همکاری با انجمن روان‌شناسی صنعتی و سازمانی ایران

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشجوی دکتری، گروه مدیریت دولتی، واحد قزوین، دانشگاه آزاد اسلامی، قزوین، ایران

2 دانشیار گروه مدیریت بازرگانی، دانشکده مدیریت و حسابداری، دانشگاه شهید بهشتی، تهران، ایران

3 دانشیار گروه مدیریت منابع انسانی و کسب و کار، دانشگاه خوارزمی، تهران، ایران

10.22055/jiops.2023.44083.1360

چکیده

‌با ‌توجه به این‌که در عصر امروز‌ تحول دیجیتال به سازمان‌ها کمک می‌کند تا با خواسته‌های مشتریان سازگار شوند و به اهدافی مانند افزایش کارایی، افزایش ارزش مشتری و مدیریت ریسک دست یابند. هدف پژوهش حاضر ارائه مدل تحول دیجیتال مدیریت منابع انسانی در سازمان‌های دولتی ایران می‌باشد. با ‌توجه به هدف، روش تحقیق کاربردی-توسعه‌ای و با ‌توجه به روش تحقیق، توصیفی-‌پیمایشی بود. داده‌ها جمع‌آوری و از طریق روش گراندد تئوری تجزیه و تحلیل شدند. ابزار جمع‌آوری اطلاعات در پژوهش حاضر روش مصاحبه نیمه‌ساختاریافته با 6 سؤال بود که با مطالعه پیشینه موضوعی زیر نظر اساتید راهنما و مشاور تهیه و در مصاحبه‌ها مورد استفاده قرار گرفت. داده‌های تحقیق با استفاده از مصاحبه‌های باز حضوری یا تلفنی از کارشناسان جمع‌آوری شده است. تعداد شرکت‌کنندگان در پژوهش حاضر 10 نفر بود. ‌نتایج‌ حاصل از تحلیل داده‌ها نشان داد عوامل سازمانی، اجتماعی و مشارکتی به ‌عنوان شرایط علی؛ عوامل مدیریتی و فنی به ‌عنوان عوامل زمینه‌ای؛ عوامل اقتصادی و سازمانی به‌عنوان عوامل مداخله‌گر در پذیرش و اجرای تحول دیجیتال منابع انسانی در سازمان‌های دولتی ایران تأثیرگذار هستند، بدین معنا که سازمان‌های ایرانی باید شرایطی را مهیا سازند تا بتواند از دیجیتال‌سازی مدیریت منابع انسانی استفاده کند. همچنین عامل استراتژیک به‌عنوان راهبردهای به‌کارگیری شناسایی گردید و عامل شغلی به ‌عنوان مقوله‌محوری شناسایی شد، یعنی به‌عنوان محوری‏ترین عاملی که باید آماده‌سازی و مهیا گردد تا بتوان به‌کارگیری دیجیتال‌سازی مدیریت منابع انسانی را تسهیل نمود. در نهایت دیجیتال‌سازی مدیریت منابع انسانی پیامدهایی دارد که شامل پیامدهای شغلی، سازمانی و رفتاری خواهد بود. پیشنهاد می‌شود مدیران سازمان‌های دولتی جهت تحول دیجیتال مدیریت منابع انسانی به این مدل توجه ویژه داشته باشند.

کلیدواژه‌ها

عنوان مقاله [English]

Providing a Digital Transformation Model of Human Resource Management in Iran's Government Organizations

نویسندگان [English]

  • Hadi Goudarzi 1
  • Nasrin Jazani 2
  • Akbar Hasanpoor 3

1 PhD Student, Department of Public Administration, Qazvin Branch, Islamic Azad University, Qazvin, Iran

2 Associate Professor, Department of Business Administration, Faculty of Management and Accounting, Shahid Beheshti University, Tehran, Iran

3 Associate Professor, Department of Human Resources and Business Management, Khwarazmi University, Tehran, Iran

چکیده [English]

Introduction
Considering that in today's era, digital transformation helps organizations to adapt to the demands of customers and achieve goals such as increasing efficiency, increasing customer value, and risk management. The purpose of this research was to provide a digital transformation model of human resource management in Iran's government organizations.
 
Method
According to the purpose, the research method was applied-developmental and according to
the research method, it was descriptive-survey. The current research was conducted with
a qualitative approach and using the grounded theory method. The tool for collecting data in
 the present study was a semi-structured interview method with 6 questions, which was prepared by studying the subject literature under the supervision of supervisors and
advisors and was used in the interviews. Research data has been collected from experts using open face to face interviews or by phone. The number of participants in the current research was 10.
 
Results
The results of data analysis showed organizational, social and collaborative factors as causal conditions; managerial and technical factors as background factors; Economic and organizational factors are influential as intervening factors in accepting and implementing the digital transformation of human resources in Iranian government organizations, which means that Iranian organizations must provide conditions to be able to use the digitalization of human resources management. Also, the strategic factor was identified as employment strategies, and the job factor was identified as a central category, that is, as the most central factor that should be prepared and provided in order to facilitate the use of digitalization of human resources management.
 
Discussion
Digitization of human resource management has consequences that include occupational, organizational and behavioral consequences. It is suggested that managers of government organizations pay special attention to this model for the digital transformation of human resources management.

کلیدواژه‌ها [English]

  • digital transformation
  • human resources
  • digitalization. government organizations
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