طراحی مدل سنجش میزان شایستگی متخصصین فناوری اطلاعات با رویکرد سیستم خبره فازی
محورهای موضوعی : مدیریت(منابع انسانی)
محمدتقی تقوی فرد
1
(دانشیار گروه مدیریت صنعتی، دانشکدة مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران.)
محمد جواد جلیلی
2
(دانشجوی دکتری گروه مدیریت فناوری اطلاعات،دانشکدة مدیریت و حسابداری ،دانشگاه علامه طباطبائی،تهران،ایران.)
میرعلی سیدنقوی
3
(دانشیار گروه مدیریت دولتى ،دانشکدة مدیریت و حسابداری ،دانشگاه علامه طباطبائى، تهران،ایران.)
ایمان رئیسی وانانی
4
(استادیار گروه مدیریت صنعتی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی،تهران،ایران)
کلید واژه: متلب, مدل شایستگی, سیستم خبره فازی, متخصصین فناوری اطلاعات,
چکیده مقاله :
مهم‌ترین مزیت رقابتی سازمان‌ها در دنیای تغییرات سریع امروزی داشتن عامل انسانی شایسته است. لذا موفقیت سازمان‌ها وابسته به توسعه منابع انسانی است و توسعه منابع انسانی در هر سازمان و حتی در هر کشوری بدون درک و کشف قابلیت‌ها و شایستگی‌های سرمایه عظیم و بالقوه میسر نمی شود. مسأله شایستگی متخصصان فناوری اطلاعات، نقش مهمی در عملکرد آن‌ها و همچنین موفقیت و کارآمدی آن‌ها ایفا می‌کند. بر همین اساس، هدف این پژوهش طراحی مدل سنجش میزان شایستگی متخصصآن فناوری اطلاعات با رویکرد سیستم خبره فازی است. این پژوهش، آمیخته اکتشافی محسوب می‌شود که در نخستین مرحله آن، مطالعه‌ای کیفی (بررسی ادبیات و مصاحبه با خبرگان) و مدل پژوهش جهت بررسی کمّی در مرحله بعد قرار می‌گیرد. برای بررسی سؤالات پژوهش از 15 تن از متخصصان فناوری اطلاعات به عنوان جامعه آماری تحقیق استفاده گردید. پژوهش حاضر از نوع توصیفی-پیمایشی و ابزار گردآوری داده ها پرسشنامه است؛ برای تجزیه و تحلیل داده‌های پژوهش از نرم‌افزارهای Excel و SPSS و Matlab استفاده شده است. جهت پاسخ به سؤال پژوهش، پس از انجام مصاحبه با خبرگان و در نهایت پس از تجزیه و تحلیل مصاحبه‌ها، چهار شاخص اصلی مورد تأیید خبرگان قرار گرفت. همچنین، اولویت و سهم هرکدام از شاخص‌ها در میزان شایستگی متخصصان، با استفاده از فرآیند تحلیل سلسله مراتبی فازی به دست آمده است. پس از به دست آوردن این اطلاعات و بهره گرفتن از نظر خبرگان، پایگاه قوانین اگر-آنگاه تکمیل شد و برای تعیین میزان دقیق شایستگی متخصصان فناوری اطلاعات، از روش استنتاج فازی ممدانی استفاده گردید. پس از اجرای سیستم با نرم‌افزار متلب، سطح شایستگی متخصصان فناوری اطلاعات زیاد و به مقدار دقیق 712/0 برآورد شده است. اعتبارسنجی مدل، از انطباق بالای نتایج به دست آمده با نظر خبرگان این حوزه حکایت دارد.
Possessing appropriate human resources is undoubtedly the most important organizational competitive advantage in today's state of flux governing the world. That’s why organizational success is reliant on human resource development which is viable in various companies and countries merely through identifying and understanding the capabilities and competencies of the enormous potential of human resources. Competency plays a key role in IT professionals’ performance as well as their success and efficiency. Thus, the present study aimed at designing a model for assessing the IT professionals’ competency based on the fuzzy expert system approach. This exploratory two-phase mixed-methods (qualitative-quantitative) research commenced with a qualitative analysis by reviewing the literature and interviewing experts to design the assessment model which was further subject to quantitative scrutiny in the second phase. The research sample comprised 15 hospital IT professionals who completed the questionnaire that was employed as the data collection instrument to glean the research data that were further analyzed through Excel, SPSS and Matlab software programs. The results of the qualitative and quantitative analyses pointed out four main indicators that were next prioritized with regard to their role in the degree of professionals’ competency using the process of fuzzy hierarchical analysis. The if-then database was completed and Mamdani Fuzzy Inference System was used to determine the exact competency level of IT professionals which was found to be high with an accurately equal to 0.712. Validation of the model verified compatibility of the results with the views of experts in the field.
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Bohlouli, M., Mittas, N., Kakarontzas, G., Theodosiou, T., Angelis, L., & Fathi, M. (2017), Competence Assessment as an Expert System for Human Resource Management: A Mathematical Approach. Expert Systems with Applications, 70, 83-102.
Botha, S. & Claassens, M. (2010), The Contribution Of The Bachelor In Management And Leadership (BML) To The Development Of Leaders At First National Bank, South Africa, The International Business & Economics Research Journal, 9(10), 77-88.
Cochran, G. R. (2009), Ohio State University Extension CompetencyStudy: Developing a Competency Model for a 21st Century Extension Organization. Dissertation for Degree of Doctor of Philosophy in the GraduateSchool of the Ohio State University, 1-386.
Dargahi, H., Alipour Fallahpasand, M., H., & Heidari Gharabolagh, H. (2010), Presentation of the Competency Model in Human Resource Development Case Study of the Competency of Managers of the Cultural and Cultural Organization of Tehran Municipality. Strategy, 1 (1). [In Persian]
Dziekoński, K. (2017), Project managers’ competencies model for construction industry in Poland. Procedia Engineering, 182, 174-181.
Ennis, Michelle R. (2008), Competency Models: A Review of the Literature and the Role of the Employment and Training Administration (ETA), Pilots and Demonstration Team Division of Research and Evaluation Office of Policy Development and Research Employment and Training Administration U.S. Department of Labor, 1-24.
EU. (2014), The European e-Competence Framework (e-CF) version 3.0.
Fang, C.H., Chang, S.T., & Chen, G.L. (2010), Competency development among Taiwanese healthcare middle manager: A test of the AHP approach. African Journal of Business Management, 4(13), 2845-2855.
Fraser-Arnott, Melissa. (2017). Competencies for information specialists in emerging roles. Library Management, 38(1), 65-76.
Freudenberg,R.(2004).Competency modeling.
Gnanavelbabu, A. & Arunagiri, P. (2017). Ranking of MUDA using AHP and Fuzzy AHP algorithm. Material Today, 5, 13406-13412.
Goodarzi, M., R., & Soltani, I. (2018), Presenting Model of Managers' Competency Indicators in Educational Organizations (Case Study: Payame Noor University). Sociology of Education, 7(7), 109-128.[In Persian]
Haj Karimi, A., Rezaeian, A., Hadizadeh, A., & Bonyadi Naeini, A. (2011), Designing a Competency Model for Public Sector HR Managers in Iran. State Management Perspectives, 8, 23-43.[In Persian]
Hojjatpour, Y. (2017), Artificial intelligence-based systems and its application in HRM. Third National Conference on New Approaches in Management, Economics and Accounting Sciences.[In Persian]
Iranzadeh, S., & Zanjani, S. (2016), Model of Competency Requirements of Managers and Human Resources Specialists in East Azarbaijan Gas Company Using ISM Technique. Human Resource Management in the Oil Industry, 8(30), 27–50.[In Persian]
Jeffrey, L., & Brunton, M. (2010), Identifying competencies for communication practice: A needs assessment for curriculum development and selection in New Zealand. Public Relations Review, 36(2), 202–205.
Karami, M., & Salehi, M. (2009), Developing Competency-Based Management: A New Approach to Managing and Developing Managers, Tehran: Aigee, 1, 1-184.[In Persian]
Lee, Y. (2010), Exploring high-performers’ required competencies. Expert Systems with Applications, 37(1), 434-439.
Lei, M., H, M. (2010), Developing a core competency model of innovative culinary development. International Journal of Hospitality Management, 29(4), 582–590.
Megahed, N. (2015). Capturing Competencies and Behavioural Indicators of Diplomats for a Multiple-Jobs Competency Model. Journal of Human Resources, 3(1), 54-78.
Mohammadi, S; Ghanbar, T., N, & Sobhanallahi, M., A. (2015), Comparative Comparison of the Competency Model of Senior Managers in Information Technology in Iran with Models Explained in Various Studies. International Conference on Management, Economics and Industrial Engineering. Tehran. Institute of Managers of Idea Capital of Vieira Capital.[In Persian]
Nelson, A. (2006), Explory a Competency Model for Distributed Learning Leaders. Capella University, a doctor of dissertation, 1-81.
Niromand, P; Bamdad, S., J; Arabi, S., M; Amiri, M. (2012), Conceptual Framework for CEOs of Technology Based Firms: Dimensions, Components and Indicators. Journal of Occupational and Organizational Counseling, 4(12), 145-161. [In Persian]
Patanakul, P., & Milosevic, D. (2008), A competency model for effectiveness in managing multiple projects, Journal of High Technology Management Research, 18(2), 118-131.
Pourabedi, M., R., Zarabi, V., Yajadi Naeini, H., & Razi, Z (2016), Designing a Multidimensional Competency Model for Managers and Staff. Human Resource Management Research, 8(2), 27-22.[In Persian]
Puteh. F., Kaliannan, M., & Alam, F. (2015), Learning for professional development via peers: A System Theory approach. Procedia - Social and Behavioral Sciences, 172, 88-95.
Rothwell, W. J. (2002). The workplace learner: How to align training initiatives with individual learning competenciesAmerican Management Association, 1-358.
Sengupta, A., Venkatesh, D.N., & Sinha, A.K. (2013), Developing performance linked competency model: a tool for competitive advantage. International Journal of Organizational Analysis, 21(4):504-527.
Shabani, Z., Fathi, K., & Rashidi, H. (2013), Design of a fuzzy expert system for competency management for teacher selection teachers, First National Conference on Innovation in Computer Engineering and Information Technology, Tonekabon, Shafaq Institute of Higher Education.[In Persian]
Shvandi, H. (2006), Theory of Fuzzy References and Its Applications in Industrial Engineering and Management. Tehran: Basic Science Publication.[In Persian]
Tolga, E., Demircan, M.L. & Kahraman, C. (2005). Operating system selection using fuzzy replacement analysis and analytic hierarchy process. International Journal of Production Economics, 97(1), 89-117.
Tripathi, K., & Agrawal, M. (2014), Competency Based Management in Organizational Context: A Literature Review. Global Journal of Finance and Management, 6(4), 349-356.
United States Department of Labor. (2012), Technical Assistance Guide for Developing and Using Competency Models one Solution for the Workforce Development System, 1-33.
Wang, W.J., & Luoh, L. (2000). Simple computation for the defuzzifications of center of sum and center of gravity, J. Intell. Fuzzy Syst. 9, 53-59.
Yahyaee Farkoush, M. (2013), Fundamentals of News and Data Mining System, Tehran: First and last publications.[In Persian]
Zahedi, S and Sheikh, I (2010), Template Strategic Strategic Capabilities. Strategic Management Studies, 1(1), 95-139.[In Persian]
Zopiatis, A. (2010), Is it art or science? Chef’s competencies for success, International Journal of Hospitality Management, 29(3), 459–467.
_||_Arthur, M, B.; Defillippi, R; Lindsay, V. J. (2008), On being a knowledge worker. Organizational Dynamics, 37(4), 365-377.
Bohlouli, M., Mittas, N., Kakarontzas, G., Theodosiou, T., Angelis, L., & Fathi, M. (2017), Competence Assessment as an Expert System for Human Resource Management: A Mathematical Approach. Expert Systems with Applications, 70, 83-102.
Botha, S. & Claassens, M. (2010), The Contribution Of The Bachelor In Management And Leadership (BML) To The Development Of Leaders At First National Bank, South Africa, The International Business & Economics Research Journal, 9(10), 77-88.
Cochran, G. R. (2009), Ohio State University Extension CompetencyStudy: Developing a Competency Model for a 21st Century Extension Organization. Dissertation for Degree of Doctor of Philosophy in the GraduateSchool of the Ohio State University, 1-386.
Dargahi, H., Alipour Fallahpasand, M., H., & Heidari Gharabolagh, H. (2010), Presentation of the Competency Model in Human Resource Development Case Study of the Competency of Managers of the Cultural and Cultural Organization of Tehran Municipality. Strategy, 1 (1). [In Persian]
Dziekoński, K. (2017), Project managers’ competencies model for construction industry in Poland. Procedia Engineering, 182, 174-181.
Ennis, Michelle R. (2008), Competency Models: A Review of the Literature and the Role of the Employment and Training Administration (ETA), Pilots and Demonstration Team Division of Research and Evaluation Office of Policy Development and Research Employment and Training Administration U.S. Department of Labor, 1-24.
EU. (2014), The European e-Competence Framework (e-CF) version 3.0.
Fang, C.H., Chang, S.T., & Chen, G.L. (2010), Competency development among Taiwanese healthcare middle manager: A test of the AHP approach. African Journal of Business Management, 4(13), 2845-2855.
Fraser-Arnott, Melissa. (2017). Competencies for information specialists in emerging roles. Library Management, 38(1), 65-76.
Freudenberg,R.(2004).Competency modeling.
Gnanavelbabu, A. & Arunagiri, P. (2017). Ranking of MUDA using AHP and Fuzzy AHP algorithm. Material Today, 5, 13406-13412.
Goodarzi, M., R., & Soltani, I. (2018), Presenting Model of Managers' Competency Indicators in Educational Organizations (Case Study: Payame Noor University). Sociology of Education, 7(7), 109-128.[In Persian]
Haj Karimi, A., Rezaeian, A., Hadizadeh, A., & Bonyadi Naeini, A. (2011), Designing a Competency Model for Public Sector HR Managers in Iran. State Management Perspectives, 8, 23-43.[In Persian]
Hojjatpour, Y. (2017), Artificial intelligence-based systems and its application in HRM. Third National Conference on New Approaches in Management, Economics and Accounting Sciences.[In Persian]
Iranzadeh, S., & Zanjani, S. (2016), Model of Competency Requirements of Managers and Human Resources Specialists in East Azarbaijan Gas Company Using ISM Technique. Human Resource Management in the Oil Industry, 8(30), 27–50.[In Persian]
Jeffrey, L., & Brunton, M. (2010), Identifying competencies for communication practice: A needs assessment for curriculum development and selection in New Zealand. Public Relations Review, 36(2), 202–205.
Karami, M., & Salehi, M. (2009), Developing Competency-Based Management: A New Approach to Managing and Developing Managers, Tehran: Aigee, 1, 1-184.[In Persian]
Lee, Y. (2010), Exploring high-performers’ required competencies. Expert Systems with Applications, 37(1), 434-439.
Lei, M., H, M. (2010), Developing a core competency model of innovative culinary development. International Journal of Hospitality Management, 29(4), 582–590.
Megahed, N. (2015). Capturing Competencies and Behavioural Indicators of Diplomats for a Multiple-Jobs Competency Model. Journal of Human Resources, 3(1), 54-78.
Mohammadi, S; Ghanbar, T., N, & Sobhanallahi, M., A. (2015), Comparative Comparison of the Competency Model of Senior Managers in Information Technology in Iran with Models Explained in Various Studies. International Conference on Management, Economics and Industrial Engineering. Tehran. Institute of Managers of Idea Capital of Vieira Capital.[In Persian]
Nelson, A. (2006), Explory a Competency Model for Distributed Learning Leaders. Capella University, a doctor of dissertation, 1-81.
Niromand, P; Bamdad, S., J; Arabi, S., M; Amiri, M. (2012), Conceptual Framework for CEOs of Technology Based Firms: Dimensions, Components and Indicators. Journal of Occupational and Organizational Counseling, 4(12), 145-161. [In Persian]
Patanakul, P., & Milosevic, D. (2008), A competency model for effectiveness in managing multiple projects, Journal of High Technology Management Research, 18(2), 118-131.
Pourabedi, M., R., Zarabi, V., Yajadi Naeini, H., & Razi, Z (2016), Designing a Multidimensional Competency Model for Managers and Staff. Human Resource Management Research, 8(2), 27-22.[In Persian]
Puteh. F., Kaliannan, M., & Alam, F. (2015), Learning for professional development via peers: A System Theory approach. Procedia - Social and Behavioral Sciences, 172, 88-95.
Rothwell, W. J. (2002). The workplace learner: How to align training initiatives with individual learning competenciesAmerican Management Association, 1-358.
Sengupta, A., Venkatesh, D.N., & Sinha, A.K. (2013), Developing performance linked competency model: a tool for competitive advantage. International Journal of Organizational Analysis, 21(4):504-527.
Shabani, Z., Fathi, K., & Rashidi, H. (2013), Design of a fuzzy expert system for competency management for teacher selection teachers, First National Conference on Innovation in Computer Engineering and Information Technology, Tonekabon, Shafaq Institute of Higher Education.[In Persian]
Shvandi, H. (2006), Theory of Fuzzy References and Its Applications in Industrial Engineering and Management. Tehran: Basic Science Publication.[In Persian]
Tolga, E., Demircan, M.L. & Kahraman, C. (2005). Operating system selection using fuzzy replacement analysis and analytic hierarchy process. International Journal of Production Economics, 97(1), 89-117.
Tripathi, K., & Agrawal, M. (2014), Competency Based Management in Organizational Context: A Literature Review. Global Journal of Finance and Management, 6(4), 349-356.
United States Department of Labor. (2012), Technical Assistance Guide for Developing and Using Competency Models one Solution for the Workforce Development System, 1-33.
Wang, W.J., & Luoh, L. (2000). Simple computation for the defuzzifications of center of sum and center of gravity, J. Intell. Fuzzy Syst. 9, 53-59.
Yahyaee Farkoush, M. (2013), Fundamentals of News and Data Mining System, Tehran: First and last publications.[In Persian]
Zahedi, S and Sheikh, I (2010), Template Strategic Strategic Capabilities. Strategic Management Studies, 1(1), 95-139.[In Persian]
Zopiatis, A. (2010), Is it art or science? Chef’s competencies for success, International Journal of Hospitality Management, 29(3), 459–467.