Modeling
Mirali Seyednaghavi
Abstract
current research tries to examine the pathological analysis of the human resource management model of slack employees, which is taken from the research of Rashidi et al. (2021) in the oil company. This research is quantitative, applied and comparative in terms of philosophical foundations in the paradigm ...
Read More
current research tries to examine the pathological analysis of the human resource management model of slack employees, which is taken from the research of Rashidi et al. (2021) in the oil company. This research is quantitative, applied and comparative in terms of philosophical foundations in the paradigm of positivism. The statistical population of the research includes managers and human resources experts of the oil company. The reliability and validity of the research has been measured in smart pls software and the analysis of questionnaires in SPSS software. The findings of the research show that there is a significant difference between the expected model (as an ideal situation) and the existing situation in the oil company. Performance evaluation in surplus-oriented employees with low strategic value and general competence should be process-based and focus on current control along with performance compliance with standards. In accumulation-oriented employees with high strategic value and general competence, it should be based on evaluation. periodical and match the performance with the standards, in knowledge-oriented employees with the characteristic of low strategic value and unique competence over indirect and result-based control, in value-oriented employees with the characteristic of high strategic value and special competence with future evaluation. is a watcher Rewards and service compensation for surplus-oriented employees on external equality, for accumulation-oriented employees on internal equality, for knowledge-oriented employees on competitive rewards with a focus on financial benefits, and for value-oriented employees on incentive rewards and with The focus is on non-financial rewards.
Modeling
Mir Ali Seyed Naghavi; Reza Vaezi; Vajhollah Ghorbani Zadeh; Mohammad Afkaneh
Volume 6, Issue 2 , April 2018, , Pages 11-26
Abstract
There is a desire to survive in any organization. Profitability in the private sector and public satisfaction in the public sector guarantee survival. That is why the quality of education in both public and private sectors is essential. The private sector has surpassed the public sector in the use of ...
Read More
There is a desire to survive in any organization. Profitability in the private sector and public satisfaction in the public sector guarantee survival. That is why the quality of education in both public and private sectors is essential. The private sector has surpassed the public sector in the use of management patterns. The present study was conducted in a qualitative approach framework by using the grounded theory research method. Semi-structured interviews were used for data collection. Using snowball sampling method, 18 experts familiar with the concept of human resource (HR) excellence including university professors, HR managers of governmental organizations, and experts in the field of excellence were interviewed. Data analysis was conducted in open, axial and selective coding and the desired pattern was designed based on the results. The pattern includes: causal conditions (inefficiencies, expectations and requirements), the main phenomenon (HR excellence in the governmental organization), contextual condition (the theory of new public service, culture of excellence and rules), intervening conditions (sub-models, governmental management features and differences between public and private sectors), strategies (government, politicians, HR organization, HR functions, administrative ethics, people, partners and family), results (organizational and HR), outcomes(organizational, community and idealistic), and perception (people and colleagues).
Mohsen Torabi; Mir Ali Seyed Naghavi; Vajhollah Ghorbani Zadeh
Volume 3, Issue 4 , February 2016, , Pages 43-59
Abstract
It is a long time that management theorists have considered electronic human resource management as a phenomenon of 21st century, but truly in time of developing each theory, related challenges and topics to it will not appear. Movement from human resource management of private sector to public sector ...
Read More
It is a long time that management theorists have considered electronic human resource management as a phenomenon of 21st century, but truly in time of developing each theory, related challenges and topics to it will not appear. Movement from human resource management of private sector to public sector is not possible with using private sector techniques in completely different area but the field that public sector works in it can basically change its nature. Present qualitative research intends to discover electronic human resource management model in governmental organizations using grounded theory and choosing modern public services and civil rights. For this reason, 11 semi-structured interviews with experts were conducted. Data analysis in codification process was done with MAXQDA software and leads to appearance of 114 concepts in frame of 17 main groups. Electronic human resource management model in governmental organizations, including casual conditions, mechanisms, grounded conditions, moderator conditions and consequences that is necessary to prepare the way according to the mentioned model for implementing desired situation besides considering multiplicities.
