ارايه‌ي مدل بهسازي منابع انساني با تاكيد بر نقش فنآوري‌هاي نوين

ارايه‌ي مدل بهسازي منابع انساني با تاكيد بر نقش فنآوري‌هاي نوين

مديريت منابع انساني، نه‌تنها منجر به افزايش توانمندي كاركنان مي‌شود؛ بلكه زمينه‌ي تشويق كاركنان به خلاق بودن و توليد دانش جديد و نيز يك‌پارچگي و همكاري‌هاي متقابل و كاهش هزينه‌ها را فراهم مي‌نمايد. هدف مقاله‌ي حاضر، بررسي مولفه‌هاي بهسازي نيروي انساني و ارايه‌ي مدل مناسب براي اجراي موفق روش‌هاي بهسازي نيروي انساني مي‌باشد. نتايج تحقيق، نشان مي‌دهد كه در حوزه‌ي بهسازي نيروي انساني، فعاليت‌هاي متناسب صنعت برق صورت گرفته است. دوره‌هاي آموزش و كارآموزي و تدوين مدل‌هاي متناسب با آن در سطح گسترده‌اي برگزار شده است. براساس تعداد دوره‌هاي برگزار شده و بررسي اثربخشي آن‌ها، به‌طور كلي اين حوزه از وضعيت مناسبي در نيازسنجي‌ها، تحليل روش‌ها و اجراي برنامه‌ها برخوردار است. بنابراين، با توجه به مدل ارايه شده، كسب مزيت رقابتي، ارتقاي كيفيت و قابليت‌هاي منابع انساني، بهره‌وري، كارآفريني و... مستلزم بهسازي منابع انساني و توجه به مولفه‌هاي آن، به‌عنوان مهم‌ترين معيار براي مديريت منابع انساني صنعت برق كشور مي‌باشد.

Not only does human resource management increase the capabilities of the employees, but also paves the way for motivating the employees to act more creatively and produce more knowledge and have integrative cooperation which may result in reduction of the expenses. This research is intended to review the components of optimizing human resource and presenting an appropriate model for successful carrying out of optimization methods. These are considered seriously in training and apprenticing, application of the knowledge derived from technology, employees performance evaluation and its results, and reward mechanism. This is an applied research following analytic-descriptive method. Questionnaires and personal interviews, review of documents are used as research instruments. Also, the idea of experts in the field of human resource management in power industry and descriptive and inferential statistics such as two-sentence and Friedman tests, were used as research instruments. The results indicated that a considerable attempt is being done in power industry for optimizing human resource. There have been training and apprenticing courses in the industry for designing appropriate models. The number of the courses hold, as well as the effectiveness of them, indicate that they have been quite active with regard to need analysis, method analysis and carrying out programs. Yet, evaluation system was found to be less effective, which needs to be designed again to fit power industry. A mechanism is presented to solve the problem. Therefore, considering new model presented in this research, gaining competitive advantage, promoting the quality and capabilities of human resource, productivity and entrepreneurship, necessity of optimizing human resource and its components are the most important indicators for the human resource management in power industry.