Document Type : Original Article
Authors
1
Ph.D. Student, Public Administration, Department of Human Resource, Qaemshahr Branch, Islamic Azad University, Qaemshahr, Iran
2
Associate Professor, Department of Public Administration, Qaemshahr Branch, Islamic Azad University, Qaemshahr, Iran (Corresponding Author). , mo_tabari@yahoo.com
3
Assistant Professor, Department of Public Administration, Qaemshahr Branch, Islamic Azad University, Qaemshahr, Iran
4
Associate Professor of Department of Sport Management, Qaemshahr Branch, Islamic Azad University Qaemshahr, Iran
Abstract
Purpose: The purpose of this study was to provide a model for recruiting and retaining human resources of medical sciences universities in Mazandaran province under the conditions of the epidemic of the disease of covid-19.
Materials and methods: The current research was a mixed type of research. The statistical population of the qualitative section included 25 human resources experts from Mazandaran University of Medical Sciences, who were selected by a purposeful random method using a snowball sampling method. The statistical community of the quantitative department included 600 senior expert managers in the field of human resources at Mazandaran University of Medical Sciences, 148 of whom were selected as the statistical sample of the quantitative department from a random sampling. To collect information, a semi-structured interview tool and a questionnaire obtained from the interview were used.
Findings: According to the research results, 2 general dimensions of attracting and maintaining human resources were identified. Also, 11 components were identified, out of a total of 62 identified indicators, 17 indicators were assigned to recruitment and 45 indicators were assigned to human resources maintenance, and the value of the GOF index equal to 0.669 was obtained, which is suitable.
Conclusion: In general, it can be stated that the senior management of medical sciences universities must pay attention to the categories that are effective in maintaining human resources so as not to face a shortage of human resources.
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