شناسایی و اولویت‌بندی چالش‌های عملکردی مدیران صف در جعبه سیاه مدیریت منابع انسانی

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشیار، گروه مدیریت دولتی، دانشکده مدیریت حسابداری، دانشگاه علامه طباطبائی، تهران، ایران.

2 استاد، گروه مدیریت دولتی، دانشکده مدیریت حسابداری، دانشگاه علامه طباطبائی، تهران، ایران.

3 دانشجوی دکتری، گروه مدیریت دولتی، دانشکده مدیریت حسابداری، دانشگاه علامه طباطبائی، تهران، ایران.

چکیده

زمینه و هدف: نقش مدیران صف در تحقق ارتباط شیوه‌های مدیریت منابع انسانی با عملکرد، حیاتی و انکارناپذیر است. در پژوهش‌های پیشین، به خصوصیت‌های این نقش در کشور به اندازه کافی توجه نشده است. در این پژوهش برای نخستین بار تلاش شده است تا با استفاده از مدل نظری و روشی جدید در جامعه آماری شرکت ملی پخش فراورده‎های نفتی، به بررسی عمیق‌تر نقش مدیران صف در مدل جعبه سیاه منابع انسانی پرداخته شود و ضمن شناسایی چالش‌های آنان در مسیر تحقق انتظارات عملکردی، به اولویت‌بندی میزان اهمیت هر یک از چالش‌ها اقدام شود.
روش: پژوهش حاضر با دو روش و در دو مرحله مجزا اجرا شده است. نخست، به‌کمک روش فراترکیب با رویکرد «ترکیب تلفیقی تحقیقات» و با مطالعه و کُدگذاری علمی و روش‌مند 243 مقاله معتبر پیشین، به شناسایی و دسته‌بندی چالش‌های عملکردی مدیران صف در جعبه سیاه مدیریت منابع انسانی پرداخته شد. دوم، با استفاده از روش کمّی تحلیل سلسله‌مراتبی (AHP) و بر اساس نیاز شرکت ملی پخش فراورده‌های نفتی، به اولویت‌بندی چالش‌های شناسایی‌شده در گام نخست پژوهش اقدام شد.
یافته‌ها: مرحله شناسایی چالش‌های عملکردی مدیران صف، به توصیف و توضیح عوامل متعددی انجامید که در نهایت، همه عوامل در پنج گروه کلی دسته‌بندی‌ شدند. در مرحله اولویت‌بندی اهمیت چالش‌ها نیز «حمایت مدیران ارشد و مدیران منابع انسانی» مهم‌ترین چالش تشخیص داده شد و به‌ترتیب «توانایی، دانش و مهارت» و «تعهد به مدیریت افراد» در رتبه‌های دوم و سوم قرار گرفتند و «ابهام در نقش و اولویت‌های متعارض» و «حجم کار» به‌طور مشترک اهمیت کمتری داشتند.
نتیجه‌گیری: در صورت ناکامی مدیران صف در  ایفای نقش مؤثر بر ارتباط با وظایف محوله حوزه منابع انسانی، امکان شکست کلیه تلاش‌ها برای به‌کارگیری شیوه‌های مدیریت منابع انسانی و متعاقب آن، هدررفت منابع سازمانی بسیار زیاد خواهد بود. بنابراین، مدیران و تصمیم‌سازان سازمانی باید ضمن در نظر گرفتن چالش‌های عملکردی مدیران صف، به راه‌کارهای غلبه بر آنان به‌طور ویژه‌ای توجه کنند. در انتها نیز ضمن بحث و بررسی یافته‌ها، به توصیف مسیرهایی پرداخته شده است که بررسی آنها در پژوهش‌های بعدی لازم است.

کلیدواژه‌ها


عنوان مقاله [English]

Identification and Prioritization of Line Managers’ Practical Challenges in HRM Black Box

نویسندگان [English]

  • Habib Roodsaz 1
  • MirAli Seyed-naghavi 2
  • Davood HosseinPour 1
  • Ali Mahjoub 3
1 Associate Prof., Faculty of Management and Accounting, Allameh Tabataba’i University, Tehran, Iran.
2 Prof, Faculty of Management and Accounting, Allameh Tabataba’i University, Tehran, Iran.
3 Ph.D. Student in Public Administration, Faculty of Management and Accounting, Allameh Tabataba’i University, Tehran, Iran.
چکیده [English]

Background & Purpose: The role of line managers is vital and undeniable in realization of the linkage between HRM practices and performance. The specifications of that role have not received sufficient scrutinization in previous local studies. In this study, for the first time, by applying a new theoretical model and a new method, in National Oil and Natural Gas Company, we tried to deeply investigate the role of line managers in HRM black box, identify their challenges in fulfilling their practical roles, and prioritize the importance of each challenge
Methodology: Regarding the method, current study composed of two separated phases. First, by applying a meta-synthesis approach, known as ''mixed research synthesis'', and by methodological scrutinization of 243 credible articles, we came up with a thorough description of line managers’ status in HRM black box and investigated their functional/practical challenges. Second, by using AHP method, the identified challenges in the first step were prioritized.
Findings: The phase of identification line managers’ practical challenges, led to explanation of many factors which then were categorized into five general challenges. In the factor prioritization phase, "CEO & HR managers support" was determined as the most important challenges, followed by "Knowledge, skill & ability", "commitment to people management". Finally, both factors of "role ambiguity & inconsistent priorities" and "load of work" together were rated as the less important challenges.
Conclusion: When line managers fail in their effective roles in relation to HRM-related duties, the probability of failure in all HRP efforts and subsequently wasting organizational resources will be high. Accordingly, it is essential for CEOs and decision makers to consider line managers’ functional challenges and particularly focus on solutions to overcome them. At the end, in addition to discussion of the findings, future research directions are provided.

کلیدواژه‌ها [English]

  • analytical hierarchy process
  • black box
  • human resource management
  • line managers
  • meta-synthesis
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