Presenting a quantitative model of human resource risk in the Ministry of Sports and Youth using a fuzzy approach

Morahemi, Maria; Ghatanian, Sepideh; Afsharmand, Zohreh; Chahar Baghi, Zahra

doi:10.22059/jsm.2024.374701.3278

Presenting a quantitative model of human resource risk in the Ministry of Sports and Youth using a fuzzy approach

Document Type : Research Paper

Authors

Maria Morahemi ¹

Sepideh Ghatanian ²

Zohreh Afsharmand ²

Zahra Chahar Baghi ³

¹ Ph.D. student of Sports Management Department, Islamshahr Branch, Islamic Azad University, Islamshahr, Iran

² Assistant Professor of Physical Education Department, Islamshahr Branch, Islamic Azad University, Islamshahr, Iran

³ Assistant Professor, Department of Physical Education, Islamshahr Branch, Islamic Azad University, Islamshahr, Iran

https://doi.org/10.22059/jsm.2024.374701.3278

Abstract

Introduction: The purpose of this research is to present a quantitative model of human resource risk in the Ministry of Sports and Youth using the fuzzy approach.

Methods: The present research method is applied in terms of purpose and mixed in terms of approach, so that in the phase of identifying human resources risks, qualitative research is used to extract experts' opinions and for validation, as well as in the stages of analyzing and measuring these risks, a quantitative method is also used. The research tool in extracting data was interview method and the collected data was analyzed using theme analysis method. In the next step, by filling out a questionnaire of human resources managers, elites and experts in the field of human resources risk, the imagined scenarios in this field were identified and finally by using quantitative models of fuzzy expert systems and software tools. Mental modeling was done to design a quantitative model of human resource risk assessment.

Results Based on this, a quantitative model has been proposed to measure the risk of human resources, which includes the risks of human resources competencies, added value of human resources, flows (operational processes) of human resources, behavioral human resources, characteristics of human resources, HR performance productivity and HR attitude were classified.

Conclusion: The obtained results indicate that the risk of human resources decreases and increases under the change of what factors.

Keywords

achieving stability

consequences of human resources Tisk

human resources risk

operational risk

Subjects