طراحی الگوی نگهداشت و پایداری منابع انسانی متخصص در سازمان‌های دولتی استان سیستان و بلوچستان با روش فراترکیب

Abstract
The issue of maintaining expert human resources in less developed areas is of high sensitivity and it is necessary for managers to identify and solve the current and future problems of organizations in the field of maintaining elites with a comprehensive view and architecture of critical points, the present research aims to present The pattern of maintenance and sustainability of expert human resources has been done with a hybrid method. Using this method, 125 articles, scientific content (reputable internal and external databases) and organizational documents in the field of human resource management, human resource development, talent management, human resource maintenance in organizations, summarized and reviewed, which are analyzed with content analysis technique and method. Shannon's entropy, 140 codes in 4 structural, behavioral, contextual and attitudinal/normative levels of statistics, in which the components of service compensation system, performance evaluation system, criticism and suggestion system, organizational culture, providing realistic information, learning and growth, leadership style And management, effective communication, security and security space, technical, communication and information infrastructures have been assigned the highest coefficient of importance. Finally, after going through the steps of the research, a suitable model for the maintenance and sustainability of expert human resources was presented in three layers of feasibility and implementation structure and support layer.
Introduction
Human capital is considered as the basic pillar of real wealth of organizations and the most vital part of intellectual capital. Due to the intense market competition and the lack of experienced and skilled employees, finding and maintaining expert and skilled employees is vital for today's organizations, which in turn leads to creating competitive advantages and is the most valuable source of success in any organization. Basically, it is necessary to consider appropriate solutions to maintain them, because the valuable employees of an organization are always in demand by other organizations. In many jobs, retaining employees has become a major concern. The longer a person stays in the organization, the more skills they acquire, so ideally, employees should stay for a long time for the organization to achieve consistent success. Employee retention strategies are one of the most important factors needed to retain experienced and expert employees, so knowledge and expertise do not migrate from the organization and reduce the costs of attracting and training new employees, as well as the high rate of movement and departure and their movement towards competitors. gives Therefore, maintaining competent employees in organizations is an important parameter for evaluating the success rate of any organization. The creation of human capital, its accumulation and re-creation should be the main concern for the organization. In this process, human resource management plays a key role and provides very valuable tools that are essential for managing, developing and transferring human resources to human capital. In today's work environment, the displacement of skilled labor is becoming an important issue and threatens many organizations, and replacing skilled workers can be a problem for organizations. Organizations that cannot design appropriate mechanisms and measures for the perpetuation of their talents must inevitably watch their departure. Organizations always spend high costs in attracting the best forces.
Case study
In the government organizations
Materials and Methods
This research was conducted with the meta-composite method, which is a type of qualitative study and one of the types of meta-study methods.
All scientific documents, research reports, databases, domestic and foreign publications regarding the maintenance and sustainability of expert human resources that were published during the years 2000 to 2023 formed the statistical population of the research. Research keywords were searched in Scopus, Science Direct, SID (Scientific information database), Google Scholar and Emerald databases. Regarding the maintenance and stabilization of expert human resources, various words are used, and this variety of words was taken into account in the systematic search. A variety of keywords, including: the field of human resources management; sustainability of human resources; Human resource development, talent management; Human resource maintenance in organizations was used to search for research articles. The result of the search was a significant list of various documents including 315 articles, theses/dissertations, books and reports of institutions related to this field.
Discussion and Results
The decline and migration of a significant number of organizational experts and elites in the executive field, the necessity of the pathology of the plan and the central issue in the field of operational research and the subsequent comprehensive and intelligent planning in the field of lack of specialized human resources. It has already been proven, therefore, this research, which aimed to design a model for the maintenance and sustainability of expert human resources in the government organization was carried out with a meta-composite method
Conclusion
It was found that contextual, behavioral and structural dimensions as three important categories and components of service compensation system, performance evaluation system, criticism and suggestions system, organizational culture, providing realistic information, learning and growth, leadership and management style and effective communication, security and The security environment, technical, communication and informational infrastructures are considered to have the greatest importance and importance in drawing a strategic map for the maintenance and sustainability of expert human resources in the country's organizations. Therefore, according to the research findings, what is considered as The result and solution can be stated, special attention of organizations to elites in the field of organizational welfare, continuous evaluation of the performance of elites and reflection of the importance of their activities in the organization, structured design of the system of suggestions and creative ideas and ensuring their application in organizational decisions, strengthening positive attitude and thinking and value orientation to expert human resources and explaining the organization's need for their effectiveness in realizing the organization's goals, clarifying the discussion of the goals, missions, responsibilities, duties and payments of the organization, creating the necessary platform for learning and Improving the skills and specialized and general knowledge of elites and the existence of comprehensive managers with special styles who think strategically about all aspects of work, work environment and workforce together and act in a practical way, so that elites' perception of organizational support increases and at the end, creating a sense of identity and good altruism can become the basis for the persistence of valuable forces in the target areas.