change? Comparative action research in ten European steel firms”, European Management Journal; Vol. 28, pp. 14– 24.
 D’Innocenzo L, Mathieu J E, Kukenberger M R 2016. A meta-analysis of different forms of shared leadership–team performance relations. Journal of Management; Vol. 42, No. 7, pp. 1964-1991.
 Ernie K 2008. “Competency Management”. Cracking the Code forOrganizational Impact, 5: 71. Vol 62.No. At: www.astd.org/td
Esmaili B, Hosseini H 2012. Investigating the Relationship between Skills and Abilities with Managerial Roles, A New Approach in Educational Management of Islamic Azad University of Marvdasht; Vol. 3, No. 1, pp. 120- 103. [In Persian].
Faghihi A, Aghaz A 2011. Human Resource Management in Transition Countries: An Ecological Approach, General Management Research, Fourth Year, No. 14, pp. 22-5. [In Persian].
Farhi A, Zarif Manesh H, Faghih Aliabadi H, Mazandarani R 2014. Development of the main processes of human capital using the technique of gap analysis, two quarterly journals of human resource management research, Imam Hussein University; Vol. 6. No. 3, pp. 138-115. [In Persian].
Feriss Gerald R, Perrew Pamela L, Ranft Annette l, Zinko R 2007. Human resources reputation and effectiveness, Human Resource management Review; Vol. 17, pp. 118.
Ghaemi Talab F, Ghodousi M 2018. Using Classical and Fuzzy Hierarchical Analysis Processes in Human Resource Risk Ranking, 5th National Conference on Applied Research in Management and Accounting; Tehran, Iran Management Association. [In Persian].
Ghasemi H, Honari H, Rezaei Sofi M, Momenifar F 2017. Accreditation of tools to determine the core competencies for the appointment of the heads of the country's sports federations, Applied Research in Sports Management; Vol. 5, No. 4, pp. 60-51 . [In Persian].
Ginzalez E M 2014. Perceptions of selected senior administrators of institutions in Mexico regarding deevev administrative competencies. Unpublished doctoral Dissertation.
 Gladson Nwokah N, Ahiauzu A I 2008. Managerial competencies and marketing effectiveness in corporate organizations in Nigeria. Journal of management development; Vol. 27, No. 8, pp. 858-878.
Goodarzvand M, Taheri E 2012. Investigating the position of management training in engineering with the aim of cultivating managers based on merit, Iranian Journal of Engineering Education; Vol. 14, No. 53, pp. 18-1. [In Persian].
Hong E N, Hao L Z, Kumar R, Ramendran C, Kadiresan V 2012. An Effectiveness of Human Resource Management Practices on Employee Retention in Institute of Higher learning: - Regression Analysis, International Journal of Business Research and Management; Vol. 3, No. 2.
Huselid M A, B E Becker 2010. Bridging micro and macro domains: Workforce differentiation and strategic human resource management. Journal of management.
Ijtihadi M, Bafandeh Zand  A, Ghorchian N, Jafari P, Talebi B 2010. Presenting a Model for Electing Heads in Islamic Azad University (Based on Fuzzy Logic), Educational Sciences; Vol. 3, No. 11, pp. 28-7. [In Persian].
Ismaili S, Asadi S, Nour Mohammadi H 2018. Prioritization of Factors Affecting the Appointment of University Library Managers Based on Network Analysis Process, Library Research and Academic Information; Vol. 52, No. 2, pp. 32- 13. [In Persian].
Jalocha B, Krane HP, Ekambaram A, Prawelska-Skrzypek G 2014. Key Competencies of Public Sector Project Managers. Procedia – Social andBehavioral Sciences; Vol. 119, pp. 247-256.
Kafri M 2009. Effective Management and Leadership in Universities and Higher Education, Translated by Nadargholi Ghourchian, Parivash Jafari, Ramin Sarchami, Tehran; Metacognitive publishing of Andisheh. [In Persian].
Kavanagh MJ, Johnson RD 2017. Human resource information systems: Basics, applications, and future directions: Sage Publications.
Kavousi I, Ahmadi F 2010. Globalization and Development of Human Resources (Comparative Comparison of 62 Countries), Quarterly Journal of Strategic Studies of Globalization, Vol. 5, No. 1. [In Persian].
Kavusi I, Taghinejad M 2009. Investigation and Presentation of Suitable Indicators for Appointment and Promotion of Cultural Managers in the Country (Case Study of Cultural and Art Organization of Tehran Municipality), Journal of Cultural Management; Vol. 3, No. 6, pp. 54-39. [In Persian].
Kazemi H, Nasri Nasrabadi Sh 2017. Strategic Pathology of Human Resource Management System in Research Centers (Case Study: National Center for Scientific Policy Research), Journal of Rahyaft; No. 66, pp. 46-29. [In Persian].
Khoshkrroudnejad F 2013. Investigating the Factors of Staff Turnover, First International Conference on Political Epic (with an Approach to Middle East Developments) and Economic Epic (with an Approach to Management and Accounting), Roudehen, Islamic Azad University of Roodehen. [In Persian].
 Liikamaa K 2015. Developing a project manager’s competencies: A collective view of the most important competencies. Procedia Manufacturing; Vol. 3, pp. 681- 687.
Mei Zeng CS, Paul S, Chris B, Chul C. (2017); Globalization and international humen resource management. Second Edition, London: Routledge / Taylor & Francis Group, 2017), US$140.00 /EUR€125 Hard cover, ISBN: 978-1-138-94530-2,298pp.43, Vol. 10, pp. 44-46.
Mitchelmore S, J Rowley 2008. “Entrepreneurial Competencies”. ALiterature Review and Development Agenda; VOL. 16, NO. 2, pp. 93-111.
 Montoro-Sánchez Á et al 2011. Human resource management and corporate entrepreneurship. International Journal of Manpower.; Vol. 32. No. 1, pp. 6-13.
Moradi K, Taqavi Fard M T, Malekieh Hassanvand M 2016. Assessing the Maturity of Human Capital Management in Higher Education, Quarterly Journal of Human Resource Management Research, Imam Hossein University, Vol. 8, No. 3, No. Sequence 25, pp. 237-211. [In Persian].
Moshabaki A, Rouin M J 2011. A study of the effect of managers' competence on job analysis of NAJA employees, monitoring and inspection; Vol. 5, No. 16, pp. 141-117. [In Persian].
Mousazadeh Z, Adli M 2009. Criteria for selecting and appointing managers with the appropriate approach in Nahj al-Balagheh, Thought Management; Vol. 3, No. 1, pp. 103-132. [In Persian].
Mozaffari M M, Fathi Nejad A 2017. Investigating the Importance of Diversity Management and Its Role in Human Resource Activities, Second International Conference on Management Cohesion and Economics in Iran's Development, Tehran, pp. 8-1. [In Persian].
Naderi A., (2015), Assessment and Evaluation of Human Capital Based on Integrated Pattern, Tehran: Tehran University Press. [In Persian].
Naderi Khorshididi A, Nikokar Gh H, Karami M 2009. Designing a Model for Appointing Managers, Quarterly Journal of Human Resource Management Research, Imam Hossein University, Vol. 1, No. 4, pp. 113-91. [In Persian].
Nadi M, Mashayekhi Z 2017. Analyzing the Relationship between Organizational Socialization, Leadership Behavior, Organizational Identity and Organizational Culture with Organizational Citizenship Behavior among Isfahan Education Staff. Applied Sociology; Vol. 28, No. 3, pp. 153-76. [In Persian].
Nasiri Valik Bani F, Mohammadi Shahed E 2013. Investigating the Relationship between the Managers’ competency and Components of the Learning Organization with the Effectiveness of Organization Management in Islamic Azad University, Hamadan Branch, Management on Organizational Education; Vol. 2, No. 1, Pp. 33-60. [In Persian].
Nazem F 2009. Effective Leadership of Managers of Different Areas of Islamic Azad University, Educational Management Innovations; Vol 5, No 1, pp. 1-17. [In Persian].
Nikayin S., Ta’abodi M. & Wares M., (2016), The relationship between the three managerial skills of managers at different levels of management with evaluation of human resource performance, Quarterly Journal of New Approach in Educational Management; Vol. 7, No. 2 , Serial No. 26, pp. 94-75. [In Persian].
Nwokah, N.Gladson, Ahiauzh, Augustine I, 2008, managerial Competencies and marking effectiveness in corporate organization in Nigeria. Journal of Management Development, Vol. 27, No. 8, pp. 858-878.
Ojasalo J 2008. Management of innovation networks: a case study of different approaches. European Journal of Innovation Managemen; Vol.  11, No. 1, pp. 51-86.
Omidi F, Mousavi A 2018. Organizational Silence: quitting the Job and Psychological Stress as Its Causing Factor, Fifth National Conference on Applied Research in Management and Accounting, Tehran, Iran Management Association. [In Persian].
Rezaei Dizgah M, Asgari A 2010. Organizational Entrepreneurship, Its Relationship with High Human Resource Performance, First International Conference on Management and Innovation. [In Persian].
Samei H 2009. Functional Strategies for Human Resource Management, Tadbir Journal; No. 204, pp. 25-31. [In Persian].
Seifi Dioclai M 2011. Human Capital in Organization: The Golden Key to Compet in the 21st Century, Proceedings of the Regional Conference on Intellectual Capital, Islamic Azad University of Gonbad Kavus. [In Persian].
Seyed Javadin R, Sharifi M, Raij H 2009. The role of human resource development in achieving the vision of 1404 oil industry, Quarterly Journal of Management and Human Resources in the oil industry; Vol. 3, No. 8, pp. 100-77. [In Persian].
Shams Morkani Gh, Khorasani A, Abbasi Kasani H 2014. Development of competency components of managers of educational groups: qualitative study, management on the training of organizations; Vol. 3 , No. 2, pp. 64-37. [In Persian].
Sharifzadeh F 2011. The Necessity of Recognizing Higher Education System and its Role in Scientific and Social Development of the Country: Undergraduate Research in Government Management in Universities and Higher Education Centers, Cultural Sociology, Humanities and Cultural Studies Institute; Vol. 2, Issue 1, pp. 79- 112. [In Persian]
Shyan J H 2011. “Competency Analysis of Top Managers in Taiwanese Hotel Industry”. International Journal of Hospitality Management, Vol. 30, pp. 1044-1054.
Spendlove M 2017. Competencies for effective leadership in higher education. InternationalJournal of Educational Management, Vol. 21, No. 5, pp. 407-417.
Soderquist K E, A Papalexandris, G Loannou, G Prastacos 2010. “From Task-based to Competency-based: A Typology and Process Supporting a Critical HRM Transition”. Bingley : Emerald Publishing Limited, ISSN 0048-3486, ZDB-ID 186673-4. - Vol. 39.2010, No. 3, pp. 325-346
Spendlove Marion 2007. Competencies for effective leadership in higher education, International Journal of Educational management, Vol. 21, No. 5, pp. 393-404.
Stefl ME 2008. Common competencies for all healthcare managers: the Healthcare Leadership Alliance model. JHealthc Manag; Vol. 53, No. 6, pp. 360-73.
Taleghani Gh., Ghaffari A, Haghighi M 2016. Investigating the Effect of Human Resource Management Tools on Organizational Performance Improvement among University of Tehran Staff, Public Administration, Vol. 8, No. 1, pp. 14-1. [In Persian]
Tomason B A 2015. Temperament and competence in the managerial roles of nurding education adminidtrators in the North Caroliva community college system, Unpublished doctoral Dissertation, North Caroliva State University. Pp: 66-90.
Tomastika M, Strohmandlb J, Cechc P 2015. Managerial competency of crisis managers. Procedia - Social and Behavioral Sciences, Vol. 174, pp. 3964-3969.
Tracey WR 2016. The human resources glossary: The complete desk reference for HR executives, managers, and practitioners: CRC Press.
Turkzadeh J, Ansari S 2015. Developing and Crediting the Framework for evaluating the competencies of university administrators according to Islamic teachings, management in Islamic University; Vol. 4, No. 1, pp. 22-3. [In Persian].
Vilkinas T, Leask B, Rogers T 2007. Developing the leadership capability of academic coordinators, In enhancing higher education. Published By HigherEducation Research And Development Society Of Australasia (HERDSA).
Wong K-L, Tan P Sin, Ng Y K, Fong C Y 2013. The Role of HRM in Enhancing Organizational Performance, Human Resource Management Researc; Vol.  3, No. 1, pp. 11-15.
Yeganeh H, Z Su 2008. “An examination of human resource management practices in Iranian public sector”, Personnel Review; Vol. 37, No. 2, pp. 203-221.
Zabah L 2009. Human Resource Management in the Light of Strategic Values ​​in the Energy Sector, Quarterly Journal of Management and Human Resources in the Oil Industry; No. 7, pp. 96-61. [In Persian].
Zahedi Sh, Sheikh E 2016. Pattern of Strategic Capabilities of Public Intermediate Managers, Strategic Management Studies; Vol. 1, pp. 139-95. [In Persian].