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طراحی چارچوب توسعۀ استعداد فراگیر درسازمان (مورد مطالعه: سازمان تأمین اجتماعی) | ||
| مدیریت دولتی | ||
| دوره 18، شماره 1، 1405، صفحه 203-233 اصل مقاله (767.77 K) | ||
| نوع مقاله: مقاله علمی پژوهشی | ||
| شناسه دیجیتال (DOI): 10.22059/jipa.2025.399679.3749 | ||
| نویسندگان | ||
| حسین حاجی اسماعیلی1؛ رضا طهماسبی2؛ جبار باباشاهی* 3 | ||
| 1دانشجو دکتری، گروه مدیریت منابع انسانی، دانشکده مدیریت و حسابداری، دانشکدگان فارابی، دانشگاه تهران، تهران، ایران. | ||
| 2دانشیار، گروه مدیریت سرزمینی و امور عمومی، دانشکده مدیریت و حسابداری، دانشکدگان فارابی، دانشگاه تهران، تهران، ایران. | ||
| 3دانشیار، گروه مدیریت بازرگانی و کارآفرینی، دانشکده مدیریت و حسابداری، دانشکدگان فارابی، دانشگاه تهران، تهران، ایران. | ||
| چکیده | ||
| هدف: توسعۀ استعداد فراگیر، بهمعنای ایجاد فرصت رشد و شکوفایی برای همه کارکنان است و این رویکرد باعث میشود که توانمندیها و قابلیتهای ذاتی افراد شناسایی و توسعه داده شود تا از این طریق، کارکنان قادر باشند در مشاغلی که با استعدادهای آنها تناسب دارد، قرار بگیرند. زمانی که کارکنان احساس کنند تواناییهای آنها مورد توجه سازمان قرار گرفته است و فرصت رشد دارند، حس تعلق و مشارکت در آنها تقویت میشود و به اشتراک دانش، تبادل نظرها و ایدهها، در درون سازمان کمک میکنند. هدف از انجام پژوهش حاضر، طراحی چارچوب توسعۀ استعداد فراگیر در سازمان تأمین اجتماعی است تا زمینهای برای خودشکوفایی و قرار گرفتن کارکنان در مسیر شغلی متناسب با استعداد باشد. روش: پژوهش صورتپذیرفته از پارادایم تفسیری تبعیت میکند. رویکرد پژوهش استقرایی و از لحاظ هدف کاربردی است. استراتژی پژوهش تحلیل مضمون، روش پژوهش کیفی و از نظر افق زمانی مقطعی است. ابزار گردآوری و تجزیهوتحلیل دادهها، مصاحبه از نوع نیمهساختاریافته بوده است. تجزیهوتحلیل دادههای حاصل از مصاحبهها، با استفاده از روش تحلیل مضمون انجام شده است. جامعه آماری، مدیران و خبرگان ستاد مرکزی سازمان تأمین اجتماعی است. سازمان تأمین اجتماعی، یکی از سازمانهای زیرمجموعه دولت است که در سه بخش بیمهای، درمانی و اقتصادی، به ذینفعان خدمات ارائه میکند. در این روش، مشارکتکنندگان بهصورت هدفمند و با فن گلولۀ برفی برای انجام مصاحبه انتخاب شدند. مشارکتکنندگان ۱۲ نفر از خبرگان حوزۀ منابع انسانی بودند. یافتهها: پس از انجام مراحل مختلف پژوهش، مدل در هشت بخش مختلف سازماندهی و ترسیم شد: اصول و مبانی بنیادین، الزامات و ضروریات، کشف و شناسایی پتانسیل، تبدیل پتانسیل به نقاط قوت، عوامل مداخلهگر، عوامل تعدیلگر، نتایج و پیامدها. نتیجهگیری: با توجه به مبانی نظری و یافتههای پژوهش، انتخاب استراتژی توسعۀ استعداد فراگیر، برای سازمان تأمین اجتماعی مناسب است. با توجه به نگاه انسانگرایانه و مبتنی بر روانشناسی مثبتگرای این مدل به کارکنان، پیادهسازی و اجرای آن میتواند بیش از پیش به دیده شدن قابلیتهای ذاتی کارکنان توسط سازمان کمک کند و قادر است تا از طریق فراهمکردن حس ارزشمندی، خودباوری، خوشکوفایی در کارکنان، همچنین توسعۀ فردی آنها، زمینۀ ارتقای مهارتها و انگیزه کارکنان را فراهم کند. در این راستا، سازمان دارای مخزنی از کارکنان متنوع و با استعداد خواهد بود که با نخبهپروری و نخبهگزینی و نیز تناسب داشتن شغل با استعدادها و قابلیتهای ذاتی توسعهیافتۀ افراد، باعث میشود تا کارکنان بتوانند از کار و شغلی که در آن قرار دارند، لذت بیشتری ببرند. پیامدهای فردی و سازمانی اجرای برنامه توسعۀ استعداد فراگیر عبارتاند از: کارکنان متعهد، کارکنان وفادار، رضایت شغلی، محیط سازمانی پویا، افزایش اشتیاق به خلاقیت و نوآوری، استفاده بهینه از منابع انسانی، ارتقای اثربخشی، محیط سازمانی پویا، گفتمان جدید درون سازمانی، توسعۀ سازمانی، همدلی، کاهش ترک کار، تحقق اهداف استراتژیک، بازگشت سرمایه، تقویت برند سازمانی، تمایل دیگران به جذب در سازمان، فرهیختگی سازمانی، کارکنان پاسخگو، سازمان همسو با محیط دائماً در حال تغییر، تضعیف افسردگی شغلی و سازمان یادگیرنده. | ||
| کلیدواژهها | ||
| توسعۀ استعداد؛ توسعۀ استعداد فراگیر؛ روانشناسی مثبتگرا؛ رویکرد قابلیت | ||
| عنوان مقاله [English] | ||
| Designing an Inclusive Talent Development Framework in the Organization (Case Study: Social Security Organization) | ||
| نویسندگان [English] | ||
| Hossein Haji Esmaeili1؛ Reza Tahmasebi2؛ Jabbar Babashahi3 | ||
| 1Ph.D. Candidate, Department of Human Resource Management, Faculty of Accounting & Management, College of Farabi, University of Tehran, Tehran, Iran. | ||
| 2Associate Prof., Department of Territorial Management and Public Affairs, Faculty of Accounting & Management, College of Farabi, University of Tehran, Tehran, Iran. | ||
| 3Associate Prof., Department of Entrepreneurship, Faculty of Accounting & Management, College of Farabi, University of Tehran, Tehran, Iran. | ||
| چکیده [English] | ||
| Objective Inclusive talent development (ITD) focuses on creating equitable opportunities for growth and professional flourishing for all employees. This approach enables organizations to identify and nurture individual potential, placing employees in roles that align with their inherent talents. When employees perceive that their abilities are valued and that clear growth pathways exist, their sense of belonging and participation strengthens, fostering greater knowledge sharing and the exchange of ideas. The purpose of this research is to design a comprehensive framework for inclusive talent development within Iran’s Social Security Organization. The framework aims to facilitate employee self-actualization and ensure career paths are commensurate with individual talents. Methods This applied study adopts an interpretive research paradigm and an inductive approach. Following a qualitative methodology, it employs a cross-sectional time horizon and utilizes thematic analysis as its core research strategy. Data were collected through semi-structured interviews with managers and human resources experts from the central headquarters of the Social Security Organization, a major governmental service provider. Participants (n=12) were selected via purposeful and snowball sampling techniques. The interview data were systematically analyzed using thematic analysis to identify, analyze, and report patterns (themes) relevant to constructing the ITD framework. Results The analysis resulted in a detailed, multi-component framework for inclusive talent development. The model is organized into eight interconnected thematic sections: (1) Fundamental Principles (the core philosophical underpinnings of ITD); (2) Requirements & Necessities (essential organizational preconditions for implementation); (3) Potential Discovery (processes for identifying latent talent); (4) Talent Strengthening (mechanisms to convert potential into strengths); (5) Intervening Factors (variables that directly enable or hinder the process); (6) Moderating Factors (contextual variables that influence the strength of relationships within the model); (7) Immediate Results (the direct outcomes of ITD practices); and (8) Ultimate Consequences (the broader long-term impacts on the individual and organization). Conclusion This study concludes that an inclusive talent development strategy is both appropriate and beneficial for the studied organization. Grounded in humanistic and positive psychology principles, the proposed framework provides a structured pathway for the organization to recognize and cultivate the inherent capabilities of its workforce. Implementation is poised to enhance employee skills, motivation, self-confidence, and personal flourishing by creating a profound sense of worth and belonging. Consequently, the organization can build a diverse and talented internal pool, improve job-employee fit, and increase overall work engagement. The individual and organizational consequences are extensive and synergistic, leading to greater employee commitment, job satisfaction, creativity, and retention, as well as improved organizational effectiveness, agility, brand strength, and strategic goal achievement. Ultimately, this framework facilitates the transformation toward a dynamic, learning-oriented organization that is resilient in the face of environmental change. | ||
| کلیدواژهها [English] | ||
| Capability approach, Inclusive talent development, Positive psychology, Talent development | ||
| مراجع | ||
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برزگر، کیوان؛ روشن، سید علیقلی؛ یعقوبی، محسن (1398). طراحی الگوی سیستم مدیریت استعداد با رویکرد ترکیبی در شرکت گاز استان سیستان و بلوچستان. فصلنامه مطالعات راهبردی در صنعت نفت و انرژی، 11(44)، 239-264.
پناهی، بلال (1400). آیندهپژوهی مدیریت استعداد در سازمانهای دولتی ایران. فصلنامه علمی مدیریت سازمانهای دولتی،10(1)، 139- 154.
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غفاری، حسن؛ پورکیانی، مسعود؛ شکاری، غلام عباس؛ شیخی، ایوب (1396). طراحی مدل مدیریت استعداد با رویکرد یکپارچهسازی. پژوهشهای مدیریت عمومی، 10(36)، 117-142.
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