مطالعات مدیریت ورزشی

شناسایی حلقه های علی و معلولی مدیریت استعداد در وزارت ورزش و جوانان براساس پویایی سیستم

نوع مقاله : مقاله پژوهشی

نویسندگان

1 گروه مدیریت ورزشی، دانشکدۀ علوم ورزشی، دانشگاه اصفهان، اصفهان، ایران

2 دانشیار مدیریت ورزشی، دانشکده علوم ورزشی، دانشگاه اصفهان، اصفهان، ایران

3 گروه مدیریت، دانشکدۀ علوم اداری و اقتصاد، دانشگاه اصفهان، اصفهان، ایران

چکیده
با توجه به خلأ موجود الگویی جامع در سازمان های کشور و به تبع آن وزارت ورزش و جوانان به‌منظور استفاده از استعدادها و توان مجموعه منابع انسانی موجود و برنامه‌ریزی برای تحقق رسیدن به آن‌ها نیاز به بررسی و پژوهش است. لذا، هدف از این پژوهش، شناسایی حلقه های علی و معلولی مدیریت استعداد در وزارت ورزش و جوانان بر اساس پویایی سیستم بود. بدین منظور با استفاده از روش اکتشافی، داده های کیفی لازم از طریق مصاحبه گردآوری شدند و برای تحلیل بر پایه رویکرد سیستمی و برهم کنش های بین مؤلفه ها و زیرسیستم های مدیریت استعداد مورد استفاده قرار گرفتند. مشارکت کنندگان پژوهش مدیران و اساتید خبره و متخصص در حوزه مدیریت استعداد بودند که 12 نفر از آن‌ها به‌صورت هدفمند به‌عنوان نمونه انتخاب شدند. تجزیه و تحلیل داده‌ها با استفاده از نرم‌افزار ونسیم صورت گرفت. نتایج این پژوهش نشان می دهد که سیستم مدیریت استعداد دارای زیرسیستم های اصلی شناسایی، جذب، توسعه و حفظ استعدادها می باشد. درواقع این چهار زیرسیستم تحت سیاست گذاری های سیستم مدیریت استعداد قرار دارند؛ به عبارت دیگر، سیاست های بخش مدیریت استعداد به عنوان درونداد این زیرسیستم ها عمل می کند. همچنین، حلقه های علی و معلولی به دست آمده از زیرسیستم های چندگانه مدیریت استعداد، متغیرهای اثرگذار و نحوه تعاملات آن ها بر روی یکدیگر را ترسیم و به عنوان مبنایی جهت راهکار ارائه می دهد.

کلیدواژه‌ها

عنوان مقاله English

Identifying the talent management's causal loops in the Ministry of Sports and Youth using system dynamics

نویسندگان English

  • fatemeh pazhouhan 1
  • Masoud Naderian 1
  • Mohamad Soltanhoseini 2
  • Saeed Jahanyan 3
1 Department of Sport Management, Faculty of Sport Sciences, University of Isfahan, Iran
2 Associated Professor in Sport Management, Faculty of Sport Sciences, University of Isfahan, Isfahan, Iran.
3 Department of Management, Faculty of Administrative Sciences & Economics, University of Isfahan, Iran
چکیده English

A gap is evident between the current and comprehensive model for utilizing the talents and capabilities of the Ministry of Sports and Youth as well as planning achieve them. Therefore, the purpose of this study was to identify the causal loops of the talent management in the Ministry of Sports and Youth based on the system dynamics. For this purpose, with the use of exploratory method, required qualitative data were collected for the analysis through interviews based on the system approach and interactions among talent management's components and subsystems. The statistical population of the study consisted of the talented and specialized managers and professors in the field of talent management which 12 individuals were purposefully selected as the sample group. Data analysis was performed using Vensim software. The results of this study showed that the talent management system encompasses the main subsystems for identifying, attracting, developing and retaining the talents. In fact, these four subsystems are functioning under the policies of the talent management system; In other words, the talent management policies act as input for these subsystems. Also, the causal loops obtained from multiple talent management subsystems, influential variables and their interactions were drawn and presented as a basis for providing a solution.

کلیدواژه‌ها English

  • Talent
  • Talent Management
  • Human Resources
  • System Dynamics
  • Ministry of Sports and Youth
  1. Ahmad, S., & Simonovic, S. P. (2000). System dynamics modeling of reservoir operations for flood management. Journal of computing in civil engineering, 14(3), 190-198.
  2. Aksakal, E., Dağdeviren, M., Eraslan, E., & Yüksel, İ. (2013). Personel selection based on talent management. Procedia-Social and Behavioral Sciences, 73, 68-72.
  3. Al-Lozi, M. S., Almomani, R. Z. Q., & Al-Hawary, S. I. S. (2018). Talent Management Strategies as a Critical Success Factor for Effectiveness of Human Resources Information Systems in Commercial Banks Working in Jordan. Global Journal of Management and Business Research.
  4. Amstrong, M. (2008). Strategic Human Resource Management: A Guide to Action. London, GBR: Kogan Page Ltd, 248.
  5. Anlesinya, A., & Amponsah-Tawiah, K. (2020). Towards a responsible talent management model. European Journal of Training and Development.
  6. Armstrong, M. (2006). A handbook of human resource management practice. Kogan Page Publishers. 1-957.
  7. Attafar, A., Salehi, M., Rafiee, A. A., & Hosseinipour, S. (2010). Recognition of Key Employee Characteristics and Appropriate Management Practice Through Grounded Theory. Police Organizational development, 6(27), 7-32. (persion).
  8. Chabault, D., Hulin, A., & Soparnot, R. (2012). Talent management in clusters. Organizational Dynamics, 4(41), 327-335.
  9. Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human resource management review, 19(4), 304-313.
  10. Collings, D. G., Mellahi, K., & Cascio, W. F. (2019). Global talent management and performance in multinational enterprises: A multilevel perspective. Journal of Management, 45(2), 540-566.
  11. Dehghan Dehnavi, H., & Delshad, Z. (2019). System dynamics modeling for assessment of customer satisfaction criteria at the level of comprehensive quality management. Journal of Development Evolution Management, 36, 25-35. (persion).
  12. Foster, C. L. (2015). Managing the flow of talent through organizations–a boundary-less model. Development and learning in organizations: an international journal.
  13. Ghavidel Bajgiran, M., Ayati, M., & Asgari, A. (2019). Developing and validating of talent management test in education based on Davies model. International Journal of Schooling, 1(1), 35-46. (persion).
  14. Greenberg, J., & Colquitt, J. A. (Eds.). (2013). Handbook of organizational justice. Psychology Press.1-641.
  15. Grobler, P. A., & Diedericks, H. (2009). Talent management: An empirical study of selected South African hotel groups. Southern African Business Review, 13(3). 1-27.
  16. Haghani, M., Khorasani, A., & Zamanipour, H. (2016). Investigation of talent management system models. The first international conference on modern research in the field of educational sciences and psychology and social studies in Iran, Qom, the permanent secretariat of the conference. 1-10. (persion).
  17. Khoreva, V., & Kostanek, E. (2019). Evolving talent management patterns and challenges in Russia and Kazakhstan. Baltic Journal of Management.
  18. Krishnan, T. N., & Scullion, H. (2017). Talent management and dynamic view of talent in small and medium enterprises. Human Resource Management Review, 27(3), 431-441.
  19. Lewis, R. E., & Heckman, R. J. (2006). Talent management: A critical review. Human resource management review, 16(2), 139-154.
  20. Lockwood, N. R. (2006). Talent management: Driver for organizational success. HR magazine, 51(6), 1-11.
  21. Mathew, A. O., Rodrigues, L. L., & Vittaleswar, A. (2012). Human factors & knowledge management: A system dynamics based analysis. Journal of Knowledge Management Practice, 13(2), 241-247.
  22. Meyers, M. C., van Woerkom, M., Paauwe, J., & Dries, N. (2020). HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices. The International Journal of Human Resource Management, 31(4), 562-588.
  23. Michaels, E., Handfield-Jones, H., & Axelrod, B. (2001). The war for talent. Harvard Business Press. 1-225.
  24. Mohaghar, A., Hashemi Petrodi, S. H., & Talaei, H. (2017). Dynamic Modeling of a New Product Supply Chain using System Dynamics Approach. Journal of Industrial Management Perspective, 6(4), 9-36. (persion).
  25. Nopasand Asil, S. M., Malek Akhlagh, A., & Ashegh Hosseni Mehravani, M. (2014). Relationship between Talent Management and Organizational Performance. Journal of Research in Human Resources Management, 6(1), 31-51. (persion).
  26. Ooi, C. S. (2009). Surviving the War for Talent in Asia: How Innovation Can Help, Portable Documents. Pearson Education. 1-216.
  27. Phillips, D. R., & Roper, K. O. (2009). A framework for talent management in real estate. Journal of Corporate Real Estate, 11(1), 7-16.
  28. Rothwell, W. J. (2009). The manager's guide to maximizing employee potential: Quick and easy strategies to develop talent every day. AMACOM Div American Mgmt Assn.
  29. Rowshan, S. A., Barzegar, K., & Yaghoubi, M. (2020). Designing a Basic Model for Talent Management System. journal of Public Management Researches, 13(47), 161-188. (persion).
  30. Schiemann, W. A. (2014). From talent management to talent optimization. Journal of World Business, 49(2), 281-288.
  31. Schweyer, A. (2010). Talent management systems: Best practices in technology solutions for recruitment, retention and workforce planning. John Wiley & Sons.
  32. Shi, T., & Gill, R. (2005). Developing effective policies for the sustainable development of ecological agriculture in China: the case study of Jinshan County with a systems dynamics model. Ecological economics, 53(2), 223-246.
  33. 33. Jahanyan, S., Shykh Bahai, F., & Shahin, A. (2020). Simulating the Effective Policies for Improving Demand Response Rate in an Internet Home-made Food Distribution System: a System Dynamics Approach. Journal of Production and Operations Management, 2(21), 89-114. (persion).
  34. Sterman, J. D. (2000). Business Dynamics: Systems Thinking and Modeling for a Complex World McGraw Hill NY. 1-31.
  1. Wilson, N. H., Verma, M., & Nanda, A. (2019). Leadership in recruiting and retaining talent in academic dentistry. Journal of dentistry, 87, 32-35.
  2. Younas, M., & Bari, M. W. (2020). The relationship between talent management practices and retention of generation ‘Y’employees: mediating role of competency development. Economic Research-Ekonomska Istraživanja, 33(1), 1330-1353.
مطالعات مدیریت ورزشی
دوره 14، شماره 76
بهمن و اسفند 1401
صفحه 193-220

  • تاریخ دریافت 04 دی 1399
  • تاریخ بازنگری 27 تیر 1400
  • تاریخ پذیرش 24 مرداد 1400

صفحه اصلی

اصول اخلاقی

ارسال مقاله

اخبار و اعلانات

اطلاعات آماری نشریه

تماس با ما