ارزﯾﺎﺑﯽ راﻫﺒﺮدﻫﺎي ﺗﻮﺳﻌﮥ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ در ﻓﻀﺎي ﻣﻌﻤﺎري ﺗﻐﯿﯿﺮات

Evaluating Human Resource Development Strategies in the Architecture of Change Space

ﭘﮋوﻫﺶ ﺣﺎﺿﺮ ﺑﻪﻣﻨﻈﻮر ارزﯾﺎﺑﯽ ﺑﺴﺘﺮﻫﺎ و ﻓﻀﺎي راﻫﺒﺮدﻫﺎي ﺗﻮﺳﻌﮥ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺑﺮاي ﺗﻐﯿﯿﺮات اﺣﺘﻤﺎﻟﯽ در آﻣﻮزشوﭘﺮورش اﺟﺮا ﺷﺪ. روﯾﮑﺮد ﭘﮋو ﻫﺶ ﮐﻤﯽ و راﻫﺒﺮد ﺑﮑﺎر رﻓﺘﻪ ﺗﻮﺻﯿﻔﯽ– ارزﯾﺎﺑﯽ ﺑﻮد. ﺟﺎﻣﻌﮥ آﻣﺎري ﮐﺎرﮐﻨﺎن آﻣﻮزشوﭘﺮورش ﺧﺮمآﺑﺎد ﺑﻮدﻧﺪ ﮐﻪ ﺑﻪ روش ﻧﻤﻮﻧﻪﮔﯿﺮي ﺗﺼﺎدﻓﯽ ﻃﺒﻘﻪاي ﻣﺘﻨﺎﺳﺐ ﺑﺎ ﺣﺠﻢ ﺗﻌﺪاد 215 ﻧﻔﺮ از ﮐﺎرﮐﻨﺎن اﻧﺘﺨﺎب ﺷﺪﻧﺪ. اﺑﺰار ﻣﻮرداﺳﺘﻔﺎده دو ﭘﺮﺳ ﺸﻨﺎﻣﮥ »ارزﯾﺎﺑﯽ ﻓﻀﺎي ﺗﻮﺳﻌﮥ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ« و »ارزﯾﺎﺑﯽ راﻫﺒﺮدﻫﺎي ﺗﻮﺳﻌﮥ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ« ﺑﻮد. رواﯾﯽ ﺳﺎزه اﺑﺰار ﺑﺎ روش ﺗﺤﻠﯿﻞ ﻋﺎﻣﻠﯽ ﺗﺄﯾﯿﺪي ﻣﻮرد آزﻣﻮن ﻗﺮار ﮔﺮﻓﺖ. ﭘﺎﯾﺎﯾﯽ ﻧﯿﺰ ﺑﺎ ﺿﺮﯾﺐ آﻟﻔﺎي ﮐﺮوﻧﺒﺎخ ﻣﻮرد ﺗﺄﯾﯿﺪ واﻗﻊ ﺷﺪ. ﻧﺘﺎﯾﺞ ﻧﺸﺎن داد ﮐﻪ ﮐﺎرﮐﻨﺎن آﻣﻮزشوﭘﺮورش ﻓﻀﺎي ﺗﻮﺳﻌﮥ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ را در ﻣﺤﯿﻂ ﮐﺎر ﺧﻮد ازﻟﺤﺎظ ﻣﻄﻠﻮﺑﯿﺖ در ﺳﻄﺢ ﻣﺘﻮﺳﻂ ارزﯾﺎﺑﯽ ﮐﺮدهاﻧﺪ. ﯾﺎﻓﺘﻪﻫﺎ ﺣﺎﮐﯽ از آن ﺑﻮد ﮐﻪ ﮐﺎرﮐﻨﺎن ﻣﯿﺰان رﺿﺎﯾﺖ ﺧﻮد را از ﻣﻄﻠﻮﺑﯿﺖ راﻫﺒﺮدﻫﺎي ﺗﻮﺳﻌﮥ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ در ﺳﻄﺢ ﭘﺎﯾﯿﻦﺗﺮ از ﺳﻄﺢ ﻣﺘﻮﺳﻂ ارزﯾﺎﺑﯽ ﻧﻤﻮدهاﻧﺪ. ﺗﺤﻠﯿﻞ وارﯾﺎﻧﺲ ﯾﮏراﻫﻪ ﻧﯿﺰ ﻧﺸﺎن داد ﮐﻪ ﺑﯿﻦ دﯾﺪﮔﺎه ﮐﺎرﮐﻨﺎن آﻣﻮزشوﭘﺮوش در ﻣﺘﻐﯿﺮﻫﺎي ﻓﻀﺎي ﺗﻮﺳﻌﮥ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ و راﻫﺒﺮدﻫﺎي ﺗﻮﺳﻌﮥ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺑﺮﺣﺴﺐ ﻣﺪرك ﺗﺤﺼﯿﻠﯽ و ﺳﺎﺑﻘﻪ ﺧﺪﻣﺖ ﺗﻔﺎوت ﻣﻌﻨﺎداري وﺟﻮد ﻧﺪاﺷﺖ. ﺑﻪﻧﻈﺮ ﻣﯽرﺳﺪ ﻓﻀﺎ ﺑﺮاي اﯾﺠﺎد ﺗﻐﯿﯿﺮات راﻫﺒﺮدي در ﺣﻮزة ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ در ﺳﺎزﻣﺎن آﻣﻮزشوﭘﺮورش ﭼﻨﺪان ﻣﻄﻠﻠﻮب ﻧﯿﺴﺖ. ﺑﺮاي اﯾﺠﺎد ﯾﮏ ﺗﻐﯿﯿﺮ ﮐﻠﯽ در ﺳﺎزﻣﺎن ﻻزم اﺳﺖ ﺗﺎ ﻓﺮاﯾﻨﺪ آن از ﻃﺮﯾﻖ راﻫﺒﺮدﻫﺎي ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺑﻪ ﮐﺎر ﮔﺮﻓﺘﻪﺷﻮد. ﺳﺎزﻣﺎندﻫﯽ ﻓﺮاﯾﻨﺪ ﺗﻐﯿﯿﺮات ﻧﯿﺎزﻣﻨﺪ اﯾﺠﺎد ﺗﻮازن ﻇﺮﯾﻒ ﻣﯿﺎن ذيﻧﻔﻌﺎن ﺳﺎزﻣﺎن اﺳﺖ. ﺗﺤﻮل در راﻫﺒﺮد ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﻣﻨﺠﺮ ﺑﻪ اﯾﺠﺎد ﺗﻐﯿﯿﺮ در ﺗﻤﺎﻣﯽ ﺟﻨﺒﻪﻫﺎي ﻣﺮﺑﻮط ﺑﻪ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ، ﻧﻈﺎمﻫﺎ، ﺑﺎورﻫﺎ، ﺳﺎﺧﺘﺎرﻫﺎ و ﻫﻢ ﭼﻨﯿﻦ اﻧﺘﻈﺎرات ﺗﺠﺎريﺳﺎزي ﻣﯽﺷﻮد اﯾﻦ ﺗﺤﻮل ﻣﺸﺎﺑﻪ ﻣﻌﻤﺎري اﯾﺠﺎد ﺗﻐﯿﯿﺮات اﺳﺖ.

The present study was conducted to assess the space and strategies of human resources development in preparation for possible changes in education. The research approach was quantitative and descriptive - evaluation. The statistical population of the study consisted of employees of Khorramabad general education and education departments who were selected by stratified sampling proportional to the size of 215 employees. The tool used included two questionnaires adapted from the studies (Chanda & Kabra, 2000) under the heading "Evaluating Human Resources Development Area" and "Evaluating Human Resources Development Strategies". The face validity of the questionnaire was tested through expert opinions and its construct validity was confirmed by confirmatory factor analysis. The reliability of the questionnaires was confirmed by Cronbach's alpha coefficient. The results showed that the education staff evaluated the human resource development space in their work environment as moderately desirable. The findings also showed that employees rated their satisfaction with the desirability of HR strategies at a lower-than-average level. One-way ANOVA test also showed that there is no significant difference between the educational staff's perspective on HRD variables and HRD strategies based on educational background and experience. It seems that there is little room for change in the organization of education. To make an overall change in the organization, it is necessary to apply the process through HR strategies. Organizing the change process requires a delicate balance between the stakeholders of the organization. The evolution of HR strategy leads to change in all aspects of HR, systems, beliefs, structure and business expectations of this sector. This is similar to the architecture of change.