ارائه مدل مديريت ريسك‌هاي منابع انساني در شركت‌هاي تأمين سرمايه (رويكردي جهت ارتقاي عملكرد سازمان)

A Human Resource Risk Management Model in Investment Banking Companies

ﻣﺪﯾﺮﯾﺖ ﮐﺮدن رﯾﺴﮏﻫﺎي ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺑﻪﻋﻨﻮان ﯾﮏ روﯾﮑﺮد ﻗﺎﺑﻞﺑﺤﺚ ﺑﺮاي رﺷﺪ ﻣﺪاوم ﺷﺮﮐﺖﻫﺎي ﺗﺄﻣﯿﻦ ﺳﺮﻣﺎﯾﻪ ﻣﻄﺮح ﺷﺪه اﺳﺖ. ازاﯾﻦرو ﺷﺮﮐﺖﻫﺎ ﺑﺎﯾﺪ ﺑﺘﻮاﻧﻨﺪ ﺑﺎ ﺷﻨﺎﺳﺎﯾﯽ و ارزﯾﺎﺑﯽ رﯾﺴﮏﻫﺎي ﻣﻮﺟﻮد، آﻧﻬﺎ را ﺑﻪﮔﻮﻧﻪاي ﻣﻨﺎﺳﺐ ﻣﺪﯾﺮﯾﺖ ﻧﻤﺎﯾﻨﺪ. ﭘﮋوﻫﺶ ﺣﺎﺿﺮ ﺑﺎ ﻫﺪف ﺗﺪوﯾﻦ ﻣﺪﻟﯽ ﺑﺮاي ﻣﺪﯾﺮﯾﺖ رﯾﺴﮏﻫﺎي ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ در ﺷﺮﮐﺖﻫﺎي ﺗﺄﻣﯿﻦ ﺳﺮﻣﺎﯾﻪ ﺑﺎ روﯾﮑﺮدي ﺟﻬﺖ ارﺗﻘﺎي ﻋﻤﻠﮑﺮد ﺳﺎزﻣﺎن اﺟﺮا ﺷﺪه اﺳﺖ. روش ﺗﺤﻘﯿﻖ ﺑﻪ ﺻﻮرت ﮐﯿﻔﯽ و ﻣﺒﺘﻨﯽ ﺑﺮ ﻧﻈﺮﯾﻪﭘﺮدازي دادهﺑﻨﯿﺎد اﺳﺖ. ﺑﺮاي ﮔﺮدآوري اﻃﻼﻋﺎت از ﻣﺼﺎﺣﺒﻪﻫﺎي ﻧﯿﻤﻪ ﺳﺎﺧﺘﺎرﯾﺎﻓﺘﻪ اﺳﺘﻔﺎده ﺷﺪ و ﺗﺠﺰﯾﻪوﺗﺤﻠﯿﻞ اﻃﻼﻋﺎت ﺑﻪ روش اﺳﺘﺮاوس و ﮐﻮرﺑﯿﻦ اﻧﺠﺎم ﮔﺮﻓﺖ. ﻧﻤﻮﻧﻪﮔﯿﺮي ﺑﻪ روش ﻫﺪﻓﻤﻨﺪ اﻧﺠﺎم ﺷﺪ. ﻣﻄﺎﺑﻖ ﺑﺎ اﻟﮕﻮي ﻧﻈﺎمﻣﻨﺪ ﻧﻈﺮﯾـﮥ دادهﺑﻨﯿـﺎد، ﺧﺒﺮﮔﺎن و ﻣﺪﯾﺮان ﺑﺎﺳﺎﺑﻘﻪ در ﺷﺮﮐﺖﻫﺎي ﺗﺄﻣﯿﻦ ﺳﺮﻣﺎﯾﻪ ﺑﺮاي ﺟﺎﻣﻌـﮥ آﻣﺎري اﻧﺘﺨﺎب ﺷﺪﻧﺪ. ﻧﺘﺎﯾﺞ ﺗﺤﻠﯿﻞ دادهﻫﺎي ﺑﻪدﺳﺖآﻣﺪه از ﻣﺼﺎﺣﺒﻪﻫﺎ ﻃﯽ ﻓﺮاﯾﻨﺪ ﮐﺪﮔﺬاري ﺑﺎز، ﻣﺤﻮري و اﻧﺘﺨﺎﺑﯽ، ﺑﻪ اﯾﺠﺎد ﻣﺪل ﻣﺪﯾﺮﯾﺖ رﯾﺴﮏ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺑﺮ ﻣﺒﻨﺎي ﻧﻈﺮﯾﻪﭘﺮدازي دادهﺑﻨﯿﺎد ﻣﻨﺠﺮ ﺷﺪ. درﻧﻬﺎﯾﺖ، اﻟﮕﻮﯾﯽ ﺑﺮاي ﻣﺪﯾﺮﯾﺖ رﯾﺴﮏﻫﺎي ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ در ﺷﺮﮐﺖﻫﺎي ﺗﺄﻣﯿﻦ ﺳﺮﻣﺎﯾﻪ ﺷﻨﺎﺳـﺎﯾﯽ ﺷـﺪ. ﯾﺎﻓﺘﻪﻫﺎي اﯾﻦ ﭘﮋوﻫﺶ ﺣﺎﮐﯽ از آن اﺳﺖ ﮐﻪ ﺑﺮاي ﻣﻮﻓﻘﯿﺖ ﻣﺪﯾﺮﯾﺖ رﯾﺴﮏﻫﺎي ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ در ﺷﺮﮐﺖﻫﺎي ﺗﺄﻣﯿﻦ ﺳﺮﻣﺎﯾﻪ، ﻣﺪﯾﺮان ﺑﺎﯾﺴﺘﯽ ﺑﻪ ﮐﻠﯿﻪ ﻣﻘﻮﻟﻪﻫﺎ و زﯾﺮﻣﻘﻮﻟﻪﻫﺎي ﺷﻨﺎﺳﺎﯾﯽﺷﺪه در اﯾﻦ ﭘﮋوﻫﺶ ﺑﻪدﻗﺖ ﺗﻮﺟﻪ ﮐﻨﻨﺪ و در ﺧﺼﻮص ﻫﺮ ﯾﮏ از آﻧﻬﺎ اﻃﻼﻋﺎت ﻻزم و ﮐﺎﻓﯽ داﺷﺘﻪ ﺑﺎﺷﻨﺪ. ﺑﻌﻼوه اﯾﻦ ﭘﮋوﻫﺶ ﻟﺰوم ﺗﻮﺟﻪ ﺑﻪ ﻣﺪﯾﺮﯾﺖ رﯾﺴﮏﻫﺎي ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺑـﺮاي ﺗﻮﺳﻌﮥ ﺷﺮﮐﺖﻫﺎي ﺗﺄﻣﯿﻦ ﺳﺮﻣﺎﯾﻪ را ﻧﺸﺎن ﻣﯽدﻫﺪ.

Human resource risk management has been proposed as a controversial approach to the continuous growth of investment companies. Hence, companies should be able to identify and evaluate existing risks and manage them properly. The present study aims to develop a model for human resource risk management in investment banking companies. The research method is qualitative, based on a data-driven theory. Semi-structured interviews were used to collect the data and data analysis was performed by Strauss and Corbin method and paradigm model. Sampling was purposive and was done using targeted (judgmental) techniques. In accordance with the systematic pattern of data-driven theory, experts and managers with experience in investment companies were selected as the statistical population of the study. The results of the optained data from the interviews, using open, axial, and selective coding, led to a human resoursce risk management model based on a data-driven theory. Thus a model for human resource risk management in investment companies was identified. The findings of this study indicate that for the success of human resource risk management in investment companies, managers must pay attention to all the categories and sub-categories identified in the present study, and have the necessary sufficient information about each of them. In addition, this study shows the need to pay attention to human resource risk management for the development of investment companies.