تعیین شاخص‌های بهره‌وری منابع انسانی در سازمان‌های علمی و فناورانه
محورهای موضوعی : مدیریت(منابع انسانی)
نجف قراچورلو
1
(استادیار گروه مدیریت توسعه پژوهشکده توسعه و برنامه ریزی جهاد دانشگاهی، تبریز، ایران)
جاوید قهرمانی نهر
2
(دانشجوی دکتری مهندسی صنایع دانشگاه کردستان، عضو هیأت علمی پژوهشکده توسعه و برنامه ریزی جهاد دانشگاهی، تبریز، ایران)
کلید واژه: تحلیل عاملی تاییدی, بهره‌وری منابع انسانی, تحلیل مضمون, شاخص های بهره وری, سازمان‌های علمی و فناورانه,
چکیده مقاله :
ساده‌ترین توصیف بهره‌وری انجام درست کار است. بهره‌وری می‌تواند از ابعاد مختلف مثل بهره‌وری انرژی، سرمایه، نیروی انسانی، تجهیزات و... مورد بررسی قرار گیرد. بهره‌وری منابع انسانی یکی از مهم‌ترین ابعاد آن بوده و به‌کارگیری صحیح سایر منابع نیز درگرو بهره‌ور بودن آن است. شناسایی و توصیف شاخص‌های بهره‌وری در ابعاد مختلف از قدم‌های اساسی مدیریت بهره‌وری می‌باشد. این امر در سازمان‌های علمی و فناورانه از اهمیت ویژه‌ای برخوردار است. جامعه آماری شامل مدیران، کارشناسان و خبرگان سازمان‌های علمی و فناورانه بوده که در این مقاله شاخص‌های مذکور با حجم نمونه 350 از طریق پرسش‌نامه با استفاده از روش‌های کیفی تحلیل محتوا و تحلیل مضمون و تحلیل عاملی تأییدی و با استفاده از نرم‌افزارهای MAXQDA، SPSS و AMOS مورد بررسی قرار گرفته است. نتایج حاصل از یافته‌ها و تحلیل ضرایب مسیر عاملی تأییدی نشان می‌دهد پنج شاخص کلی "برنامهریزی اثربخش و کارا"، " عوامل مالی و فناورانه"، " انگیزه، تعهد و روحیه کار تیمی"، " رقابت‌پذیری و توسعه" و "دانش، مهارت و تفکر سیستمی" مهم‌ترین شاخص‌های بهره‌وری منابع انسانی در سازمان‌های علمی و فناورانه محسوب می‌شود به‌طوری‌که ضریب شاخص دانش، مهارت و تفکر سیستمی کمترین ضریب و شاخص برنامهریزی اثربخش و کارا بیشترین ضریب را در مدل نهایی دارد. بر این اساس سازمان‌های علمی و فناورانه جهت افزایش بهره وری منابع انسانی خود، بایستی به مهارت‌های تیم سازی، توسعه فرایند تصمیم غیر متمرکز، تقویت روحیه مشارکت پذیری در کنار عواملی نظیر ارتقاء سطح کیفیت تجهیزات، فناوری‌ها و مسائل مالی توجه ویژه ای داشته باشند.
Productivity can be studied from different dimensions such as energy efficiency, capital, manpower, equipment, etc. Productivity of human resources is one of its most important dimensions and the correct use of other resources also depends on its productivity. Identifying and describing productivity indicators in different dimensions is one of the basic steps of productivity management. This is especially important in scientific and technological organizations. In the current study, the statistical population includes managers and experts of scientific and technological organizations. In this article, the mentioned indicators, with a sample size of 350 were reviewed through a questionnaire using qualitative methods of content analysis and content analysis and confirmatory factor analysis using MAXQDA, SPSS and AMOS software. The results revealed five general indicators: "effective and efficient planning", "financial and technological factors", "motivation, commitment and teamwork spirit","competitiveness and development" and "knowledge, skills and system thinking" as the most important indicators of human resource productivity in scientific and technological organizations. The indicator of knowledge, skills and system thinking has the lowest coefficient and that of effective and efficient planning has the highest coefficient in the final model. Accordingly, to increase the productivity of their human resources, scientific and technological organizations should pay special attention to team building skills, development of decentralized decision processes, strengthening the spirit of participation along with factors such as improving the quality of equipment, technologies and financial issues.
Aithal, S. and Kumar, S. (2016), Theory A for Optimizing Human Productivity, IRA-International Journal of Management & Social Sciences, 4(3), 526-535.
Arulrajah, A.A. (2017), Productivity and Quality Management through Human Resource Management: A Systematic Review, International Review of Management and Business Research, 6(2), 419-428.
Baradaran V, Valijani M. (2016) A Model to Improve the Labor Productivity at Iranian Tax Organization (A Case Study of the Eastern Tehran General Tax Directorate). J Tax Res. 24 (29):165-184. [In Persian].
Chieng, H. P., Arokiasamy, L. & Kassim, K. A. A. (2019), Influence of Human Resource Management Practices on Malaysian Construction Organizational Performance, Global Business and Management Research, 11(1), 367-379.
Dukec, D. and Miroslav, S. (2017), the Effect of Human Capital on Labor Productivity: A Case Study of Hilding Anders Ltd, Education for Entrepreneurship, 7(1), 9-19.
Evelyne, N, Muathe, S. and Kilika, J. (2018), Mediating Effect of Motivation on Employees Performance in Private Equity Firms, Kenya, Journal of Human Resource Management, 6(2), 78-84.
Haghighatian, M. and Ezati, Y. (2015), an investigation into effective factors on human resources productivity (Case Study: Region 11, Islamic Azad University, Iran), Procedia-Social and Behavioral Sciences, 205, 601-607.
Lee, H. W., Pak, J., Kim, S. & Li, L. Z. (2019), Effects of human resource management systems on employee proactivity and group innovation, Journal of Management, 45(2), 819-846.
Mardani, M., khaki, A (2019), Designing a Productivity Model for the University Staff of the Armed Forces Emphasizing on the Role of Information and Communication Technology, 11(2), 167-189. [In Persian].
Maciulyte Sniukiene, A. and Matuzeviciute, K. (2018), impact of human capital development on productivity growth in eu member states, business, Management and Education, 16(1),1-12.
Mirzaei, M (2017), A Study of Factors Affecting the Promotion of Human Resource Productivity with Emphasis on Knowledge Management (Case Study of Municipal Employees in Region 4), Third National and International Conference on Management and Accounting in Iran, pp. 1-10. [In Persian].
Nikpour, A (2019), the effect of implementing succession management system on human resource productivity (Case study: Kerman Province Industry, Mining and Trade Organization), Journals management system, 53(14), 20-40. [In Persian].
Sayadi, S, Chamanifard, R, Nikpour, M (2014), Mediating Role of Employee Job Satisfaction in the Relationship between Intellectual Capitals and Employee Productivity (Case study: North West Tejarat Bank of Tehran City), The Journal of productivity management, Volume 9, 3(34) - Serial Number 34, 27-44. [In Persian].
Shaker Ardakani, M., Abzari, M., Shaemi, A., & Fathi, S. (2016), Diversity management and human resources productivity: Mediating effects of perceived organizational attractiveness, organizational justice and social identity in Isfahan’s steel industry, Iranian Journal of Management Studies, 9(2), 407-432.
_||_Aithal, S. and Kumar, S. (2016), Theory A for Optimizing Human Productivity, IRA-International Journal of Management & Social Sciences, 4(3), 526-535.
Arulrajah, A.A. (2017), Productivity and Quality Management through Human Resource Management: A Systematic Review, International Review of Management and Business Research, 6(2), 419-428.
Baradaran V, Valijani M. (2016) A Model to Improve the Labor Productivity at Iranian Tax Organization (A Case Study of the Eastern Tehran General Tax Directorate). J Tax Res. 24 (29):165-184. [In Persian].
Chieng, H. P., Arokiasamy, L. & Kassim, K. A. A. (2019), Influence of Human Resource Management Practices on Malaysian Construction Organizational Performance, Global Business and Management Research, 11(1), 367-379.
Dukec, D. and Miroslav, S. (2017), the Effect of Human Capital on Labor Productivity: A Case Study of Hilding Anders Ltd, Education for Entrepreneurship, 7(1), 9-19.
Evelyne, N, Muathe, S. and Kilika, J. (2018), Mediating Effect of Motivation on Employees Performance in Private Equity Firms, Kenya, Journal of Human Resource Management, 6(2), 78-84.
Haghighatian, M. and Ezati, Y. (2015), an investigation into effective factors on human resources productivity (Case Study: Region 11, Islamic Azad University, Iran), Procedia-Social and Behavioral Sciences, 205, 601-607.
Lee, H. W., Pak, J., Kim, S. & Li, L. Z. (2019), Effects of human resource management systems on employee proactivity and group innovation, Journal of Management, 45(2), 819-846.
Mardani, M., khaki, A (2019), Designing a Productivity Model for the University Staff of the Armed Forces Emphasizing on the Role of Information and Communication Technology, 11(2), 167-189. [In Persian].
Maciulyte Sniukiene, A. and Matuzeviciute, K. (2018), impact of human capital development on productivity growth in eu member states, business, Management and Education, 16(1),1-12.
Mirzaei, M (2017), A Study of Factors Affecting the Promotion of Human Resource Productivity with Emphasis on Knowledge Management (Case Study of Municipal Employees in Region 4), Third National and International Conference on Management and Accounting in Iran, pp. 1-10. [In Persian].
Nikpour, A (2019), the effect of implementing succession management system on human resource productivity (Case study: Kerman Province Industry, Mining and Trade Organization), Journals management system, 53(14), 20-40. [In Persian].
Sayadi, S, Chamanifard, R, Nikpour, M (2014), Mediating Role of Employee Job Satisfaction in the Relationship between Intellectual Capitals and Employee Productivity (Case study: North West Tejarat Bank of Tehran City), The Journal of productivity management, Volume 9, 3(34) - Serial Number 34, 27-44. [In Persian].
Shaker Ardakani, M., Abzari, M., Shaemi, A., & Fathi, S. (2016), Diversity management and human resources productivity: Mediating effects of perceived organizational attractiveness, organizational justice and social identity in Isfahan’s steel industry, Iranian Journal of Management Studies, 9(2), 407-432.