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شناسایی مکانیزم های سازمانی استخدام و کارمندیابی کارآفرینانه، مشوق رفتار کارآفرینانه سازمانی (صنایع منتخب) | ||
| فصلنامه علمی پژوهشی توسعه کارآفرینی | ||
| دوره 16، شماره 5 (ویژه نامه) - شماره پیاپی 63، اسفند 1402، صفحه 172-196 اصل مقاله (1.08 M) | ||
| نوع مقاله: مقالات پژوهشی- کیفی | ||
| شناسه دیجیتال (DOI): 10.22059/jed.2023.347249.654026 | ||
| نویسندگان | ||
| مجتبی ناهید1؛ کمال سخدری* 2؛ علی داوری3 | ||
| 1گروه کارآفرینی، دانشکده مدیریت و حسابداری، دانشگاه آزاد اسلامی، واحد قزوین، قزوین،ایران | ||
| 2گروه کارآفرینی سازمانی، دانشکده کارآفرینی، دانشگاه تهران، تهران، ایران | ||
| 3گروه کسب و کار جدید، دانشکده کارآفرینی، دانشگاه تهران، تهران، ایران | ||
| چکیده | ||
| هدف: در عصر حاضر که تغییر و تحولات محیطی از مهم‌ترین چالش‌های فراروی سازمان‌ها به شمار می‌روند، بهره‌گیری مناسب از استعدادها و توانایی‌های افراد در تدوین چارچوب‌ها و الگوهای فکری جدید، نقش حیاتی در تحقق کارآفرینی سازمانی دارد. از این رو تاثیرگذاری بر سرمایه‌های انسانی از طریق اقدامات راهبردی مدیریت منابع انسانی می‌تواند منجر به بروز رفتار کارآفرینانه در میان کارکنان در جهت اهداف سازمان اعم از رشد سودآوری، نوآوری و ... شود. هدف پژوهش حاضر، شناسایی سازوکارهای مدیریت منابع انسانی در بخش استخدام و کارمندیابی که مشوق رفتار کارآفرینانه هستند. روش: برای تحقق هدف پژوهش از رویکرد کیفی و روش مطالعۀ موردی چندگانه اکتشافی بهره گرفته شد. میدان پژوهش ده شرکت از صنایع رقابتی و خبرگان کلیدی این پژوهش را برخی مدیران و مشاوران شرکت های مورد بررسی و برخی اساتید دانشگاهی که با حوزه منابع انسانی و کارآفرینی سازمانی آشنا باشند تشکیل داده‌اند که درمجموع 26 نفر از این افراد به روش گلوله برفی شناسایی شدند. برای تحلیل داده‌های جمع‌آوری شده، از روش تحلیل مضمون استفاده گردید. یافته ها: یافته‌های پژوهش نشان داد که برنامه‌ریزی و طراحی مشاغل بر مبنای کار تیمی، رویکرد دوسوتوانی و روحیۀ کارآفرینانه بر مبنای آزادی عمل بیشتر و ساختار کمتر می تواند در جهت تحقق هدف پژوهش موثر باشد. نتیجه‌گیری: بهره‌گیری از ابزارهای نوین همچون هوش مصنوعی در شناسایی و غربال رزومه‌ها، طراحی انیمیشن و فیلم تبلیغاتی با گیمیفیکیشن مرتبط با هر شغل برای آگهی استخدامی در شبکه‌های مجازی، توجه بر شایستگی‌های کارآفرینانه در غربال رزومه‌ها و مصاحبه‌ها، جذب کارآفرینان شکست خورده و بهره‌مندی از نیروهای اشتراکی نوآور می‌تواند در بروز رفتارهای کارآفرینانۀ سازمانی موثر باشند. | ||
| کلیدواژه‌ها | ||
| کارآفرینی سازمانی؛ مدیریت منابع انسانی؛ استخدام؛ جذب؛ رفتار کارآفرینانه | ||
| عنوان مقاله [English] | ||
| Identifying the Organizational Mechanisms of Recruiting and Staffing, Encouraging Corporate Entrepreneurial Behavior (selected industries( | ||
| نویسندگان [English] | ||
| mojtaba nahid1؛ kamal Sakhdari2؛ ali davari3 | ||
| 1Department of Entrepreneurship, Faculty of Management and Accounting, University of Ghazvin, Ghazvin, Iran. | ||
| 2Department of Corporate Entrepreneurship, Faculty of Entrepreneurship, University of Tehran, Tehran, Iran. | ||
| 3New Business Department, Faculty of Entrepreneurship, University of Tehran, Tehran, Iran. | ||
| چکیده [English] | ||
| Objective: In today's era, when environmental changes are one of the most important challenges facing organizations, the proper use of talents and people in new thought processes is a role in creating organizational entrepreneurship. Therefore, the impact on human capital through the strategic actions of human resource management can be attributed to entrepreneurial behavior among individuals in the direction of general organizations from the growth of profitability, innovation, etc. The aim of the current research is to identify human resource management mechanisms in the employment and recruitment sector that encourage entrepreneurial behavior. Method: To achieve the goal of the research, qualitative approach and case study method were used. The key experts of this research were some managers and consultants of the investigated companies and some university professors who are familiar with the field of human resources and organizational entrepreneurship, and a total of 26 of these people were identified by the snowball method. Thematic analysis method was used to analyze the collected data. Findings: The findings of the research showed that the planning and design of jobs based on team work, an Ambivalence approach and an entrepreneurial spirit based on more freedom of action and less structure can be effective in achieving the goal of the research. Conclusion: using new tools such as artificial intelligence in identifying and screening resumes, designing animations and advertising movies with gamification related to each job for advertising in social networks, paying attention to entrepreneurial skills in screening resumes and interviews, attracting entrepreneurs who failed can be effective in the emergence of organizational entrepreneurial behaviors. | ||
| کلیدواژه‌ها [English] | ||
| Corporate entrepreneurship, human resource management, recruiting, employment, entrepreneurial behavior | ||
| مراجع | ||
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آمار تعداد مشاهده مقاله: 762 تعداد دریافت فایل اصل مقاله: 339 |
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