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

The purpose of this study is to explain the appropriate practical model for performance evaluation, and improve the efficiency of the new cities of Hashtgerd, Andisheh, Pardis, Parand. The present study is an applied research in terms of purpose (type of use). In terms of the method of conducting research in general, this research is a descriptive-analytical research. The statistical population of the study includes all residents of Pardis, Parand, Andisheh and Hashtgerd cities. The sample size based on Cochran's formula was 383 people for all 4 cities were selected by simple random sampling. Research tools include a 17-item questionnaire (transportation, telecommunications, water, sewage, electricity, housing, social, city general equipment, educational, economic, managerial, river and canal, green space, health, waste management, energy and facilities Gas). To evaluate the validity of the questionnaire from the point of view of 5 experts in the field of urban planning, its validity was examined several times, and also the validity of the structure based on confirmatory factor analysis was used. Cronbach's alpha was used for reliability, which is 0.83 and in good condition. In the data analysis section, with the help of spss22 and Amos software, the research questions were examined using structural equation modeling. The results show that the performance of different cities in different fields and services has been such that Hashtgerd city is in the first rank, Andisheh is in the second rank, Pardis is in the third rank, and Parand is in the last rank, based on the performance of the surrounding cities. The city of Tehran was neither higher than 0.65, and the two cities of Parand and Pardis were even below 0.50, which is a sign of weakness in this regard.

The main goal of the current research is to investigate the impact of human resource policies and procedures on employee job satisfaction with regard to the intervening roles of goals and organizational culture. The research community in this research is all the employees of the Islamic Revolution Housing Foundation, numbering 200 people. For sampling, simple random sampling method was used and the number of samples was considered to be 200 people through Cochran's formula. Cronbach's alpha coefficient was used to measure the reliability of the research tool and content validity was used to measure the validity of the questionnaire. Cronbach's alpha and composite reliability of all variables are greater than 0.7, so all variables are confirmed in terms of reliability. The average value of extracted variance is also greater than 0.5, so convergent validity is suitable for all variables. In this research, data has been analyzed using structural equations and Smart PLS 3 software. The findings show that human resource policies and procedures have had a positive effect on employee job satisfaction due to the intervening roles of goals and organizational culture.

Efficient, specialized, and motivated human resources in different jobs and positions are among the factors playing a strategic role in achieving organizational goals. An invertible issue in this regard is the withdrawal of the workforce from various organizational levels for different reasons (e.g., resignation, retirement, promotion, or even death). Succession planning is one program that provides the best competent staff for the organization's key jobs when needed. This research aims to design a comprehensive model of succession management in the banking system. This research is developmental and applied research in terms of its purpose, descriptive survey and exploratory in terms of its nature and method, and a mixed study in terms of research data. A questionnaire was used in this research to collect quantitative data. Based on a qualitative approach and through semi-structured interview tools, the data were collected from the opinions of 12 experts. Overall, the obtained items have 5 indicators and 34 components. Components and indicators of succession planning in key occupations of the Agriculture Bank of Iran were identified, and the final model was presented. The introduced model is the first model of the Agriculture Bank of Iran. Furthermore, regarding the comprehensiveness of its factors, this tool can be highly generalized and used for other similar regulatory organizations.

The purpose of the current research is to evaluate the performance of the Northeast Regional Headquarters in providing security for the eastern borders of the country in the military field, which was done with a descriptive method and a mixed approach. The statistical population of the research, all the documents, sources and records available in the Army Ground Forces, J.A. Iran and the regional headquarters of the Northeast. This article answers the question, how was the performance of the North East Nezaja regional base in securing the security of the country's eastern borders in the military field? The results of this research show the fact that this camp, by using its subordinate units in dealing with Takfiri-Tarshgari groups, by using air raid operations and using drones, creating blocking positions and increasing ambushes and patrols, has been able to perform well and properly. to show itself in dealing with Takfiri-Tarshgari groups, also in the field of border guarding, due to the mismatch of military talents and the width of the eastern border areas of the country, it has been able to use electronic and smart facilities and equipment, round-the-clock surveillance and monitoring rooms, and use surveillance systems. By observing the principles of observation and deploying skilled and trained observers, in sensitive areas and important checkpoints in the border strip, to improve border surveillance. The results of the quantitative analysis of the data also indicate the fact that 85% of the people in the sample believe that the performance of the North-Eastern Nezaja regional base in the military field, with measures such as; Dealing with Takfiri-Tashgari groups and guarding the border has been very good and good in securing the eastern borders of the country.

The most important goals of the foreign policy of the Islamic Republic of Iran are stated in the 20-year vision document (Horizon 1404) of the country so that the foreign policy apparatus is obliged to act in accordance with these goals and policies. Given the proximity of the horizon in this policy and the need to evaluate the performance of the last 8 years of Hassan Rouhani's government, this study was conducted to evaluate the foreign policy of the eleventh and twelfth governments in accordance with the vision document of the Islamic Republic of Iran 1404. By adopting a descriptive-analytical method, this research seeks to present an evaluation model, while explaining the foreign policy goals of the 20-year vision document of Iran, the performance of the country's foreign policy apparatus during the years 1392-1400 in relation to the nuclear case and the rise of ISIL. Corona pandemic to examine and evaluate relations with the West and the East and the countries of the region, etc. The results and findings of the study indicate that in the discussion of compliance of the performance of the eleventh and twelfth governments with the 20-year vision document 1404, it can not be conclusively claimed compliance or non-compliance. However, cases of compliance compliance can include: "Relations with the East", "Relations and Confrontation with the United States", "Measures related to the rise of ISIS and international terrorism" and cases of non-compliance include: "Nuclear issue and BRICS",

the aim of this study is to present appropriate indicators for assessing the performance of the members of the islamic council chamber with regard to the local conditions of our country in order to collect data, according to the theoretical saturation of the researcher, 10 purposeful interviews with representatives of two parliaments of the islamic councils and some experts were made and analyzed by qualitative research method and theme analysis tool, data obtained from these interviews were analyzed. the results of the analysis of the theme analysis process led to the identification of 89 indices of performance evaluation indices of the Parliament namoyandagon, the organization's personal and personal performance, Government performance, social performance and professional performance to demonstrate a comprehensive and comprehensive picture of representative performance evaluation indices.According to the research results, it is suggested that a system with free access to the people and representatives be set up. And for each representatives to be fully up-to-date, the information related to their evaluation should be applied and made public, for example, how many sessions has the representatives attended so far? What plans has he pursued? How many public meetings has he arranged? And ... in such a way that the ranking system of representatives and the ranking of commissions is created.

Performance appraisal in any organization is considered as the heart of the organization because its output can have a significant impact on the organization's employee retention system. The purpose of this study is to provide performance evaluation indicators for employees of military organizations. The type of research is based on applied and developmental goals. The research method used in this research is a combination of exploratory type. The content of this research in the qualitative stage is the data obtained from the research literature and interviews. The statistical population of the research in the qualitative stage includes scientific experts, experts, senior managers, middle managers and experts and in the quantitative stage includes the staff of military organizations based in Tehran. The sample size was 15 people in the qualitative stage and 203 people in the low stage. The sample members were selected in qualitative stage through purposive sampling and in quantitative stage by proportional stratified sampling method. The research data collection tools were in-depth interviews and a researcher-made questionnaire, including 117 items and an open-ended question with a reliability of 0.98. Qualitative data were analyzed using content analysis method. Findings from qualitative data analysis were confirmed by interviewees using Delphi method. Data analysis of the questionnaire was performed using descriptive statistics (mean, variance, standard deviation) and inferential statistics including Kolmogorov-Smirnov statistical tests, Chi-square test, Kruskal-Wallis, exploratory factor analysis. Findings showed that the performance evaluation indicators of Iranian military personnel were 72 indicators.

Human resources in the defense sector are a prerequisite for the development and dynamism of the country's defense organizations and industries. Along the way, the path to progress involves an interesting assumption; Assuming revolt against the status quo in order to move towards the set goals and achieve the desired status, then people are determined to change the situation; Discover a way to transition from today to a better tomorrow; A reliable way and a way, focusing on Possible injuries and road defects and continuously recover their way from the detours. Mistakes must be remembered and new ways of aligning with the original way must be reprocessed, and these require an accurate performance appraisal system. Accurate and optimal evaluation of the performance of defense human capital is a basic precondition for benefiting from the capability of defense human capital. On the other hand, evaluation Accurate performance requires an efficient backup system. Performance appraisal support system is a specialized information system that is designed to meet the needs of evaluators and provides them with the information they need at the right time and format. The present study, while examining and refining the concept of performance appraisal, has designed and presented the conceptual model of performance support system for evaluating defense human resource management through problem-based system analysis.

This study was conducted with the aim of identifying the appropriate method for evaluating the performance of professors of Imam Hussein University of Officers and Guards Training. The research method is applied research in terms of purpose and descriptive and survey in terms of nature and method. The statistical population is 270 university professors in 1399. The sample size was 155 using Morgan table. Simple random sampling method was used and for data collection two library and field methods were used. The data collection tool is a researcher-made questionnaire that includes the dimensions and components of evaluating the performance of university professors. Reliability and Validity of the questionnaire was 0.955 using Cronbach's alpha method, which indicates the high stability and reliability of the questionnaire. Based on the results of this study, the most complete method of evaluating the performance of professors was designed by combining conventional scientific methods with organizational factors and indicators of competency and including five dimensions of scientific-educational, research, scientific, executive, cultural, training and social and organizational services. Among the dimensions of performance evaluation, the scientific-educational dimension plays the most role and the scientific-executive services dimension plays the least role in the evaluation of teachers' performance.

The article aims to provide a model for evaluating the performance of military personnel. Attempts have been made to examine the performance of employees, which is recognized as an important factor in the human resources of military organizations, using Islamic principles, common theoretical literature, the opinion of experts and experts in this field. The type of research is based on developmental and applied objectives, and the research method used in this research is mixed and exploratory. The statistical population of the research in the qualitative stage includes experts, specialists and deputies and senior managers and in a small stage it includes the staff of one of the barracks located in Tehran. The sample size was 16 in the qualitative stage and 203 in the quantitative stage. Sample members were selected in the qualitative stage through targeted sampling and in a small stage by the relative stratified sampling method. The research data collection tool, in-depth interview and researcher-made questionnaire, included 117 items and an open-ended question with a reliability of 0.98. Qualitative data were analyzed using content analysis method, and the results of qualitative data analysis were confirmed using Delphi and Lasheh methods. Quantitative data analysis was performed using descriptive statistics (mean, variance, standard deviation) and inferential statistics including Kolmogorov-Smirnov statistical tests, Khido test, Croscal Wallis, confirmatory factor analysis. The research findings showed that the performance evaluation model of Iranian military personnel included 3 dimensions (individual characteristics, results and outcomes), 14 components and 117 indicators.

The organizational performance management is an evolved version of performance appraisal. Despite the availability of several models of performance management, none of them is based on the Islamic teachings. The Islamic Revolutionary Guard Corps, which is a revolutionary and Islamic institution, needs policies and methods of organizational performance management with an Islamic approach. The research method is library with two features; centrality in teaching and the study of signification of the Quranic and narrative teachings, after aggregation by the ijtihadi method and classification using the content analysis method, are the basis for designing the model. After the validation and confirmation of more than 90% of the findings, this model, is as follows: a) Factors affecting performance with the titles: spirituality, piety and self-management, management based on love and dignity, justice and fairness, insight and tact, competent selection, evaluation and monitoring. B) Performance dimensions: 1. Intention and good faith, 2. Performance of senior managers, 3. Inputs, processes, outputs and outcomes. C) Evaluation criteria: 1. Islamic rights and values ​​2. Justice 3. Satisfaction 4. Achieving goals (efficiency and effectiveness). D) The most important characteristics of evaluation: precision, complete nobility, comprehensiveness (types of supervision), continuous evaluation, fairness in evaluation, avoidance of pure consequentialism), emphasis on the performance of the managers, emphasis on quality along with quantity, correction and excellence. E) The process and policy of performance management: 1. Performance planning (performance analysis, strengthening the principles of performance) 2. Determining the dimensions of performance 3. Determining the criteria for performance evaluation 4. Monitoring 5. Performance Assessment 6. Correction and excellence.

Healthy, skillful and experienced human force is the most valuable asset of any organization. The success of organization has a direct relation with the number of efficient and well-motivated employees and managers. One of the most important tools for quality and quantity assurance of human capital is the performance evaluation of managers and employees.
Presently, due to the environmental challenges and technological diversities, organizations need performance evaluation more than ever in order to be able to compete in a competitive environment and prevent strategic surprise.
The main aim of this study is to achieve the pattern for the performance evaluation of the human force from the view point of the Supreme Leader Iman Khamenei. The research is an applied type and has made use of grounded theory. The quotes of His Eminence have been collected from library sources in the period of 1987 to 2015. Then they were analyzed through discourse and content analysis methods using the MAXQDA software.
In responding to the research questions the researchers extracted the statements related to the subject of the research, classified them and presented them in categories including evaluation principles, evaluation process, evaluation references, evaluation results and evaluation implications through the viewpoints of the Supreme Leader.

International Institutions, though one of key global actors and topics of International Studies, are rarely studied by focusing on the internal processes of change. A justification for lack of research could be the challenges in quantifying internal changes and processes. Hence, the proliferation of qualitative takes relying on personal analysis. Given the importance of cooperation groups in global governance, this article asks what is the degree of change in the process of expansion of G5 into G20? Utilising quantitative and mathematical methods, the study offers an equation based on data provided by the World Back. The equation proves a model to analyse track-records, which seemingly suggests highest performance by G7 and lowest for G8.

Guards Corps Islamic Revolution to evaluate the performance and competencies commanders and top managers need a model that fits the features its and characteristics derived from the Koran, Islam, Revolution and the values of Iran's Islamic community indigenous. The present study aimed to "designing an suitable model evaluating the performance of commanders and top managers Corps based on the approach of Alavi" to answer the question that "what is model evaluating the performance of commanders and top managers Corps based on the approach of Alavi?" To identify dimensions, elements and indicators of the model, using qualitative research and grounded theory approach, the text of 51 sermon and letter of Nahj al balagha studied and 310 proposition to the method of grounded the open coding, axial and selective 701 themes and theoretical saturation was reached. By analyze and explain specific themes relationships with each other, the 4 dimensions, 13 components and 42 indicators of supply and research model was developed. Dimensions of this model include: belief with 4 components and 11 indicators, personality traits with 3 components and 11 indicators, Jihady management with 3 components and 10 indicators, and knowledge and skills is a 3 components and 10 indicators.

As long as organizations strive for survival and regard themselves to meet the needs of participation in national and international arena, they should take principle of continuous improvement as important guidance for their activities.  This principle cannot be reached, unless the context of achieving it would be improved through adjustment of performance management. This could be established by getting necessity feedback from the internal and external environment,analysis of strengths and weaknesses, the opportunities and threats of the organization, accountability and customer satisfaction, creation and application of the performance appraisal system with appropriate pattern. Performance appraisal system with appropriate model contributes to flexibility of the plans, goals and missions of organizations in a modern dynamic environment.The evaluation and assessment of performance and its development requires culture building and promotion of organizational culture.  In the past two decades, organizational performance management has become a significant and interesting issue. And this desire in the both fields and areas of applied research led to emerging of many initiatives.