چكيده فارسي :
مديريت منابع انساني دربرگيرنده مجموعه منسجمي از فرايندها براي شناسايي، جذب، نگهداشت و بهسازي و آموزش برترين افراد است. پژوهش حاضر به صورت كيفي با هدف ارايه مدل جذب و آموزش نيروي انساني درنظام پيش دبستاني مبتني بر مدل هاي مدارس كسب وكار در كشورهاي منتخب ازطريق نظريه داده بنياد طراحي و با انجام مصاحبه نيمه ساختاريافته با 30 نفر از اعضاي هييت مديره اين مدارس گردآوري شده است. مولفه هاي جذب و آموزش نيروي انساني در سه مرحله كدگذاري، شناسايي، استخراج و درنهايت مدل تحقيق ارايه شده است. پايايي و قابليت اعتماد مصاحبه ها از روش پايايي بازآزمايي و توافق درون موضوعي تاييد شده است. نتايج تحليل داده ها، حاكي است كه جذب و آموزش نيروي انساني ازطريق مدل هاي مدارس كسب وكار شامل: شرايط علي كه به عوامل فردي، عوامل شغلي و سازماني و شرايط انگيزشي به سطح علمي مربيان، سياست هاي جذب و نگهداشت، زيرساخت فناوري و تعادل كار و مسيوليت هاي خانوادگي و سطح علمي اوليا اشاره دارند. سرمايه اجتماعي، افزايش دانش واطلاعات، ارتباطات سازماني، حمايت هييت مديره و... شرايط زمينه اي را به وجود آورده اند. راهبردها، روش هاي مبتني بر تعاملي و جمعي، مبتني بر فناوري و روش هاي همكاري و كمك رساني را شامل مي شوند. پيامدهاي تقويت يادگيري مادام العمر، خودكارآمدي مربي، بهبود زندگي كاركنان داراي دامنه اثرگذاري محتمل محدود و ارتقاي شايستگي هاي فردي و حرفه اي، افزايش اعتماد اجتماعي پيامدهايي با دامنه اثرگذاري محتمل وسيع هستند.
چكيده لاتين :
Human resource management contains a coherent set of processes for identifying, recruiting, retaining, optimizing and educating top people of the organizations. This qualitative study aims at modeling the recruitment and training of human resources in the preschool system on the basis of business schools models in selected countries through grounded theory framework. First, the primary factors were identified by reviewing the literature. Then, data were collected by conducting semi-structured interviews with thirty members of the board of directors of business schools having a preschool data center. Having organized the data conceptually, the components of human resource recruitment and training in the preschool course of business schools were identified by coding, identification, and extraction, and finally the research model were presented. The validity and reliability of the interviews were confirmed by the reliability method of test-retest and intra-rater agreement. The results indicated that recruitment and training of human resources through business school models refer to: causal conditions including individual factors, job factors, and organizational factors, motivational conditions including the level of educators, recruitment and retention policies, technology infrastructures, work balance, family responsibilities and parents' academic levels. Social capital, improvement of knowledge and information, organizational communication, support of the board of directors, and so on, create the contextual conditions. The strategies include interactive and collective approaches, technology-based approaches, and collaboration and assistance methods. The outcome of strengthening lifelong learning, instructors’ self-efficacy, improving the lives of employees result in limited possible effects. Promoting individual and professional competencies, increasing social trust lead to a wide range of possible effects.
