EVALUATION OF THE FACTORS AFFECTING THE DEVELOPMENT OF HUMAN RESOURCES IN STATE ENTERPRISES USING A MIXED METHOD
Keywords:
Human Resource Development (HRD), Qualitative-quantitative analysis, Fuzzy Delphi method, Fuzzy DEMATEL method, Fuzzy Analytic Network Process (FANP).Abstract
Due to the increasing competition and instability in the business environment, proper management of human resources and employee growth have become crucial issues for organizations in achieving competitive advantage. This study aimed to analyze the factors influencing Human Resource Development (HRD) in State-Owned Enterprises (SOEs). This research is applied in terms of purpose and mixed (qualitative-quantitative) in terms of research design. Content analysis and descriptive research methods were used in the qualitative-quantitative part of the study. Data were collected through semi-structured interviews and questionnaires in the qualitative and quantitative parts, respectively. The research population includes specialists in the field of human resources, managers, and specialists in human resource planning and SOE management. A total of 25 people were selected as the target audience. In the qualitative part, data analysis was carried out using open, axial, and selective coding to classify the identified factors into four categories: organizational, occupational, behavioral, and empowerment factors. Additionally, screening was conducted using the Fuzzy Delphi method, and the relationships between the identified factors and sub-factors were determined using the Fuzzy DEMATEL method. During the study, it was concluded that empowerment factors are the most important determinants of HRD, which can be improved by considering relevant influencing factors and prioritizing organizational factors. On the other hand, the results of factor weighting based on the Fuzzy Analytic Network Process (FANP) showed that among the identified factors and sub-factors, knowledge management within the empowerment factors had the greatest impact on HRD.
References
[1] K.H. Abdurahmonov. Sun'iy intellekt - Barqaror Iqtisodiy Rivojlanishning asosi. Monografiya. Moskva (Rossiya Federatsiyasi): Plexanov nomidagi Rossiya iqtisodiyot universitetining ilmiy nashriyoti. 2023. - 356 bet.
[2] Abdurahmonova G.K. Kichik biznesning bozor iqtisodiyotidagi o‘rni //Fan va amaliyot.. -2020. –No3 -S. 77.
[3] G.K. Abdurahmonova Inson resurslarini boshqarish Darslik T.: 2023
[4] G.K. Abdurahmonova Inson resurslarini boshqarish Darslik T.: 2020
[5] A. B. Xaitov. “Kadrlar menejmenti”: Darslik. - T.: “2019 yil
[6] Man, M. M. K. (2020). Sanoat inqilobida inson resurslarini rivojlantirish talablari 4.0. Inson resurslarini boshqarishning zamonaviy global muammolarida (129-139-betlar). Emerald Publishing Limited.
[7] Hassan, S. U., Rymbai, M. S. va Bhat, A. A. (2019). Inson resurslarini rivojlantirish iqtisodiyoti doirasida Globallashuv davri: BRICS mamlakatlarini o'rganish. Evropa ta'lim va rivojlanish jurnali, 43 (7/8), 682-698.
[8] Chen, M. Y. C., Lam, L. V. va Chju, J. N. (2021). Kompaniyalar inson resurslarini rivojlantirish amaliyotiga sarmoya kiritishlari kerakmi? Intellektual kapitalning roli va tashkilot faoliyatini yaxshilash. 50 (2), 460-477.
[9] Masudiy Alaviy, S. (2018). Ta'lim tashkilotlarida inson resurslarini rivojlantirishga ta'sir etuvchi omillarni aniqlash va tartiblash (keys-stadi: Qum universiteti) (Magistrlik dissertatsiyasi, Islom Azad universiteti Naragh). (Fors tilida). http://modiriyatfarda.ir/Article/26218 Heravi va boshqalar.| J. Ilova. Res. Ind. Eng. 10(2) (2023) 238-255.
[10] Jang, S. va Ardichvili, A. (2020). KSS va barqarorlikdagi HRDning roli: korporativ javobgarlik to'g'risidagi hisobotlarning mazmunini tahlil qilish. Evropa ta'lim va rivojlanish jurnali, 44 (6/7), 549-573.
[11] Schlebusch, G. va Kgati, M. (2016). Ofisda ishlaydigan o'qituvchilar uchun inson resurslarini rivojlantirish. Ijtimoiy fanlar jurnali, 47(2), 177-184.
[12] Alam, F., Sarkar, R. va Chowdhury, H. (2019). Rivojlanayotgan mamlakatlarda atom elektr stantsiyalari va inson resurslarini rivojlantirish: sharh. Energiya jarayoni, 160, 3-10.
[13] Dixit, R. va Sinha, V. (2020). HRMda ta'lim va rivojlanish muammolarini hal qilish: global tashkilotlarda inson kapitalini yaratishda paradigma o'zgarishiga yordam berish. Inson resurslarini boshqarishning zamonaviy global muammolarida (141-161-betlar). Emerald Publishing Limited.
[14] Alvani, S. M., Memarzade Tehron, Gh. R., & Irandust, E. (2016). Yuqori ishonchli tashkilotlarda inson resurslarini boshqarish modelini loyihalash. Shahar boshqaruvi jurnali, 15(43), 163-176. https://www.magiran.com/paper/1556539
[15] Styuart, J. va Sambrook, S. (2012). Buyuk Britaniyada inson resurslarini rivojlantirishning tarixiy rivojlanishi. Inson resurslarini rivojlantirish sharhi, 11 (4), 443-462.
[16] MacKenzie, C. A., Garavan, T. N. va Carbery, R. (2012).Inson resurslarini rivojlantirish muammolari (HRD) global moliyaviy inqirozdan keyin - odatdagidek biznesmi? Inson resurslarining xalqaro rivojlanishi. 15(3), 353-364.
[17] Richman, N. (2015). Inson resurslarini boshqarish va inson resurslarini rivojlantirish: evolyutsiya va hissalar. Creighton fanlararo etakchilik jurnali, 1 (2), 120-129.
[18] Sablok, G., Stanton, P., Bartram, T., Burgess, J., & Boyle, B. (2017). Avstraliyada inson resurslarini rivojlantirish amaliyotlari, menejerlar va ko'p millatli korxonalar. Ta'lim va ta'lim, 59(5), 483–501.
[19] Ju, B. (2019). Inson resurslarini rivojlantirishda psixologiya, tizimlar va iqtisodiy nazariyalarning roli. Evropa ta'lim va rivojlanish jurnali, 43 (1/2), 132-152.
