عوامل موثر بر نگهداشت استعدادها در صنعت بانکداری
محورهای موضوعی : الگوهای مدیریت استعداد سرمایه های انسانی
الهویردی حبیب پور
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آرین قلی پور
2
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غلامرضا معمارزاده طهران
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1 - دانشگاه آزاد اسلامی قزوین
2 - دانشگاه تهران
3 - دانشگاه آزاد اسلامی واحد علوم و تحقیقات
کلید واژه: استعداد, مدیریت استعداد, صنعت بانکداری,
چکیده مقاله :
جهانی شدن و نتایج حاصل از تشدید رقابت سبب شده است تقاضا برای جذب و حفظ کارکنان شایسته و با استعداد در سرتاسر جهان افزایش یابد. چنانکه سازمان ها بر پاية مهارت‌ها و استعدادهاي كاركنان خود با هم رقابت مي‌كنند و مي‌دانند كه با جذب و نگهداشتن بهترين و با استعدادترين كاركنان، سازمان مي‌تواند به بالاترين سهم بازار رسيده و سود خود را افزايش دهد. در این راستا، پژوهش حاضر با هدف "بررسی تفصیلی عوامل اثرگذار بر نگهداشت استعدادها در صنعت بانکداری" انجام گرفته است. بدین منظور، پس از بررسی جامع و گسترده ادبیات، دیدگاه‌ها و پیشینه موضوع مدیریت استعداد و مقوله حفظ و نگهداشت کارکنان مستعد، پژوهش کیفی انجام پذیرفت. در این خصوص، مصاحبه های نیمه ساختاریافته عمیق و هدفمند با 15 نفر از مدیران و متخصصین بانکی و نیز خبرگان دانشگاهی صورت پذیرفت و داده‌های حاصل با روش تحلیل محتوا، مورد تحلیل قرار گرفته و مولفه‌های موضوع مشخص گردید. روایی یافته های پژوهش با استفاده از روش های بررسی توسط اعضا(مصاحبه-شوندگان) و چندسویه‌نگری منابع داده‌ها تضمین گردید. همچنین جهت بررسی پایایی کدگذاری های انجام شده، از روش توافق درون موضوعی استفاده شد. مطابق با نتایج، 15 مولفه اثرگذار بر اساس سوالات پژوهش در قالب عوامل سازمانی و شغلی موثر بر نگهداشت استعدادها در صنعت بانکداری حاصل گردیده که در میان عوامل سازمانی، مشارکت در تصمیم گیری و در میان عوامل شغلی، داشتن کار پویا و چالشی مورد تاکید بیشتری بوده اند
Globalization and result of intense competitions have caused demand for hiring and retaining of competent employees and talents. As organizations compete based on the skills and talents of their employees and know that by acquisition and retaining the best and most talented employees, the organization can reach the highest market share and increase its profits. In this regard, the present study is aimed to examine factors effecting talent retaining in banking industry in detail. To do so; after studying the literature, views and previous researches related to talent management and talent retaining specifically, a qualitative research was used. For this, deep and targeted semi-structured interviews were conducted with 15 selected individuals, consisting of two groups of academic experts as well as banking professionals & managers and gathered data was analyzed using content analysis method and components were determined. The validity was confirmed through techniques such as member checking and data source triangulation. Also inter coder reliability were used to assess coding reliability. According to the results, the 15 effective factors identified on the basis of research questions which are categorized into organizational factors and job factors; so that participation in decision making among the organizational factors and having a challenging job among job factors were emphasized the most.
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