طراحی الگوی توسعه شغلی کارکنان با رویکرد یادگیری سازمانی (مو رد مطالعه: بانک سپه سراسر کشور)

نوع مقاله : مقاله پژوهشی

نویسندگان

1 گروه مدیریت واحد یاسوج، دانشگاه آزاد اسلامی، یاسوج، ایران

2 استادیار گروه مدیریت دولتی، مؤسسه آموزش عالی غیرانتفاعی دانا، یاسوج، ایران (نویسنده مسئول) Email: gh.khalegh@yahoo.com

3 استادیار گروه مدیریت واحد یاسوج، دانشگاه آزاد اسلامی، یاسوج، ایران

چکیده

هدف تحقیق حاضر، طراحی الگوی توسعه شغلی کارکنان با رویکرد یادگیری سازمانی در بانک سپه سراسر کشور است. این پژوهش از لحاظ هدف کاربردی، از لحاظ نحوه گردآوری داده‌ها توصیفی- پیمایشی و از نوع تحقیقات کیفی است. جامعه آماری این تحقیق را 50 نفر خبرگان شعب بانک سپه در سراسر کشور تشکیل دادند. بدین‌ترتیب براساس مطالعات گذشته و آزمون تحلیل محتوا، عوامل سازنده یادگیری سازمانی و توسعه شغلی شناسایی شدند و سپس با استفاده از آزمون دلفی و مصاحبه نیمه‌ساختاریافته (با استفاده از پرسش‌نامه باز) با خبرگان جامعه آماری، عوامل شناسایی‌شده ارزیابی شدند و عوامل بی‌اهمیت حذف شد. در نهایت برای متغیر توسعه شغلی 13 بُعد تحلیل شغلی، برنامه‌ریزی راهبردی مسیر شغلی، آموزش شغلی، جبران خدمت، تصمیم‌گیری مسیر شغلی، مشارکت، مدیریت استعداد مبتنی بر شایستگی، توسعه ارتباطات شغلی، ابتکار عمل، قناعت، چالش، اعتمادبه‌نفس و حمایت شغلی و برای متغیر یادگیری سازمانی دارای 8 بُعد محیط حمایتی یادگیری، شایستگی مدیران، یادگیری گروهی-تیمی، بینش مشترک، توسعه شایستگی کارکنان، فرهنگ یادگیری، تسهیم دانش، رهبری مشارکتی شناسایی شد. براساس اطلاعات حاصل الگوی پژوهش طراحی شد.

کلیدواژه‌ها

عنوان مقاله [English]

Designing a Model for Employee Career Development with an Organizational Learning Approach (Case Study: Sepah Bank of the Whole Country)

نویسندگان [English]

  • Farshad Mansuri 1
  • Abdul Khalegh Gholami Chenarestan Olia 2
  • Ali Pirzad 3
1 Department of Management, Yasuj Branch, Islamic Azad University, Yasuj, Iran
2 Assistant Professor, Department of Public Administration, Dana Higher Educational Institute, Yasuj, Iran (Corresponding Author) Email: gh.khalegh@yahoo.com
3 Assistant Professor, Department of Management, Yasuj Branch, Islamic Azad University, Yasuj, Iran
چکیده [English]

The aim of the current research is to design a model of employee career development with an organizational learning approach in Sepah Bank across the country. This research is qualitative research in terms of its practical purpose, in terms of the method of collecting descriptive-survey data. The statistical population of this research was made up of 50 experts of Sepah Bank branches all over the country. In this way, based on past studies and content analysis test, the constructive factors of organizational learning and career development were identified, and then using the Delphi test and semi-structured interviews (using an open questionnaire) with the experts of the statistical community, the identified factors were evaluated, and the non-factors were evaluated. Significance removed. Finally, for the career development variable, there are 13 dimensions of career analysis, strategic career planning, career training, service compensation, career career decision making, participation, competence-based talent management, career communication development, initiative, contentment, challenge, trust. Self and job support and for organizational learning variable with 8 dimensions of supportive learning environment, competence of managers, group/team learning, common vision, development of employee competence, learning culture, knowledge sharing, collaborative leadership were identified. Based on the obtained information, the research model was designed.

کلیدواژه‌ها [English]

  • Competence of Managers
  • Career Development
  • Employees
  • Organizational Learning
  • Sepah Bank

مراجع

  • حسینی، میرزا حسن؛ علیزاده، حسین؛ حاجلو، توحید؛ نوروزی، رضا؛ مقدم، متینه (1398). بررسی تأثیر سرمایه فکری بر عملکرد نوآورانه سازمانی با نقش واسطه‌گری یادگیری سازمانی، مجله راهبردی آموزش در علوم پزشکی، دوره 12، شماره 6.
  • قاسم زاده علیشاهی، ابوالفضل؛ رزاقی، محمد؛ معصومی کیا، فرهاد (1399). نقش یادگیری و جو آموزش سازمانی در عملکرد شغلی: سهم متغیر ظرفیت یادگیری سازمانی. مدیریت بر آموزش سازمان‌ها، 9 (1).

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