بهينه سازي استراتژي هاي توانمند سازي منابع انساني در شركت فولاد مباركه

Optimization of Empowering Human Resources Strategies in Mobarake Steel Company

هدف پژوهش حاضر بررسي بهينه سازي استراتژي هاي توانمندسازي منابع انساني در شركت فولاد مباركه اصفهان بود.روش پژوهش توصيفي -پيمايشي و جامعه آماري شامل كليه كاركنان شركت فولات مباركه اصفهان در سال 1394 كه تعداد آنها 7011 نفر بود.حجم نمونه 341 نفر انتخاب شد كه به روش نمونه گيري تصادفي طبقه اي متناسب با جامعه آماري انتخاب شدند.ابزار اندازه گيري شامل پرسشنامه 30 سوالي بهينه سازي استراتژي هاي توانمندسازي منابع انساني محقق ساخته با ضريب روايي 0/72 و پايايي 0/84 بود.جهت تجزيه و تحليل داده ها از روش هاي آماري T تك متغيره،و تحليل واريانس چند متغيره(مانوا)استفاده شد.نتايج نشان داد كه براساس ديدگاه كاركنان،بهينه سازي استراتژي آموزش كاركنان،مديريت و رهبري (دانش محور) ،استراتژي فناوري اطلاعات،حمايت مديران،و ساختارهاي مناسب (دانش محور) جهت توانمندسازي منابع انساني در شركت فولاد مباركه اصفهان به طور معناداري مورد استفاده قرار گرفت.

The aim of the present study was to investigate the optimization of empowering human resources in Esfahan Mobarakeh steel company. A descriptive Method was used in the study and the population of the study includes all the staff of steel company in 1394 which was 7011 people. a sample of 341 was selected using stratified random sampling. The instrument contains a researcher - made questionnaire with 30 questions concerning empowerment strategies of human resources with reliability of 0.84 respectively. in order to analyzed the data. questionnaire responses were codified as scores and analyzed via T - test, Kolmogorov - Simonov test and multivariate analysis of variance (MANOVA). The results indicated that based on the point of view of staff, the optimization strategy of staff training, management and leadership (Knowledge-based), IT strategies, managers support, and appropriate structures have been used significantly in steel company to empower the human resources. In p<5% there was a significant difference among the staff s opinions based on gender on employees training components, management and leadership (Knowledge - based), technology use, and managers support. there was also a significant difference in employee s ideas based on the years of employment in components such as employees training, management and leadership (Knowledgebased), and technology use.