جستجوی مقالات مرتبط با کلیدواژه "ارزشیابی عملکرد" در نشریات گروه "مدیریت"

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".

Public organizations must be accountable to the people, their agents, and other regulatory bodies for their performance and actions. However, this important issue has not received as much attention as it should in public organizations. In this mixed-method study, the aim is to identify and prioritize barriers of public accountability in public organizations. In the qualitative phase of the research, using unstructured and in-depth interviews with 24 public managers, employees of public organizations, and public administration professors, data was obtained. Analyzing the data using thematic analysis method, the main and minor barriers to public accountability in public organizations and their sub-branches were identified. Then in the quantitative phase of the research, through the questionnaires, the barriers were prioritized using Analytical Hierarchical Process (AHP) methodology. The results show that three categories of structural, environmental, and content (behavioral) barriers disrupt accountability. According to the findings, barriers of public accountability in public organizations, with respect to priority, include legal barriers, lack of efficient accountability system, administrative corruption, lack of meritocracy, lack of proper performance evaluation system, lack of proper organizational culture, inefficiency of managers, lack of efficient information system, cultural barriers, and instability in public organizations.

Evaluating the performance of employees is one the Air Defense Force of the Islamic Republic of Iran. However, there is ample evidence of inefficiency in the existing performance evaluation system. A shortcoming that needs to be addressed through a comprehensive understanding of the harms and shortcomings of the existing system Therefore, in this research, we seek to identify the damage of the air defense force's performance evaluation system as the main goal of the research.

The present research is mixed in terms of the type of research and applied in terms of purpose. In the first stage, using semi-structured interviews with managers and officials in the field of human resource management and staff performance evaluation of one of the four forces of the Army of the Islamic Republic of Iran, the harms of the staff performance evaluation system have been identified. In the second stage, the validity and fit of the model were examined using a questionnaire and statistical tests. In the qualitative section, after collecting information, the theme analysis method was used to analyze the interviews. In the quantitative part, the data have been analyzed using structural equation tests and SPSS and smart PLS software. The reliability of the questionnaire was also confirmed by Cronbach's alpha coefficient of 0.81.

342 primary codes extracted from semi-structured interviews were classified into 23 organizing themes and 3 overarching themes. The results of statistical tests confirm that measurement, structural and general models are necessary.

The results of the research, while reducing the existing theoretical gap, provide a comprehensive understanding of the disadvantages and shortcomings of the performance evaluation system of the Air Defense Force of the Islamic Republic of Iran Also, the research finding can be used as a basis for modifying or redesigning the performance evaluation system.

Pathology of Yazd University performance appraisal system due to inefficiency and ineffectiveness of appraisal system output and classification of concepts (injuries) in the form of sub-main and main themes.

Approach:

The research method is qualitative and based on theme analysis. The statistical population of the study consisted of faculty member and non-faculty member managers, and experts of Yazd University who were selected by purposeful sampling. The research tool was a semi-structured interview with 29 samples to obtain data saturation. The interviews were recorded and transcribed and analyzed using theme analysis to develop themes. In addition, Maxqda software was used for data management.

The findings of the study consisted of 21 sub-themes that were classified into 6 main themes; “Cultural Infrastructure”, “Design Challenges’’, “Behavioral Limitations”, “Executive Issues”, “Halo Adjustment” and “Inefficiency”.

Constraints and Consequences:

The qualitative nature of research results in limitations in generalizing research findings to other situations and situations. Purposeful and judicious selection of sample members makes them cautious and sensitive in providing feedback.

Practical implications:

Numerous damages affect the quality of the evaluation results of Yazd University staff performance, which should be addressed by the evaluation policymakers to improve the quality of the appraisal process. Among the identified damages, the methodological damages, which are explained by the concept of design challenges and include seven sub-concepts, are in great need of improvement.

Article Value:

The article contributes to the improvement of quality in formulating performance evaluation indices and receiving output more effectively.

In this research, we try to identify the barriers of employee performance evaluation system considering the current status of Qazvin Post Office as well as its position in providing customer service. In order to identify the obstacles, the background of the research and then the current status of the post office were investigated and the content analysis method was used for analyzing the data and for screening the content validity rate. In this research, the data collection method was using the background and interview with experts and experts of Qazvin Post Office. For extraction of barriers, open and axial coding was used and finally, validation was done by content validity rate and by distributing questionnaires and interviewing 14 experts in the post office. The preliminary findings of the study showed that 50 barriers were identified and in the next step the axial coding was reduced to 20. In terms of the content validity rate, 30 obstacles with a rate of validity of less than 51 were rejected. The results showed that the following barriers with the highest rate of validity were identified as the main obstacles: lack of customer feedback in the evaluation score, lack of access to all customers in the survey, accuracy and bias of the evaluator, evaluation of all employees with each grade in a category, Lack of employee attention to evaluation score, one-step evaluation, lack of familiarity of evaluators with appropriate methods of evaluation

In this ever-changing world, information technology (IT) is a must for the survival of a company, and the functions of IT department is becoming increasingly important. The assessment of IT department is critical to understand how the department contributes to organizational and strategic goals. Because IT department performs many tasks that cannot simply be measured by monetary units, evaluation methods that solely rely on financial measures are not adequate. The objective of this study is to construct an approach based on the fuzzy analytic hierarchy process (FAHP) and balanced scorecard (BSC) for evaluating an IT department in the company studied. The BSC concept is applied to define the hierarchy with four major perspectives (i.e. financial, customer, internal business process, and learning and growth), and performance indicators are selected for each perspective. A fuzzy AHP (FAHP) approach is then proposed in order to tolerate vagueness and ambiguity of information. A FAHP information system is finally constructed to facilitate the solving process. The results provide guidance to IT departments in the Industry Case Study regarding strategies for improving department performance. The constructed information system is suggested to be a good tool for solving other multiple-criteria decision-making problems.

Enhancing the effectiveness and promoting the capabilities of organizations require committed, effective and motivated employees. This is the most essential strategic advantage of an organization in this turbulent and rapidly changing environment. This research is intended to design a model and appropriate criteria for employees performance evaluation for the employees of Sepah missioned outside. This is an applied research which follows a descriptive survey method. Research population includes 50 experts, elites, and experienced specialists through complete enumeration survey method. The validity of the research instruments was verified by experts (10 scientific experts and 50 experienced and organizational persons). The reliability of the research instruments was confirmed by Cronbach’s alpha resulting in coefficients of more than 0.07 for all indicators. The result was a localized model composed of 6 aspects, 23 components, and 92 indicators. the general aspect included 4 components and 18 indicators, and the specific aspect contained 19 components and 73 indicators (political-security: 4 components and 17 indicators, economic: 5 components and 19 indicators, military: 4 components and 15 indicators, cultural-social: 4 components and 15 indicators, service: 2 components and 8 indicators).

The aim of this study was to assess the current status of the employee performance evaluation system in terms of content (performance indicators) and performance (evaluation methods, evaluation period, their evaluation and use of evaluation results), identify problems and bottlenecks in the performance evaluation of employees and provides more efficient model to evaluate the performance of employees. This research method is descriptive - survey and applied. The populations of the study were all employees in the sales department and after-sales service of vehicles (a total of 647 people) and by using a random sampling, 151 samples were obtained. By a questioner data collocation is run and the content validity of the questionnaire has been approved by the faculty members. Also its reliability coefficient was calculated by cronbach alpha and showed 0.97 percent. Collected Information using a descriptive and inferential statistics (paired test) were analyzed. Research findings show that in general existing and proposed condition between the performance appraisal system, and the staffs there are significant differences.

Context and The objective of this study is to develop a model for assessment of police stations chief’s performance. Applying the new approaches such as knowledge-orientation and society-orientation in the police activities requires more revising of performance assessment model. In this study, considering the importance of police station chiefs, assessment of performance of this level of managers has been studied. For this purpose, an initial and relatively integrated model of performance aspects, elements and indices based on observations and studies of researcher has been suggested. Two questionnaires were designed for validation of model. The first questionnaire was distributed for validation of aspects and elements among 24 persons and the second questionnaire for validation of indices among 186 staff experts and police commanders. The data was analyzed by means of t-test and paired student t test. Findings and The summary of results indicates that the aspects, elements and indices of model have been certified by the experts. Also, the status quo of inappropriate indices and importance of all aspects, elements and indices is high. According to the results, among the elements, human-orientation has lower significance. However, care index in human-orientation element has relatively high importance. As well as, in knowledge-orientation element, the indices related to awareness and informing have higher significance than learning and innovation. Among the indices of performance results, quality of services, peoples’ trust to the police and internal communications have lower significance than the other indices. In general, all elements and indices are significant and in the status quo, only value-orientation element is paid attention adequately.

In most of the international conferences about productivity, it has been stated that the level of productivity, particularly that of human resources, is low in various economic parts of the developing countries. The issue of increasing population is also another factor. Almost all of the connoisseurs and top managers of the world’s industries, in justifying the importance of the role of the people compared with capital and technology, claim that there are three important factors in increasing productivity, and human being is the most important factor, so in top-industrialized communities, the purpose and the kind of culture are based upon QWL and human relationships, respectively. They believe that capital and technology can be provided as a loan and by purchase, but we can neither borrow human beings nor buy them. Human beings should be trained as the main capitals of the developing countries, and they should be motivated. Therefore, in this paper, the authors have tried to survey the mutual relationship between productivity and the quality of work life in human resources. They have concluded that by increasing the quality of work life, the productivity also increases.

Nowadays, organizations in a competitive environment need an efficient and integrated system of resources in order to rich more quality and speed in product and service's delivery. One of the main problems to implement ERP is the lack of coordination and relevance with business process reengineering (BPR). Successful implementation of BPR inspired by strategic planning and top management support led to the successful implementation of the ERP and subsequently strong correlation with the results of performance evaluation in the organization which is the main objective of the study. In order to achieve the research objectives, experienced executives and experts of four companies working under continuous mass production (ZobAhan Esfahan, Sain Abhar, Goltash Esfahan and Paksan Tehran) were selected to answer the research instruments. The instruments have been used in this research were: Questionnaire to production strategic planning and reengineering business processes along with questionnaire to select and implement ERP application solutions and performance evaluation. The research data were analyzed using Pearson’s correlation coefficient test in LISREL 8.53.The results show that the standard correlation coefficient between the two concepts of performance measurement and production strategy is (0.90) which is in contrast to what the foreign papers show. Afterwards, the highest correlation between performance measures and ERP project is very close to the same number that is (89/0). This confirms a profound impact of successful selection and implementation of ERP on performance indicators of organization.

uman resources of military organizations compared with the hysical equipment and facilities specially in those countries which re not manufactures of strategic weapons are of great significance, which require army staff commanders and planners to passes knowledge and skill requirements to manage such strategic resources and thereby they can compensate for any probable deficiencies originating from political issues and exploit human resources to produce them. As a quantitative field and library research, this study engaged staff officers who were encouraged to attempt a questionnaire through stratified random sampling. The results indicated that the annual assessment process enhanced their performance and factors such as individual capabilities, motivation, organizational commitment, and discipline should, respectively, receive prime attention. Furthermore, human resources should be given due attention in terms of recruitment, maintenance, training and exploitation in a bid to manage them.

The aim of this survey study was to explore appropriate criteria for the evaluation process of the school administration using teacher and administrator’s perspectives. Two sample of n=40 high school principals and n=183 high school teachers were selected in Shahrekord city using randomized multi-stage sampling method. Participants were asked to rate on Likert’s five-division scales of a researcher made inventory(Chronbach’s alpha=0.93).The data were analyzed using One- sample T-test, One way ANOVA and MANOVA. Results were highlighted the educational affairs as the most significant variable, whereas financials, equipments, staff affairs, student affairs and school atmospheres were appeared in the next 2 to 6 levels respectively. Significantly differences were also evident among views of individuals with different job positions, while no significant differences were found for gender, educational degrees and job experiences.