Designing a Model for Creating Human Capital in Defense Organizations

Document Type : research Artichel

Authors

1 PhD Student, Department of Public Administration, Qazvin Branch, Islamic Azad University, Qazvin, Iran

2 Professor, University of Higher Institute for National Defense and Strategic Research

3 Associate Professor, Department of Industrial Management, Qazvin Branch, Islamic Azad University

4 Associate Professor, Department of Industrial Management, Qazvin Branch, Islamic Azad University, Qazvin, Iran

Abstract

Creating human capital is the commencement of the process of attitude change towards individuals in the organization from human resources and a cost view to unique capital and a value-oriented view. Owing to their high importance in warranting public security, the country's defense organizations have a distinct priority over other organizations considering their geopolitical position, and this distinct position has led to an increase in the effectiveness and efficiency of these organizations, and have effectively strengthened the political position of Iran in the region. The main question of the research was as the following: Through what model is it possible to create human capital in defense organizations? The present research is an applied and descriptive study that used a survey method. In this research, using the studies and based on the meta-analysis approach of previous studies, the effective dimensions and components in creating human capital in defense organizations were identified and then using the opinions of 170 experts in these organizations, a coherent model was presented to create human capital. In order to confirm the pattern, t-test was used. The average of results obtained for the dimensions of the human capital creation pattern in 23 cases were significantly higher (p < 0.001) than the average of 3 and in 4 cases were less than the average size and the significance of relationship was not confirmed. Then, the model approved by experts was designed that included 23 main dimensions and 122 components. After confirming the model, its dimensions were weighed using the hierarchical analysis process. Finally, based on the obtained results, practical suggestions were provided.

Keywords

References

الف. منابع فارسی
1. امیری، حسن؛ هدایتی‌فر، صبا؛ مقدم، علیرضا، (1398)، جهت‌دهی به فرایندهای منابع انسانی سازمان‌های دفاعی با رویکرد آینده‌نگاری، پژوهش‌های مدیریت منابع انسانی، 11 (2).
2. تولایی، محمد؛ رجبی مسرور، حسن؛ زاهدیان پیشخانی، غلامرضا، (1397)، ارائه الگوی مفهومی مدیریت عملکرد سازمانی در سازمان‌های دفاعی، مدیریت و پژوهش‌های دفاعی، 15 (83).
3. سیاهکالی مرادی، جواد؛ طهماسبی، رضا؛ حمیدی زاده، علی، (1398)، فهم نقش‌آفرینی بوروکرات‌های سطح خیابان در تفسیر و اجرای خط‌مشی‌های عمومی: مطالعه قوانین منتخب راهنمایی و رانندگی ایران، فصلنامه سیاستگذاری عمومی، 5 (2).
4. صالحی، محمدجواد، (1394)، ارائه الگویی برای اندازه‌گیری ارزش پولی سرمایه انسانی و برآورد آن در کشور ایران، فصلنامه پژوهش و برنامه‌ریزی در آموزش عالی، 21 (1).
5. فرزانه کندری، نرگس؛ شامی زنجانی، مهدی؛ مانیان، امیر؛ حسن‌زاده، علیرضا، (1397)، ارائه چارچوبی برای تبیین شایستگی‌های مدیر ارشد دانش با روش فراترکیب، پژوهشنامه پردازش و مدیریت اطلاعات، 34 (4).
6. نادری، ابوالقاسم؛ حیدری کبریتی، طیبه؛ امیری، عبدالرضا، (1394)، ارتباط بین سرمایه انسانی و عملکرد سازمانی: موردپژوهی شرکت بیمه آسیا، نشریه پژوهش‌های رهبری و مدیریت آموزشی، 1 (2(5)).
7. وکیلی، یوسف؛ حسن‌پور، اکبر؛ سعیدی، لعیا، (1397)، تأثیر اقدامات منابع انسانی با عملکرد بالا بر دوسوتوانی سازمانی: تبیین نقش میانجی دوسوتوانی رفتاری و نقش تعدیل‌گر پشتیبانی مدیریت، مدیریت نوآوری در سازمان‌های دفاعی، 1 (1).
 
ب. منابع انگلیسی
1. Afiouni, F. (2013). Human capital management: a new name for HRM?. International Journal of Learning and Intellectual Capital, 10 (1).
2. Bendickson, J. S., & Chandler, T. D. (2019). Operational performance: The mediator between human capital developmental programs and financial performance. Journal of Business Research, 94.
3. Choudhury, J., & Mishra, B. B. (2010). Theoretical and empirical investigation of impact of developmental HR configuration on human capital management. International Business Research, 3 (4).
4. Crane, B., & Hartwell, C. J. (2018). Global talent management: A life cycle view of the interaction between human and social capital. Journal of World Business, 12 (9).
5. Doppelt, R. (2019). Skill flows: a theory of human capital and unemployment. Review of Economic Dynamics, 31.
6. Gates, S., & Langevin, P. (2010). Human capital measures, strategy, and performance: HR managers' perceptions. Accounting, Auditing & Accountability Journal, 23 (1).
7. Guillaumont, P., McGillivray, M., & Wagner, L. (2017). Performance Assessment, Vulnerability, Human Capital, and the Allocation of Aid Among Developing Countries. World Development, 90.
8. Hassell, D. G., & Wong, G. (2017). Experiences Developing Human Capital: Enhancing Operator capabilities at Brunei LNG Sendirian Berhad (BLNG). Materials Today: Proceedings, 4 (4).
9. Iwamoto, H., & Takahashi, M. (2015). A Quantitative Approach to Human Capital Management. Procedia-Social and Behavioral Sciences, 172.
10. Koska, O. A., Saygin, P. Ö., Çağatay, S., & Artal-Tur, A. (2013). International migration, remittances, and the human capital formation of Egyptian children. International Review of Economics & Finance, 28.
11. Li, T., & Wang, Y. (2018). Growth channels of human capital: A Chinese panel data study. China Economic Review, 51.
12. Rosales-Rueda, M. (2018). The impact of early life shocks on human capital formation: evidence from El Niño floods in Ecuador. Journal of health economics, 62.
13. Sensuse, D. I., Cahyaningsih, E., & Wibowo, W. C. (2015). Knowledge management: organizational culture in Indonesian government human capital management. Procedia Computer Science, 72.
14. Unger, J. M., Rauch, A., Frese, M., & Rosenbusch, N. (2011). Human capital and entrepreneurial success: A meta-analytical review. Journal of business venturing, 26 (3).
Defence Studies
Volume 18, Issue 2 - Serial Number 70
All of the articles in this number are research.
June 2020
Pages 99-132

Files

Share

How to cite

Statistics