چکیده:
For some time, the term excellence or eminence has been increasingly used in management literature for continuous business improvement. As a result, new derivatives of organizational excellence have formed, including human resource excellence, innovation excellence, leadership excellence, process excellence, etc. Among these, human resource excellence and leadership excellence have been more focused on by researchers and authors than other cases. In this research, an attempt has been made to propose a comprehensive model to organizations for achieving human resource excellence. By employing the meta-synthesis approach in this study, researchers analyzed the results and findings of previous researchers and, by performing the seven steps of this method, classified the comprehensive human resource excellence model into 12 criteria, 45 sub-criteria, and 270 guidelines. Then, the validity and reliability of the aforementioned model were presented. The difference between this proposed model and previous models is its comprehensiveness, meaning it possesses their strengths while covering their deficiencies and shortcomings.
خلاصه ماشینی:
Designing a Comprehensive Model for Human Resource Excellence using Qualitative Meta-Synthesis Method (Ranaei Kordshooli, Habibollah)*1, (Daneshvar, Vahid) 2 1- Assistant Professor, Department of Management, Faculty of Economics, Management and Social Sciences, Shiraz University 2- Master of Industrial Management, Shiraz University (Received: 2012/03/27, Accepted: 2011/05/17) Abstract For some time, the term excellence or superiority has been increasingly used in management literature for the purpose of continuous business improvement.
By employing a meta-synthesis approach in this research, researchers have analyzed the results and findings of previous researchers and, by performing the seven steps of this method, have classified the comprehensive model of human resource excellence into 12 criteria, 45 sub-criteria, and 270 guidelines.
, insufficient attention to the subject of competencies required by human resource managers and leaders, lack of attention to the subject of new roles of human resource managers and leaders in organizations, disregard for necessary and vital intra-systemic coordinations in the subject of strategy, disregard for office politics, job description, job classification, and salary and wage systems, and finally, insufficient attention to the subject of succession, succession planning, and career advancement paths; this matter led to the emergence of this research for the purpose of designing a comprehensive model of human resource excellence so that, in addition to preserving and even enhancing the strengths of previous models, it also covers their shortcomings.
Table 1- Increase in the share of human resources in organizational excellence models [authors] (Refer to page image) Review of Theoretical Foundations It is very clear that human resource activities are an important part of the strategy in large organizations.
(
, 
, 
)
