جستجوی مقالات مرتبط با کلیدواژه « مدیریت عملکرد » در نشریات گروه « مدیریت »

The purpose of this research is to design a human resources performance management model based on individual differences and the fit between the individual and the organization, with a personalized approach in Tehran Municipality. The current research is of a qualitative type and the purpose of the research is developmental. The community of experts is the senior managers of the 124 districts and human resources of Tehran municipality, who have conducted a semi-structured interview with twelve of them using a purposeful sampling method and in the form of a snowball until the theoretical saturation limit is reached. Twelve sub-themes, four organized themes and two overarching themes have been formed by the theme analysis method at the individual level. At the group level, thirteen sub-themes are organized in five theme categories and defined in two overarching theme categories. At the organizational level, forty-nine sub themes have emerged in eighteen themes, organized in the framework of six overarching themes. This article theorizes the phenomenon of human resource management based on individual differences and the fit of the individual with the organization. According to this theory, the management of human resource performance is different for different people in the same organization. This method seeks to attract, develop and maintain better human resources and provides high flexibility between human resources and the organization, which in general provides better performance of human resources at three levels. This theory is based on the theory of individual differences and the fit of the individual with the organization. The presented model offers better flexibility and performance than previous models.

The purpose of the current research is to provide a performance management model for managers in Iran's National Oil Company. To achieve this goal, the factors were identified using a qualitative approach. The research community includes all the heads and experts working in the National Oil Company, and the research sample was selected from among the people working in the National Oil Company. The sampling method was non-probability of the judgment type. In this research, systematic literature method (SLR) and Delphi technique have been used. Kendall's correlation coefficient was used to analyze the data and reach the consensus of the members. The selected articles and documents were evaluated in terms of quality in the systematic literature method (SLR), and in the Delphi section, the opinions of 25 experts including managers, heads and experts of the National Iranian Oil Company in the field of human resources were used. So that 235 concepts extracted through a systematic review of the literature in the form of a questionnaire and in several rounds of Delphi and finally in the form of 6 dimensions (intra-organizational, external-organizational, input elements, individual factors, performance management process, results) and 25 components. , the identification factors and performance management model of managers of National Iranian Oil Company were presented.

Considering the existence of many challenges and weaknesses in the area of performance management in line with the sustainable human resources development in the agricultural department of Tehran province, the recognition of the criteria and sub-criteria of performance management in line with the sustainable human resources development requires more observations. Identifying these criteria and sub-criteria is of much importance given the conditions of the region. We used the qualitative approach of semi-structured interviews and focus group to identify performance management criteria and sub-criteria in line with sustainable human resources development. In the literature review step, we identified five dimensions for performance management and six dimensions for the sustainable human resources development. Then, we conducted the semi-structure interviews with experts. Through a systematic coding approach, we analyzed the points of view of the interviewers and focus groups. Finally, three dimensions for performance management and four dimensions for sustainable human resource development were confirmed. Then 25 sub-criteria for performance management in line with the development of sustainable human resources were extracted in the agricultural department of Tehran province that formed the conceptual model of the research. Based on the findings of research the authors recommend that the planners of the agricultural department of Tehran province take into consideration the criteria and sub-criteria of the performance management in line with the development of sustainable human resources.

research is to present a model for the foundation of the process of managing the performance of the employees of the country's tax affairs organization with the approach of Islamic values. This research was conducted in terms of purpose and developmental nature using a mixed qualitative and quantitative method. The statistical population of the qualitative section includes people with opinions related to the Tax Affairs Organization of the country, and in the quantitative section, a sample of 360 people were selected from experts and employees of the Tax Affairs Organization of Tehran. A semi-structured in-depth interview was used in the qualitative part and a researcher's questionnaire was used in the quantitative part. The result of the research is a combination of interview data and literature study, and in the form of a suitable platform for updating the performance management process of employees of the country's tax affairs organization, it has three themes: Islamic and organizational values, goals and strategies of the organization, and professional performance standards. The results showed that this model has sufficient validity and desirability (good fit)..

The purpose of this research was to design and explain the performance management model of the employees of the country's tax affairs organization. This present research was conducted in a qualitative (systematic review and theme analysis) and quantitative (structural equations) in terms of its purpose and developmental nature . The statistical population of the qualitative section included people with opinions related to the country's tax affairs organization, including high-ranking employees of the country's tax affairs organization with competency indicators. 12 people were selected as a sample by purposeful and snowball method and at the limit of theoretical saturation.in quantitative part ; 360 employees of the tax affairs organization of Tehran were selected as samples . in the qualitative part of tesis ;a semi-structured interview was used، in the quantitative part; a researcher-made questionnaire was used. Based on the results of a model and framework for managing the performance of employees of the country's tax affairs organization in the form of three dimensions, the basic requirements of employee management, which included the elements of individual factors, general competence and individual competence, the dimension of the background and context of the management of the organization's employees, which includes elements such as organizational values, goals and It has organizational strategies and professional performance standards, and finally, the dimension of organizational growth and development of employee management, which includes the factors of guidance and supervision, performance development, training, monitoring and observation, strengthening motivation and attraction, recruitment and adjustment, with a total of 101 components.

One of the most important human resource issues is employee performance management. An effective performance management system can guide the performance of employees within the goals of the organization and Improve the performance of employees and consequently the organization. The purpose of this study is to explain the dimensions and components of employee performance management through the content of Nahj al-Balaghah. Thematic analysis is employed for this qualitative research. Using theme analysis, 320 basic themes, 86 organizing theme and 8 global themes were extracted. Global themes of performance management include Designing a common vision, Performance indicators of employees and managers, Development of sustainable learning, Promotion of individual growth, Performance monitoring and measurement, service compensation and Punishment of wrongdoers. 7 Organizing themes as designing a common vision, 9 performance indicators for managers, 16 performance indicators for all employees of the organization, 14 organizing themes as indicators of development of sustainable learning, 9 organizing themes as promotion of individual growth, 20 organizing themes as Performance monitoring and measurement, 6 indicators for service compensation and 5 indicators for the Punishment of wrongdoers have been extracted from Nahj al-Balaghah.

 The administrative system in every country is important and reliable because of the direct and face-to-face communication with the various levels of government societies and because a volume of services reaches the people through different channels and departments. A decision of a coherent, efficient, transparent and responsive administrative system is always one of the concerns of statesmen and policy makers of any society. Therefore, from this scope and by examining the key factors, it seems to evaluate the organization's performance and compare it with other organizations. Therefore, the purpose of this research is to investigate the factors affecting performance management. For this purpose, the required data was collected by interviewing 17 selected experts of the Civil Registry Organization and completing 360 questionnaires. Also, in order to find effective factors, structural equation method, factor analysis and Friedman's test were used. The results indicate that, among the extra-organizational factors, there is a cultural/social component, and among the internal factors, there is a management method component, and among the process factors, there is a measurement method component, and among the result factors, there is an individual feedback component, and among the consequential factors. the efficiency component has the highest correlation with performance management.

The purpose of this study is to design and implement an effective performance management system in a public financial Fund using the Socratic method and dialogues. The first stage of the study seeks to intervene using this method while identify performance criteria and indicators and in the second stage, based on the findings of the previous stage, the purpose is to investigate the impact of interventions on staff performance, employees' perception of supervisor’s behaviors in the performance management process, and PM-related behavioral and attitudinal consequences. As an explorative mixed method, this study has used the method of dialogue and questioning approach as an intervention technique to extract the key criteria and performance indicators. In the second stage, in order to investigate the effect of the interventions, a quasi-experimental design with unequl groups consisting of three experimental groups, control 1 and control 2 was used. A sample of 166 people was selected from the three groups so that 53 people were selected for the intervention group, 68 people for the control group 1, and 45 people for the control group 2. In the qualitative stage, performance criteria were identified, reviewed, and modified. In the quasi-experimental study section, post-test results showed that employees who effectively participated in the process of designing and implementing the performance management system performed better than the control groups.

The aim of research is to explain the development model of education performance management system. Concentration to the performance system can play a key role in the development of educational systems Therefore, comprehensive, credible and valid structure design will be a necessary step in this regard. In terms of purpose, this study is an application that has been done by exploratory composite method. In literature, the documentary review method was used and using its results, in-depth interviews was done with 15 experts which were selected by the snowball method. After recording the interviews, the data was qualitatively analyzed by content analysis method. Then, by distributing and collecting the questionnaire among the experts, the data obtained from the questionnaire was analyzed using Excel and Expert Choice software. Finally, the research model was designed by library, internet sources, interviews and experts' opinions, and the dimensions and components of the research were weighted and prioritized using the hierarchical analysis method. The obtained model has seven dimensions: the necessity of formulating strategies, goals and future plans of performance management, examining obstacles, challenges and future opportunities of performance management, evaluating and measuring the current situation of performance management, reforming and developing new methods of performance management, improving and developing infrastructures performance management based on future needs, modification and development of performance management levels based on new infrastructures, review, modification and development of innovative performance management processes and 23 indicators that are designed according to three levels of the organization, managers and employees.

Due to the increasing number of competitors, organizations are increasingly looking for aperformance evaluation system that is effective and dynamic In addition to clarifying an organization's current situation, performance evaluation and management can be an organization's strategic plan that could also determine the organization's future. The purpose of this article is to provide a model for evaluating the performance management of oil and gas companies with a game theory approach. The present research is applied and descriptive research, and its branch of survey. The study population of this research includes all companies which act in the field of oil and gas. The statistical sample of this study consists of 280 people who were randomly selected. In the Recent study, multirariate statistical analysis software was used for analysis in to part: descriptive and inferential, mathematical modeling and shapley value. The results showed that paying attention to the customer's perspective will create the most desirability to achieve the vision, and penetration in new markets with a beta of 0.774 directly affects revenue growth.

The present research was conducted with the aim of evaluating the impact of organizational factors and its role on the quality of the fire department of Tehran Municipality. This research is applied in terms of purpose and descriptive-correlation in terms of method. The statistical population of this research is made up of the employees of Tehran fire department in 1401, whose number is 5257, and they are working in 145 fire stations. Considering the size of the target population, Cochran sampling was used for sampling, and based on simple random sampling, 358 firefighters were selected as a sample. In order to collect data, a researcher-made questionnaire on performance and organizational influencing factors was implemented on the subjects. The reliability of the questionnaires is 0.741 and 0.863, respectively, and their validity has been proven by experts. SPSS and Smart PLS statistical software were used for data analysis. The findings of the research showed that the variables of adaptability, leadership and mission of the organization have a positive effect on the performance of employees; But the factor of communication with stakeholders does not affect the performance of employees. The most effective factor in the implementation of organizational quality is the staff factor.

The purpose of this study was to develop a model for managing the performance of physical education of the Ministry of Oil based on the organizational excellence model. This research is applied in terms of purpose and the data were collected in the field and qualitatively, based on purposive sampling by conducting 22 in-depth interviews with expert participants in sports in the Ministry of Oil. After each interview, codes were extracted. After the 18th interview, the answers were a repetition of the previous interviews. Therefore, the interviews were interrupted. Data analysis was performed by Delphi method and components and indicators of physical education performance management of the Ministry of Oil were identified based on the principles of organizational excellence. Findings showed that 12 components and 37 indicators in the criteria of enablers and 4 components and 12 indicators in the criteria of results help to develop the management of physical education performance of the Ministry of Oil. It can be said that achieving the empowering components will improve the quality of working life, system maturity and the development of organizational productivity in the Ministry of Oil.

One of the key factors for the survival of governments is constant promotion of performance management in their organizations. This means that if governmental organizations sufficiently respond to different needs of the society, they provide the basics for organizational development and growth. Since there was no model in the context of social performance management in governmental organizationsthis study aims to design this model. After approving the model using Delphi technique as well as gaining the opinions of experts in two intervals with over 80% agreement, the model was presented. Next, 10 major dimensions, 39 components, and 136 indexes were extracted as model items. Then, the model was tested by the panel of experts and it was approved. In terms of objective, result, and data, this study is descriptive and applied using both quantitive and qualitative data. The population of this study included governmental organizations of Najaf Abad. In the quantitative section, 94 researcher-made questionnaires were distributed among senior executives. Finally, for data analysis, confirmatory factor analysis and SPSS and Smart-PLs were used. The factor loadings of all items were above 0.4; therefore, the model was reliable. The objective was to present a model for governmental organizations to promote resilience in social accountability and excellence of governmental organizations in productivity.

Nowadays, there are different generations of employees in the workplaces. Each generation has its own characteristics and effective management of these generations is a major challenge for organizations. Therefore, recognizing and understanding these characteristics is essential in order to managing these generations. Performance management is one of the most important functions of human resource management, which in this research has been investigated in generation Z as the generation after generation Y that few studies have been done about it. Therefore, the purpose of this research is to identify the essentials of performance management system of generation Z employees in the capital market.

For this purpose, thematic analysis method has been used as one of the qualitative research methods. The research paradigm is interpretive and semi-structured interviews were used as a research tool to collect raw data from Generation Z employees in the capital market. These employees were selected by purposive sampling of the type of maximum diversity.

Total of 26 interviews after analysis led to the identification of 4 main themes, 12 secondary themes and 114 basic themes, which are based on the four main phases of performance management.

The results show the importance of all four phases of the performance management system for generation Z employees, and if organizations continue to fail to implement the standard of this system, it will bring about destructive outcomes like turnover. Finally, research limitations and suggestions for future research are provided.

Models for public sector organizations performance management have ignored the role of leadership. In other words, there is no consistency between leadership in performance management models and its concept in the theoretical foundations of organizational behavior management. Thus, this research aims to design a model for Iranian public sector organizations performance management with an emphasis on leadership as a driver. The methodology of this research is design science. First, 240 literature sources on performance management (at the organizational level) and leadership were reviewed, classified and thematically analyzed. The same process was followed for semi-structured interviews with experts. Experts were selected by snowball sampling technique according to scientific, experimental and perceptual conditions. Then, using thematic analysis, a new performance management model based on leadership as a driver was designed. The proposed model categorized the components into three levels: ten elements for the first level (performance management main components) and at the second and third levels, leadership consists of 3 dimensions and 14 sub-components, respectively: leadership traits (5 sub-components), leadership behaviors (5 sub-components), context in the form of leadership neutralizers and substitutes (4 sub-components). It is necessary to pay attention to these components in the Iranian public sector organizations PM model.

One of the most prominent functions of human resource management in organizations is employee performance management, which plays an important role as a lever point in the change, transformation and development of the organization. The present study aims to design a model of employee performance management in the national aviation industry.The present study is based on philosophy, interpretation, inductive approach, case study strategy, complex hybrid methodology, one-time cross-sectional horizon, and techniques and processes using interviews and expert questionnaires. The statistical population of the study included university professors and experts from senior human resource managers of companies active in the national aviation industry. The statistical sample was selected by a purposeful judgment method of 14 people and continued until the stage of theoretical saturation of data. Data collection tools in this study include a semi-structured interview and an expert-based questionnaire. To ensure the validity of the research tool, the criterion of acceptability and verifiable validity was used by the interview participants. The retest method was used to calculate the reliability of the research tool. The test reliability of the test was 87.71%. Data analysis was performed in the qualitative part by thematic analysis method and in the quantitative part by structural-interpretive modeling (ISM).The results of the content analysis resulted in the identification of themes and categories related to employee performance management, which is formed in the form of five comprehensive categories: drivers, planning, actions, drivers of effectiveness, and outcomes of performance management.

One of the most important challenges of human resource management is implementation of administrative integrity. administrative integrity is a situation in which, administrative integrity has decreased highly and one of the signs of administrative integrity is proper use of resources, specially human resources. If management and organization recognizes most roots of administrative violations, could develop administrative integrity. Hence because of role and importance of performance management system in development of administrative integrity, in this research we are going to identify components of performance management system to develop administrative integrity in public organizations. The approach of research is qualitative and the method is theme analysis and to extract criteria and components of training system to develop administrative integrity, interviews have been done with experts of the administrative and recruitment organization using purposive sampling method. The ideal components of performance management system to develop administrative integrity is extracted in format of 7 main theme, 19 subsidiary theme and 54 concepts and results showed that characteristics of performance management system to develop administrative integrity includes transparency, justice, ethics, legality, prevention and professionalism.

About a decade has passed since the establishment and implementation of the current performance management system of Iranian public sector organizations according to the criteria of the Civil Service Management Act. Nevertheless, this system has not been scientifically and comprehensively pathologized. Since the possible failures and shortcomings of the current system will cause deep performance gaps if they are placed together and continue, so the purpose of the present research is the pathology of the mentioned system. First, the literature on performance management (at the organizational level) was studied and the selected sources were reviewed, classified, and thematically analyzed. Then, semi-structured interviews with nineteen performance management experts in public sector organizations were conducted based on the extracted themes. Experts were identified by snowball technique considering scientific, experimental and perceptual conditions. Subsequently, inductive thematic analysis of the interviews data and pathology were performed. In this phase, 500 codes were assigned to the data. Findings of this research include a global theme (the failures of mentioned system), 6 organizing themes (major failures including planning problems, legal and contextual deficiencies, proficiency problems and poor insight, conflict of interest problems, executive and logistical deficiencies, theoretical problems in the current model) and 55 basic themes (minor failures). Considering the variety, multiplicity and scope of the mentioned failures, corrective measures should be taken with the participation of various specialties in the field of management knowledge. Some reforms are possible within this system, while others require improvements in other subsystems of the Iranian administrative system.