فهرست مطالب mahnaz estiri

Paying attention to the proper provision of human resources services is considered one of the most important issues of today's organizations due to its direct relationship with people's performance. Providing human resource services over the past years, while being a part of laborious, intensive, uncoordinated, time-consuming, and costly activities in organizations, has not been designed according to the needs of different groups. This field has undergone fundamental changes with the introduction of information technology and capabilities such as agility, integration and effectiveness. The purpose of this article is to provide a meta-model for it in the context of information technology by reviewing and reviewing the previous frameworks and models of providing human resources services. The research methodology is systematic review based on qualitative meta-modeling. The research population is all the articles published in reputable journals as well as the business models presented in this field in the period of 1989-2020. In the first stage, based on Ahranjani's three-pronged model, the topics that were mentioned in the reviewed researches were identified. After that, the similarities and differences between the presented models were analyzed using the CIPP model and within and cross case analysis. The meta-model presented in this research can help specialists and experts in the field of human resources services to consider the platforms and data necessary for the successful implementation of service delivery in the context of information technology before taking action, and consider the required processes during the implementation, and finally consider the outputs of this action.

Even if organizations contain efficient human resources, they still need to have the ability to make use of them properly. An efficient performance system, as an integrative entity composed of related practices in human resource management, is able to sustain human resources and motivate them after employment. The results of preceding researches have illustrated that these practices can be classified into through categories including enabling, motivating and paving the way for participation. In this research 278 employees of Mellat Bank were selected to study the effectiveness of motivational practices of the efficient work system with job satisfaction as an intermittent variable. The results indicated that there is a positive relationship between motivating aspects and highly efficient systems, performance based payments, performance evaluation, information sharing, instruction and development.