چکیده:
مطالعات نشان میدهد سازمانهای دولتی اغلب در شناسایی، جذب، پرورش و نگهداشت استعدادها تجارب موفقی نداشتند. از این رو شناخت علل و پیامدهای این مسأله ضروری است. پژوهش حاضر با هدف واکاوی تجارب زیسته مدیران فرهنگی از مدیریت استعداد و شناسایی موانع تحقق آن در یکی از سازمانهای فرهنگی هنری انجام شده است. روش تحقیق از نظر هدف، کاربردی و از نظر نحوه گردآوری اطلاعات کیفی است که با استفاده از رویکرد پدیدارشناسی تفسیری انجام گرفته است. منابع اطلاعاتی پژوهش را مدیران ارشد، میانی و استعدادهای شاخص حوزه هنری سازمان تبلیغات اسلامی تشکیل میدهند که 15نفر از آنها با روش نمونهگیری هدفمند انتخاب شدند. اطلاعات مورد نیاز با انجام مصاحبههای عمیق گردآوری و با استفاده از رویکرد چهارمرحلهای موستاکاس تجزیه و تحلیل شدند. نتایج تحلیل دادهها نشان داد موانع تحقق مدیریت استعداد در حوزه هنری متشکل از ده تم فرعی است که در سه دسته موانع مفهومی (نظری)، مدیریتی و سازمانی طبقهبندی شدند. کشف معناهای نهفته در تجارب زیسته مشارکتکنندگان نشان داد این پدیده در بُعد فردی پیامدهایی چون رشد فردی و خودجوش استعدادها، مهجوریت استعدادها و واماندهسازی استعدادها را رقم زده و در بُعد سازمانی پیامدهایی چون استعدادکشی، استعدادسوزی و نشت استعدادها را در پی داشته است. برای جلوگیری از هزینههای زیانبار هدررفت سرمایههای انسانی، ضرورت بازنگری در شیوههای استعدادیابی، استعدادداری و استعدادپروری در حوزه هنری توصیه میشود.
Extended AbstractAbstractGovernment agencies often have not successful experience in identifying, attracting, cultivating, and retaining talent. This study, which was conducted with a phenomenological approach, sought to discover and understand the causes of failure of governmental organizations by focusing on cultural organizations in the field of talent management. The results showed that these causes can be classified into three categories: conceptual (theoretical), managerial and organizational. To avoid the harmful costs of wasting human capital, it is recommended to review the methods of talent identification, talent management and talent development in Hoze-ye Honari.IntroductionUtilizing the capabilities of human capital in government organizations, especially in developing countries, is not well done and even in some of them, we saw evidence of conscious repulsions and hostile encounters with organizational talent. Jealousy of the elites, rejection of elites, the imposition of career plateau or their dismissal from the leadership circuit are all among the evidences of this costly organizational phenomenon which is called elitism in the organization. If this complication is not controlled, many costs will be imposed on the organization, including the flight of human capital. Cultural organizations are no exception. But so far no study has been done to identify and explain the causes and reasons of talent management problems in cultural organizations. Most of the researches in this field are related to industrial organizations, academic institutions, oil and gas companies, automobile companies and customs, which have often been conducted quantitatively and in the context of the positivist paradigm. This study seeks to address this research gap and, using the phenomenological approach, to understand the essence and theme of cultural managers' experiences of the phenomenon of talent management and the obstacles to its realization. Therefore, the purpose of this study is to analyze the lived experience of cultural managers of the concept of talent management and obstacles to its realization in cultural organizations.Case studyThe scope of research in this study is limited and includes the lived experiences of senior and middle managers and key talents in Hoze-ye Honari of Islamic Advertising Organization of I.R.I.Materials and MethodsThis research is a qualitative study and is interpretive in terms of research philosophy; inductive in terms of research approach; phenomenological in terms of research strategy; a one-way research in terms of method selection; cross-sectional in terms of time horizon and data collection and an analysis method research based on in-depth interview, in which the analysis of semantic units are based on the four-step Moustakas model. Participants in this study included senior managers, middle managers, employed artistic talents and rejected talents who had in-depth experience in talent management, 15 of whom participated in the study using purposive sampling method. In order to measure the reliability of the research, the retest reliability method was used, the value of which was calculated equal to the formula of 81 per cent and shows the desired reliability of the research. The validity of this study was done through the study of participants (interpretive validity) as well as external audit.Discussion and ResultsIn this study, 10 themes emerged as the main obstacles to the realization of talent management (antecedents), which can be classified into three categories: theoretical (conceptual) factors, managerial factors and organizational factors. Also, the lack of a talent management system in Hoze-ye Honari in recent years has had devastating effects on both the individual and organizational dimensions. ConclusionUnderlying factors that have led to the failure of talent management in the field of art are: ambiguity in the definition of talent, disagreement in determining the characteristics of talented people, failure in talent management and talent development, lack of a codified plan to cultivate talent, failure to documenting successful experiences, lack of tolerance dealing with talents, ingratitude of talents to themselves, unbalanced organizational structure for talent management, lack of performance-oriented performance appraisal system and politicization of the organization. The findings of this study showed that the lack of talent management system in Hoze-ye Honari has destructive consequences such as: growth of talents individually and spontaneously not organizationally, talent abandonment, depletion of talent, talent killing, talent exhaustion and loss of talent. Researchers recommend that the first step to remove obstacles and correct policy-making to implement a talent management system in Hoze-ye Honari is to define talent accurately, to determine the characteristics of talented people, and delineate and clarify the boundaries of talent. The results show that the share of managerial factors in the realization of the talent management system is more than other factors. Therefore, it is recommended that senior art managers should take serious steps to dominate the culture of talent in Hoze-ye Honari in one hand, and on the other, by eliminating the obstacles identified in this study, to prevent the loss and leakage of current talents. The results also showed that the current organizational structure is not sufficient to establish a talent management system. This structure needs to be revised. Researchers recommend that in order to transform the Hoze-ye Honari into a talent-based organization, it is necessary to establish a new unit called Strategic Talent Management.
خلاصه ماشینی:
پژوهش حاضر با هدف واکاوي تجارب زيسته مديران فرهنگي از مديريت استعداد و شناسايي موانع تحقق آن در يکي از سازمان هاي فرهنگي هنري انجام شده است .
از آنجاکه هدف پژوهش حاضر فهم تجارب زيسته مديران و نخبگان سازماني در خصوص عارضه يابي مديريت استعداد در سازمان هاي فرهنگي است ، استفاده از 1- Mellahi and Collings رويکردهاي کيفي همچون پديدارشناسي قادر به ارائه تبييني از تجارب فردي و غنابخشي به حوزه عمل هستند (٢٠١٧ ,Creswell &Creswell ).
لذا اين پژوهش با هدف بررسي موانع مديريت استعداد در يکي از سازمان هاي فرهنگي (حوزه هنري سازمان تبليغات اسلامي ايران ) انجام گرفت .
هدف پديدارشناسي فهم تجربه ها، کشف جوهره و معناي آنها به منظور دستيابي به فهمي عميق و بين الاذهاني از پديده بررسيشده است (٢٠٠٣ ,Hanes &Gibson ) که بايد بدون هيچ پيش فرضي کندوکاو شده (٥٢ :٢٠٠٨ ,Willig) و به دور از پيشداوري بوده تا بنيان خوبي براي دانش ايجاد شود (٢٠١١ ,Sandberg &Holt ).
مشارکت کنندگان در اين پژوهش عبارت بودند از مديران ارشد و مياني، استعدادهاي شاخص و شاغل در حوزه هنري و استعدادهاي طردشده که تجربه هاي عميقي در خصوص مديريت استعداد داشتند.
براي درک بهتر تم هاي ظهوريافته در تجارب مشارکت کنندگان در پژوهش ، اين يافته ها در قالب شکل شماره ٢ نشان داده شده است .
نتايج اين پژوهش نشان داد حوزه هنري سازمان تبليغات اسلامي ايران با موانع و چالش هاي جدي در زمينه مديريت استعداد مواجه است .