ﺗﺤﻠﯿﻞ ﺷﮑﺎف ﺑﯿﻦ وﺿﻌﯿﺖ ﻣﻮﺟﻮد و ﻣﻄﻠﻮب ﺟﺎﻧﺸﯿﻦ ﭘﺮوري: ﻣﻄﺎﻟﻌﻪ ﻣﻮردي در وزارت ﺑﻬﺪاﺷﺖ درﻣﺎن و آﻣﻮزش ﭘﺰﺷﮑﯽ

خلاصه فارسی

ﻣﻘﺪﻣﻪ: ﺗﺤﻮﻻت ﻓﻨﺎوري، ﺟﻬﺎﻧﯽ ﺷﺪن، ﻧﯿﺎز ﺑﻪ واﮐﻨﺶ ﺳﺮﯾﻊ ﺑﻪ ﺗﻐﯿﯿﺮات ﻣﺤﯿﻄﯽ و ﮐﺎﻫﺶ ﻫﺰﯾﻨﻪ ﻫﺎ در ﺻﺤﻨﻪ رﻗﺎﺑﺖ ﻓﺸﺮده و ﮐﺎﻫﺶ وﻓﺎداري ﮐﺎرﮐﻨﺎن، ﺿﺮورت ﺟﺎﻧﺸﯿﻦ ﭘﺮوري در ﺳﺎزﻣﺎن ﻫﺎ را ﺗﺸﺪﯾﺪ ﻣﯽ ﺑﺎ ﻫﺪف 92 ﮐﻨﻨﺪ. ﻣﻄﺎﻟﻌﻪ ﺣﺎﺿﺮ در ﺳﺎل ﺗﻌﯿﯿﻦ وﺿﻌﯿﺖ ﻣﻮﺟﻮد و ﻣﻄﻠﻮب وزارت ﺑﻬﺪاﺷﺖ درﻣﺎن و آﻣﻮزش ﭘﺰﺷﮑﯽ و ﺗﺤﻠﯿﻞ ﺷﮑﺎف ﺑﯿﻦ آﻧﻬﺎ اﻧﺠﺎم ﺷﺪ. روش ﮐﺎر: اﯾﻦ ﭘﮋوﻫﺶ از ﻧﻮع ﺗﻮﺻﯿﻔﯽ ﻣﻘﻄﻌﯽ اﺳﺖ. داده ﻫﺎ از ﻃﺮﯾﻖ ﭘﺮﺳﺸﻨﺎﻣﻪ اي ﺟﻤﻊ آوري ﮔﺮدﯾﺪ ﮐﻪ ﺑﺎ ﺑﻬﺮه ﻣﻨﺪي از ادﺑﯿﺎت ﻣﻮﺟﻮدﺗﻮﺳﻂ ﺗﯿﻢ ﭘﮋوﻫﺶ در دو ﺑﺨﺶ وﺿﻌﯿﺖ ﻣﻮﺟﻮد و ﻣﻄﻠﻮب ﺟﺎﻧﺸﯿﻦ ﭘﺮوري ﺗﺪوﯾﻦ ﺷﺪ، و ﭘﺲ از اﻃﻤﯿﻨﺎن از ﻧﻔﺮ از ﻣﺪﯾﺮان ﮐﻞ، روﺳﺎي دﻓﺎﺗﺮ، ﻣﻌﺎوﻧﯿﻦ ﻣﺪﯾﺮان ﮐﻞ، روﺳﺎي ﮔﺮوه ﻫﺎي 268رواﯾﯽ و ﭘﺎﯾﺎﯾﯽ، ﺑﻪ روش ﺳﺮﺷﻤﺎري ﺑﯿﻦ ﮐﺎرﺷﻨﺎﺳﯽ، ﮐﺎرﺷﻨﺎﺳﺎن ﻣﺴﺌﻮل و ﮐﺎرﺷﻨﺎﺳﺎن ﺗﻮزﯾﻊ و ﺳﭙﺲ ﺟﻤﻊ آوري ﺷﺪ. ﺑﺮاي ﺗﺤﻠﯿﻞ داده ﻫﺎ از آزﻣﻮن زوﺟﯽ در T اﺳﺘﻔﺎده ﺷﺪ.SPSSﻧﺮم اﻓﺰار ﯾﺎﻓﺘﻪ ﻫﺎ: وﺿﻊ ﻣﻮﺟﻮد ﺳﺎزﻣﺎن در ﻣﺤﻮرﻫﺎي ﺷﺶ ﮔﺎﻧﻪ ﺑﺮﻧﺎﻣﻪ رﯾﺰي، ﻓﺮﻫﻨﮓ ﺳﺎزﻣﺎﻧﯽ، روﯾﮑﺮد ﺳﯿﺴﺘﻤﯽ، اﻟﮕﻮي درﺻﺪ ﺑﺮﺧﻮردار اﺳﺖ. 50 ﺷﺎﯾﺴﺘﮕﯽ، ﻣﺴﯿﺮ ارﺗﻘﺎ ﺷﻐﻠﯽ و ﻧﻘﺶ ﻣﺪﯾﺮان ارﺷﺪ، در ﻣﺤﯿﻂ ﭘﮋوﻫﺶ از اﻣﺘﯿﺎز ﻗﺎﺑﻞ ﻗﺒﻮل ﺑﺎﻻي در ﻋﯿﻦ ﺎل ﺷﮑﺎف ﺑﯿﻦ وﺿﻊ ﻣﻮﺟﻮد و ﻣﻄﻠﻮب در ﺗﻤﺎﻣﯽ اﺑﻌﺎد، ﻣﻌﻨﯽ دار ﺑﻮد. ﻣﯿﺎﻧﮕﯿﻦ اﻣﺘﯿﺎز وﺿﻊ ﻣﻮﺟﻮد در ﺗﻤﺎﻣﯽ اﺑﻌﺎد ﺣ ﺑﻪ دﺳﺖ آﻣﺪ.0/89 ﺑﺎ اﻧﺤﺮاف ﻣﻌﯿﺎر 3/82 و وﺿﻊ ﻣﻄﻠﻮب 1/06 از ﭘﻨﺞ ﺑﺎ اﻧﺤﺮاف ﻣﻌﯿﺎر 2/90 ﺑﺤﺚ و ﻧﺘﯿﺠﻪ ﮔﯿﺮي: ﺑﺎ ﺗﻮﺟﻪ ﮐﺴﺐ اﻣﺘﯿﺎز ﻗﺎﺑﻞ ﻗﺒﻮل در وﺿﻊ ﻣﻮﺟﻮد و ﻣﻌﻨﯽ داري ﺷﮑﺎف ﺑﯿﻦ وﺿﻊ ﻣﻮﺟﻮد و ﻣﻄﻠﻮب ﺳﺎزﻣﺎن ﺑﺮاي اﺳﺘﻘﺮار ﺟﺎﻧﺸﯿﻦ ﭘﺮوري، ﺑﻪ ﻧﻈﺮ ﻣﯽ رﺳﺪ ﻣﺎﻫﯿﺖ و وﯾﮋﮔﯽ ﻫﺎي ﺧﺎص ﺳﺎزﻣﺎن ﻣﻮرد ﻣﻄﺎﻟﻌﻪ، ﺳﻄﻮح ﺑﺎﻻﯾﯽ از ﺗﻮﺟﻪ ﺑﻪ ﻣﺴﺌﻠﻪ ﺣﯿﺎﺗﯽ ﺟﺎﻧﺸﯿﻦ ﭘﺮوري را ﻃﻠﺐ ﻣﯽ کند.

عنوان انگليسی

Gap Analysis between Current and Desired Situation of Succession Planning: A Case Study in Ministry of Health

خلاصه انگلیسی

Introduction: Technological developments, globalization, the need for immediate reaction to environmental changes , reduction in costs in the presence of of intense competition, and a decrease in loyalty among the staff are all to emphasis the need for Succession Planning in organizations. This study aimed to assess the current and desired situations of Succession Planning by gap analysis in Iran Ministry of Health and Medical Education in 2013. Methods: This study is cross-sectional. A questionnaire benefiting from the existing literature was developed by a research team about current and the desired situations of Succession Planning. After ensuring validity and reliability, the questionnaire was distributed among 268 people from general managers, Heads of offices, deputies of general managers, Heads of expert groups, responsible Experts and Experts by the census. The data were analyzed by SPSS18 , using Paired T-test . Results: The current situation of organizations for Succession Planning based on the six axes including planning, organizational culture, systems approach, model of competence, professional upgrade path and the role of senior managers in the research, was acceptable rating over 50 percent. At the same time the gap between the current and desired situation in all aspects, was significant. Average rating of the status quo was 1.06 with a standard deviation of 2.90 while it was 3.82 with a standard deviation of 0.89 for the desired situation. Conclusion: Given the acceptable points in the current situation and a significant gap between current and desired situation for Succession Planning, it seems that the critical issue of Succession Planning should be taken into close consideration due to the nature and specific features of the organization under the study.

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