نوع مقاله : مقاله علمی - پژوهشی
نویسندگان
1 سازمان امور مالیاتی کشور
2 عضو هیئت علمی و استادیار موسسه مطالعات بین المللی انرژی
3 استادیار، دانشکده مهندسی صنایع-فن آوری ، صنعتی مالک اشتر ، اصفهان ، ایران
چکیده
کلیدواژهها
عنوان مقاله [English]
نویسندگان [English]
Often, organizations are facing different challenges in achieving individual or organizational goals; hence, they experience
crisis. Crises cause a disruption in organizations. In this regard, the organizations’ management needs a specific tool to
overcome the crises. In all organizations, human capital is a common asset that helps the management in dealing with the crisis.
Human capital management is an important factor in gaining competitive advantage and human capital development is among
the mechanisms applied to create a competitive advantage in the organizations’ business. In response to the needs and strategic alignments of organizations and using necessary arrangements, human resource development
is a process that provides the conditions to activate the potential competencies and talents of employees to be applied
to realize the organizations’ goals. The present study attempted to identify and determine the indicators and components of
human capital development in crisis management in the Iranian National Tax Administration. Using the opinions of organizational
and academic experts and literature revies, five components of individual development were identified: socio-cultural
development, professional development, management development and organizational development. Also, 19 indicators of human
capital development in crisis management were determined. Individual component has indicators of motivation, creativity
and problem solving. The component of social-cultural development has the following indicators: cardimitism, persuasion,
public relations, culture building, working relationships and information distribution; the component of professional development
has indicators of education, Job knowledge and empowerment. The component of managerial development has indicators
of monitoring, control, planning and leadership; the organizational development component has the indicators of participation,
continuous evaluations, organizational learning, and meritocracy.
کلیدواژهها [English]
)
