مديريت استراتژيك منابع انساني سبز ابزاري در راستاي پشتيباني از استقرار توسعه پايدار

Strategic management of green human resources A tool to support the establishment of sustainable Development

ﻫﺪف: ﺷﻨﺎﺳﺎﯾﯽ ﻓﻨﻮن و اﺑﻌﺎد روﯾﮑﺮد اﺳﺘﺮاﺗﮋِﯾﮏ ﻣﺪﯾﺮﯾﺖ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺳﺒﺰ و اراﺋﻪ ﭼﺎرﭼﻮﺑﯽ ﺑﺮاي آن در ﺟﻬﺖ ﺣﻤﺎﯾﺖ از اﺳﺘﻘﺮار ﺗﻮﺳﻌﻪ ﭘﺎﯾﺪار ﺑﻪﻋﻨﻮان ﻫﺪف اﯾﻦ ﭘﮋوﻫﺶ اﺳﺖ. ﻃﺮاﺣﯽ/ روشﺷﻨﺎﺳﯽ/ روﯾﮑﺮد: اﯾﻦ ﭘﮋوﻫﺶ از ﻟﺤﺎظ ﻓﻠﺴﻔﯽ ﺗﻔﺴﯿﺮي، داراي ﺟﻬﺖﮔﯿﺮي ﺗﻮﺳﻌﻪاي ﺑﻮده و اﺳﺘﺮاﺗﮋي ﺗﺤﻘﯿﻖ، روش ﮐﯿﻔﯽ اﺳﺖ. اﺑﺰار ﮔﺮدآوري اﻃﻼﻋﺎت، ﻣﺼﺎﺣﺒﻪ ﻧﯿﻤﻪﺳﺎﺧﺘﺎرﯾﺎﻓﺘﻪ اﺳﺖ. ﺑﺮاي ﻧﻤﻮﻧﻪﮔﯿﺮي و اﻧﺘﺨﺎب ﻣﺼﺎﺣﺒﻪﺷﻮﻧﺪﮔﺎن، روش ﻧﻤﻮﻧﻪﮔﯿﺮي ﻫﺪﻓﻤﻨﺪ اﺳﺘﻔﺎده ﺷﺪ. ﻧﻤﻮﻧﻪ آﻣﺎري ﭘﮋوﻫﺶ را ﺗﻌﺪاد 12 ﺗﻦ از ﺧﺒﺮﮔﺎن داﻧﺸﮕﺎﻫﯽ و ﺳﺎزﻣﺎﻧﯽ ﺣﻮزه ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺗﺸﮑﯿﻞ دادﻧﺪ. ﻓﺮآﯾﻨﺪ ﺗﺤﻠﯿﻞ ﻣﺼﺎﺣﺒﻪﻫﺎ، اﺳﺘﺨﺮاج ﻣﻀﺎﻣﯿﻦ و ﮐﺪﻫﺎي ﻣﻔﻬﻮﻣﯽ ﺑﺎ اﺳﺘﻔﺎده از روش ﺗﺠﺰﯾﻪوﺗﺤﻠﯿﻞ ﺗﻢ )ﻣﻀﻤﻮن( ﺻﻮرت ﭘﺬﯾﺮﻓﺖ. ﯾﺎﻓﺘﻪﻫﺎي ﭘﮋوﻫﺶ: ﭼﺎرﭼﻮﺑﯽ در ﺳﻪ ﺑﺨﺶ: ﻣﺆﻟﻔﻪﻫﺎي زﻣﯿﻨﻪاي ﺗﺄﺛﯿﺮﮔﺬار ﺑﺮاي ﭘﯿﺎدهﺳﺎزي روشﻫﺎي ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺳﺎزﮔﺎر ﺑﺎ ﻣﺤﯿﻂزﯾﺴﺖ، اﺑﻌﺎد ﻣﺪﯾﺮﯾﺖ اﺳﺘﺮاﺗﮋِﯾﮏ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺳﺒﺰ و ﭘﯿﺎﻣﺪﻫﺎي آن در ﺟﻬﺖ ﺗﻮﺳﻌﻪ ﭘﺎﯾﺪار، اراﺋﻪ ﺷﺪ. ﻓﻌﺎﻟﯿﺖﻫﺎي ﻣﺪﯾﺮﯾﺖ اﺳﺘﺮاﺗﮋِﯾﮏ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺳﺒﺰ در 13 ﺑﻌﺪ و 72 ﻣﻔﻬﻮم ﺷﻨﺎﺳﺎﯾﯽ و ﻧﺘﯿﺠﻪﮔﯿﺮي ﺷﺪ ﮐﻪ اﯾﻦ ﻣﻘﻮﻟﻪ ﻣﯽﺗﻮاﻧﺪ ﺑﻪ ﺗﺤﻘﻖ اﺑﻌﺎد ﭘﺎﯾﺪاري ﮐﻤﮏ ﻧﻤﺎﯾﺪ. ﻣﺤﺪودﯾﺖﻫﺎ و ﭘﯿﺎﻣﺪﻫﺎ: ﺣﺠﻢ ﻧﻤﻮﻧﻪ ﭘﺎﯾﯿﻦ و ﻣﺤﺼﻮر ﺑﻮدن ﻣﺎﻫﯿﺖ ﻧﻤﻮﻧﻪ در ﺑﺨﺶ ﺧﺒﺮﮔﺎن ﺳﺎزﻣﺎﻧﯽ ﺑﻪ ﻣﺘﺨﺼﺼﺎن ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﯾﮏ واﺣﺪ ﺳﺎزﻣﺎﻧﯽ ﺗﺄﺛﯿﺮﮔﺬار در راﺳﺘﺎي ﺗﻮﺳﻌﻪ ﭘﺎﯾﺪار، ﻣﻤﮑﻦ اﺳﺖ ﺗﻌﻤﯿﻢﭘﺬﯾﺮي ﻧﺘﺎﯾﺞ اﯾﻦ ﻣﻄﺎﻟﻌﻪ را ﻣﺤﺪود ﻧﻤﺎﯾﺪ. ﭘﯿﺎﻣﺪﻫﺎي ﻋﻤﻠﯽ: ﻣﻄﺎﻟﻌﻪ ﺣﺎﺿﺮ، ﺷﻮاﻫﺪي ﻋﯿﻨﯽ ﺑﺮاي ﺳﺎزﻣﺎنﻫﺎ ﻓﺮاﻫﻢ ﻣﯽﻧﻤﺎﯾﺪ ﮐﻪ ﭼﻪ اﻗﺪاﻣﺎﺗﯽ را در ﺣﻮزه ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺳﺒﺰ در راﺳﺘﺎي ﺗﻮﺳﻌﻪ ﭘﺎﯾﺪار ﭘﯿﺎدهﺳﺎزي ﮐﻨﻨﺪ. ﻫﻤﭽﻨﯿﻦ، ﺑﻪﻋﻨﻮان راﻫﻨﻤﺎﯾﯽ ﺑﺮاي ﻣﺪﯾﺮان ﻋﻤﻞ ﻧﻤﻮده، ﺳﺒﺐ ﺗﻮﺟﻪ و ﻫﺪاﯾﺖ ﻣﺪﯾﺮان ﺟﻬﺖ ﺳﺮﻣﺎﯾﻪﮔﺬاريﻫﺎي ﺑﯿﺸﺘﺮ در ﺣﻮزه ﻣﺪﯾﺮﯾﺖ اﺳﺘﺮاﺗﮋِﯾﮏ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺳﺒﺰ ﻣﯽﺷﻮد. اﺑﺘﮑﺎر ﯾﺎ ارزش ﻣﻘﺎﻟﻪ: ﺑﺎ ﻣﻌﺮﻓﯽ ﺷﯿﻮهﻫﺎي ﻣﺪﯾﺮﯾﺖ اﺳﺘﺮاﺗﮋﯾﮏ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺳﺒﺰ و اراﺋﻪ ﭼﺎرﭼﻮﺑﯽ ﻣﻨﺴﺠﻢ، ﺑﺮ وﺿﻮح ﻣﻔﻬﻮم اﯾﻦ ﻣﻘﻮﻟﻪ، درك و ﺗﺸﺨﯿﺺ ﺑﻬﺘﺮ آن ﺗﻮﺳﻂ ﭘﮋوﻫﺸﮕﺮان ﻣﯽاﻓﺰاﯾﺪ.

Purpose:Identifying the techniques and dimensions of the strategic approach of Green HRM and providing a framework for it to support the establishment of sustainable development is the goal of this study. Methodology:This research has a developmental orientation from a philosophical-interpretive point of view and the research strategy is a qualitative method.The data collection tool is a semi-structured interview.Purposeful sampling method was used for sampling and selection of interviewees.The statistical sample of the study consisted of 12 academic and organizational experts in the field of human resources. the process of analyzing interviews,extracting themes and conceptual codes was performed using the theme analysis method. ResearchFindings:A framework was presented in three parts:effective contextual components for the implementation of environmentally friendly human resources methods,dimensions of strategic human resource management and its implications for sustainable development.Green HR Strategic Management Activities In 13 dimensions and 72 concepts,it was identified and concluded that this variable can help to achieve the dimensions of sustainability. Limitations&Consequences:The Low sample size and The confinement of the nature of the sample in the organizational experts section to the human resources specialists of an effective organizational unit for sustainable development may limit the generalizability of the results of this study. Practical Consequences:Provides objective evidence for organizations on what activities in the field of Green HR to implement in the direction of sustainable development.It also acts as a guide for managers, attracting attention and guiding managers to invest more in the field of strategic management of Green HR. Article Value:By introducing the methods of strategic management of Green HR and providing a coherent framework,clearly the concept of this variable, better understanding and recognition by researchers adds.