چکیده:
This study tended to provide a comprehensive and systematic model for SHRD based on the CIIP model. To this mean, a targeted review of the definitions, frameworks and models of (SHRD) was carried out. The research method was qualitative meta-synthesis. For data collection, secondary data sources called previous documents were explored. The method of data analysis was a combination of quantitative and qualitative content analysis. The study population consisted of all the articles on the SURD topic, published in ISI journals, books and foreign dissertations between the years 1989-2017. Based on the CIIP framework, researchers recognized several subcategories for each of the four categories of "context", "input", "process", and "product" mentioned in various foreign studies, repeatedly. As a result, a final integrated model was presented and validated on the basis of these categories and relevant subcategories. This metamodel is applicable to HRD professionals to help them determine which "contexts" and "inputs" are required to consider before a successful implementation of strategic human resource development, to help them determine the required “processes” and “mechanisms” during implementation, and to help them determine the final products.
خلاصه ماشینی:
Keywords: Strategic Human Resource Development, CIPP Model, Systematic Review, Meta-synthesis, Quantitative and Qualitative Content Analysis 1 PhD student in Public Administration, majoring in Human Resource Management, Faculty of Management and Accounting, Farabi Campus, University of Tehran, Qom, Iran.
In this research, the meta-synthesis method has been used to systematically review previous models and frameworks of strategic human resource development.
In this research, the following questions, which are based on the CIPP model, were examined: Contexts and settings for the design, implementation, and execution of strategic human resource development 1 Sandelowski and Barroso 2 Who, What, When, How what is it?
In the present research, first, all components related to strategic human resource development were identified, then based on the CIP pattern, each of the concepts related to "context (setting)," "input," "process," and "output" were categorized in a table in order to answer the research questions.
In this research, 60 articles and a small number of foreign books and theses selected by the researchers were carefully reviewed over a period of six months, and the necessary information to answer the questions of this research, which is identifying the "contexts (settings)," "inputs," "processes," and "outputs" required for strategic human resource development, was obtained.
This research innovatively presents and proposes a conceptual framework for strategic human resource development based on the SIP pattern through a purposeful review of previous studies (Table 3).
Based on the meta-model designed in the present research, in order to effectively implement strategic human resource development, first, the "contexts (backgrounds)" must be considered with two sub-categories, extra-organizational and intra-organizational, which include the macro-environment and micro-environment, respectively.
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