بررسی ابعاد اقتضایی نظام ارزیابی عملکرد کارکنان کلیدی با رویکرد معماری منابع انسانی

نوع مقاله: مقاله پژوهشی

نویسندگان

1 دانشجوی دکتری مدیریت بازرگانی گرایش رفتار سازمانی و مدیریت منابع انسانی گروه مدیریت، دانشکده علوم اداری و اقتصاد، دانشگاه اصفهان اصفهان ایران

2 دانشیار گروه مدیریت، دانشکده علوم اداری و اقتصاد، دانشگاه اصفهان اصفهان ایران

چکیده

پژوهش حاضر با هدف بررسی ابعاد اقتضایی نظام ارزیابی عملکرد کارکنان کلیدی در دو مرحله انجام شده است. مرحله اول با هدف شناسایی، دسته­بندی و چیدمان مشاغل مختلف در شهرداری اصفهان انجام شد. در این مرحله ابتدا با استفاده از پانل متخصصین، گروه‌بندی مشاغل انجام و داده­ها براساس پرسشنامه بومی‌شده از جامعه خبرگان جمع­آوری شده است. روایی پرسشنامه ازطریق نسبت روایی محتوی و شاخص روایی محتوی و پایایی آن ازطریق آلفای کرونباخ مورد تأیید قرار گرفته و برای تحلیل داده­ها از تحلیل پراکندگی میانگین استفاده شده است. نتایج پژوهش نشان می­دهد 364 شغل شناسایی‌شده در شهرداری اصفهان، قائل به دسته­بندی در سه گروه کارکنان کلیدی، کارکنان سنتی و کارکنان قراردادی است. در مرحله دوم ابعاد اقتضایی نظام ارزیابی عملکرد کارکنان کلیدی، شناسایی و با استفاده از پرسشنامه محقق­ساخته مورد آزمون قرار گرفته است. روایی پرسشنامه توسط روایی همگرا و واگرا و پایایی آن ازطریق آلفای کرونباخ، بررسی و برای تحلیل داده­ها از معادلات ساختاری و میانگین یک­طرفه استفاده شده است. براساس نتایج این مرحله نظام ارزیابی عملکرد کارکنان کلیدی شامل شاخص­های عینی و مبتنی‌بر فرایند، روش ارزیابی نسبی همراه با توزیع آزاد و ورودی­های گسترده با زمان­بندی بلندمدت است.

کلیدواژه‌ها


عنوان مقاله [English]

An Investigation of the Contingency Dimensions of Performance Evaluation Systems of Key Employees through Human Resource Architecture

نویسندگان [English]

  • Sayyed Mohsen Zare 1
  • Ali Shaemi Barzoki 2
  • Mohammad Esmaeil Ansari 2
  • Mehdi Abzari 2
1 Department of Management, Faculty of Administrative Sciences and Economics, University of Isfahan
2 Department of Management, Faculty of Administrative sciences and Economics, University of Isfahan.
چکیده [English]

The purpose of this research is to investigate the contingency dimensions of the key employees’ performance evaluation systems in two phases. The first phase is devoted to identifying, categorizing, and arranging different businesses settings in Isfahan municipality. Using the panel of experts at this stage, the jobs were grouped and the data was collected through localized community questionnaire from the experts community. The questionnaire was validated through content validity and content validity indicators, and its reliability was confirmed by Cronbach's alpha. Data analysis was conducted by mean scatter analysis. The results of this study indicated that 364 jobs identified in Isfahan municipality can be categorized into three groups of key personnel, traditional employees and hired employees. In the second phase, the contingency dimensions of the key performance evaluation system were identified. They were tested by a researcher-made questionnaire. The validity of the questionnaire was tested by convergent and divergent validities, and its reliability was tested by Cronbach's alpha. Structural equation and one-way mean calculation were used for data analysis. The findings of this phase included the key performance evaluation system consisting of objective and process-based indicators, a relative evaluation method through free distribution and extensive inputs with long-term scheduling.

کلیدواژه‌ها [English]

  • human Capital
  • Human Resource Architecture
  • performance evaluation
  • Key Employees

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