performance evaluation

This research was done with the aim of providing a model for evaluating the performance of maintenance and repairs of a military-enforcement center in 1403.

Regarding the purpose, this research is of an applied type, and in terms of data type, it is quantitative research. The method of data collection is descriptive and non-experimental and survey. First, the dimensions of the concept of the maintenance and repairs performance evaluation model were extracted through library studies, interviews, and questionnaires and collected using methods such as document study. They were processed and validated through the Lavosh coefficient mechanism in two stages with the participation of 12 experts and specialists in the field of maintenance and repairs. In the next step, with the help of a research-made questionnaire, the required data was collected from managers and experts in the field of maintenance and repairs in the military organization. Using the method of structural equation modeling, normality test by skewness method, Kolmogorov-Smirnov test, one-sample (T) test, confirmatory factor analysis, model explanatory power index (Kido), validity and reliability indices (Cronbach's alpha), index of the divergent validity of the data was analyzed using the Fornell Larcker method and the performance indicators were prioritized through the Friedman test.

Fifty-six indicators were identified in the form of 16 components and 4 dimensions in the framework of the logic model and roadmap of organizational success. The model for evaluating the performance of maintenance and repairs in the military organization includes two components and seven indicators in the consequences dimension, the outputs dimension includes four components and 15 indicators, the strategies dimension includes six components and 26 indicators, and finally the resources/requirements dimension includes four components and eight indicators.

The purpose of this research is to identify the effective factors on the performance management of employees with the approach of human resource development in research and technology organizations. According to its purpose, the research method is applied, and in terms of its implementation, it is mixed (qualitative-quantitative). The statistical population of the research included experts in the field of human resource management and public administration, as well as senior managers of the oil industry research institute with high experience and work experience, who were selected after conducting 19 theoretical saturation interviews and were selected using the purposeful and snowball sampling method. Data collection was done through semi-structured interviews. In the data analysis of the qualitative part, the foundation data method was used through coding and MAXQDA software, and in the quantitative part, DEMITEL software was used. According to the conducted interviews, 6 dimensions of the paradigm model and 23 components and 105 indicators were extracted. After that, according to the questionnaire of paired comparisons to identify the influential and influential dimensions, it was determined that among the 23 components, the components of the work environment, rules and regulations, socio-cultural factors, human resource planning, role clarity, performance measurement, Organizational climate, reward system, employee communication, training, performance evaluation, professional ethics, leadership style and motivational factors are the most effective in order.

Today, ethical value is very important in human resource management. The basic principles of organizational ethics are trustworthiness, respect, responsibility, fairness and justice and meritocracy. The aim of the current research is to analyze the model of evaluation of human resources performance with an ethics-oriented approach in the higher education system in the Azad University of Gilan province.

Based on this, this research was carried out in terms of purpose, applied and descriptive-survey. The statistical population of the research included all faculty members of Islamic Azad University units in Gilan province in the academic year 1401-1402. The statistical sample was 395 people and random cluster sampling method was used to select the samples. The research tool was a questionnaire made by the researcher, and the value of the alpha coefficient of the variables of the questionnaire was higher than 0.7, which shows that it has acceptable reliability. Data analysis was done by structural equation method under AMOS software and TOPSIS model.

The results of the t-test showed that all 24 main identified components and 79 indicators have an effect on evaluating the performance of human resources with an ethics-oriented approach in the higher education system. The results obtained from the structural equations also showed that the research model is a good model in terms of fit with the data. In this model, all the components and sub-components were measured and the path coefficient of each was determined and the results showed that the model has an acceptable fit.

The results showed that in order to increase the performance of ethical human resources and meritocracy in the organization, it is of great importance.

The current theoretical foundations in performance evaluation are in conflict with the cultural foundations of our country, which is God-centered, guardianship-centered, and internally-controlled. Thus, this study aims at determining the features, principles, sources, standards, and consequences of performance evaluation based on the Supreme Leader’s orders of Islamic Republic of Iran. This research is applied research in terms of purpose and is descriptive in terms of method. The study population is the orders of the Supreme Leader. The information was collected in the form of libraries and analyzed by qualitative content analysis and cognitive mapping. Findings indicate that the principles governing performance evaluation in the Supreme Leader's thought includes avoiding speculation, emphasizing reason and argument, congruity and continuity of evaluation, emphasizing the institutionalization of religious and revolutionary values, attention to the environmental situation, comprehensiveness, ruling the spirit of work and effort, maintaining human dignity, confidentiality, and trustworthiness, etc. In addition, according to Supreme Leader’s opinion, the evaluation authorities include managers and commanders, clients and people, colleagues, regulatory bodies, individuals themselves, and professional evaluators. And finally, the performance evaluation criteria, the effects and consequences of performance evaluation were identified from the perspective of the Supreme Leader.

This study aims to analyze the role of Islamic Culture and Communication Organization (ICRO) in advancing the cultural diplomacy and soft power of the Islamic Republic of Iran in Turkey.

Method and Research Design: 

The research employs a library-based, descriptive, and analytical method, drawing upon ICRO’s documents and the theoretical framework of cultural diplomacy and soft power.

An exploration and analysis of ICRO’s documents from 1995 to 2019 reveal that despite efforts by cultural authorities, numerous opportunities to expand the Islamic Republic of Iran's cultural diplomacy in Turkey remain overlooked and underutilized. The 25 main indicators and 137 analytical sub-indicators extracted from this study effectively illustrate the state of ICRO's activities and can serve as a reliable framework for evaluating organizational performance and enhancing the capacities of cultural diplomacy and soft power in Turkey and other countries.

The purpose of this research is to evaluate the performance of organizations and municipalities of Shahrized based on balanced scorecard and fuzzy inference system.

In terms of practical purpose and in terms of data collection,this research is analyticaldescriptive from the survey branch.The statistical population of the research is1176managers and employees of5districts of the municipality,the central municipality and10organizations affiliated to the municipality of Yazd city.Cochran's method was used to determine the sample size in the structural equation modeling section.According to Cochran's formula,290people were selected as the sample size.In order to collect information from the electronic balanced score card(BSC)questionnaire(1400),including dimensions,financial,growth and Learning,internal processes and customer orientation were used,which has21items and is based on a5point Likert scale.To check the reliability of the first questionnaire,Cronbach's alpha method was used by SPSS software and the value of Cronbach's alpha was0.881The second research questionnaire was based on The system method is fuzzy inference.

Structural equation modeling(SEM)was used to analyze the information obtained and confirm the balanced scorecard model by SmartPLS3software,and the findings showed that the proposed model of the balanced scorecard and four financial factors,customer orientation,and internal processes,growth and learning are approved.

two factors of internal processes and customer orientation had the greatest effect(betacoefficient)in confirming the model.In order to evaluate the organization's performance,a fuzzy inference system under the software(MATLAB)based on four inputs(balanced scorecard factors)and one output(organization performance)was designed and then validated and compared with the average opinion of experts.Considering the previous results,the system It has high accuracy.

Performance evaluation of sports federations, as crucial pillars of a nation's sporting landscape, plays a pivotal role in enhancing national sporting standards. This research aims to model effective criteria for evaluating the Performance of sports federations. Employing a mixed-methods approach (qualitative and quantitative). The statistical population of this study was experts assessing the performance of sports federations at the Ministry of Sport (10people), the heads, evaluators and secretaries of the sports federations of the country (100people) and the knowledgeable academic elite (50people). The number of samples continued to reach the theoretical saturation for the interview (25people). In the quantitative phase, 130 questionnaires were collected. Confirmatory factor analysis and structural equation modeling were utilized to analyze the data using PLS software. The proposed model encompasses nine dimensions: leadership, strategy, human resources, partnerships and resources, processes, products and services, customer outcomes, human resource outcomes, societal outcomes, and key outcomes. It identifies and outlines the path for managerial actions to enhance performance by establishing connections between organizational structures and processes with human resources, customers, stakeholders, and society, ensuring their satisfaction. The model offers a comprehensive and practical tool for evaluating sports federations, guiding managers and policymakers in improving federation performance, efficiency, and ultimately, national sporting development.

The cyberspace governance system of the Islamic Republic of Iran has experienced various structures due to the rapid development of information and communication technology in the past years. In the last decade a council structure and a meta government called "Supreme Council of Cyber Space" was formed with the aim of focusing and integrating the policy of cyber space. the purpose of the current research is to investigate and analyze the functional gap of the Supreme Council of Cyberspace, which, while evaluating the path taken, also clarifies the path ahead of this institution. This research is an exploratory mixed research. In the qualitative part, the data collected were analyzed using the thematic analysis method, and finally, the goals and tasks of the Supreme Council of Cyber Space were classified themes. In the quantitative section, the importance-performance analysis method was used to analyze the data collected from the questionnaire. In this research, The findings indicate that, in general, the Supreme Council of Cyberspace needs to strengthen most of the components related to the "decision making and policy design" and "policy evaluation".

As one of the most important institutions providing health and treatment services, the hospital plays an important role in the return of the physical and mental health of the society; therefore, effective management during a crisis can have a significant effect on the optimal performance of this institution. Resilient hospitals play a vital role in reducing mortality and severity of injuries by providing emergency services needed during accidents and disasters. Hence, this research was carried out with the aim of designing a model for assessing the resilience of the supply chain of public hospitals in Yazd province with the approach of network data coverage analysis (NDEA). This research is applied in terms of purpose and a descriptive-survey study in terms of method. The data has been collected through the review of articles and opinions of experts in the field of health. Determining the effective and ineffective hospitals, and finally, according to the results of the data coverage analysis, the sensitivity analysis of the data has been done. The results of the envelopment analysis of the input-oriented network data revealed that only 07percent of the studied hospitals were efficient. After determining the efficiency at four stages and the efficiency of the network, the hospitals were respectively ranked from the most efficient to the least efficient, and at the end, some suggestions for improving the efficiency of hospitals and future research were provided.

One of the essential principles of individual and social life, which is related to human improvement system, is evaluation. Humans constantly evaluate their own and others' activities. In fact, evaluation is as old as a person's entire life. The process that supervises, monitors and evaluates activities is called performance evaluation (Abdi, 2018).

The current research seeks to identify the indicators of the individual performance evaluation of commanders and managers in order to be able to evaluate the performance of managers by considering various aspects.

the research method used; The method of theme analysis was formed by interviewing experts in the field of theme network evaluation, and basic themes, organizing themes, and overarching themes were extracted, and finalization of performance evaluation indicators was done using an expert panel.

The findings of the research show that the indicators for evaluating the individual performance of commanders and managers have 39 basic themes or indicators, and also have 13 organizing or component themes and 3 inclusive or dimension themes. The dimensions calculated in this research are: General , specialized and specialized. Also, the proposed components are: mission, technical, environmental, individual capability, economic, security, legal, political, social, behavioral, personality, value, progressiveness and organizational advancement and performance evaluation indicators of commanders and managers, which includes 39 indicators that It is presented in table number 4.

The knowledge about human capital as a driving force of economic development has increased in recent years (Rashki , 2019). "Industry 0. 4" or "Fourth Industrial Revolution" is changing our lifestyles and customer-bank relations. It inevitably interprets that both existing commercial techniques and monetary management are not excluded from this change (Singh , 2022). Rapid changes in today's world have created great challenges for banks. Pioneer banks took advantage of opportunities with managerial tools and advanced technologies to achieve banking objectives (Najafbeigi et al , 2011). Such measures lead to bank changes, discussion of the bank's problems, solving problems, and preparing the bank for a successful future.

Software developers occupy top ranks within fintech organizations, representing a significant portion of human capital costs. The complexity of software development tools, the application of specialized knowledge, diverse work attitudes, varying levels of interaction, team distribution, and individual differences in behavior and personality all contribute to making the performance management of software developers a distinct and challenging task in fintech organizations. Many fintech organizations consistently face challenges in their relationships with software developers, leading to a high turnover rate. This turnover not only results in the loss and transfer of valuable knowledge and experience outside the organization, thereby weakening its competitive position, but also causes stakeholder dissatisfaction and a significant waste of financial and credit resources. One of the primary reasons for these challenges is the absence of well-defined performance criteria tailored specifically to software developers in fintech. Although various studies have explored certain aspects of performance criteria, no comprehensive and integrated study has been undertaken in this regard. Consequently, this research endeavors to identify and analyze the effective components for evaluating the performance of software developers in fintech organizations.

This research examines the lived experiences of software developers within the framework of an interpretative paradigm using an inductive and strategic phenomenological approach. Twelve semi-structured, in-depth interviews were conducted with software developers who were selected through a snowball sampling method. The data extracted from these interviews were analyzed using the content analysis method, with the assistance of Maxqda software. In addition, the fuzzy Delphi method, coupled with a two-stage expert survey, was employed to confirm and rank the identified components. The statistical population during the fuzzy Delphi phase comprised 10 software engineering experts, who were selected through purposive sampling based on their expertise and experience in the field.

This research identified 197 primary codes from the semantic expressions gathered during the interviews, which were subsequently categorized into 12 sub-themes. These sub-themes, listed in order of priority, include teamwork, quality of produced software, customer satisfaction, documentation skills, participation in knowledge sharing, commitment to scheduling, mastery of production tools, participation in goal realization, compliance with organizational regulations, adherence to technical standards, problem-solving ability, and frequency of software rewriting. These criteria were further classified into three overarching dimensions: technical, individual, and organizational. The findings underscore the intricate nature of performance evaluation, highlighting the multifaceted factors that must be considered when assessing the effectiveness of software developers in fintech settings.

Based on the life experiences and insights of software developers, the research findings indicate that non-technical components, such as teamwork and customer satisfaction, carry more weight and importance in performance evaluation compared to purely technical skills. The occurrence of organizational conflicts and dissatisfaction in fintechs is often rooted in the lack of transparency regarding financial and non-financial obligations between software developers and fintech organizations. Therefore, establishing clear, agreed-upon performance criteria among all stakeholders can significantly improve satisfaction, retention, and overall performance of software developers. This approach not only enhances organizational stability but also contributes to the long-term success and competitiveness of fintech organizations.

The current theoretical foundations in performance evaluation are in conflict with the cultural foundations of our country, which is God-centered, guardianship-centered, and internally-controlled. Thus, this study aims at determining the features, principles, sources, standards, and consequences of performance evaluation based on the Supreme Leader’s orders of Islamic Republic of Iran. This research is applied research in terms of purpose and is descriptive in terms of method. The study population is the orders of the Supreme Leader. The information was collected in the form of libraries and analyzed by qualitative content analysis and cognitive mapping. Findings indicate that the principles governing performance evaluation in the Supreme Leader's thought includes avoiding speculation, emphasizing reason and argument, congruity and continuity of evaluation, emphasizing the institutionalization of religious and revolutionary values, attention to the environmental situation, comprehensiveness, ruling the spirit of work and effort, maintaining human dignity, confidentiality, and trustworthiness, etc. In addition, according to Supreme Leader’s opinion, the evaluation authorities include managers and commanders, clients and people, colleagues, regulatory bodies, individuals themselves, and professional evaluators. And finally, the performance evaluation criteria, the effects and consequences of performance evaluation were identified from the perspective of the Supreme Leader.

The purpose of this research is to analyze the various dimensions and components in the performance evaluation of effective schools from the perspective of both domestic and international experts using a qualitative meta-synthesis method. The statistical population of the study includes relevant English books and articles from the years 2013 to 2022 and Persian articles from the years 1392 to 1402. The findings indicate that out of a total of 117 identified articles, after three stages of screening and content review, 39 articles were selected for final analysis. These articles were examined using the meta-synthesis method to identify the various dimensions and components in the performance evaluation of effective schools. The results showed that the performance evaluation of effective schools includes five dimensions: active participants such as effective managers, effective teachers, effective parent-teacher associations, and effective teaching and learning processes; components and elements of performance evaluation including setting standards and evaluation indicators, determining evaluation methods, identifying evaluators, defining areas of performance evaluation, selecting evaluation tools, scheduling, and conditions for conducting evaluations; principles and values of an effective school including alignment with Iranian Islamic criteria, wisdom, establishing balance and coherence, respecting educational actors, and foresight; and finally, the results of the evaluation include identifying the current and desired educational status.

The Social Security Organization requires a model to enhance performance to succeed in the complex global economy and survive the competitive business environment. On one hand, traditional methods commonly used for performance evaluation in this organization need to be revisited and aligned with the demands of the current era. A specialized study aiming to model the antecedents and consequences of performance evaluation based on psychological concepts within this organization was not identified in the literature review.

The present research was conducted with the objective of modeling the antecedents and consequences of performance evaluation based on psychological concepts in the Social Security Organization.

The design of the present research is exploratory mixed-methods (qualitative-quantitative). Sampling was done using a purposive method. The qualitative research field included expert professors in psychology, human resource management, and senior performance managers of the Social Security Organization, with 26 of them being interviewed selectively. The quantitative section’s population included the employees of the Social Security Organization. The sample size was calculated as 384 individuals using Cochran’s formula and sampling was done through simple random selection. Theme analysis and the software Maxqda version 12 were used for identifying the antecedents and consequences of performance evaluation within the Social Security Organization in the qualitative part. For model validation in the quantitative section, the Partial Least Squares method with Smart PLS software was employed.

In the open coding stage, 408 codes were identified. Eventually, through axial coding, 2 overarching themes, 12 organizing themes, and 60 basic themes were developed. The findings suggest that by maintaining psychological hygiene, accurate performance evaluation in this organization is attainable. Ergonomics compliance aids in preserving the health of the employees.

Analysis and understanding of the findings of this study can help managers to have a clear picture of the factors that affect performance evaluation methods and subsequently define optimal strategies for improving organizational performance and employee welfare. These findings can also lay the foundation for specialized training programs to enhance assessment and performance management skills and increase staff awareness of organizational expectations in the overall success of the organization.

Investment capital funds, like all other sectors of the capital market, are affected by economic variables, and its quality and type of effectiveness can be found in how to guide this financial institution in the face of search. Objectives and

In this study, using the integrated model of Lit et al. (2003), we will evaluate the performance of Iranian investment funds in the years 2016-2019 using soft panel transfer regression (PSTR) by MATLAB software and check whether the investment funds have been able to reduce the nonlinear effects. Recognize macro variables on fund returns and change the composition of your portfolio based on that?

The results indicate the existence of a non-linear relationship between macroeconomic variables and the return of investment funds by considering a transfer function and a threshold parameter and a two-regime model.

Considering the asymmetric relationship between macroeconomic variables and the returns of funds, the ability to recognize this issue, identifying the appropriate stocks in each regime and the positioning of investment funds can, in addition to creating competition between funds in having superior performance, lead to their ranking by institutions. supervisory help.

The auditors' performance evaluation process includes evaluating and conveying feedback to the auditors. The purpose of the research is to evaluate the performance of independent auditors based on the data theory of the foundation. The present research method is fundamental in terms of its purpose and exploratory and survey in terms of its nature. In the current research, using a qualitative approach and with the help Grounded theory and using in-depth interviews, 31 managers and audit partners were interviewed in 1401 in order to understand their subjective meanings of the approach of evaluating the performance of independent auditors in the audit process. The data was analyzed using the open coding method in the Grounded theory, and with the help of the paradigmatic approach, categories emerged and were presented in its format. Finally, using the Delphi method, a researcher-made questionnaire containing 17 questions from the interviews was prepared and approved. The model obtained by professional experts, completion and the obtained results show the efficiency and effectiveness of the said model. SPS version 25 software was used for data analysis. The results of the show that the goal-oriented approach is effective in evaluating the performance of the personnel of the institutions according to the statistical findings. Given the limited scope of previous research and the lack of comprehensive research in Iran, the designed model, which is multifaceted, provides a broad view of evaluating the performance of independent auditors based on a goal-oriented approach, which can be used in audit quality improvement programs.

Today, in order to increase efficiency, effectiveness, reduce costs and improve the performance level of organizations in accordance with the expectations of stakeholders, the performance evaluation system of organizational units is considered important not only in the private sector, but also in the public sector and has become a fundamental challenge for managers. Considering the significant role that defense research and education centers play in the development of the defense industry and as a result the improvement of deterrence, measuring and evaluating their performance in achieving this goal has become increasingly important and the existence of an efficient system for evaluating the performance of these units. In the defense sector, it is an undeniable necessity. Although the evaluation of the performance of these units is done to some extent, the investigations show that the deficiencies in the current system of evaluating their performance are one of the most important reasons for not using it in practice. Therefore, the current research aims to provide a model to evaluate the performance of defense educational and research centers based on multi-dimensional approaches, from their function in meeting defense needs to performance in the axes of interest of various stakeholders. First, by reviewing the previous researches, the evaluation criteria were identified, and then by forming a focus group consisting of 15 experts’ managers and faculty members of defense educational and research centers, these native criteria and some new criteria were added.

Performance evaluation systematically investigates a subject to improve program effectiveness using appropriate, ethical, feasible, and precise methods (Tootanchi et al., 2006). It measures outcomes against indicators to evaluate goal achievement, efficiency, resource effectiveness, process quality, and program execution (Parker, 2000; Gholami & Noralizadeh, 2002). Knowledge, a vital organizational asset, enhances competitiveness by facilitating decision-making and performance improvement. As society shifts towards information-driven environments, knowledge technologies become essential, leveraging AI to solve complex issues and enhance decision-making. Effective implementation of these technologies provides competitive advantages by efficiently storing, protecting, processing, and utilizing knowledge, contributing to sustained performance, growth, and innovation. They offer benefits like increased accessibility, cost reduction, time savings, improved communication, innovation, enhanced data storage, reliability, and swift knowledge transfer (Arab-Mazari Zadeh et al., 2007). Thus, evaluating knowledge technology performance is crucial to ensure quality, customer satisfaction, and informed decision-making. Without it, organizations risk inefficiency and resource wastage. This study aims to identify and rank key components for evaluating knowledge technologies to ensure effective assessment and utilization.

Literature Review:

Hamidizadeh (2016) found a significant positive correlation between expert decision systems and decision-making efficiency, including improved speed, reduced interdepartmental information gaps, and lower organizational costs. Musivand et al. (2015) discovered that knowledge management systems enhance job quality in Iran's Ministry of Sports and Youth by positively impacting knowledge utilization, management, creation, storage, and organization. Naqib et al. (2013) identified the customer aspect as the most influential in knowledge management systems using a balanced scorecard model, with the financial aspect being the most affected. Fazli and Aghshalouei (2008) recommended a hybrid model for assessing decision-making units' performance. Latifi and Mousavi (2008) highlighted four key processes—identification and creation, registration and maintenance, sharing, and internalization—as crucial for effective knowledge management in Iranian software companies. Samimi and Aghaei (2005) proposed a performance evaluation model for knowledge management systems, emphasizing its role in system efficiency enhancement. Internationally, Kumar (2018) emphasized the critical role of knowledge technology in organizational knowledge management, particularly in data accessibility and user services. Mysore et al. (2018) highlighted digital tools like BIM and IoT in the construction industry. Simon and Georgi (2017) developed a framework integrating knowledge search behaviors and tools for asynchronous environments. Kumar et al. (2016) found that organizational culture and leadership, especially democratic styles, significantly influence knowledge absorption, with soft factors outweighing hard factors. Ngugi et al. (2016) demonstrated that knowledge technology positively impacts small enterprises' growth in Nairobi by facilitating skill transfer and process improvement. Milton et al. (1999) highlighted knowledge technology's role in supporting key knowledge management activities such as personalization, innovation, and monitoring. These studies collectively underscore the vital role of knowledge technologies and management systems in improving organizational efficiency, decision-making, and overall performance across various sectors.

 This applied research utilized a mixed exploratory approach, employing Delphi and Analytic Hierarchy Process (AHP) methods. Data was collected through library-documentary and field methods. The Delphi phase involved an open and closed questionnaire, the latter based on the open questionnaire findings, encompassing 10 components and 39 questions on a Likert scale. The study population included 18 purposively sampled faculty members from Tehran's public universities, with theoretical saturation determining the sample size. The subsequent AHP-designed questionnaire was distributed among 60 academic members and PhD students, achieving a numeric saturation with consistent mean values indicating data adequacy. Validity and reliability were ensured via consistency rates below 0.1 and analyzed using MAX QDA, SPSS 25, and Expert Choice 11 software.

The dual Delphi rounds in this study reached consensus among panel members, starting with 73 initial codes refined to 38 unique codes across 10 indices: financial costs, system quality, system infrastructure, technology and knowledge service quality, knowledge technology architecture, user interface, user satisfaction, value of results, perceived benefits, and up-to-dateness. A Likert-scale questionnaire in the second round confirmed all 38 components. Table 4 indicates that the financial component, with a weight of 0.178, significantly influences knowledge technology performance evaluation. The consistency rate of 0.09 ensures the reliability and stability of the findings. Other components, ranked by weight, include system quality (0.156), system infrastructure (0.154), user interface (0.125), and others, down to perceived benefits and up-to-dateness (0.038).

 Evaluating the performance of knowledge technologies in knowledge-based organizations is vital for identifying learning pathways and creating competitive advantages. Organizations require tools to enhance performance and continuously assess the effectiveness of their knowledge technologies, addressing strengths, weaknesses, opportunities, and threats. This research identified ten key components for performance evaluation: financial, system quality, system infrastructure, knowledge technology service quality, knowledge technology architecture, user interface, user satisfaction, value of results, perceived benefits, and up-to-dateness. The financial component, deemed most critical, includes startup costs, infrastructure and equipment costs, human resources training costs, and AI processing costs. System quality, ranked second, involves flexibility, effectiveness, use of expert systems, ease of access, and support for open access. System infrastructure, third in importance, covers physical and electronic spaces, application modernization, and elimination of outdated infrastructure. User interface, ranked fourth, focuses on usability, accessibility, user-friendliness, and visual appeal. Knowledge technology service quality, sixth in rank, includes information processing quality, metadata management, content volume, and content quality. User satisfaction, seventh, involves automated knowledge management, system efficiency, prediction of user needs, and satisfaction with system effectiveness. Value of results, eighth, includes continuous improvement, enhanced decision-making through AI, alignment of results with needs, and reliability. Perceived benefits and up-to-dateness, both ranked ninth, cover monitoring performance changes, goal achievement assessment, opportunities for new knowledge creation, and performance improvements. These evaluations highlight the operational quality within organizations and the challenges in successful knowledge management implementation. Previous research, such as Hamidizadeh (2016) and Musivand et al. (2015), supports these findings, emphasizing the role of knowledge technologies in decision-making and operational efficiency. International studies also affirm their importance in service delivery, knowledge structuring, and performance enhancement. Thus, evaluating knowledge technologies using these key components is essential for effective utilization and to avoid resource wastage and operational inefficiencies.

In the Delphi phase, 10 indicators including the financial component, system quality, system infrastructure, knowledge technology service quality, knowledge technology architecture, user interface, user satisfaction about the system, the value of work results, perceived benefits and benefits from the system, up-to-dateness and 39 items were identified, Each of these indicators also has its own sub-indicators, whose degree of importance has also been examined. Based on the hierarchical analysis method, the financial component is in the first degree, the system quality component is in the second degree, the system infrastructure component is in the third degree, the user interface component is in the fourth degree, the knowledge technology architecture component is in the fifth degree, and the knowledge technology service quality component is in the sixth degree. The user satisfaction component about the system was ranked seventh, the value component of the results obtained from the card was ranked eighth, and the perceived benefits and benefits of the system and the component of being up-to-date were ranked ninth.