بررسي رابطه بين مديريت منابع انساني الكترونيكي ، چابكي و اثربخشي سازماني در سازمانهاي زيرمجموعه وزارت ارتباطات و فناوري اطلاعات

Investigating the Relationship between Electronic Human Resource Management, Agility and Organizational Effectiveness in Organizations Under the Ministry of Communications and Information Technology

مديريت منابع انساني براي سالها به فعاليتهاي اداري و روزمره مانند كارمنديابي، گزينش و آموزش كه تمام انرژي و زمان متخصصان منابع انساني سازمانها را صرف مي كرد، محدود شده بود. بخش هاي منابع انساني اغلب آنقدر درگير چنين فعاليتهايي بودند كه ديگر زماني براي فعاليتهايي كه ارزش افزوده براي سازمان دارند، مانند مديريت دانش، مديريت فرهنگ سازماني و بازنگري و بازسازي استراتژيك سازمان نداشتند. امروز براي كاهش هزينه هاي اداري و افزايش سرعت ارائه خدمات نيازمند راهكارهاي بهتر، سريعتر و هوشمندانه تر مديريت منابع انساني هستيم. مديريت منابع انساني الكترونيك ، پاسخي به چالشهاي امروزه مديريت منابع انساني است. پيدايش اين مفهوم، اهداف، عملكرد و اثربخشي حوزه منابع انساني را دست خوش تحولات زيادي نموده است. با ظهور فناوري اطلاعات ، نقش، جايگاه و حتي وظايف مديريت منابع انساني در سازمان با تغييرات عمده اي مواجه شد. متخصصان منابع انساني كه تا پيش از اين اغلب وظايف درجه دو سازماني و فعاليتهاي غير ارزش افزا را انجام مي داده اند، با بكارگير گسترده فناوري اطلاعات در حوزه منابع انساني به شركاي استراتژيك سازمان تبديل شدند. جامعه آماري تحقيق كليه كارشناسان و مديران سازمانهاي زير مجموعه وزارت ارتباطات و فناوري اطلاعات بوده است. حجم نمونه برابر 384 تعيين گرديد. اين تحقيق را مي توان يك تحقيق ميداني دانست كه از ابزار پرسشنامه و مصاحبه استفاده مي نمايد. به اين منظور تركيبي از مصاحبه، پرسشنامه و اسناد و مدارك استفاده مي شود. همچنين به منظور شناسايي شاخص ها و مولفه هاي مديريت الكترونيك منابع انساني در سازمانهاي مورد بررسي در بخش كيفي از ابزار مصاحبه و پرسشنامه و گروههاي كانوني بر اساس مدل اوليه تحقيق در روش داده بنياد استفاده ميشود. در بخش كمي بعد از اين مرحله با استفاده از روش رتبه بندي اولويت بندي اين شاخص ها با استفاده از پرسشنامه مقايسه زوجي تعيين مي گردد و در نهايت نيز به منظور تاييد برازش كلي مدل از پرسشنامه تعيين وضعيت شاخص ها استفاده مي شود. روايي اين پرسشنامه ها و مصاحبه ها از طريق روش CVR تعيين مي گردد و پايايي نيز با استفاده از روش آلفاي كرونباخ تعيين مي گردد.

Today, information technology has penetrated into all parts of the organization and has affected even the most important assets of the organization, namely human resources and the management of these valuable organizational assets. With the increasing development of hardware and software infrastructure in today's organizations, new approaches to human resource management in combination with information technology and under the title of electronic human resource management (EHRM) has been able to gradually occupy a worthy place in the management processes of the organization. This issue is doubly important among public organizations, which are considered as an intermediary between government and society, and is able to improve the speed and power of organizational responsiveness and performance of the organization through its desired outputs. With this explanation, the purpose of this study is to design of an EHRM model to increase organizational effectiveness through organizational agility in subsidiary organizations of Ministry of Communication & Information Technology Iran. In terms of purpose, this study is an applied-developmental study based on a mixed exploratory approach and qualitative and quantitative analysis approaches seeking to identify the components that form the electronic human resource management system and significance of the relationship between this system and organizational agility and also the significance of the relationship between organizational agility and organizational effectiveness. In this regard, the study gathered the data in the qualitative part based on semi-structured interview tools and the opinions of 9 expert managers in the subsidiary organizations and in the quantitative part based on a sample of human resource managers in subordinate organizations of the mentioned Ministry. Qualitative data analyzed based on theme analysis method and quantitative data analyzed based on structural equation modeling. The results of the qualitative phase of the research showed that electronic human resource management includes seven dimensions or general task, fifteen components and a total of seventy six indicators. The results of the quantitative phase of the research also showed that there is a positive and significant relationship between electronic human resource management with organizational agility and also between organizational agility and organizational effectiveness in the. Based on the results, implementation and development of electronic human resource management system in an appropriate manner in the mentioned organizations is well able to strengthen and develop organizational agility to promote and improve organizational effectiveness. At the end of the study, solutions and suggestions were presented to develop the effectiveness of electronic human resource management system in the mentioned organizations.