نوع مقاله : مقاله پژوهشی

نویسندگان

1 گروه مدیریت، دانشگاه علمی کاربردی مرکز فارسان، چهار محال و بختیاری، ایران.

2 گروه مدیریت، دانشگاه آزاد اسلامی، واحد اصفهان (خوراسگان)، اصفهان، ایران.

3 گروه مدیریت فرهنگی، دانشکده مدیریت، دانشگاه آزاد اسلامی واحد اصفهان (خوراسگان)، اصفهان، ایران.

4 گروه مدیریت اجرایی، دانشکده مدیریت، دانشگاه آزاد اسلامی واحد علوم و تحقیقات، تهران، ایران.

چکیده

هدف: هدف این پژوهش تعیین رابطه مدیریت استعداد با بهره‌وری کارکنان در استانداری اصفهان بود.
روش‌شناسی پژوهش: روش پژوهش ازنظر هدف کاربردی و ازنظر گردآوری داده‌ها توصیفی از نوع همبستگی بود. جامعه آماری پژوهش حاضر را کلیه کارکنان و مدیران شاغل در استانداری اصفهان به تعداد 416 تشکیل دادند که از طریق فرمول نمونه‌گیری کوکران تعداد 370 نفر به‌عنوان نمونه از طریق روش نمونه‌گیری تصادفی ساده انتخاب شدند ابزار پژوهش پرسشنامه استاندارد بهره‌وری نیروی انسانی هرسی و گلداسمیت[1] (1980) و پرسش‌نامه مدیریت استعداد آرمسترانگ [2] (2006) بود که روایی پرسشنامه‌ها بر اساس روایی محتوایی، صوری و سازه موردبررسی قرار گرفتند و پس از اصطلاحات لازم روایی مورد تائید قرار گرفت و از سوی دیگر پایایی پرسشنامه‌ها با روش آلفای کرونباخ به ترتیب برای بهره‌وری نیروی انسانی 91/0 و مدیریت استعداد 86/0 برآورد شد و تجزیه‌وتحلیل داده‌ها در دو سطح توصیفی و استنباطی مشتمل بر ضریب همبستگی پیرسون و رگرسیون چند متغیره انجام گرفت.
یافته‌ها: نتایج پژوهش نشان داد که مدیریت استعداد با بهره‌وری نیروی انسانی در بین کارکنان استانداری اصفهان رابطه مثبت معنی‌دار دارد (p<0/05) و همچنین نتایج نشان داد که ابعاد جذب استعدادها، نگه داشت استعدادها و توسعه استعدادها با بهره‌وری نیروی انسانی در بین کارکنان استانداری اصفهان رابطه مثبت معنی‌دار دارد (p<0/05) و ابعاد نگه داشت استعدادها و توسعه استعدادها می‌توانند بهره‌وری نیروی انسانی را در بین کارکنان استانداری اصفهان پیش‌بینی کنند.

اصالت/ارزش‌افزوده علمی: نتایج این پژوهش، اطلاعات کاملا صحیح، درست و شفافی در خصوص رابطه مدیریت استعداد با بهره‌وری کارکنان ارایه می‌دهد. این نتایج می­تواند برای مدیران استانداری اصفهان نقشه راهی در جهت تقویت و بهبود بهره‌وری کارکنان از طریق مدیریت استعداد گام بردارد.

کلیدواژه‌ها

موضوعات

عنوان مقاله [English]

The relationship between talent management and employee productivity in Isfahan governorate

نویسندگان [English]

  • Abbas Ghaedamini Harouni 1
  • Mehrdad Sadeghi De Cheshmeh 2
  • Majed Maharani Barzani 3
  • Javad shah Mohammadi 4

1 Department of Management, Farsan University of Applied Sciences, Chaharmahal and Bakhtiari, Iran.

2 Department of Management, Isfahan (Khorasgan) Branch, Islamic Azad University, Isfahan, Iran.

3 Department of Cultural Management, Faculty of Management, Isfahan Branch (Khorasgan), Islamic Azad University, Isfahan, Iran.

4 Department of Management, Faculty of Management, Science and Research Branch, Islamic Azad University, Tehran, Iran.

چکیده [English]

Purpose: The purpose of this study was to determine the relationship between talent management and employee productivity in Isfahan governorate.
Methodology: The research method was applied in terms of purpose and descriptive-correlational in terms of data collection. The statistical population of the present study consisted of all employees and managers working in Isfahan governorate in the number of 416. 370 people were selected as a sample through Cochran's sampling formula through simple random sampling method. Goldsmith (1980) and Armstrong talent management questionnaire (2006) that the validity of the questionnaires were examined based on content, face and structural validity and after the necessary terms the validity was confirmed and on the other hand the validity of the questionnaires by alpha method. Cronbach was estimated to be 0.91 for manpower productivity and 0.86 for talent management, and the data were analyzed at both descriptive and inferential levels including pearson correlation coefficient and multivariate regression.
Findings: The results showed that talent management has a significant positive relationship with human resource productivity among Isfahan provincial staff (p <0.05) and also showed that the dimensions of talent absorption, retention of talents and talent development with human resource productivity among Isfahan Governor's staff has a significant positive relationship (p <0.05) and the dimensions of talent retention and talent development can predict the productivity of human resources among Isfahan Governor's staff.
Originality/Value: The results of this study provide completely accurate, correct and clear information about the relationship between talent management and employee productivity. These results can be a roadmap for Isfahan provincial managers to strengthen and improve staff productivity through talent management.

کلیدواژه‌ها [English]

  • Talent management
  • Manpower productivity
  • Isfahan governorate
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