Dissertation for Master's Degree in Executive Management
Strategy: Strategic
Abstract
The general purpose of this research is to determine the impact of the requirements of strategic planning of human resources on the performance of employees of the health and treatment network of Hormozgan province. For this purpose, a main hypothesis and four sub-hypotheses have been designed. In order to test the hypotheses, a questionnaire containing 45 questions was prepared according to the indicators defined for the dimensions of the requirements of strategic planning of human resources and the performance of employees, and after measuring its validity and reliability, it was given to the statistical sample using random sampling (lottery).
The statistical sample size was estimated to be 357 people using Cochran's formula. And this number was selected using stratified random sampling method and a set questionnaire. Questionnaires, collection and the resulting information were summarized, classified and analyzed using descriptive and inferential statistics (Pearson's r correlation test). The results show that there is a direct and meaningful relationship between the components of strategic human resource planning requirements (structural prerequisites, cultural prerequisites, human prerequisites, and managerial prerequisites). Keywords: planning, strategic, human resources, performance, employees. Today, organizations spend high costs to attract and maintain human resources in order not to fall behind other competitors in the field of competition. In today's era, due to the existence of competition between organizations and companies in order to gain more benefits, mastering the available resources has become especially important. If the organizations have the best technology and benefit from the best facilities, but do not have expert and efficient human resources or do not have the ability to use the existing forces correctly and efficiently, they are not able to have an impact on the environment and be successful in the field of competition. Human power has the ability to process other resources and create the services and goods for which the organization was established. One of the most important tasks of human resources management is manpower planning. Human resource management through efficient and effective planning can provide the amount and composition of human resources needed for the future or improve the capabilities of existing forces. Therefore, in order to continue the existence of the organization and achieve its goals, human resources planning should be of high priority. It should be noted that effective and efficient planning of human resources and basically any type of planning requires information, especially processed information (Kyani, 2013).
In the challenging environment of the new millennium and in the field of competition between organizations and companies, one of the components that increase success for organizations is to focus on the task of strategic human resource management. Controlling resources (such as: physical, organizational, information and human resources) gives the organization a competitive advantage. Meanwhile, human resources are more important due to their limitations (Mahmoudi, 2017).
In today's competitive business environment, the main concerns and efforts of organizations are formed in the direction of their survival, development and comprehensive progress. In line with this important goal, the topics related to performance and methods of evaluation, management and improvement both at the level of units and at the level of employees and managers are one of the major topics in management. Every manager and official of the organization or beneficiary wants to obtain information related to the performance of their employees, units and organization in comparison with other similar units or other competitors in that industry, that the use of this information can help identify their strengths and weaknesses. This is why many researchers have been paying attention to performance at the individual or organizational level for a long time. (Mirzaei et al., 2013).
Job performance is defined as the value of the set of employee behaviors that positively or negatively contribute to the achievement of organizational goals. This definition of job performance includes behaviors that are under the control of employees (Faizi et al., 2013).
Statement of the problem
Considering the scope of services and the importance of its goals to achieve as much health for all and social justice as possible, it requires the training and proper planning of human resources in all centers providing health and treatment services and in all the spatial and temporal areas needed by people in the society (Bahrami Nazki, 1378). Hence, effective planning, fair distribution and proper exploitation It will be possible from health and treatment services with efficient and effective management, which will ultimately lead to better performance of employees in various departments (Shahabi, 2010). Human resource planning is one of the most important tasks of human resource management today, which has a profound effect on other management activities. If we can attract competent people to the organization through effective planning, many management problems in organizations will be solved due to the application of the scientific method and the system approach in human resources planning. Reducing costs, continuous training of employees and keeping up with environmental developments and modern technology should be considered among the benefits of using effective and efficient manpower planning (Kiani, 2012). Manpower planning includes; The process of determining and providing the required forces. In connection with force determination, planning seeks to find answers to such questions as what forces, at what level, how many and for what period of time should be used? But in manpower planning, the issue of manpower planning is that the required manpower should be determined, with what approach, from what sources, and with what methods should they be provided? (Abili and Mawafaki, 2019). According to the fierce and tight competition in today's world, it can be said that manpower is considered the most important competitive advantage for any company, so managers should be aware of how to deal with this strategic factor and learn how to use this competitive advantage as effectively as possible. In this case, the organization will gain a strong competitive power (Maqimi, 2019).
Strategic planning of human resources is mainly for the optimal use of the specialized capabilities of the organization in the present and future. Different organizations need prerequisites to move towards strategic human resources planning, and paying attention to these prerequisites is more important than planning itself. The most important of these prerequisites are: a) structural prerequisites b) cultural prerequisites c) human prerequisites d) managerial prerequisites
In order to develop strategic human resources plans, the background and prerequisites of the organization must be evaluated in order to be able to properly plan the human resources of that organization. Therefore, first of all, the necessary road for the establishment and movement of strategic planning of human resources should be prepared and strengthened so that the planning machine can easily move on it and bring the goals of the organization to its destination (Sultani, 1389). Therefore, the proper management of this valuable resource will play an important role in improving the productivity of the organization (Satari Fard, 2015).
Human resource management has been formed due to the extent and importance of management tasks in relation to human resources. Today, human resource management has received full attention as one of the most important trends in management science and has a special place. Erdi, 2003).
Unfair geographic distribution of human resources causes a decrease in the quantitative and qualitative access of residents of remote and especially rural areas to medical services, including health and treatment, and this unfair distribution causes shortage of human resources in one region and density of human resources in other regions. In addition to reducing the efficiency of the health and treatment system, this will lead to an increase in people's dissatisfaction. (Ala Al-Dini, 1375).
One of the most important elements of the administration of any system that leads to the quantitative and qualitative improvement of the level of services provided by that system is its continuous monitoring and evaluation. Because with the help of continuous evaluation, existing problems can be quickly identified and resolved.