Modeling
Mahboubeh Rashidi; 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 ...
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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.
Masoome Momeni Mofrad; Reza Sepahvand; Seyed Najmedin Mousavi; Hojat Vahdati
Abstract
The purpose of this study was to design and explain the performance evaluation model of the governors of the Islamic Republic of Iran. This study is applied in terms of purpose and is descriptive in terms of method. The qualitative population in the present study consisted of all university professors ...
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The purpose of this study was to design and explain the performance evaluation model of the governors of the Islamic Republic of Iran. This study is applied in terms of purpose and is descriptive in terms of method. The qualitative population in the present study consisted of all university professors in the field of public administration and strategic management, the governors of the Islamic Republic of Iran, and senior managers of the Ministry of Interior. The number of participants in this study was 18. The statistical population of the study consisted of a small group of experts such as the governors of the Islamic Republic of Iran, deputies, and senior managers. The research sample was 48 people selected from the statistical population by using the convenience non-probability sampling method. The results of the qualitative part of the study were the identification of 12 main categories including geographical knowledge, cultural awareness, social maturity, political perception, economic growth, welfare development, stakeholder satisfaction, security level, social capital, political participation, interactions, and productivity. The model classified performance evaluation dimensions into 5 levels, in which geographical knowledge was found as the most effective dimention, and stakeholder satisfaction, political participation, and productivity as the most effective dimensions.
Pathology
hamed rahmani; fereshteh beigymogadam; Hormat Asghari
Abstract
Chapter 11 and Article 81 of the Law of civil service Management have a clear emphasis on the implementation of the performance management system and the measurement of the performance of government agencies. Given that the post office of Qazvin province complies with this law and that performance measurement ...
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Chapter 11 and Article 81 of the Law of civil service Management have a clear emphasis on the implementation of the performance management system and the measurement of the performance of government agencies. Given that the post office of Qazvin province complies with this law and that performance measurement is not done in the form of regular reports, and only those reports were based on the completion of an evaluation form and had no effect on payments and the compensation system, the present article seeks to address barriers to the implementation of Article 81 in the post office of Qazvin province. In order to identify the barriers, the background of the research, and then the current status of the post office was examined and the topic analysis was used to analyze the data and the content validity rate and finally identification of the barriers were applied for screening. In this research, the method of data collection is using interviews with experts and experts of Qazvin Post Office and distributing Content Validity Questionnaire. To extract barriers, open and axial coding and finally to validate the content validity rate and distribution of questionnaires and interviews with 14 experts at the post office were used. The results showed that the obstacles with the most frequency and the coefficient rate of validity are the main obstacles as follows: lack of access and performance of customers in the evaluation score, weakness in the accuracy and bias of the evaluator, evaluation of all employees with every grade in one category, low attention of the employees to the evaluation score, the one-step evaluation, lack of familiarity of evaluators with the appropriate methods of evaluation.
Modeling
Malek Dalir; Saeed Abesi; MohammadReza Daraei
Volume 5, شماره 4 (پیاپی 20) , November 2017, , Pages 107-120
Abstract
Model to improve EFQM excellence and performance evaluation Guarantee Fund investment cooperation can help us to develop effective strategic planning to increase the effectiveness and productivity. Therefore, the use of Corporate Performance Management and supporting the goal by scientific method are ...
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Model to improve EFQM excellence and performance evaluation Guarantee Fund investment cooperation can help us to develop effective strategic planning to increase the effectiveness and productivity. Therefore, the use of Corporate Performance Management and supporting the goal by scientific method are required in order to evolve and develop, improve performance and turn a Cooperative Investment Guarantee Fund to the strategy-based Investment Guarantee Fund. This study aims to provide the strategic planning model with the approach of EFQM excellence model to improve the performance of Cooperative Investment Guarantee Fund. Therefore, the proposed model leads to acquire effectiveness and productivity, and these two factors ultimately lead to increase f efficiency in the Cooperative Investment Guarantee Fund.According to research subject, this is a qualitative, applied, and descriptive study that the data have been collected by documentary and field. The literature of strategic management, organizational performance evaluation, and EFQM model is expressed. The objectives and characteristics of Investment Guarantee Fund and the mission of Cooperative Investment Guarantee Fund have been presented. Finally, strategic planning model of cooperative investment Guarantee Fund has been proposed that the set of objectives and evaluation criteria that have acquired the most points have the special effects in the strategic planning model.
Meysam Jafari Eskandari; Mohammadreza Keshvari
Volume 3, Issue 4 , February 2016, , Pages 61-73
Abstract
Nowadays, performance evaluation is one the important factors of organization's success. Therefore, in performance evaluation, it is necessary to use a system that measures all dimensions of financial and non-financial of organization performance and calculates organization's efficiency. The research ...
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Nowadays, performance evaluation is one the important factors of organization's success. Therefore, in performance evaluation, it is necessary to use a system that measures all dimensions of financial and non-financial of organization performance and calculates organization's efficiency. The research is intends to present a new model for performance evaluation of broadcasting centers by fusing dynamic balanced scored cards and data enveloped analysis. Thus, using the idea of managers and experts, a questionnaire was designed by researcher and after distributing among sample population, 15 indices were extracted based on four dimensions of balanced scored card for performance evaluation of broadcasting centers. Then, using Vensim software, diagrams of cause-effect and stock-flow were drawn and the audiences' satisfaction standard was simulated, in addition, sensitivity analysis, input and output determination for data enveloped analysis and finally, specifying efficient and inefficient centers have been presented. The obtained results indicated the appropriate applying of presented fusion model in broadcasting centers
