الگوي نظام جبران خدمات شايسته محور كاركنان

A Pattern of Competency - Oriented Compensation System of Employees

هدف پژوهش حاضر طراحي نظام جبران خدمات شايسته محور با رويكرد جانشين پروري مي باشد.پس ازمروري برادبيات تحقيق وبهره گيري ازنظرات خبرگان، مدل اوليه تحقيق تنظيم وسپس با استفاده از نظرات خبرگان، مدل نهايي تحقيق آماده شد.روش اين پژوهش كيفي–كمي(آميخته)وجامعه آماري آن دربخش كيفي شامل خبرگان و متخصصين دانشگاهي درحوزه منابع انساني ومديران عالي بانك صادرات ايران، ودر بخش كمي شامل كارشناسان ومديران سطوح مختلف بانك صادرات است. روش نمونه گيري در بخش مطالعه كيفي هدفمند و در بخش كمي طبقه اي–تصادفي است.در بخش كيفي تعداد 17 نفردرفرآيند مصاحبه ودر بخش كمي400 نفر به عنوان نمونه دراين پژوهش مشاركت داشتند. ابزارجمع آوري دادههادراين پژوهش شامل مصاحبه وپرسشنامه محقق ساخته است كه بعدازتاييدروايي،پايايي آن 0/93 محاسبه شد. نتايج اين پژوهش دربخش كيفي بيانگر آن است كه مولفه هاي نظام جبران خدمات شايسته محور 25مولفه درپنج بُعد شامل:شايستگي،آينده نگري،انعطاف پذيري،عدالت وجامعيت مي باشد.دربخش كمي يافته ها نشان دادكه ازبين ابعاداصلي،بُعدشايستگي بيشترين تاثيررادرجبران خدمات شايسته محوركاركنان دارد.هم چنين ازبين مولفه هاي فرعي اززير مجموعه بُعد شايستگي، مولفه"جذب، حفظ وتوسعه استعدادهاي سازمان"،باعدد معني داري ازآزمونt به دست آمده برابر 11/82وضريب مسير0/8 بيشترين تاثير را در نظام جبران خدمات شايسته محوركاركنان دارد.

The purpose of this research is to propose a competency-Compensation Assessment System Through Succession Planning. Having reviewed the research literature as well as experts' opinions, the primary model was proposed and then, the final research model was presented using the experts' opinions. The study was carried out via mixed methods research. The statistical population included the experts and academic specialists in the field of human resources and senior managers of Bank Saderat Iran in the qualitative section and experts and managers at various levels of Bank Saderat in the quantitative section. Non-judgmental purposive sampling and random stratified sampling were employed in the qualitative and quantitative sections respectively. In the qualitative section, 17 persons participated in the interview and in the quantitative section, 400 persons participated as the research sample. Tools of data collection were interview and researcher self-made questionnaire. Reliability of the questionnaire was calculated equal to 0.93 and its validity was approved. The results of the survey in the qualitative section illustrate that there are 25 components for competency-oriented compensation system in five dimensions including competency, foresight, flexibility, justice, and comprehensiveness. In the quantitative section, the findings showed that competency has the highest effect on employees' competency-oriented compensation. Likewise, among the secondary components in the subset of competency dimension, "absorption, retaining and development of organization's talents" has the highest effect on employees' competency-oriented compensation system. T-statistic of this component is equal to 11.82 and its path coefficient is equal to 0.8.