ﻃﺮاﺣﯽ و ﺗﺒﺒﯿﻦ وﺿﻊ ﻣﻮﺟﻮد اﻟﮕﻮي ﻣﺪﯾﺮﯾﺖ اﺳﺘﻌﺪاد ﮐﺎرﮐﻨﺎن ﺳﺎزﻣﺎن ﺗﺎﻣﯿﻦ اﺟﺘﻤﺎﻋﯽ

Designing and explaining the current situation of the talent management model of the employees of the Social Security Organization

اﯾﻦ ﭘﮋوﻫﺶ ﺑﻪ ﻃﺮاﺣﯽ اﻟﮕﻮي ﻣﻄﻠﻮب ﻣﺪﯾﺮﯾﺖ اﺳﺘﻌﺪاد و ارزﯾﺎﺑﯽ وﺿﻊ ﻣﻮﺟﻮد ﻣﺪﯾﺮﯾﺖ اﺳﺘﻌﺪاد ﺳﺎزﻣﺎن ﭘﺮداﺧﺘﻪ اﺳﺖ. ﻣﻄﺎﻟﻌﻪ ﺣﺎﺿﺮ ﺑﺎ ﺗﻮﺟﻪ ﺑﻪ ﻫﺪف آن از روش ﺗﺤﻘﯿﻖ آﻣﯿﺨﺘﻪ اﮐﺘﺸﺎﻓﯽ اﺳﺘﻔﺎده ﻧﻤﻮد. ﺟﺎﻣﻌﻪ ﺗﺤﻘﯿﻖ در ﺑﺨﺶ ﮐﯿﻔﯽ، ﻣﺪﯾﺮان ﺳﺎزﻣﺎن ﺗﺎﻣﯿﻦ اﺟﺘﻤﺎﻋﯽ ﺑﻮدﻧﺪ و ﺟﻤﻊ آوري داده ﻫﺎ ﺑﺎ اﺳﺘﻔﺎده از ﻣﺼﺎﺣﺒﻪ ﻧﯿﻤﻪ ﺳﺎﺧﺘﺎرﻣﻨﺪ و ﻧﻤﻮﻧﻪ ﮔﯿﺮي ﻫﺪﻓﻤﻨﺪ ﺑﺎ ﻣﺸﺎرﮐﺖ ﺗﻌﺪاد 20 ﻣﺪﯾﺮ ﻋﺎﻟﯽ و ﻣﯿﺎﻧﯽ ﺳﺎزﻣﺎن اﻧﺠﺎم ﺷﺪ. ﺑﺮاي ﺗﺠﺰﯾﻪ و ﺗﺤﻠﯿﻞ داده ﻫﺎ از روش ﺗﺤﻠﯿﻞ ﻣﺤﺘﻮاي اﺳﺘﻘﺮاﯾﯽ در ﺳﻪ ﻣﺮﺣﻠﻪ ﮐﺪﮔﺬاري ﺑﺎز، ﻣﺤﻮري و اﻧﺘﺨﺎﺑﯽ اﺳﺘﻔﺎده ﺷﺪ. ﺑﻪ ﻣﻨﻈﻮر ﺑﺮآورد اﻟﮕﻮ و ﺷﻨﺎﺳﺎﯾﯽ وﺿﻊ ﻣﻮﺟﻮد ﻓﻌﺎﻟﯿﺖ ﻫﺎ و ﻓﺮآﯾﻨﺪﻫﺎ در ﺳﺎزﻣﺎن ﺗﺎﻣﯿﻦ اﺟﺘﻤﺎﻋﯽ، ﭘﺮﺳﺸﻨﺎﻣﻪ ﺣﺎﺻﻞ از ﺗﺤﻠﯿﻞ ﻣﺼﺎﺣﺒﻪ ﻫﺎي ﮐﯿﻔﯽ ﺑﺎ 28ﮔﻮﯾﻪ در ﺑﯿﻦ 245 ﻧﻔﺮ از ﻣﺪﯾﺮان ﺳﺎزﻣﺎن ﺗﺎﻣﯿﻦ اﺟﺘﻤﺎﻋﯽ ﺑﻪ روش ﻧﻤﻮﻧﻪ ﮔﯿﺮي ﺗﺼﺎدﻓﯽ ﺳﺎده ﺗﻮزﯾﻊ ﺷﺪ. در ﺑﺨﺶ ﮐﯿﻔﯽ اﯾﻦ ﭘﮋوﻫﺶ، اﻟﮕﻮي ﻣﺪﯾﺮﯾﺖ اﺳﺘﻌﺪاد در ﭼﻬﺎرﺑﻌﺪ ﺟﺬب )اﺳﺘﻌﺪادﺧﻮاﻫﯽ( ﺑﺎ ﺗﻌﺪاد 12 ﻣﻮﻟﻔﻪ، اﻧﺘﺨﺎب )اﺳﺘﻌﺪاد ﯾﺎﺑﯽ( ﺑﺎ ﺗﻌﺪاد 7 ﻣﻮﻟﻔﻪ، ﺗﻮﺳﻌﻪ )اﺳﺘﻌﺪادﭘﺮوري( ﺑﺎ ﺗﻌﺪاد 10ﻣﻮﻟﻔﻪ و ﺣﻔﻆ )اﺳﺘﻌﺪادﮔﻤﺎري( ﺑﺎ ﺗﻌﺪاد 8 ﻣﻮﻟﻔﻪ ﺟﻤﻌﺎ 37 ﻣﻮﻟﻔﻪ ﺑﺪﺳﺖ آﻣﺪ. ﻧﺘﺎﯾﺞ ﺣﺎﺻﻞ از اﺟﺮاي آزﻣﻮن ﺗﯽ ﺗﮏ ﻧﻤﻮﻧﻪ ﺑﺮ روي داده ﻫﺎي ﺑﺪﺳﺖ آﻣﺪه ﻧﺸﺎن داد ﮐﻪ در ﭼﺮﺧﻪ ﻣﺪﯾﺮﯾﺖ اﺳﺘﻌﺪاد در ﺳﺎزﻣﺎن ﺗﺎﻣﯿﻦ اﺟﺘﻤﺎﻋﯽ ﺑﻌﺪ اﺳﺘﻌﺪادﺧﻮاﻫﯽ ﮐﻤﺘﺮﯾﻦ ﻣﯿﺎﻧﮕﯿﻦ را ﺑﻪ ﺧﻮد ﺟﻠﺐ ﮐﺮده اﺳﺖ در ﺣﺎﻟﯿﮑﻪ ﺑﻌﺪ اﺳﺘﻌﺪادﭘﺮوري ﺑﺎ ﺑﯿﺸﺘﺮﯾﻦ ﻣﯿﺎﻧﮕﯿﻦ در وﺿﻊ ﻣﻮﺟﻮد اﺳﺖ. ﻧﻈﺮ ﻣﯽ رﺳﺪ ﺳﺎزﻣﺎن ﺗﺎﻣﯿﻦ اﺟﺘﻤﺎﻋﯽ ﺑﺎﯾﺪ ﺗﻮﺟﻪ ﺑﯿﺸﺘﺮي را ﺑﻪ ﻓﺮاﯾﻨﺪ ﺟﺬب )اﺳﺘﻌﺪاد ﺧﻮاﻫﯽ( ﻣﻌﻄﻮف دارد.

The present study used an exploratory mixed research method according to its purpose. The research population in the qualitative section was the managers of the Social Security Organization and the data collection was performed using semistructured interviews and purposive sampling with the participation of 20 senior and intermediate managers of the organization. For the data analysis, inductive content analysis method was used in three stages of open, axial and selective coding. In order to estimate the pattern and identify the current status of activities and processes in the Social Security Organization, a questionnaire from the analysis of qualitative interviews with 28 items was distributed among 245 managers of the Social Security Organization by simple random sampling. In the qualitative part of this research, the talent management model in four dimensions of recruitment (talent seeking) with 12 components, selection (talent search) with 7 components, development (talent development) with 10components and retention (talent recruitment) with 8 components, in total 37components, were obtained. The results of performing one-sample t-test on the obtained data showed that in the talent management cycle in the Social Security Organization, the talent-seeking dimension has attracted the lowest average while the talent-raising dimension has the highest average in the current situation. It seems that the Social Security Administration should pay more attention to the recruitment process (talent search)