فصلنامه آینده پژوهی مدیریت منابع انسانی
دوره 1، شماره 1 - ( 3-1405 )
جلد 1 شماره 1 صفحات 107-88 |
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حسینی سمانه. مدیریت منابع انسانی: روندهای نوظهور و آینده. آینده پژوهی مدیریت منابع انسانی. 1405; 1 (1) :88-107
چکیده: (159 مشاهده)
زمینه و هدف: مدیریت منابع انسانی در دهههای اخیر با تحولات شگرفی روبرو بوده است. ظهور فناوریهای نوین، تغییر ساختارهای سازمانی و تحولات اجتماعی، چهره این حوزه را بهکلی دگرگون کردهاند. هدف این پژوهش، شناسایی و تحلیل روندهای نوظهور مدیریت منابع انسانی و پیشبینی مسیر آینده این حوزه است.
روش پژوهش: این پژوهش از رویکرد مرور نظاممند ادبیات بهره میگیرد. جستجوی منابع در Scopus، Web of Science و Google Scholar انجام شد. مقالات منتشرشده بین ۲۰۱۵ تا ۲۰۲۴ بررسی و در مجموع ۸۵ منبع معتبر تحلیل شدند.
یافتهها: پنج روند اصلی شناسایی شد: هوش مصنوعی و اتوماسیون، دورکاری ترکیبی، تجربه کارمند، مدیریت مبتنی بر داده، و تنوع، برابری و شمول. این روندها بههم پیوسته و مکمل یکدیگرند.
نتیجهگیری: سازمانهایی که توانایی تطبیق با روندهای نوظهور را دارند در جذب، حفظ و توسعه استعداد انسانی موفقتر خواهند بود. متخصصان HR باید نقش استراتژیکتری ایفا کنند و با ابزارهای نوین آشنا شوند.
روش پژوهش: این پژوهش از رویکرد مرور نظاممند ادبیات بهره میگیرد. جستجوی منابع در Scopus، Web of Science و Google Scholar انجام شد. مقالات منتشرشده بین ۲۰۱۵ تا ۲۰۲۴ بررسی و در مجموع ۸۵ منبع معتبر تحلیل شدند.
یافتهها: پنج روند اصلی شناسایی شد: هوش مصنوعی و اتوماسیون، دورکاری ترکیبی، تجربه کارمند، مدیریت مبتنی بر داده، و تنوع، برابری و شمول. این روندها بههم پیوسته و مکمل یکدیگرند.
نتیجهگیری: سازمانهایی که توانایی تطبیق با روندهای نوظهور را دارند در جذب، حفظ و توسعه استعداد انسانی موفقتر خواهند بود. متخصصان HR باید نقش استراتژیکتری ایفا کنند و با ابزارهای نوین آشنا شوند.
فهرست منابع
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43. Beer, M., Spector, B., Lawrence, P. R., Mills, D. Q., & Walton, R. E. (1984). Managing Human Assets. Free Press.
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45. Boxall, P., Purcell, J., & Wright, P. (2021). The Oxford Handbook of Human Resource Management (2nd ed.). Oxford University Press.
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47. Cascio, W. F., & Aguinis, H. (2019). Applied Psychology in Talent Management (8th ed.). SAGE Publications.
48. Cheng, M. M., & Hackett, R. D. (2021). A critical review of algorithms in HRM: Definition, theory, and practice. Human Resource Management Review, 31(1), 100698. [DOI:10.1016/j.hrmr.2019.100698]
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71. Shore, L. M., Cleveland, J. N., & Sanchez, D. (2018). Inclusive workplaces: A review and model. Human Resource Management Review, 28(2), 176–189. [DOI:10.1016/j.hrmr.2017.07.003]
72. Tambe, P., Cappelli, P., & Yakubovich, V. (2019). Artificial intelligence in human resources management. California Management Review, 61(4), 15–42. [DOI:10.1177/0008125619867910]
73. Tranfield, D., Denyer, D., & Smart, P. (2003). Towards a methodology for developing evidence-informed management knowledge by means of systematic review. British Journal of Management, 14(3), 207–222. [DOI:10.1111/1467-8551.00375]
74. Ulrich, D. (1997). Human Resource Champions. Harvard Business School Press.
75. Ulrich, D., & Filler, R. (2023). HR from the Outside In (2nd ed.). McGraw-Hill.
76. Van den Broek, E., Sergeeva, A., & Huysman, M. (2021). When the machine meets the expert: An ethnography of developing AI for hiring. MIS Quarterly, 45(3), 1557–1580. [DOI:10.25300/MISQ/2021/16589]
77. WHO (World Health Organization). (2022). Mental Health at Work: Policy Brief. World Health Organization.
78. World Economic Forum. (2023). Future of Jobs Report 2023. World Economic Forum.
79. World Economic Forum. (2025). Future of Jobs Report 2025. World Economic Forum.
80. Yarberry, S., & Sims, C. (2021). The impact of COVID-19-prompted virtual/remote work environments on employees' career development. Advances in Developing Human Resources, 23(3), 237–256. [DOI:10.1177/15234223211017544]
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