طراحي الگوي نظام مديريت منابع انساني چابك (مورد مطالعه: شعب بانك ملت شهر يزد)

agility , human resource management system , recruiting and hiring , training , performance eva‎luation , service compensation

Designing an agile human resources management system model in )Mellat Bank branches in Yazd(

مديريت

Human resources have been one of the most important influencing factors on future agile organizations. In this regard, the aim of the current research is to provide a model of the agile human resources management system in Bank Mellat and to determine the importance of the dimensions and components of the human resources management system. This research is development in terms of purpose and a mixed method has been used. First, in the qualitative part, the thematic analysis method was used to develop an agile human resource management model. The field of research was university experts, assistants and managers in Bank Mellat, Shahr Yazd, and the purposeful sampling method was used to select the sample. Finally, 16 people were interviewed in a semi-structured way. The validity of the model was confirmed using the relative content validity coefficient and the content validity index according to the Lavshe scale, its eva‎luation and reliability was also confirmed by the method of comparing the reliability of the two coders, and with a coefficient of 74%. In the following, the data was analyzed thematically during three stages of coding (open, central and selective). The results of this section showed that for the recruiting and hiring system, capabilities and talents, foresight and foresight, flexibility, for the education, knowledge and learning system, development based on expertise and skills, fitness and skill, for the performance management system, consistent performance. and integrated, adaptation of performance management, dynamic and creative performance and for service compensation system, adaptability, motivating, creative organization leads to creating agility in human resources management system. Therefore, the research questions were formulated in the quantitative section. The statistical population in the quantitative section included all employees with the job category of expert and above in Mellat Bank of Yazd. A questionnaire containing 64 items based on the model designed in the qualitative section was compiled and distributed among 348 of them. In order to eva‎luate the validity of the questionnaire, it was used by professors and experts in the field of human resources, and its reliability was determined with the help of Cronbachʹs alpha coefficient higher than 0.70. The sample size included 348 managers, experts and employees of Bank Mellat Shahr Yazd and with the help of the structural equation modeling sample formula, the questionnaire was distributed among the sample using stratified random method and finally 331 valid data were collected and the data analysis was done with the help of structural equation modeling and confirmatory factor analysis with Amos22 software was used. The results showed that the relationship between all components was significant and since the coefficient of all components is more than 50% and their relationship is significant. Therefore, the result of the current research shows that the agility model in the human resource management system has sufficient validity in fitting the data.

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