طراحی مدل توسعه منابع انسانی مبتنی بر رویکرد منتورینگ (SDTP)
محورهای موضوعی : روش های نوین آموزش وتوسعه منابع انسانیدکتر فیروز نوری كلخوران 1 , مهدی رهبری 2 , مائده محبتی 3
1 - استاديار گروه علوم تربيتي دانشگاه بوعلي سينا
2 - کارشناسی ارشد مدیریت اجرایی، دانشگاه آزاد اسلامی، واحد علوم و تحقیقات، تهران، ایران.
3 - کارشناسی ارشد آموزش و توسعه منابع انسانی، دانشکده روانشناسی و علوم تربیتی، دانشگاه شهید بهشتی، تهران، ایران.
کلید واژه: منتورینگ, عناصر مدل منتورینگ, مدل منتورینگ SDTP.,
چکیده مقاله :
کمبود نیروی انسانی متخصص و ضرورت افزایش انگیزه های منابع انسانی با ابزار ارتقاء از داخل موجبات پژوهش حاضر را با رویکرد طراحی منتورینگ فراهم نموده است. رویکرد این پژوهش آمیخته می باشد و در بخش کیفی از روش اکتشافی و در بخش کمی نیز از روش پیمایش استفاده شده است. ابتدا با مصاحبه های تخصصی با متخصصین عناصر مدل منتورینگ استخراج گردید. پس از شناسایی عناصر، در مرحله تعیین عناصر پرسشنامه ای طراحی و توزیع گردید و از طریق سرشماری (کل اعضای جامعه پژوهش) داده ها گردآوری شدند و سپس با دو نیم کردن آزمون اعتبار آزمون از طریق آلفای کرانباخ (%68) تعیین شد. پس از آن از طریق نرم افزار SPSS، آزمون تی تک گروهه نتایج تحلیل شد و همه عناصر شناسایی شده در مرحله قبل مورد تأیید واقع گردید. پس از آن داده ها در قالب جلسه گروه کانونی به صورت یک مدل نهایی تدوین شد. در انجام این فرایند از نرم افزار ISM استفاده شد. عناصر موجود در الگو شامل تهيه پروفايل شناختي منتي، تدوین برنامه توسعه فردی، تعیین حوزههاي عملکردی مهم برای شرکت، شناسایی، ارزیابی و تأمین منتورها، تهیه پروفایل شناختی منتور، تعيين مشاغل کلیدی و تعیین استعدادها، برنامه ریزی توسعه منتورها، ثبت و تنظیم قرارداد یادگیری فیمابین منتی و منتور، اجرای اثربخشی فرآیند منتورینگ برای افراد مختلف، اجرای برنامه منتورینگ، ارزیابی فرآیندی منتورینگ و بهبود آن و ثبت قرارداد مالی منتورینگ با منتور می شود. این مدل موسوم به SDTP در مقاله ارائه شده است.
The shortage of specialized human resources in the labor market and the limitations of government organizations to recruit and employ new human resources on the one hand, and the need to increase the motivation of human resources with promotion tools from within the organization, have made it necessary to provide and develop human resources from internal sources in organizations. In order to provide and develop human resources, it is necessary for each organization to manage this process with a local model. The present study provided the human resources of IMPASCO Company with the approach of designing a mentoring model. The approach of this research was mixed. In the qualitative part, the exploratory method was employed, and in the quantitative part involved using the survey method. First, the elements of the mentoring model were extracted through specialized interviews with experts. After identifying the elements, a questionnaire was designed and distributed in the element determination stage, and data were collected by distributing the questionnaire among internal experts and decision-makers (all members of the research community). The test was confirmed by calculating Cronbach's alpha (68%) and the data were analyzed using SPSS software and a one-group t-test, where all the elements identified in the previous stage were confirmed. After that, the data was determined and presented in the form of a final model using ISM software in the form of a focus group session. The elements in the model included preparing a cognitive profile of the mentee, developing a personal development plan, determining important functional areas for the company, identifying, evaluating and providing mentors, preparing a cognitive profile of the mentor, determining key jobs and determining talents, planning the development of mentors, registering and arranging a learning contract between the mentee and the mentor, implementing the effectiveness of the mentoring process for different individuals, implementing the mentoring program, evaluating the mentoring process and improving it, and registering a financial contract for mentoring with the mentor. This model, known as SDTP, is presented in the article.
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