Document Type : Original Article
Authors
1
PhD in Human Resource Management, Director of Organizational Development and Administrative Transformation, Shiraz University of Medical Sciences, Shiraz, Iran
2
PhD student in General Linguistics, Secretary of HSR (Health System Research) Committee, Shiraz University of Medical Sciences, Shiraz, Iran
3
Assistant Professor of Healthcare Services Management, School of Health, Jiroft University of Medical Sciences, Jiroft, Iran
Abstract
Introduction: Human resources are the strategic capital of any organization. In addition to
employee training, human resource development includes career development considering
appointment indicators. Therefore, the present study aimed to identify general and specific
indicators of career path development for administrative staff of Shiraz University of Medical
Sciences.
Methods: This descriptive-analytical study was performed in 2021. The study population
consisted of managers, directors, and experts in administrative affairs of Shiraz University
of Medical Sciences who were selected using the census method. A researcher-made
questionnaire including demographic information, semi-open questions, and open-ended
questions was used to collect data. Descriptive statistics on SPSS23 as well as a five-step
framework analysis were applied to analyze the data using MAX QDA10.
Results: A total of 107 questionnaires were completed and returned. Public Administration
(Human Resource) field (53.27%), Bachelor’s Degree (46.73%), 1-5 years’ employment
history (50.47%), and indigenousness (56.07%) were general indicators of the career path
development among the individuals in administrative positions. Gender (86.92%) and
employment status (56.07%) were not among the minimum qualifications for administrative
career path development. Communication skills and familiarity with employment laws and
regulations with 22 repetitions were the most important training needs of the administrative
employees, and practical, experimental, and fieldwork with 27 repetitions was the most
appropriate administration training method.
Conclusion: Particular attention should be paid to the indicators of staff appointment in any
organization. Therefore, the indicators identified in this study can be used by human resource
managers for career path development among administrative staff.
Keywords
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