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مدیریت استراتژیک منابع انسانی

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Sara Nazari سارا نظري
Sara Nazari سارا نظري

دیدگاه مدیریت استراتژیک منابع انسانی منابع انسانی سازمان به طور بالقوه تنها منبع مزیت رقابتی سازمان ها است که میتوان آن را حفظ کرد. صرف نظر از اندازه یا ماهیت یک سازمان، فعالیت هایی که انجام میشود و محیطی که در آن عمل میشود، موفقیت یک سازمان از طریق تصمیماتی که کارکنان آن میگیرند و رفتارهایی که برای انجام آن ترغیب میشوند، تعیین میشود. کارشناسی ارشد مدیریت، دانشگاه تهران

Leadership & Management
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‫روﯾﮑﺮدﻫﺎ‬ ‫ﻗﺮن‬ ‫ﺟﺪﯾﺪ‬ ‫ﻫﺎی‬ ‫ﻧﻈﺮﯾﻪ‬ ‫و‬ ۲۱ saranazari.com
‫دﯾﺪﮔﺎه‬ ‫ﻫﺎی‬ ‫ﺟﺪﯾﺪ‬ : • ‫اﺳﺘﺮاﺗﮋﯾﮏ‬ ü ‫ﻣﯿﮑﻮﺷﺪ‬ ‫ﻓﻌﺎﻟﯿﺖ‬ ‫ﻫﺎ‬ ‫و‬ ‫ﮐﺎرﮐﺮدﻫﺎی‬ ‫ﻣﺪﯾﺮﯾﺖ‬ ‫ﻣﻨﺎﺑﻊ‬ ‫اﻧﺴﺎﻧﯽ‬ ‫را‬ ‫ﺑﺎ‬ ‫اﻫﺪاف‬ ‫اﺳﺘﺮاﺗﮋﯾﮏ‬ ‫و‬ ‫ﻓﺮاﮔﯿﺮ‬ ‫ﭘﯿﻮﻧﺪ‬ ‫دﻫﺪ‬ . • ‫ﺑﯿﻦ‬ ‫اﳌﻠﻠﯽ‬ ü ‫ﺑﺮ‬ ‫اﻫﻤﯿﺖ‬ ‫اﻗﺘﺼﺎد‬ ‫ﺟﻬﺎﻧﯽ‬ ‫و‬ ‫ﻋﻼوه‬ ‫ﺑﺮ‬ ‫آن‬ ‫ﺑﺮ‬ ‫ارزش‬ ‫ﻃﺮاﺣﯽ‬ ‫ﻓﻌﺎﻟﯿﺖ‬ ‫ﻫﺎﯾﯽ‬ ‫د‬ ‫ر‬ ‫زﻣﯿﻨﻪ‬ ‫ﻣﻨﺎﺑﻊ‬ ‫اﻧﺴﺎﻧﯽ‬ ‫ﮐﻪ‬ ‫ﺑﻪ‬ ‫ﻣﻮﺿﻮﻋﺎت‬ ‫ﻣﯿﺎن‬ ‫ﻓﺮﻫﻨﮕﯽ‬ ‫ﻣﯽ‬ ‫ﭘﺮدازد‬ ‫ﺗﺎﮐﯿ‬ ‫ﺪ‬ ‫دارد‬ . • ‫ﺳﯿﺎﺳﯽ‬ ü ‫ﻓﺮض‬ ‫را‬ ‫ﺑﺮ‬ ‫اﯾﻦ‬ ‫ﻣﯿﮕﺬارد‬ ‫ﮐﻪ‬ ‫ﻓﻌﺎﻟﯿﺖ‬ ‫ﻫﺎی‬ ‫ﻧﺎﻧﻮﺷﺘﻪ‬ ‫و‬ ‫ﻏﯿﺮرﺳﻤﯽ‬ ‫ﳑﮑﻦ‬ ‫اﺳﺖ‬ ‫ﺗﺎﺛﯿﺮات‬ ‫ﻣﻬﻤﯽ‬ ‫ﺑﺮ‬ ‫ﻃﺮاﺣﯽ‬ ‫و‬ ‫اﺟﺮای‬ ‫ﺑﺮﻧﺎﻣﻪ‬ ‫ﻫﺎی‬ ‫ﻣﺪﯾﺮﯾﺖ‬ ‫ﻣﻨﺎﺑﻊ‬ ‫اﻧﺴﺎﻧﯽ‬ ‫د‬ ‫اﺷﺘﻪ‬ ‫ﺑﺎﺷﺪ‬ . saranazari.com
‫دﯾﺪﮔﺎه‬ ‫ﻣﺪﯾﺮﯾﺖ‬ ‫اﺳﺘﺮاﺗﮋﯾﮏ‬ ‫ﻣﻨﺎﺑﻊ‬ ‫اﻧﺴﺎﻧﯽ‬ • ‫ﻣﻨﺎﺑﻊ‬ ‫اﻧﺴﺎﻧﯽ‬ ‫ﺳﺎزﻣﺎن‬ ‫ﺑﻪ‬ ‫ﻃﻮر‬ ‫ﺑﺎﻟﻘﻮه‬ ‫ﺗﻨﻬﺎ‬ ‫ﻣﻨﺒﻊ‬ ‫ﻣﺰﯾﺖ‬ ‫رﻗﺎﺑﺘﯽ‬ ‫ﺳﺎزﻣﺎن‬ ‫ﻫﺎ‬ ‫اﺳﺖ‬ ‫ﮐﻪ‬ ‫ﻣﯿ‬ ‫ﺘﻮان‬ ‫آن‬ ‫را‬ ‫ﺣﻔﻆ‬ ‫ﮐﺮد‬ . • ‫ﺻﺮف‬ ‫ﻧﻈﺮ‬ ‫از‬ ‫اﻧﺪازه‬ ‫ﯾﺎ‬ ‫ﻣﺎﻫﯿﺖ‬ ‫ﯾﮏ‬ ،‫ﺳﺎزﻣﺎن‬ ‫ﻓﻌﺎﻟﯿﺖ‬ ‫ﻫﺎﯾﯽ‬ ‫ﮐﻪ‬ ‫اﳓﺎم‬ ‫ﻣﯿﺸﻮد‬ ‫و‬ ‫ﻣﺤﯿﻄﯽ‬ ‫ﮐﻪ‬ ‫در‬ ‫آن‬ ‫ﻋﻤﻞ‬ ،‫ﻣﯿﺸﻮد‬ ‫ﻣﻮﻓﻘﯿﺖ‬ ‫ﯾﮏ‬ ‫ﺳﺎزﻣﺎن‬ ‫از‬ ‫ﻃﺮﯾﻖ‬ ‫ﺗﺼﻤﯿﻤﺎﺗﯽ‬ ‫ﮐﻪ‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫آن‬ ‫ﻣﯿﮕﯿﺮﻧﺪ‬ ‫و‬ ‫رﻓ‬ ‫ﺘﺎرﻫﺎﯾﯽ‬ ‫ﮐﻪ‬ ‫ﺑﺮای‬ ‫اﳓﺎم‬ ‫آن‬ ‫ﺗﺮﻏﯿﺐ‬ ،‫ﻣﯿﺸﻮﻧﺪ‬ ‫ﺗﻌﯿﯿﻦ‬ ‫ﻣﯿﺸﻮد‬ . • ‫ﻣﻨﺒﻊ‬ ‫ﺣﯿﺎﺗﯽ‬ ‫ﻣﺰﯾﺖ‬ ‫رﻗﺎﺑﺘﯽ‬ : ‫ﺑﺮﺧﻮرداری‬ ‫از‬ ‫ﺳﯿﺴﺘﻢ‬ ‫ﻫﺎی‬ ‫ﻣﺘﻨﺎﺳﺐ‬ ‫ﺑﺮای‬ ،‫ﺟﺬب‬ ‫اﻧﮕﯿﺰش‬ ‫و‬ ‫ﻣﺪﯾﺮﯾﺖ‬ ‫ﻣﻨﺎﺑﻊ‬ ‫اﻧﺴﺎﻧﯽ‬ ‫ﺳﺎزﻣﺎن‬ saranazari.com
‫ﮐﺎرﮐﻨﺎن‬ ‫ارزش‬ ‫ﻣﻨﺎﺑﻊ‬
‫ﻣﻌﻨﺎی‬ ‫اﺳﺘﺮاﺗﮋﯾﮏ‬ • ‫ﺻﺮﻓﺎ‬ ‫ارﺗﺒﺎط‬ ‫ﺑﻪ‬ ‫ارﺗﺒﺎط‬ ‫ﺳﯿﺴﺘﻢ‬ ‫ﻫﺎ‬ ‫و‬ ‫ﺷﯿﻮه‬ ‫ﻫﺎی‬ ‫ﮔﻮﻧﺎﮔﻮن‬ ‫ﻣﻨﺎﺑﻊ‬ ‫اﻧﺴ‬ ‫ﺎﻧﯽ‬ ‫ﻧﺴﺒﺖ‬ ‫ﺑﻪ‬ ‫ﻋﻤﻠﮑﺮد‬ ‫ﺳﺎزﻣﺎن‬ ‫ﺗﻮﺟﻪ‬ ‫ﮐﺮده‬ ‫اﻧﺪ‬ ‫و‬ ‫اﯾﻦ‬ ‫راﺑﻄﻪ‬ ‫را‬ ‫اﺳﺘﺮاﺗﮋﯾﮏ‬ ‫ﻣﯿﺪاﻧﻨﺪ‬ . • ‫ﻣﻨﺎﺳﺐ‬ ‫ﺑﻮدن‬ ‫ﺳﯿﺴﺘﻢ‬ ‫ﻫﺎ‬ ‫و‬ ‫ﺷﯿﻮه‬ ‫ﻫﺎی‬ ‫ﮔﻮﻧﺎﮔﻮن‬ ‫ﻣﻨﺎﺑﻊ‬ ‫اﻧﺴﺎﻧﯽ‬ ‫ﺳﺎزﻣﺎن‬ ‫و‬ ‫ارﺗﺒﺎط‬ ‫آن‬ ‫ﺑﺎ‬ ‫اﺳﺘﺮاﺗﮋی‬ ‫رﻗﺎﺑﺘﯽ‬ ‫ﺳﺎزﻣﺎن‬ ‫ﺑﻪ‬ ‫ﻃﻮر‬ ‫دﻗﯿﻖ‬ ‫اﳓﺎم‬ ‫داده‬ ‫اﻧﺪ‬ ‫ﮐ‬ ‫ﻪ‬ ‫ﳊﺎظ‬ ‫ﻣﻔﻬﻮﻣﯽ‬ ‫ﮐﺎﻣﻼ‬ ‫ﺑﺎ‬ ‫ﻣﻔﻬﻮم‬ ‫اﺳﺘﺮاﺗﮋی‬ ‫ﻣﺘﻔﺎوت‬ ‫اﺳﺖ‬ . saranazari.com
‫اﻧﺴﺎﻧﯽ‬ ‫ﻣﻨﺎﺑﻊ‬ ‫اﺳﺘﺮاﺗﮋﯾﮏ‬ ‫ﻣﺪﯾﺮﯾﺖ‬ ‫ﲢﻘﯿﻘﺎت‬ ‫روﯾﮑﺮد‬ ‫ﺳﻪ‬ ‫ﭼﺎدوﯾﮏ‬ ‫و‬ ‫ﮐﺎﭘ‬ ‫ﻠﯽ‬ ) ۱۹۹۹ ( q ‫ﻣﯿﭙﺮد‬ ‫ﺳﺎزﻣﺎن‬ ‫ﻣﺎﻟﯽ‬ ‫ﻋﻤﻠﮑﺮد‬ ‫ﺑﺮ‬ ‫اﻧﺴﺎﻧﯽ‬ ‫ﻣﻨﺎﺑﻊ‬ ‫ﻣﺪﯾﺮﯾﺖ‬ ‫ﺗﺎﺛﯿﺮ‬ ‫ﺑﻪ‬ ‫ﻓﻘﻂ‬ ‫ﺳﻮد‬ ‫ﺑﻪ‬ ‫و‬ ‫ازد‬ ‫ﻣﯿﮑﻨﺪ‬ ‫ﺗﻮﺟﻪ‬ ‫ﺳﺎزﻣﺎن‬ ‫زﯾﺎن‬ ‫و‬ . q ‫ﻣﯿﭙ‬ ‫رﻗﺎﺑﺘﯽ‬ ‫ﻫﺎی‬ ‫ﻣﺤﯿﻂ‬ ‫ﺑﺮ‬ ‫ﻣﺪﯾﺮﯾﺖ‬ ‫در‬ ‫ﺳﺎزﻣﺎن‬ ‫اﺳﺘﺮاﺗﮋﯾﮏ‬ ‫ﻫﺎی‬ ‫ﮔﺰﯾﻨﻪ‬ ‫ﺑﻪ‬ ‫ﺮدازد‬ . q ‫ﻣﺠﻤﻮﻋﻪ‬ ‫و‬ ‫ﺳﺎزﻣﺎن‬ ‫اﺳﺘﺮاﺗﮋی‬ ‫ﻣﯿﺎن‬ ‫ﺗﻨﺎﺳﺐ‬ ‫ﻣﯿﺰان‬ ‫و‬ ‫ﻣﻘﺪار‬ ‫ﺑﺮرﺳﯽ‬ ‫ﺑﻪ‬ ‫ﮐﺎرﮐﺮ‬ ‫دﻫﺎ‬ ‫و‬ ‫ﻣﯿﭙﺮدازد‬ ‫ﺳﺎزﻣﺎن‬ ‫اﻧﺴﺎﻧﯽ‬ ‫ﻣﻨﺎﺑﻊ‬ ‫ﻣﺪﯾﺮﯾﺖ‬ ‫ﻫﺎی‬ ‫ﻣﺸﯽ‬ ‫ﺧﻂ‬ . ‫ﺧﺎرﺟﯽ‬ ‫ﺗﻨﺎﺳﺐ‬ ) ‫اﺳﺘﺮاﺗﮋی‬ ‫ﺑﺎ‬ ‫ﺗﻨﺎﺳﺐ‬ ( ‫دروﻧﯽ‬ ‫ﺗﻨﺎﺳﺐ‬ ‫و‬ ) ‫ﻣﯿﺎن‬ ‫ﻫﺎ‬ ‫اﻓﺰاﯾﯽ‬ ‫ﻫﻢ‬ ‫ﮐﺎرﮐﺮدﻫﺎ‬ ( ‫ﭘ‬ ‫ﺑﺮ‬ ‫ﯿﺎﻣﺪﻫﺎی‬ ‫ﻣﯿﮕﺬارد‬ ‫ﺗﺎﺛﯿﺮ‬ ‫ﺳﺎزﻣﺎﻧﯽ‬ . saranazari.com
‫ﺷﻮﻟﺮ‬ ‫ﺟﮑﺴﻮن‬ ‫و‬ ) ۲۰۰۰ ( ‫اﺳﺖ‬ ‫ﭘﺬﯾﺮی‬ ‫اﻧﻄﺒﺎق‬ ‫و‬ ‫ﯾﮑﭙﺎرﭼﮕﯽ‬ ‫ﻋﻤﺪﺗﺎ‬ ‫اﻧﺴﺎﻧﯽ‬ ‫ﻣﻨﺎﺑﻊ‬ ‫اﺳﺘﺮاﺗﮋﯾﮏ‬ ‫ﻣﺪﯾﺮﯾﺖ‬ ‫ﻣﺤﻮر‬ . • ‫ﺑﺎﺷﺪ‬ ‫ﺷﺪه‬ ‫ﻫﻤﺎﻫﻨﮓ‬ ‫اﺳﺘﺮاﺗﮋی‬ ‫ﻃﺮﯾﻖ‬ ‫از‬ ‫ﺳﺎزﻣﺎن‬ ‫ﺑﺎ‬ ‫ﮐﺎﻣﻞ‬ ‫ﻃﻮر‬ ‫ﺑﻪ‬ ‫اﻧﺴﺎﻧﯽ‬ ‫ﻣﻨﺎﺑﻊ‬ ‫ﻣﺪﯾﺮﯾﺖ‬ . • ‫ﺳﺎزﻣﺎن‬ ‫ﻣﺮاﺗﺐ‬ ‫ﺳﻠﺴﻠﻪ‬ ‫ﺑﺎ‬ ‫ﻫﻢ‬ ‫و‬ ‫ﻣﺸﯽ‬ ‫ﺧﻂ‬ ‫ﻫﺎی‬ ‫ﺣﻮزه‬ ‫ﺑﺎ‬ ‫ﻫﻢ‬ ‫اﻧﺴﺎﻧﯽ‬ ‫ﻣﻨﺎﺑﻊ‬ ‫ﮐﺎرﮐﺮد‬ ‫ﺳﺎزﮔﺎرﻧ‬ ‫ﺪ‬ . • ‫ﮐﺎرﮐﺮدﻫﺎی‬ ‫ﺑﺎﺷﺪ‬ ‫ﻗﺒﻮل‬ ‫ﻣﻮرد‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫و‬ ‫ﻣﺪﯾﺮان‬ ‫ﺳﻮی‬ ‫از‬ ‫اﻧﺴﺎﻧﯽ‬ ‫ﻣﻨﺎﺑﻊ‬ . ‫اﻧﺴﺎﻧﯽ‬ ‫ﻣﻨﺎﺑﻊ‬ ‫اﺳﺘﺮاﺗﮋﯾﮏ‬ ‫ﻣﺪﯾﺮﯾﺖ‬ ‫ﺟﺪﯾﺪ‬ ‫ﻫﺎی‬ ‫ﻣﺪل‬ saranazari.com
‫اﻧﺴﺎﻧﯽ‬ ‫ﻣﻨﺎﺑﻊ‬ ‫ﻣﺪﯾﺮﯾﺖ‬ ‫در‬ ‫ﭘﺬﯾﺮی‬ ‫اﻧﻌﻄﺎف‬ ‫و‬ ‫ﺗﻨﺎﺳﺐ‬ ‫ﻣﺪل‬ ) ‫و‬ ‫راﯾﺖ‬ ‫اﺳﻨﻞ‬ ، ۱۹۹۸ (
،‫ﻧﻮ‬ ‫اﺳﺘﺮاﺗﮋﯾﮏ‬ ‫ﻣﺪﯾﺮﯾﺖ‬ ‫ﻓﺮآﯾﻨﺪ‬ ‫ﻣﺪل‬ ‫ﻫﻮﻟﻨﺒﮏ‬ ، ‫ﮔﺮﻫﺎرت‬ ‫راﯾﺖ‬ ‫و‬ ) ۲۰۰۳ (
‫و‬ ‫اﺳﺘﺮاﺗﮋﯾﮏ‬ ‫ﻣﺪﯾﺮﯾﺖ‬ ‫ﻓﺮآﯾﻨﺪ‬ ‫ﭘﯿﺎﻣﺪﻫﺎﯾﯽ‬ ‫اﻧﺴﺎﻧﯽ‬ ‫ﻣﻨﺎﺑﻊ‬ ‫ﻣﺪﯾﺮﯾﺖ‬ ‫ﺑﺮای‬ ) ‫ﺷﻮﻟﺮ‬ ، ۲۰۰۰ (
‫ﻣﻨﺎﺑﻊ‬ ‫ﭘﯿﺎﻣﺪﻫﺎی‬ ‫اﺳﺘﺮاﺗ‬ ‫اﻧﺴﺎﻧﯽ‬ ‫ﮋﯾﮏ‬ ‫ﻣﻠﻮ‬ ۲۰۰۲
‫اﻧﺴﺎﻧﯽ‬ ‫ﻣﻨﺎﺑﻊ‬ ‫اﺳﺘﺮاﺗﮋﯾﮏ‬ ‫ﻣﺪﯾﺮﯾﺖ‬ ‫ﻣﺪل‬ ‫ﻣﻠﻮ‬
‫ﺑﯿﻦ‬ ‫اﻧﺴﺎﻧﯽ‬ ‫ﻣﻨﺎﺑﻊ‬ ‫ﻣﺪﯾﺮﯾﺖ‬ ‫دﯾﺪﮔﺎه‬ ‫اﳌﻠﻠﯽ‬ ‫دوﮔﺎﻧﮕﯽ‬ ‫ﻫﻤﮕﺮاﯾﯽ‬ ‫و‬ ‫واﮔﺮاﯾﯽ‬ : ‫ﺑﻮده‬ ‫ﻣﻮﻓﻖ‬ ‫ﻣﺘﺤﺪه‬ ‫اﯾﺎﻻت‬ ‫در‬ ‫ﮐﻪ‬ ‫ﻣﻔﺎﻫﯿﻤﯽ‬ ‫اﻧﺪ‬ ‫ﺷﻮﻧﺪ‬ ‫ﮔﺮﻓﺘﻪ‬ ‫ﮐﺎر‬ ‫ﺑﻪ‬ ‫ﺟﻬﺎن‬ ‫ﺳﺮاﺳﺮ‬ ‫در‬ ، ) . ‫ﻫﻤﮕﺮاﯾ‬ ‫ﯽ‬ ( ‫ﻣﺨﺘﻠ‬ ‫ﻫﺎی‬ ‫ﻓﺮﻫﻨﮓ‬ ‫ﺑﺮای‬ ‫ﻣﺨﺘﻠﻒ‬ ‫ﻫﺎی‬ ‫دﯾﺪﮔﺎه‬ ‫اﯾﺠﺎد‬ ‫ﺑﻪ‬ ‫ﻧﯿﺎز‬ ‫و‬ ‫ﻓﺮﻫﻨﮕﯽ‬ ‫ﺷﻤﺎر‬ ‫ﺑﯽ‬ ‫ﻣﺘﻐﯿﺮﻫﺎی‬ ‫ﺗﺎﺛﯿﺮ‬ ‫ﻒ‬ ) ‫واﮔﺮاﯾﯽ‬ ( ‫ﺑﯿﻦ‬ ‫اﻧﺴﺎﻧﯽ‬ ‫ﻣﻨﺎﺑﻊ‬ ‫ﻣﺪﯾﺮﯾﺖ‬ ‫ﻣﺤﻘﻘﺎن‬ ‫اﳌﻠﻠﯽ‬ ‫ﺑﺎﺷﻨﺪ‬ ‫داﺷﺘﻪ‬ ‫آﮔﺎﻫﯽ‬ ‫ﻣﻮارد‬ ‫اﯾﻦ‬ ‫از‬ ‫ﺑﺎﯾﺪ‬ : • ‫اﺟﺘﻤﺎﻋﯽ‬ ‫ﻫﺎی‬ ‫ارزش‬ ‫و‬ ‫ﻓﺮﻫﻨﮓ‬ ‫ﺑﺮ‬ ‫ﻣﺒﺘﻨﯽ‬ ‫ﻣﺨﺘﻠﻒ‬ ‫ﻫﻨﺠﺎرﻫﺎی‬ ‫ﺗﻌﺎﻣﻞ‬ • ‫دﯾﮕﺮ‬ ‫ﻓﺮﻫﻨﮓ‬ ‫ﺑﻪ‬ ‫ﻓﺮﻫﻨﮓ‬ ‫ﯾﮏ‬ ‫از‬ ‫ﻣﺪﯾﺮﯾﺖ‬ ‫ﻣﻮﺿﻮﻋﺎت‬ ‫ﭘﺬﯾﺮی‬ ‫اﻧﻄﺒﺎق‬ • ‫ﺣﻘﻮﻗﯽ‬ ‫و‬ ‫اﻗﺘﺼﺎدی‬ ‫ﻫﺎی‬ ‫ﺗﻔﺎوت‬ ‫وﺟﻮد‬ • ‫ﻣﺘﻔﺎوت‬ ‫ﭘﺎﺳﺨﮕﻮﯾﯽ‬ ‫ﻫﺎی‬ ‫ﺳﺒﮏ‬ ‫و‬ ‫ﻣﺘﻔﺎوت‬ ‫ﯾﺎدﮔﯿﺮی‬ ‫ﻫﺎی‬ ‫ﺳﺒﮏ‬ saranazari.com
‫آﺗﯽ‬ ‫ﮐﻨﮑﺎش‬ ‫ﻣﻮرد‬ ‫ﻣﻮارد‬ : • ‫ﺑﯿﻦ‬ ‫اﻧﺴﺎﻧﯽ‬ ‫ﻣﻨﺎﺑﻊ‬ ‫ﻣﺪﯾﺮﯾﺖ‬ ‫ﻓﺮاﯾﻨﺪ‬ ‫از‬ ‫ﻣﻨﺴﺠﻢ‬ ‫اﻟﮕﻮی‬ ‫اﯾﺠﺎد‬ ‫اﳌ‬ ‫ﻠﻠﯽ‬ • ‫ﺑﯿﻦ‬ ‫اﻧﺴﺎﻧﯽ‬ ‫ﻣﻨﺎﺑﻊ‬ ‫ﻣﺪﯾﺮﯾﺖ‬ ‫ﻣﻠﯿﺘﯽ‬ ‫ﭼﻨﺪ‬ ‫ﻣﺎﻫﯿﺖ‬ ‫اﳌﻠﻠﯽ‬ • ‫ﻃﺮﯾﻖ‬ ‫اﯾﻦ‬ ‫از‬ ‫ﭘﺎﯾﺪار‬ ‫رﻗﺎﺑﺘﯽ‬ ‫ﻣﺰﯾﺖ‬ ‫ﮐﺴﺐ‬ • ‫ﺑﯿﻦ‬ ‫اﻧﺴﺎﻧﯽ‬ ‫ﻣﻨﺎﺑﻊ‬ ‫ﻣﺪﯾﺮﯾﺖ‬ ‫و‬ ‫اﻃﻼﻋﺎت‬ ‫ﻓﻨﺎوری‬ ‫اﳌﻠﻠﯽ‬ saranazari.com
‫دﯾﺪﮔﺎه‬ ‫اﻧﺴﺎﻧﯽ‬ ‫ﻣﻨﺎﺑﻊ‬ ‫ﻣﺪﯾﺮﯾﺖ‬ ‫ﺳﯿﺎﺳﯽ‬ ‫ﮐﺎ‬ ‫ﻣﺤﺘﻮای‬ ،‫اﻧﺴﺎﻧﯽ‬ ‫ﻣﻨﺎﺑﻊ‬ ‫ﻣﺪﯾﺮﯾﺖ‬ ‫ﺑﻪ‬ ‫ﻣﺮﺑﻮط‬ ‫ﻫﺎی‬ ‫ﮔﯿﺮی‬ ‫ﺗﺼﻤﯿﻢ‬ ‫در‬ ‫ﻣﯿﺘﻮاﻧﺪ‬ ‫ﺧﺎرﺟﯽ‬ ‫ﻓﺸﺎرﻫﺎی‬ ‫ﲢﺖ‬ ‫را‬ ‫ر‬ ‫اﻟﺸﻌﺎع‬ ‫اﺳﺖ‬ ‫ﻣﻬﻢ‬ ‫ﻋﻤﻞ‬ ‫در‬ ‫ﻫﻢ‬ ‫ﻧﻈﺮی‬ ‫ﳊﺎظ‬ ‫از‬ ‫ﻫﻢ‬ ‫دﻫﺪ‬ ‫ﻗﺮار‬ . ‫ﺑﺮ‬ ‫دﯾﮕﺮان‬ ‫ﺑﺮ‬ ‫ﺗﺎﺛﯿﺮﮔﺬاری‬ ‫ﺑﻪ‬ ‫ﻣﺮﺑﻮط‬ ‫ﺗﺪاﺑﯿﺮ‬ ‫و‬ ‫ﻫﺎ‬ ‫ﺳﯿﺎﺳﺖ‬ ‫ﭼﮕﻮﻧﻪ‬ ‫ﮐﺎرﮐﺮدﻫﺎی‬ ‫ﻣﻨﺎﺑﻊ‬ ‫ﻣﺪﯾﺮﯾﺖ‬ ‫اﺛﺮ‬ ‫اﻧﺴﺎﻧﯽ‬ ‫ﻣﯿﮕﺬارد؟‬ • ‫ﮐﺎرﻣﻨﺪﯾﺎﺑﯽ‬ ‫اﻧﺘﺨﺎب‬ ‫و‬ • ‫اﺳﺘﺨﺪام‬ • ‫ﻋﻤﻠﮑﺮد‬ ‫ارزﯾﺎﺑﯽ‬ • ‫ﺷﻐﻠﯽ‬ ‫ﭘﯿﺸﺮﻓﺖ‬ ‫ﻣﺴﯿﺮ‬ saranazari.com
• ‫ﻓﻨﻮن‬ ‫ﺧﻮدارﺗﻘﺎﯾﯽ‬ ) ‫ﻧﻔﻮذ‬ ( • ‫رﻓﺘﺎرﻫﺎی‬ ‫ﻏﯿﺮﮐﻼﻣﯽ‬ ‫ﻣﺼﺎﺣﺒﻪ‬ ‫ﮐﻨﻨﺪﮔﺎن‬ ‫ﻗﺮار‬ ‫ﺗﺎﺛﯿﺮ‬ ‫ﲢﺖ‬ ‫ﮐﻤﺘﺮ‬ ‫دﯾﺪه‬ ‫آﻣﻮزش‬ ‫ﻣﯿﮕﺮﻓﺘﻨﺪ‬ . ‫اﻧﺴﺎﻧﯽ‬ ‫ﻧﯿﺮوی‬ ‫ﺟﺬب‬ ‫ﻣﻌﯿﺎر‬ ‫ﻋﻨﻮان‬ ‫ﺑﻪ‬ ‫ﺑﻮدن‬ ‫ﻣﻨﺎﺳﺐ‬ ‫ﺑﺮ‬ ‫ﺗﺎﮐﯿﺪ‬ saranazari.com
‫ﻣﻨﺎﺑﻊ‬ ‫ﮐﺎرﮐﺮد‬ ‫ﻣﺪﯾﺮﯾﺖ‬ ‫اﻧﺴﺎﻧﯽ‬ ‫ﺷﯿﻮه‬ ‫ﺑﺮرﺳﯽ‬ ‫ﻫﺎﯾﯽ‬ ‫آن‬ ‫در‬ ‫ﮐﻪ‬ ‫ﮐﺎرﮐﺮدﻫﺎی‬ ‫اداره‬ ‫اﻧﺴﺎﻧﯽ‬ ‫ﻣﻨﺎﺑﻊ‬ ‫ﻣﯿﺸﻮد‬ . ‫ﺷﺎﻣﻞ‬ : • ‫ﺑﻪ‬ ‫و‬ ‫ﺟﺬب‬ ‫ﮐﺎرﮔﻤﺎری‬ • ‫ﺑﻬﺴﺎزی‬ • ‫اﻧﮕﯿﺰش‬ • ‫ﻧﮕﻬﺪاری‬ saranazari.com
‫اﻧﺴﺎﻧﯽ‬ ‫ﻣﻨﺎﺑﻊ‬ ‫ﺟﺪﯾﺪ‬ ‫ﻫﺎی‬ ‫ﻧﻘﺶ‬ ) ‫دﯾﻮﯾﺪ‬ ‫آﻟﺮﯾﭻ‬ ( saranazari.com
‫و‬ ‫ﻓﺮآﯾﻨﺪﻫﺎ‬ ‫ﮐﺎرﮐﺮدﻫﺎی‬ ‫اﻧﺴﺎﻧﯽ‬ ‫ﻣﻨﺎﺑﻊ‬ ‫اﺳﺘﺮاﺗﮋﯾﮏ‬ ‫ﻣﺪﯾﺮﯾﺖ‬ • ‫ﺑﻬﺮه‬ ‫از‬ ‫ﺗﺎ‬ ‫ﺑﺎﺷﺪ‬ ‫داﺷﺘﻪ‬ ‫ﺗﺎﮐﯿﺪ‬ ‫ﻫﺎ‬ ‫ﻓﻌﺎﻟﯿﺖ‬ ‫ﯾﮑﭙﺎرﭼﮕﯽ‬ ‫ﺑﺮروی‬ ‫وری‬ ‫اﻃ‬ ‫اﻓﺰوده‬ ‫ارزش‬ ‫اﯾﺠﺎد‬ ‫و‬ ‫ﻤﯿﻨﺎن‬ ‫ﺷﻮد‬ ‫ﺣﺎﺻﻞ‬ . • ‫ﺑﺎﺷﺪ‬ ‫داﺷﺘﻪ‬ ‫ﻣﺪاﺧﻠﻪ‬ ‫ﺳﺎزﻣﺎﻧﯽ‬ ‫ﺗﻐﯿﯿﺮ‬ ‫و‬ ‫رﯾﺰی‬ ‫ﺑﺮﻧﺎﻣﻪ‬ ‫ﻓﺮآﯾﻨﺪ‬ ‫ﮐﻞ‬ ‫در‬ . • ‫ﺳﺎزﻣﺎﻧﯽ‬ ‫ﻓﺮﻫﻨﮓ‬ ‫آورﻧﺪه‬ ‫وﺟﻮد‬ ‫ﺑﻪ‬ ‫و‬ ‫ﺳﺎزﻣﺎﻧﯽ‬ ‫ﺗﻐﯿﯿﺮ‬ ‫ﻓﺮآﯾﻨﺪ‬ ‫در‬ ‫راﻫﺒﺮدی‬ ‫ﺷﺮﯾﮏ‬ ‫ﻣﻨﺰﻟﻪ‬ ‫ﺑﻪ‬ • ‫ﻓﻌﺎﻟﯿﺖ‬ ‫ﲤﺮﮐﺰ‬ ‫ﻋﺪم‬ ‫ﻃﺮﯾﻖ‬ ‫از‬ ‫ﻫ‬ ‫ﮐ‬ ‫واﮔﺬار‬ ‫ﺻﻒ‬ ‫ارﺷﺪ‬ ‫ﻣﺪﯾﺮﯾﺖ‬ ‫ﺑﻪ‬ ‫ﻣﺘﺨﺼﺼﺎن‬ ‫از‬ ‫را‬ ‫ﺳﻨﺘﯽ‬ ‫ﺎی‬ ‫ﻨﺪ‬ • ‫ﮔﯿﺮد‬ ‫ﻧﻈﺮ‬ ‫در‬ ‫ﻓﺮد‬ ‫ﺑﻪ‬ ‫ﻣﻨﺤﺼﺮ‬ ‫دارای‬ ‫ﺗﺮﯾﻦ‬ ‫ﻣﻬﻢ‬ ‫ﻣﻨﺰﻟﻪ‬ ‫ﺑﻪ‬ ‫را‬ ‫ﮐﺎرﮐﻨﺎن‬ • ‫ﺳﺎزﻣﺎن‬ ‫آورﻧﺪه‬ ‫وﺟﻮد‬ ‫ﺑﻪ‬ ‫و‬ ‫ﺳﺎزﻣﺎﻧﯽ‬ ‫اﺛﺮﺑﺨﺸﯽ‬ ‫ﮔﺮ‬ ‫ﺗﺴﻬﯿﻞ‬ ‫ﯾﺎدﮔﯿﺮﻧﺪه‬ ‫ﺑﺎﺷﺪ‬ . saranazari.com
‫ﻫﻤﮑﺎران‬ ‫و‬ ‫ﻧﻮ‬ ‫ﺑﻨﺪی‬ ‫دﺳﺘﻪ‬ ۲۰۰۳ saranazari.com
‫ﺑﻨﺪی‬ ‫دﺳﺘﻪ‬ ‫ﻻزﯾﺮ‬ ۲۰۰۰ saranazari.com
‫ﺑﻨﺪی‬ ‫دﺳﺘﻪ‬ ‫ﻫﺎرل‬ ‫و‬ ‫ﺗﺰاﻓﺮﯾﺮ‬ • ‫ﮐﺎرﻣﻨﺪﯾﺎﺑﯽ‬ • ‫اﻧﺘﺨﺎب‬ • ‫ﺧﺪﻣﺎت‬ ‫ﺟﺒﺮان‬ • ‫ﮐﺎرﮐﻨﺎن‬ ‫ﻣﺸﺎرﮐﺖ‬ • ‫داﺧﻠﯽ‬ ‫ﮐﺎر‬ ‫ﻧﯿﺮوی‬ ‫ﺑﺎزار‬ • ‫آﻣﻮزش‬ saranazari.com
‫ﺑﻨﺪی‬ ‫دﺳﺘﻪ‬ ‫دﯾﺴﻨﺰو‬ ‫و‬ ‫راﺑﯿﻨﺰ‬ ۲۰۰۲ saranazari.com
• ‫وﻇﺎﯾﻒ‬ ‫اﺧﺘﯿﺎرات‬ ‫واﮔﺬاری‬ : ‫ﺻﻒ‬ ‫در‬ ‫ﻣﺘﺨﺼﺺ‬ ‫ﻏﯿﺮ‬ ‫ﻣﺪﯾﺮ‬ ‫ﺑﻪ‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫اﻣﻮر‬ ‫زﻣﯿﻨﻪ‬ ‫در‬ ‫ﻣﺘﺨﺼﺺ‬ ‫اﻓﺮاد‬ ‫از‬ ‫ﻫﺎ‬ ‫ﻓﻌﺎﻟﯿﺖ‬ ‫اﻧﺘﻘﺎل‬ • ‫زداﯾﯽ‬ ‫ﲤﺮﮐﺰ‬ : ‫دﯾﮕﺮ‬ ‫ﺳﻄﺢ‬ ‫ﺑﻪ‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫اﻣﻮر‬ ‫ﻣﺘﺨﺼﺼﺎن‬ ‫از‬ ‫ﺳﻄﺢ‬ ‫ﯾﮏ‬ ‫از‬ ‫ﮐﺎرﮐﻨﺎن‬ ‫ﻫﺎی‬ ‫ﻓﻌﺎﻟﯿﺖ‬ ‫اﻧﺘﻘﺎل‬ saranazari.com
‫ﺗﻌﺮﯾﻒ‬ ‫ﻫﺎل‬ ‫و‬ ‫ﺗﻮرﯾﻨﮕﺘﻮن‬ ‫اﺳﺘﺮاﺗﮋی‬ ‫از‬ : • ‫اﺳﺘﺮاﺗﮋی‬ ‫ﺗﻔﮑﺮ‬ • ‫اﺳﺘﺮاﺗﮋی‬ ‫ﻣﺪاﺧﻠﻪ‬ saranazari.com

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