Analysis of Job Positions in Human Resource Management Architecture Model According to the Lepak & snell s Model (Case Study: Saipa Insurance Brokerage Company) | ||
| مجله علمی "مدیریت فرهنگ سازمانی" | ||
| Volume 21, Issue 4, January 2024, Pages 307-323 PDF (1.37 M) | ||
| Document Type: Research Article | ||
| DOI: 10.22059/jomc.2023.332761.1008367 | ||
| Authors | ||
| Jabbar Babashahi* 1; Hamid Reza Yazdani1; Azra Shamsi Tavasani2 | ||
| 1Department of Business Management, Faculty of Management and Accounting, University of Tehran, College of Farabi, Qom, Iran | ||
| 2Department of Human Resources Management, Faculty of Management and Accounting, University of Tehran, College of Farabi, Qom, Iran | ||
| Abstract | ||
| The success of organizations in achieving their strategies and goals requires alignment of HR systems, behaviors, and practices with business strategies, and this principle will be achieved in the beam of human resources architecture. Human resources architecture aims to draw major and minor directions of human resource management and Presentation of the integrated images from HRM performance. This study examined the architecture of human resource management in Saipa insurance broker company and its suitability of the desired state using the Lepak & snell (2002) model and also explained the typology of existing positions based on this model. This study was conducted by using the method of case study. The statistical population of the study is Saipa Insurance Broker Company in Tehran. The targeted Sampling method was used, a data collection tool was a questionnaire and descriptive statistics were used for data analysis. The results of this study show that, unlike the Lepak and Snell (2002) four-part model, most jobs in Saipa insurance broker companies are placed in two parts of the matrix that are contractual and commitment strategies. In other words, there is a difference between the ideal and the existing situation of human resource management systems in the company. Finally; Based on Job conditions, prescriptions of the subsystems in human resources were presented. | ||
| Keywords | ||
| HRM Architecture; Configurational Perspective; Strategic Value; Uniqeness | ||
| References | ||
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