جستجوی مقالات مرتبط با کلیدواژه "performance evaluation" در نشریات گروه "علوم انسانی"

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 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.

Insurance is a financial service designed to manage risks. Insurance always helps the country's growth by preventing uncertain losses and providing security for economic growth. In developed and civilized societies, the insurance industry is known as one of the main economic institutions and the most important support institution for other economic institutions, organizations, companies and families. In Iran's twenty-year vision document, development is mentioned as one of the most important goals, and the insurance industry, with its support, plays an important and key role in its realization. One of the most important measures that can be taken to identify complications and improve the performance of insurance companies; Continuous performance evaluation of different parts of this industry. Among the various departments of insurance companies, the insurance sales network is in close contact with the customer more than the other departments and generates income for the insurance company by selling insurance products and receiving the relevant premiums. The insurance sales network with its optimal performance can create a great competitive advantage for the insurance company. Among the different parts of the sales network, insurance agencies are of double importance due to their large number and geographical spread throughout the country. Therefore, it is very important to evaluate the performance and rating of insurance agencies in order to know the quality of their performance. Evaluating the performance of insurance agencies leads to continuous improvement of their performance. With the help of performance evaluation results, insurance agencies can increase their efficiency and find better performance, and as a result, their sales increase and customer satisfaction increases. One of the most useful methods in evaluating the performance and rating of the insurance industry is the DEA method. The basic models of DEA, despite having many advantages, also have disadvantages. The main defects of these methods are not paying attention to internal processes, not taking into account expert opinions and not fully ranking the units. The integrated model of two-stage DEA and BWM considers the internal process and experts' opinion in the ranking process, but this model is not always able to completely rank the units. By adding an ideal virtual unit to the integrated model of two-stage DEA and BWM, this research has simultaneously fixed the three aforementioned problems and developed the model. Adding the ideal virtual unit to the integrated model makes the ranking of the units complete and provides better results. In a case study, 36 representatives of selected insurance companies in Yazd province were evaluated and ranked using the developed model. In order to validate the model with the SAW method, the ranking of agencies was also done. The results of the correlation coefficient of the ranking of SAW model with other models presented in this research showed that the ranking results with the integrated two-stage model with the virtual ideal unit have a higher correlation with the SAW model than the other models of this research. The value of this correlation is 94%. In the end, based on the efficiency rating of the first and second stages, management strategies to improve the performance of each of the insurance company's agencies were stated.

Considering that the performance of organizational entrepreneurship in small and medium-sized businesses faces different environmental conditions, then it is not possible to use the same performance evaluation approach. The main issue in this research is; What variables are effective in evaluating organizational entrepreneurship performance in small and medium businesses and how can this performance be evaluated by designing a fuzzy expert model. This research is modeling in terms of practical purpose and method. In this research, the primary variables effective in evaluating organizational entrepreneurship performance were selected and the final variables were selected with the help of a group of industry experts using the fuzzy Delphi method and in two rounds. Mamdani fuzzy expert system and triangular membership functions were selected for input and output variables for modeling. The final input variables include the development of new products, job creation, new market creation, income level, market share, and the output variable of the model includes the levels of organizational entrepreneurship performance. After extracting the decision variables, using the fuzzy expert system, the five-level model was designed and validated.

Evaluating the performance of insurance companies is one of the main challenges of Central Insurance of J.A.A. The current mechanism for evaluating the performance of insurance companies is based on traditional accounting indicators, which is able to evaluate 50% of companies at best, and the marketing performance, whose indicators are based on the market and the policyholder, is not included in the current mechanism. Therefore, the main question is how to design a model to evaluate the performance of insurance companies so that it can provide a realistic picture of their performance? In order to answer the above question, first the current indicators evaluated in companies and the insurance industry in the world were examined and screened. Then, by interviewing internal experts, the final indicators obtained from the background and interview were summarized. The research showed that there is a significant gap in relation to market-based indicators when evaluating the performance of insurance companies. Therefore, the mathematical model of network data coverage analysis based on market indicators was designed. The statistical population includes 28 companies active in Iran's insurance industry. The real data was collected from the documents related to the year 2018 of Central Insurance of J.A.A. The results of solving the mathematical model of performance evaluation of insurance companies showed that only 1 company was efficient in all three stages as well as in general. 12 companies were efficient in one stage, 9 companies were efficient in two stages, while their overall efficiency was less than 1. Also, 6 companies had 100% efficiency in the marketing process and market performance.

This article aims to evaluate the performance of the staff at the National Treasury following the implementation of an electronic fund request system. This evaluation is conducted using the Balanced Scorecard (BSC) approach.The research methodology employed is descriptive and applied in nature. The study’s statistical population comprises 53 experts, auditors, and managers from the National Treasury, who work at the Ministry of Economy and Assets. This group also includes the implementers and specialists of the electronic fund request system. These individuals were selected via a random sampling method. The validity of the questionnaires was determined using content validity, and the reliability was established with a Cronbach’s alpha coefficient of 0.883. The study’s findings suggest that the performance of the National Treasury staff, post-implementation of the electronic fund request system, is satisfactory when viewed through the lens of the Balanced Scorecard (BSC).The key criteria for evaluating the performance of the National Treasury staff are, in order of importance: empowerment (with the highest average rank of 3.25), culture and value (average rank of 3.20), quality of the training course (average rank of 2.97), satisfaction with professionalism (average rank of 2.84), and satisfaction with the work environment (average rank of 2.75).

Organisational Citizenship Behaviour (OCB) is one of the important concepts that has been used as an effective factor in the success of organisations in recent years. Despite the proven effect of OCB on the effectiveness and efficiency of the organisation, the appropriate method to determine the extent of its effect is less known. OCB is a qualitative indicator as an output in performance evaluation. In this article, we measure the effect of the OCB quality index on the efficiency of institutions using the envelopment analysis method of ordinal data without compensatory properties.

Data coverage analysis is a powerful tool for assessing the performance of decision-making institutions based on a large number of input and output indicators, which can be quantitative or qualitative. Data coverage analysis models have compensatory properties, i.e. the weakness of one index is covered by the strength of another, and efficient institutions do not necessarily have a favourable quality level. This article presents a new method for performance evaluation that includes the quality index of OCB and a modification of the data envelopment analysis model without compensability. Another feature of the proposed model is the ability to separate qualitative and quantitative indicators in the evaluation. In the presented method for ranking institutions, the improvement of quality is considered simultaneously with the reduction of costs without compensability.

In this study, ten public and applied scientific institutions in three cities of the country were evaluated with the proposed model. Four quantitative indicators and one qualitative index of OCB were used in the evaluation.

Originality/Value: 

The OCB index was measured using 1024 questionnaires and the results show the efficiency of 7 institutions. Then, by using the proposed new method, the ranking of institutions with logical results in performance evaluation was achieved. To validate the method, the results of the proposed method were compared with the ranking results of the hierarchical process method.

This study aimed to propose a comprehensive framework for human resource auditing to assess organizational performance. 

This applied research employed a qualitative, exploratory approach. Data were collected through semi-structured interviews with experts and professionals in human resource management. The data were analyzed using qualitative content analysis, and the participants were selected through purposive sampling among senior managers and HR experts. 

The findings revealed the identification of three new levels for human resource auditing: the level of HR unit outcomes, the level of HR professionals and custodians, and the level of HR processes and activities. These levels were defined as subsets for operational auditing and contributed to a more precise evaluation of HR unit performance. 

The results demonstrate that human resource auditing can serve as a key tool in improving managerial processes and increasing organizational productivity. Additionally, the newly identified auditing levels in the proposed framework can help organizations evaluate HR unit performance more effectively and improve their management processes

Performance evaluation is one of the important functions of human resource management in media organizations. Nowadays, it is very necessary to design and use a suitable performance evaluation system in organizations; Because it is one of the important tools for proper planning and management of resources, facilities and human resources of organizations and it also plays a special role in identifying competencies, strengths and weaknesses of managers.
Accurate recognition and evaluation of the performance of television network managers in Iran as leaders and guides of structures that are responsible for culture in society is based on valid, important and vital indicators. This research has been done with the aim of identifying performance evaluation indicators of television network managers of the Islamic Republic of Iran.
In this regard, data collection was done by conducting interviews with 17 experts and specialists, and after coding the interviews, analyzing the data using thematic analysis technique. And drawing the network of themes was done. The results of the theme analysis process led to the identification of 136 key indicators for evaluating the performance of television network managers of the Islamic Republic of Iran, which were categorized into 24 organizing themes, and then the organizing themes were also divided into 6 overarching themes (general personal competencies dimension of the network manager, individual competencies dimension The specialty of the network manager, the operation management dimension in the network, the efficient entry into the virtual space and its correct management, and the outcome-oriented dimension) are categorized.

The banks are the most important financial institutions in the financial markets, which play a vital role in the growth of the economy and supporting businesses, and their financial performance is always important as a measure to measure the health and financial stability of banks. Therefore, the evaluation of financial performance in private banks is one of the important issues in the banking industry, and due to the importance of the relationship between financial leverage and financial performance, the purpose of this research is to identify and rank the capital structure index effective on the evaluation of financial performance in private banks. The statistical population of the current research is the experts of private banks who were selected by snowball sampling method. This study was conducted in two qualitative and quantitative phases and in the period of 2022-2024. In the qualitative phase, database theory and semi-structured interviews have been used to identify capital structure indicators. In the quantitative phase, the identified indicators were ranked using the fuzzy hierarchy technique and the paired comparison questionnaire. The results indicate that 13 indicators have been determined as capital structure indicators that are effective in evaluating the financial performance of private banks, after determining their weight with the fuzzy AHP method, the interest coverage ratio index has the first rank and the debt coverage index has the last rank.

In this research, we present a new model of balanced evaluation system in listed firms on the Tehran Stock Exchange. The Statistical analyses of the study were carried out based on the extracted data from 166 questionnaires of listed firms on the Tehran Stock Exchange during 2020. In this paper, Cochran Formula is used for sampling and since all CEOs, and financial managers of listed firms on the Stock Exchange were 688 people, the sample volume is 166 people. A questionnaire is used to collect the required information and evaluate the opinions of the statistical sample. The findings at 95% of confidence level show that based on the Kolmogorov-Smirnov test, the significance level of all variables of balanced evaluation (customer, internal processes, growth, learning, and finance) have been more than 0.05, and the result was normal. The structural equations indicate that it is possible to position the perspective (customer, internal processes, growth, learning, and finance) for designing and implementing the revised model of the balanced evaluation system in listed firms on the Tehran Stock Exchange. The results show that in a competitive environment whose main feature is the lack of resources, performance evaluation and management play very important role. the use of performance measurement systems is recommended. according to the results of the study, we recommend the managers of an organization pay more attention to productivity, training programs, and education level enhancement of the employees and try to improve the productivity.

In a world where change is evident, the only way to survive is to adapt to changes. Organizations have realized that their most important capital is human resources, which is an important factor in the success and progress of any organization. A necessary condition for the realization of the goals of any organization is the existence of special manpower and employees who, in addition to having special abilities and skills, have a commitment to their job and organization and feel satisfied with their duties. The purpose of the current research was to design and compile the human resource management audit model in Pars Petrochemical Company.

The research method was a mixed research type with an exploratory design and a fundamental goal. The research community in the qualitative section includes 12 experts in the field of human resources management who were selected by snowball sampling. In the quantitative part, all the employees of Pars Petrochemical Company (N=400), using Cochran's formula, 196 people were selected as a sample. Based on the opinions of experts, and based on the Delphi technique, 108 indicators were extracted to include the policy dimension (14 items), the process dimension (19 items) and the performance dimension (75 items) and based on that, a researcher made a questionnaire whose validity was verified by the Delphi panel. Its confirmation and reliability (α=0.91) were obtained. The data were analyzed by SAW multivariate analysis test, t-Student mean comparisons and SPSS and EQS software.

Based on the significance of each of the indicators in the explanation of the components of the model, the significance of the components in the explanation of the dimensions, as well as the significance of the dimensions in the overall explanation of the model, it can be concluded that the audit model of human resources management can be explained based on the 3 dimensions of policy, processes and performance. and each of these dimensions can be meaningfully measured through 3 identified components, i.e.: structure, developing systems and employee balance. Also, the role of each of the model indicators in explaining the components was found to be significant, which showed the overall significance of the human resource management audit model in this research. The results showed that the contribution of the policy dimension in explaining the human resources management audit was equal to 0.60, the process dimension was 0.89, and the performance dimension was 1.23. Also, the fit of the research model is appropriate and confirms its high power in explaining the causal-effect relationships of the variables.

Considering that the audit of human resources management, organization and human resources can have consequences such as productivity and increasing performance and efficiency, it is suggested that the managers of the organization establish and create a human resources management audit unit according to the results of the research. Pay attention as part of the human resource management system in the organization. Among the limitations of this research is the lack or absence of suitable standards and indicators for human resource development audit. On the other hand, the indicators designed for the unit studied in this research cannot be generalized to other works and can only be explained and improved in future audits for the same units; But the general steps of the audit process can be modeled. Also, the execution capability of the model depends on the availability of information and documents and evidence required by the units, and in addition, the resistance of some participants in the project (interviewees) or the lack of sufficient knowledge of the overall purpose of the audit or the process of conducting it, including other obstacles and problems are work. Also, in the worst case, the audit model may be used only for formal but unrealistic confirmations of existing conditions and reporting to managers. Finally, it can be stated that human resource management audit offers assurance and reflection about the main organizational costs and an opportunity to examine the efficiency and effectiveness of human resource management and its potential role in the future success of the organization. The future orientation of HRM audits (unlike other types of audits) is related to the planning needs of the organization and provides an emphasis on evidence-based review of credibility. The use of accepted auditing techniques, combined with audit independence and competence, provides a unique contribution to the organizational planning and control environment. Each audit's quality, skills and competencies, and potential costs and benefits should be considered individually at the organizational level. The benefits of human resource management audit can include discovering areas for improving the organization's future, clarifying human resources goals, aligning human resource plans with the organization's strategic plans and priorities, highlighting critical human resource issues for organizational success, and re-examining key assumptions. and clarifying in the organization that these goals can be achieved based on the model presented in this research.

The main axis of the armed forces is the command. Therefore, the commanders in the armed forces must have the main characteristics necessary for command. Based on this, evaluating their performance, especially based on jihadi management style, can provide the necessary feedback about their strengths and weaknesses and also improve their performance. Therefore, the general purpose of this research is to design and explain the performance evaluation model of the commander of the major ground forces of the Islamic Republic of Iran Army based on jihadi management, which two sub-goals were determined to achieve.

The method of collecting information is field and Library. The number of experts was 15 and the sample size was 54. This research is of applied type and was done with descriptive method in two stages: In the first stage, the dimensions were identified through the qualitative findings from the interviews and their coding using the content analysis method and Atlas T software version 8 in 6 steps. In the second stage, quantitative findings and interpretative structural approach were used in five steps to model the evaluation pattern.

The measured dimensions include: Jihadi spirit - personality - subsistence - command - specialized performance - foresight - interactions - follow-up - insight - security - productivity and employee satisfaction. the dimensions were categorized and classified in 5 levels.

Jihadi spirit was determined as the most effective and productivity, social interactions and employee satisfaction were determined as the most effective dimensions and Factor.

The employee performance evaluation model is a very complex, sensitive process and has a special place in the AJA headquarters, and considering that the future wars are mainly based on joint operations, the designers of military operations should use all the capacities of the real battlefields, including air, space, land and sea for to achieve victory and inflict heavy damage on the other party. The main purpose of this research is to design a model for evaluating the performance of the employees of the Islamic Republic of Iran Army in joint operations, and the research method is descriptive and of an applied development type. The statistical population for the qualitative part includes 10 experts, commanders and managers of strategic levels of AJA and 45 people for the quantitative part.To determine the sample population in the qualitative part, the whole number method and in the quantitative part, the distance estimation method of the mean was used. The data collection tool is library and field study. The experiences of professors and expert community were used for the validity of documents, interviews and questionnaires, and spss software and Cronbach's alpha calculation were used to measure validity.The results of this research show that performance evaluation is one of the most effective monitoring tools for efficiency, empowerment and development and improvement of individual and organizational performance and is associated with meritocracy and meritocracy, meritocracy, meritocracy, and accordingly, meritocracy and the creation of healthy classes. And fair relations motivate managers and employees to work hard

Considering that the performance of organizational entrepreneurship in small and medium-sized businesses faces different environmental conditions, it is not possible to use the same performance evaluation approach. The main issue in this research is; what variables are effective in evaluating organizational entrepreneurship performance in small and medium businesses and how can this performance be evaluated by designing a fuzzy expert model. This research is modeling in terms of practical purpose and method. In this research, the primary variables effective in evaluating organizational entrepreneurship performance were selected and the final variables were selected with the help of a group of industry experts using the fuzzy Delphi method and in two rounds. Mamdani fuzzy expert system and triangular membership functions were selected for input and output variables for modeling. The final input variables include the development of new products, job creation, new market creation, income level, market share, and the output variable of the model includes the levels of organizational entrepreneurship performance. After extracting the decision variables, using the fuzzy expert system, the five-level model was designed and validated.