بررسي تطبيقي فرايند جذب و ارايه مدل مناسب براي سازمان‌هاي دانشي «مورد كاوي پژوهشگاه صنعت نفت»

Comparative Review of the Recruitment Process and a Suitable Model Designed for Knowledge-Based Organizations: A Case Study on Research Institute of Petroleum Industry (RIPI)

جذب نيروي انساني، به ‌عنوان اصلي‌ترين و مهم‌ترين سرمايه در يك نهاد دانش‌پايه، اهميتي فراوان دارد. به اين منظور فرايند تامين و جذب نيروي انساني بايد با ويژگي‌هاي خاص اين نهاد‌هاي دانش‌پايه و شرايط بازار رقابتي امروز سازگار شود. در اين مقاله فرايند جذب نيروي انساني به‌ عنوان يكي از اجزاي اصلي تامين نيروي انساني و يكي از فرايندهاي مديريت منابع انساني مطالعه و فرايند جديد با رويكرد تطبيقي به سازمان‌هاي دانشي و نو‌آور داخل و خارج طراحي مي‌شود. هدف از اين پژوهش دستيابي به يك نظام كارا و موثر، تامين و جذب نيروي انساني و ارايه رهنمودهاي حاصل از يافته‌هاي پژوهش به ويژه تاثير تسهيل فرآيند جذب بر نگهداشت كاركنان دانشي مي‌باشد. در اين پژوهش به روش اكتشافي و با مرور ادبيات مربوط به سازمان‌هاي دانشي، پيشينه پروژه، الگويابي از سه موسسه پژوهشي داخلي و چهار شركت خارجي و نظرسنجي از كارشناسان و مديران سازمان، مجموعه معيارهاي مهم در طراحي فرايند جذب در قالب مولفه‌هاي كليدي پنجگانه فرايند مديريت تامين و جذب نيروي انساني ارايه گرديد. به ‌طور ‌كلي، يافته‌ها بيانگر ضرورت ايجاد يك سيستم موثر و رقابتي در جذب نيروي انساني است تا بتواند به شناسايي و جذب بهترين‌ها بپردازد. مدل پيشنهادي در اين مقاله مي‌تواند براي استقرار يك نظام كارا در سازمان‌هاي دانشي و نو‌آور استفاده شود.

Recruitment of human resources has a critical importance as the most important and essential asset of a knowledge-based organization. The process of resourcing and recruitment has to be compatible with the characteristics of a knowledge-based organization and conditions of competitive markets in this regard. In this paper, which is the result of an applied developmental study, the process of recruitment of human resource as the main element of resourcing is studied and the new process has been suggested by means of benchmarking with internal and external organizations. The purpose of this research is to achieve an efficient and practical system of human resource recruitment and to offer advices based on the findings of the research, especially the effect of facilitating the process of recruitment on keeping knowledge workers. In this research, the set of important criteria for designing the recruitment process has been offered in the form of five key components in the process of human resources recruitment procedure using explorative method and by studying literature concerning knowledge organizations, project background, and via taking three domestic research institutes and four foreign companies as models and applying the opinions of experts and organizational managers. In general, the findings show the necessity to create an effective and competitive system in human resource recruitment to be applied for recognition and employment of the best. The model offered in this paper can be used for establishment of an efficient system in innovative and knowledge-based organizations.