ارائه مدل سنجش تناسب شغل و شاغل مبتنی بر استعدادها (مورد مطالعه: مرکز آمار ایران)

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشجوی دکتری مدیریت صنعتی دانشکده مدیریت و علوم اداری دانشگاه سمنان، سمنان.، ایران

2 استاد مدیریت صنعتی دانشکده اقتصاد و مدیریت دانشگاه تربیت مدرس ، تهران، ایران

3 استادیار دانشکده مدیریت و علوم اداری دانشگاه سمنان ، سمنان.، ایران

4 ستادیار دانشکده مدیریت و علوم اداری دانشگاه سمنان ،سمنان.، ایران

چکیده

تناسب میان شغل و شاغل به منظور استفاده بهتر از استعداد، توانایی و مهارت های نیروی انسانی بسیار حائز اهمیت است. هدف اصلی این مقاله ارائه مدل سنجش تناسب شغل و شاغل مبتنی بر استعدادها و سپس اجرای آن در 3 سطح عملیاتی، میانی و ارشد مرکز آمار ایران می باشد. در این پژوهش، مفهوم استعداد مورد مطالعه قرار گرفت و استعداد از 4 منظر الگوهای تکرار شونده افکار، رفتار و احساسات، دانش، تجربه و ویژگی های فردی، جهت بررسی، اولویت بندی و سنجش انتخاب شدند. به منظور اولویت بندی معیارها از 22 نفر خبرگان مرکز آمار ایران، نظر سنجی شد و اوزان معیارها با روش آنتروپی شانون محاسبه گردید. نتایج اولویت بندی معیارها نشان دادند که اوزان معیارها در سطوح سازمانی مختلف، متفاوت است. همچنین به منظور سنجش تناسب میان شغل و شاغل، با مدیران مرکز آمار ایران مصاحبه‏های متعددی انجام شد. با توجه به پیچیدگی فرآیند محاسبه درجه تناسب شغل و شاغل برای 193 نفر از کارمندان مرکز آمار ایران در 139 شغل منحصربفرد و در 3 سطح سازمانی مختلف، یک سیستم نرم افزاری توسعه یافت که نتایج از آن استخراج می‏گردند. نتایج نشان دادند که دانش و تجربه کارمندان مرکز آمار ایران در هر 3 سطح، تناسب بیشتری با شغل آنها دارد و با بالا رفتن سطح سازمانی، متوسط درجه تناسب، افزایش می یابد. نتایج همچنین نشان دادند که به طور کلی تناسب شغل و شاغل در مرکز آمار ایران متوسط ارزیابی می‏گردد.

کلیدواژه‌ها

عنوان مقاله [English]

Introduce the Person-Job fitness model According to the ‎Talents‏ ‏‎‎‎(Case Study: Statistics Center of Iran)‎

نویسندگان [English]

  • Mohammad Sangi 1
  • Adel Azar 2
  • Mohsen Shafiee Nikabadi 3
  • Ali Reza Moghadam 4
1 Ph.D. student of industrial management, faculty of management and administrative sciences, Semnan University, Semnan, Iran.
2 Faculty member of economics and management, Tarbiat Modarres University, Tehran, Iran
3 Faculty member of management and administrative sciences, Semnan University, Semnan, Iran
4 Faculty member of management and administrative sciences, Semnan University, Semnan, Iran
چکیده [English]

Extended Abstract
The main objective of this paper is to ‎introduce person-job fitness model according to the talents and then ‎implicating in three organizational levels; operational, middle and senior ‎level of statistic center of Iran. In the first step, concept of talent has ‎surveyed and depending on the literature, talent defined and selected ‎from four perspectives: recurring patterns of thoughts, behaviors and ‎feelings, knowledge, experience and personal characteristics. In order to ‎prioritize criteria, 22‏‎ experts of statistic center of Iran have surveyed and ‎weights have measured using Shannon entropy method. Results of ‎prioritizing showed that weights of criteria in organizational levels are ‎different.  Given the complexity of calculation process of person-job ‎degree for ‎‏193‏‎ employees of statistic center of Iran, in ‎‏139‏‎ unique jobs, in ‎three organizational levels, a software system developed, in which results ‎are minded from. Results showed that knowledge and experience of ‎employees in each level have more fitness with their jobs and by climbing ‎the organizational level, the average of fitness degree is growing.
Introduction
Person-job fit, is very important in order to better use of talent,‎‏ ‏ability ‎and skills of human resource. Studying the literature in person-job fitness field, Indicates a lack of attention to provide basic model and then measure it in organizations in a quantitative and practical manner. On the other hand, measuring the person-job fitness according to the talents has done for the first time in this study. Talent- job fitness is one of the most important aspects of person-job fit.
Case study
Statistic center of Iran, as one of the institutions of the government, is the subset of management and planning organization that in the year 1303 has established in order to Collect and concentrate the required statistics for census organization of Iran. Both phases that indicated in the methodology section, has implemented in this organization. In the first phase, weights of person-job fitness measures has determined by 22 experts of statistic center of Iran in three organizational levels. As well as to implement the second Phase, degree of person-job fitness has measured for 178 employees of statistic center of Iran in three organizational level and 139 unique jobs. Due to the complexity of measurement process, software developed in which experts can determine the importance degree of each measure and employees can complete the Gallup strengths finder questionnaire and other needed information. Results automatically would be extracted from software.
Materials and Methods
This study objective is in the context of applied science. Main question of this study is "How to design measurement model of person-job fitness according to the talents and how we can measure the degree of fitness for employees in different organizational levels".  For this purpose, a five step process has designed and implemented in statistic center of Iran in two separate phases. We provided questionnaires and implemented interviews to find out importance of each measure in each level. We also used Gallup Strengths finder 2.0 to discover employees recurring patterns of thoughts, behavior and feelings.
Discussion and Results
Weights of person-job fitness measures calculated using Shannon entropy method that can be a basic for prioritizing. In the senior level, the most important measures are strategic thinking and influencing others. Making relation is the most important measure in the middle level while in the operational level; executing, trainings and major are the most important measures. Calculating the degree of fitness between employees and their job with software reveals that knowledge and experience of statistic center of Iran employees, in every three organizational level, have more fitness with their jobs. Results ‎also showed that person-job fitness in general, is evaluated as average in ‎statistic center of Iran.‎ 
Conclusion
The main purpose of this study was to introduce the person-job fitness model according to the ‎talents and then implicating it in software, quantitatively and systematically, for 193 employees of statistic center of Iran in three organizational level ‎and 139 unique jobs. Considering the two phase of this study, results of the first phase showed that talent as recurring patterns of thoughts, behaviors and feelings hase the most impact on person-job fitness. Results of the second phase showed that despite of high fitness between knowledge and experience of employees with their jobs, job fitness in general, is evaluated as average in statistic center of Iran.

کلیدواژه‌ها [English]

  • Person-job fit
  • Talent
  • knowledge
  • Experience
  • Personal ‎characteristics

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