ارائه الگوی مهارتی نیروی انسانی در توسعه خوشه صنعت پلاستیک (مورد مطالعه صنعت پلاستیک) (مقاله علمی وزارت علوم)
درجه علمی: نشریه علمی (وزارت علوم)
آرشیو
چکیده
سهم بزرگی از اقتصاد و اشتغال کشورهای در حال توسعه مربوط به صنایع کوچک و متوسط است که صنعت پلاستیک هم یکی از این صنایع به حساب می آید و برخورداری از یک الگوی مهارتی نیروی انسانی، می تواند باعث ایجاد مزیت رقابتی در خوشه صنعت پلاستیک گردد. لذا هدف از انجام این پژوهش، ارائه الگوی مهارتی نیروی انسانی جهت توسعه خوشه صنعتی پلاستیک با استفاده از رویکرد کیفی بود. مشارکت کنندگان پژوهش را مدیران، اساتید و صاحبان مشاغل واحدهای پلاستیکی کشور تشکیل می داد که حجم نمونه پس از اشباع نظری به تعداد 12 نفر و به صورت هدفمند معیاری انتخاب شد. گردآوری داده ها از طریق مصاحبه نیمه ساختارمند و تجزیه و تحلیل اطلاعات به روش فن مضمون انجام گردید. نتایج نشان داد شاخص های مهارتی نیروی انسانی جهت توسعه خوشه صنعتی پلاستیک ایران شامل «مهارت دانشی»، «مهارت ارتباطی»، «مهارت اثرگذاری»، «مهارت برنامه ریزی» و «مهارت مدیریت زمان» است. با توجه به سهم خوشه صنعت پلاستیک کشور در اشتغال زایی و توسعه کسب و کارهای کوچک، توجه به مهارت های نیروی انسانی در زمان جذب و استخدام نیروی انسانی و همچنین در فرایند کاری می تواند باعث توسعه و بهبود کسب و کارهای صنعت پلاستیک گردد.Presenting the Human Resource Skill Model in the Development of the Plastic Industry Cluster (Plastic Industry Case Study)
The purpose of this research was to provide a skill model of human resources for the development of the plastic industrial cluster using a qualitative approach. The participants of the research were managers, professors, and business owners of plastic units in the country, and the sample size was 12 people after theoretical saturation and was selected purposefully. Data collection was done through semi-structured interviews and data analysis using the thematic method. The results showed that the skill indicators of manpower for the development of Iran's plastic industrial cluster include "knowledge skills", "communication skills", "impact skills", "planning skills" and "time management skills". Considering the contribution of the country's plastic industry cluster in creating jobs and developing small businesses, paying attention to the skills of human resources during the recruitment and employment of human resources as well as in the work process can lead to the development and improvement of plastic industry businesses. Introduction Today, the competitiveness of the global market is considered a challenge for the business of clusters. Successful clusters increase the efficiency of companies and the economic development of many countries (Chen, Wu, Huang & Chang, 2022). Therefore, industrialization increases productivity and employment, reduces economic risks, raises the level of society's well-being, and helps to diversify exports (Elfaki, Handoyo & Ibrahim, 2021). Therefore, clusters are considered engines of growth and development, because by strengthening new industries, new growth in the economy of the society is created (Chen, Wang, Miao, Ji & Pan, 2020), and through the synergy of acquisition And small and medium-sized works in the form of industrial clusters provide a suitable basis for economic development (Sharifzadeh, Abdullahzadeh, Jiwar & Devsalar, 2018). However, many clusters are facing problems related to human resources and their skills, in addition to the problems related to the procurement of raw materials, entering international markets, etc. According to the experts in the qualitative sector, the lack of skilled and efficient manpower in the clusters of the plastic industry has caused this cluster to be unable to compete with foreign competitors, and this problem is more evident for new and non-professional investors and in attracting and employing manpower. Humans act unprofessionally due to the lack of a suitable model and it is necessary to formulate a suitable model for the beneficiaries, investors, and company managers in this field. For this reason, the main problem of this research is the absence of a model for business owners related to the plastic industry cluster, so that by conducting this research, they can solve the needs of their field of activity in the field of employing skilled manpower and developing their manpower. Case study To investigate this research and reach the skill model of human resources, the participation of 12 managers, marketing management professors, and plastic industry owners in the country was used, and theoretical saturation was used to determine the number of samples. Materials and Methods The present research was conducted using a qualitative method and through semi-structured interviews. To achieve the accuracy and validity of the study, the analysis of the interviews was reviewed several times in different periods to achieve maximum confidence and trust, and finally, the findings were confirmed with minor changes, and to analyze the data from Thematic analysis was done through MAXQDA software. Discussion and Results The research results led to the identification of 5 main categories and 14 sub-categories in the plastic industrial cluster. 1) Knowledge skill: this factor or theme includes 4 sub-themes "software knowledge, hardware knowledge, research and development, and marketing knowledge". 2) Time management skills: this main theme includes sub-themes "Determining the time of entry and exit of employees, determining a specific time to do each task, considering the time to do the task, writing and separating tasks, prioritizing tasks, categorizing works". 3) Communication skills: this main theme includes 5 sub-themes "effective expression, effective interaction, effective feedback, networking, and listening and speaking communication". 4) Influence skill: this main theme includes 3 sub-themes "influence, ability to create change, creativity, and innovation". 5) Planning skill: This main theme includes the basic themes of "setting goals, assessing the current situation, being forward-looking, setting a plan, mastering operational plans, and carrying out activities by the plan". Conclusion The results led to the identification of five manpower skills for Iran's plastic industry cluster. It can be said that having "skills, knowledge, technology and expertise" is the foundation of the implementation of an industrial unit as well as the foundation of its development. On the other hand, having "time management skills" creates order and discipline at all organizational levels and prevents the organization from being unplanned and aimless. Also, for managers and employees to be able to continue their activities efficiently and with sufficient motivation and to be able to keep their customers satisfied, "communication skills" are needed. Another indicator that was identified in the field of manpower skills in the plastic industry cluster is "impact skill". Effectiveness requires strong leadership in the organization. "Planning skill" is one of the other skills identified for the human resources of the plastic industry cluster. Therefore, planning skill creates a vision and formulation of short-term, medium-term, and long-term goals for the organization, and the existence of such a skill can accelerate the steps to reach the set goals.
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