Factors affecting retaining elite teachers and talented through periods high school Public school education in the city of Ardebil in order to fulfill the general policies of (change in the education system)

Document Type : Research Paper

Abstract

In the general policies of (change in the education system) has been emphasized on the maintenance and applying optimize staffing requirements and context to attract and retain competent teacher and necessary training, educational and moral qualifications to managers. For this purpose, this study used qualitative research approach to study of factors affecting the retention of talent in secondary school education in the city of Ardabil. The data analysis technique theme was used and the validity of the research findings ensured by the review of members, peer review, participatory research. In addition, retest reliability methods and intersubjective agreement used to assess the reliability of coding. Research findings showed that factors affecting the retention of talent can be divided into two categories: organizational and occupational factors. The organizational factors include teamwork, organizational culture, providing opportunities for growth and prosperity, information management and communication, organizational climate, empowerment, training and development, school leadership, performance management, training Need assessment, clear mission and vision, appreciation and encouragement and occupational factors including job status, job satisfaction, and employee job fit, career mobility and quality of working life.

Keywords

Main Subjects

References

ابیلی، خدایار. ۱۳۸۹. مدیریت منابع انسانی: با تأکید بر رویکردهای نوین. تهران: سازمان مدیریت صنعتی.
پوراشرف، یاسان الله و زینب طولابی. 1388. «رویکرد کیفی بر عوامل مؤثر بر میل به ماندگاری با انگیزۀ معلمان (مورد: استان ایلام)».  فصلنامۀ تعلمیم و تربیت. شمارۀ 98. صص 176-153.
جهانگیری، علی و امیرهوشنگ مهرعلی. 1387. «شناسایی و اولویت‌بندی عوامل مؤثر برحفظ و نگهداشت کارکنان متخصص سازمان ساصد». پژوهشنامۀ علوم انسانی و اجتماعی (ویژۀ مدیریت). سال 8. شمارۀ 29. صص 37-56.
رضائیان، علی و فرزانه سلطانی. 1388. «معرفی مدل جامع و سیستمی مدیریت استعداد جهت بهبود عملکرد فردی کارکنان صنعت نفت».  فصلنامۀ مدیریت و منابع انسانی در صنعت نفت. سال 3 . شماره 8. صص 7-50.
سازمان مدیریت و برنامه‌ریزی کشور. 1390. «سند چشم‌انداز جمهوری اسلامی ایران در افق 1404 هجری شمسی». آذر.
طهماسبی، رضا، آرین قلی‌پور و ابراهیم جواهری‌زاده. 1391. «مدیریت استعدادها: شناسایی و رتبه‌بندی عوامل مؤثر بر جذب و نگهداشت استعدادهای علمی». پژوهش‎های مدیریت عمومی. سال 5. شمارۀ 17. صص 5-26.
میرسپاسی، ناصر. 1394. مدیریت استراتژیک منابع انسانی و روابط کار «با نگرشی به روند جهانی‌سازی». تهران: کتابسرا.
محمدامین‌زاده، لیلا. 1394. «بررسی تغییر نظام آموزشی ایران از طرح 5-3-3-1به طرح 6-3-3». در: همایش بین‌المللی پژوهش‌های نوین در مدیریت و مهندسی صنایع. صص 1-13.
Davies, Brent & Barbara J. Davies. 2010. “Talent management in academies”. International Journal of Educational Management. Vol. 24. No. 5. pp 418-426.
Collings, David G. & Kamel Mellahi. 2009. “Strategic talent management: A review and research agenda”. Human Resource Management Review. Vol.19. No.4. pp 304–313.
Fegley, Shawn. 2006. Talent Management Survey Report. SHRM Research, Alexandria, VA.
Ready, Douglas A. & Jay A. Conger. 2007. Make your Company a Talent Factory. Harvard Business Review.Vol. 85. No 6. pp 69-77.
Axelrod, Elizabeth L., Helen Handfield-Jones & Timothy A. Welsh. 2001."War for talent, part two." The McKinsey Quarterly . pp 9-9.
Hausknecht, John P., Julianne Rodda & Michael J. Howard. 2009. “Targeted employee retention: Performance and Job related differences in reported reasons for staying”. Human resources Management.Vol. 48.N0. 2. pp 269-288.
Cai, Wenzhu & Ulyana Klyushina .2009. Talent retention and development within multinational company in China.
Frank, Fredric D., Richard P. Finnegan & Craig R. Taylor. 2004. “The race for talent: retaining and engaging workers in the 21st Century”. Human Resource Planning.Vol. 27. No .3. pp.12-25.
Cascio, Wayne F. 2006. Managing human resources: Productivity, quality of work life, profits. 7th ed. Burr Ridge, IL: Irwin/McGraw-Hill.
Shikongo, Johanna Nelago. S. 2011. Staff attraction and retention: a model for a Namibian State Department. Thesis submitted in partial fulfillment of the requirements for the degree Master of Technology: Human Resource Management. Faculty of Businessat the Cape Peninsula University of Technology.
Strategic Studies of public policy
Volume 7, Issue 23
August 2017
Pages 95-111

Files

Share

How to cite

Statistics