[center]Strategic human resource
Management, Organizational development strategy in
The Third Millennium[/center]
Seyed Ahmad Hashemi
(hashemy_Ahmad@yahoo.com)
PhD Department of Management, Lamerd Branch, Islamic Azad University Lamerd.Iran
Habib Zamani
(zamani_re_f@yahoo.com)
(Department of Management, pune University of India, Lamerd, Iran)
Abolfazl abbasi
(A.Abolfazl1369@yahoo.com)
MA student. Department of Management, Shiraz University, Shiraz, Iran
Abstract
Firms or companies today face a broad array of risks, problems and issues internal
to them and external factors relative to increased international competition due to
globalization. Thus, strategic management is an activity necessary to be undertaken
by firms who want to sustain their existence in today’s highly competitive environment. Firms need to develop strategies as they are managements’ game
plan for growing the business, staking out a market position, attracting and pleasing customers, competing successfully, conducting operations, and achieving
targeted objectives. Strategic management is the set of managerial decisions and
actions that determines the long-run performance of a firm. The question however
arises as to whether strategic management is an art or a science or that it is simply
a mixture of luck and good judgment. Therefore, a mechanism that can be used by
the human resources and the importance of it as an endless and sustainable
investment in the dynamics of strategic human resource planning is utilized.
Keywords: strategic management, human resources, organization development.
Introduction
Define of Organizational effectiveness must be on the equipment and facilities (process) and on results essential (Robbins, 2001). According to Drucker, organizational effectiveness is defined as the degree or amount to which the organization is achieving its intended goals. Fiddler knows with colleagues including the work rate and a predetermined amount of power that gets to the place (Mirkamali, 1996). The effectiveness is criteria for evaluating of an organization. In other words, the effectiveness shows that of the efforts of the desired result is achieved. Daft (2001) believe that Organizational effectiveness have been set to achieve the goals And evaluation criteria of organizational performance is considered in relation to the expected results. The overall about components effectiveness of processes, there is no general consensus and Organizations according to their characteristics and properties, have special look to this subject. Today's organizational climate is one of the most important concepts in the field of management. The concept of organizational climate implies that on This fact that human behavior in organizations based solely on the direct and immediate interaction with the event are formed , but also influenced by the interaction of Visible and invisible forces organizational placed. Organizational climate is the perception that people have of various aspects of organization environment.(Alagheband, 1998).
In educational organizations as well as other organizations, each new member's first contact with the professional work environment that is hoping to have a good organizational climate to be able to satisfy ideal way her economic, social and psychological Needs. And the condition and the atmosphere is good that is increased productivity and negative atmosphere leads to reduction in manufacturing. Understanding the individual of the organizational climate of the organization leads his mind perception. Some of these organizations are vibrant and some quietly, some with appropriate atmosphere and some of the cold weather and inappropriate.(Ranjbariyan 1996).
One of the success factors and organizational development, as well as having contact with the outside environment ,The manager in unfavorable condition for the growth of your organization and effective communication other cannot be to detect.
Researchers for The organizational climate have enumerated several features, including the features, Moghimi (2001) Amount personal independence, personal goals, rules and procedures that are determined by the supervisors to subordinates, Behavior is rewarded, and how much consideration, warmth and support subordinates, and how it points to the contrary. According to Haplyn organizational climate implying a set of features within the organization relatively stable That distinguishes it from other organizations and has a significant impact on employee behavior and organizational effectiveness. The source described the atmosphere of mutual understanding and feeling is the properties organization concrete (Alikhani, 2009).
organizational climate Components has a significant relationship with effectiveness of managers.
Table 3: Correlation coefficient between the organizational climate Components with effectiveness of managers.
According to the table above can be found that the correlation coefficients of the components of a supportive, Collaborative and intimate at significantly lower levels (0/05) are obtained (05/0P≤ Therefore, these coefficients are meaningful Thus between the components supportive and friendly there are Collaborative relationship with organizational Effectiveness have positive and Multiple regression was used to examine the question of the correlation between these variables were examined in the third hypothesis. And then to predict the criterion variables (effectiveness) by the predictor variables (organizational climate Components) and factor analysis of variance was used. The result is in the table below.
Table 5: Table of statistical analysis of variance and regression parameters between organizational climate Components and effectiveness
As can be seen in the amount F equal to (5/6) was significant (05/0P <), so we conclude that at least one of the predictor variables (organizational climate) can criterion variables (effectiveness) before their predict. And considering last column significant levels can be concluded that that significant levels, the amount dimensions of beta supportive, directive and has been significant restriction((05/0P< ). This means that these components have a greater ability to predict efficacy.
So according to what was stated organizational climate and organizational commitment can work to create the effect. In this regard, some studies in this field would be:
Reza (2010) in their study of the relationship between organizational climate and job performance of teachers as Punjab, received Comments from the public and private school teachers are positively related between open organizational climate and job performance But is negatively related organizational climate. He also realized that teachers were unwilling to closed organizational climate.
Abdel-razak. (2011), in research on Title factors influencing the effectiveness of job performance understand The impact of organizational climate on job performance was moderate and there is a positive relationship between organizational climate and job performance.
Barati and colleagues (2010), research on Title relationship between climate and conscience to do with job performance concluded The collegial atmosphere and the innovative atmosphere directly and indirectly dependent on job performance can be expected and positive organizational climate can increase impact on job performance and work ethics.
Bayginia (2003), in their study concluded that there is a relationship between organizational climate and effectiveness.
Shariatmadari (2009), in investigate the relationship between organizational health and organizational effectiveness in reaching Organizational health and organizational effectiveness as bodies adaptable, and motivating employees to solve problems are considered. In this respect, the findings of Murphy and Datnow (2003), at reviews shows that organizational health and effectiveness shows the success of managers Proposed amendments for effectiveness organizational healthy environment subject to a participatory relationship executives with employees. Results Rooney and colleagues (2007) also suggests that there are a healthy environment and organizational effectiveness among teachers direct association with the management performance. Khayat Jadidi (2005), also examined the relationship between organizational health and effectiveness of all aspects of organizational health and organizational effectiveness showed that there was a significant positive relationship.
Research hypotheses
First hypothesis: organizational climate and organizational commitment has a significant relationship between the heads.
Second hypothesis: organizational climate Components has a significant relationship with organizational commitment of school principals.
Third hypothesis: organizational climate Components has a significant relationship with effectiveness of managers.
Fourth hypothesis: organizational climate Components significantly predicts organizational commitment.
The fifth hypothesis: organizational climate Components was significantly able to predict effectiveness of managers.
Discussion and conclusions
Education system such as organizations that every society has a certain sensibility. This is because more sensitive to its domestic operations; it will be publicly available to everyone and judged. Process of change and social progress necessitate the need for effective training The different studies in this area can be identified deficiencies and shortcomings of the existing pave the way to resolve them. Such as most important studies in the field reviews organizational climate are especially educational organizations. Our university education and institutional environment needs in which young people, thoughtful, creative, innovative and confident once they come.
Resources
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موضوع: مقالات چاپ شده در مجلات خارجي غیر ISI
نويسنده: administrator
تاريخ: 26 بهمن 1392
بازديدها: 1959
كلام اول 
