آسیب شناسی نظام مدیریت منابع انسانی در وزارت ورزش و جوانان

Extended Abstract
Introduction
Human resources (HR) play a vital role in sports organizations, contributing significantly to their success. Effective HR management fosters innovation and empowers organizations to perform optimally. In sports organizations, coordinated and collaborative efforts are essential for achieving excellence in the field. This study aims to identify key challenges within the HR management system of Iran's Ministry of Sports and Youth. Specifically, the study examines areas such as HR provision, utilization, training and development, performance evaluation, compensation, and retention to identify factors that hinder or support effective HR management in sports administration.
Methods
The research used a qualitative approach, gathering insights from interviews with HR experts and professionals in the Ministry of Sports and Youth. Thematic analysis was conducted to identify recurring themes and perspectives from the respondents. Interviews were structured to assess perceptions about the challenges of each HR function within the ministry, including staffing, performance assessment, compensation, and employee retention. The analysis integrated findings from prior studies to highlight consistent patterns and unique issues specific to the sports context in Iran.
Results
Key findings indicate that HR challenges within the Ministry span multiple dimensions. First, staffing emerged as a crucial area, where ineffective recruitment and selection processes were seen as limiting the ministry’s ability to attract and retain skilled personnel. Respondents emphasized the need for structured hiring processes, as well as specialized recruitment practices that could bring in personnel equipped with relevant skills and knowledge. This aligns with Sharma et al. (2023), who argue that diverse recruitment methods are essential to ensure organizational stability and improved performance.
Second, the effective utilization of human resources, which entails aligning roles with employees' skills and fostering job satisfaction, was highlighted. Respondents noted that a lack of structured workforce planning and orientation programs hampers the ministry’s ability to capitalize on its HR potential, echoing the importance of positioning employees where they can excel.
Third, training and development were recognized as pivotal in improving employee capabilities and motivation. In line with Sudrajat et al. (2024), interviewees agreed that investment in HR training boosts skill sets, enhances job satisfaction, and prepares the workforce to meet evolving industry demands. Respondents identified training as a mechanism to enhance flexibility, innovation, and adaptability, which are vital in a dynamic sports environment.
Fourth, performance evaluation was underscored as a fundamental process for identifying areas for improvement and rewarding high-performing employees. The study highlighted that structured feedback and recognition can increase commitment, while aligning staff with organizational goals. This mirrors findings by Qawasmeh (2024), who emphasizes that performance assessment is central to motivating employees and refining HR management systems.
Fifth, compensation practices were identified as essential for reinforcing employees’ loyalty and engagement. Effective compensation not only rewards contributions but also ensures that employees feel valued, which in turn fosters organizational cohesion and commitment.
Lastly, retention strategies, particularly those that leverage accumulated knowledge and expertise, were seen as key to ensuring organizational stability. Similar to findings by Ahmad (2023), participants underscored that retention reduces turnover costs, preserves organizational memory, and supports long-term development.
Conclusion
The study underscores the importance of a comprehensive HR management approach that integrates recruitment, utilization, training, performance evaluation, compensation, and retention. Addressing gaps in each of these areas can enhance HR management in sports organizations, particularly within Iran’s Ministry of Sports and Youth. By refining recruitment processes, aligning staff roles with competencies, investing in development, implementing structured performance assessments, offering competitive compensation, and focusing on retention, the Ministry can foster a more productive, committed, and stable workforce. The findings highlight that such an integrated HR management strategy can empower the Ministry to adapt to industry changes, meet performance standards, and maintain a competitive edge. These insights provide a roadmap for HR improvement that can potentially benefit other public sector sports organizations facing similar challenges.