اخبار و اعلانات
آمار
| تعداد نشریات | 38 |
| تعداد شماره‌ها | 1,252 |
| تعداد مقالات | 9,075 |
| تعداد مشاهده مقاله | 8,182,866 |
| تعداد دریافت فایل اصل مقاله | 4,940,359 |
بررسی ابعاد اقتضایی نظام ارزیابی عملکرد کارکنان کلیدی با رویکرد معماری منابع انسانی | ||
| پژوهش‌های مدیریت منابع انسانی | ||
| مقاله 2، دوره 10، شماره 4 - شماره پیاپی 34، اسفند 1397، صفحه 25-50 اصل مقاله (1.17 M) | ||
| نوع مقاله: مقاله پژوهشی | ||
| نویسندگان | ||
| سید محسن زارع1؛ علی شائمی برزکی* 2؛ محمد اسماعیل انصاری2؛ مهدی ابزری2 | ||
| 1دانشجوی دکتری مدیریت بازرگانی گرایش رفتار سازمانی و مدیریت منابع انسانی گروه مدیریت، دانشکده علوم اداری و اقتصاد، دانشگاه اصفهان اصفهان ایران | ||
| 2دانشیار گروه مدیریت، دانشکده علوم اداری و اقتصاد، دانشگاه اصفهان اصفهان ایران | ||
| تاریخ دریافت: 17 تیر 1397، تاریخ بازنگری: 23 شهریور 1397، تاریخ پذیرش: 23 بهمن 1397 | ||
| 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 | ||
| سرمایه انسانی؛ معماری منابع انسانی؛ ارزیابی عملکرد؛ کارکنان کلیدی | ||
| عنوان مقاله [English] | ||
| An Investigation of the Contingency Dimensions of Performance Evaluation Systems of Key Employees through Human Resource Architecture | ||
| نویسندگان [English] | ||
| Sayyed Mohsen Zare1؛ Ali Shaemi Barzoki2؛ Mohammad Esmaeil Ansari2؛ Mehdi Abzari2 | ||
| 1Department of Management, Faculty of Administrative Sciences and Economics, University of Isfahan | ||
| 2Department 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 | ||
| مراجع | ||
|
استوارت، گرت ال و براون، کنت جی (1395)، مدیریت منابع انسانی پیوند راهبرد و عمل، ترجمه سیدمحمداعرابی و مرجان فیاضی، تهران: مهکامه. اعرابی، سیدمحمد و فیاضی، مرجان (1393)، راهبرد منابع انسانی، تهران: انستیتو ایز ایران. بامبرگر، پیتر و مشولم، لن (1394)، تدوین، اجرا و آثار راهبرد منابع انسانی، ترجمه علی پارساییان و سیدمحمد اعرابی، تهران: دفتر پژوهش های فرهنگی. رابینز، استیفن پی و جاج، تیموتی ای (1396)، مدیریت رفتار سازمانی، ترجمه مهدی زارع، تهران: انتشارات نص. قلیپور، آرین (1395)، مدیریت منابع انسانی (مفاهم، تئوری‌ها و کاربردها)، تهران: سازمان مطالعه و تدوین کتب علوم انسانی دانشگاه‌ها (سمت). Amygdalos, C.; Bara, N. and Moisiadis, G., (2014), Performance Appraisal in Greek Public Sector, Procedia-Social and Behavioral Sciences, 148, 501-506. Armstrong, M. and Taylor, S., (2014), Armstrong's handbook of human resource management practice, Kogan Page Publishers. Baron, A., (2008), Human capital management: Achieving added value through people, Kogan Page Publishers. Becker, B. E. and Huselid, M. A., (2006), Strategic human resources management: where do we go from here? Journal of Management, 32(6), 898-925. Becker, B.; Huselid, M. and Beatty, R., (2009), The differentiated workforce: Transforming talent into strategic impact, Boston: Harvard Business Press. Boon, C., Eckardt, R., Lepak, D. P. and Boselie, P., (2018), Integrating strategic human capital and strategic human resource management, The International Journal of Human Resource Management, 29(1), 34-67. Boxall, P. and Purcell, J., (2011), Strategy and human resource management, Palgrave: Macmillan. Bryant, P. C., (2009), The Human Resource Architecture of Emerging Organaization, A Dissertation Presented for the Doctor of Philosophy Degree, The University of Memphis. Castellano, W. G., (2010), Contract human capital human resource architecture. Rutgers. Cornachione, E. B., (2010), Investing in human capital: Integrating intellectual capital architecture and utility theory,The Journal of Human Resource and Adult Learning, 6(1), 29-40. Deloitte, (2009),Your next move: Strategic workforce planning in the public sector, Retrieved August 11, 2011, from Deloitte: http://www.deloitte.com/assets/Dcom-Canada/Local%20Assets/Documents/ca_en_consulting_PSWorkforceplanning_june09.pdf DeNisi, A. S., & Murphy, K. R., (2017), Performance appraisal and performance management:100 years of progress? Journal of Applied Psychology, 102(3), 421-435. Díaz-Fernández, M.; López-Cabrales, A. and Valle-Cabrera, R., (2014), A contingent approach to the role of human capital and competencies on firm strategy, BRQ Business Research Quarterly, 17(3), 205-222. Evans, S., and Tourish, D., (2017), Agency theory and performance appraisal: How bad theory damages learning and contributes to bad management practice, Management Learning, 48(3), 271-291. Galabova, L. and McKie, L., (2013), The five fingers of my hand: Human capital and well-being in SMEs, Personnel Review, 42 (6), 662-683. Gelens, J.; Dries, N.; Hofmans, J. and Pepermans, R., (2015), Affective commitment of employees designated as talent: Signalling perceived organisational support, European Journal of International Management, 9(1), 9-27. Gong, Y.; Law, K. S.; Chang, S. and Xin, K. R., (2009), Human resources management and firm performance: The differential role of managerial affective and continuance commitment, Journal of Applied Psychology, 94(1), 263–275. Guta. A. L., (2014), Measuring organizational learning: Model testing in two Romanian universities, Management and Marketing, 9(3), 253‐282. Hietela, K., (2006), General Framework for Long–Term Social Impact Evaluation of an Employment Strategy Sub-reports: Human Capital, Ministry of Labor, USA. Hitt, M. A. and Duane, R., (2002), The essence of strategic leadership: Managing human and social capital, Journal of Leadership and Organizational Studies, 9(1), 3-14. Huselid, M. A. and Becker, B. E., (2011), Bridging micro and macro domains: Workforce differentiation and strategic human resource management, Journal of Management, 37(2), 421-428. Jackson, S. E., Schuler, R. S. and Jiang, K., (2014), An aspirational framework for strategic human resource management, Academy of Management Annals, 8 (1),1-56. Kang, S. C.; Morris, S. S. and Snell, S. A., (2007), Relational archetypes, organizational learning, and value creation: Extending the human resource architecture, Academy of Management Review, 32(1), 236-256. Khilji, S. E.; Tarique, I. and Schuler, R. S., (2015), Incorporating the macro view in global talent management, Human Resource Management Review, 25(3), 236-248. Lawshe, C. H., (1975), A quantitative approach to content validity, Personnel Psychology, 28(4), 563-575. Lepak, D. P. and Snell, S. A., (1999), The human resource architecture: Toward a theory of human capital allocation and development, Academy of Management Review, 24(1), 31-48. Lepak, D. P. and Snell, S. A., (2002), Examining the human resource architecture: The relationships among human capital, employment, and human resource configurations, Journal of Management, 28(4), 517-543. Lepak, D. P., Jiang, K. and Ployhart, R., (2017), HR strategy, structure, and architecture. In C. Cooper, & P. Sparrow (Eds.), A research agenda for human resource management (23–38), Cheltenham, UK: Edward Elgar. Lusthaus, C., (2002). Organizational assessment: A framework for improving performance: IDRC. Lόpez‐Cabrales, Á.; Real, J. C. and Valle, R., (2011), Relationships between human resource management practices and organizational learning capability: The mediating role of human capital, Personnel Review, 40(3), 344‐363. Malik, A. R. and Singh, P., (2014), High potential ‘programs: Let's hear it for ‘B’ players, Human Resource Management Review, 24(4), 330-346. Messersmith, J. G., Kim, K. Y., and Patel, P. C., (2018), Pulling in different directions? Exploring the relationship between vertical pay dispersion and high‐performance work systems, Human Resource Management, 57(1), 127-143. Moon, C.; Lee, J. and Lim, S., (2010), A performance appraisal and promotion ranking system based on fuzzy logic: An implementation case in military organizations, Applied Soft Computing, 10(2), 512-519. Morris, S., Snell, S., & Björkman, I., (2016), An architectural framework for global talent management, Journal of International Business Studies, 47(6), 723-747. Norris, S., (2015), The Future of Employee Involvement in Human Resource Management: Idiosyncratic Deals and the HR Architecture of the Firm (Bachelor's thesis, University of Twente). Ployhart, R. E. and Hale, D., (2014), The fascinating psychological micro foundations of strategy and competitive advantage, Annual Review of Organizational Psychology and Organizational Behavior, 1(1), 145–172. Porter, M. E., (1985), Competitive advantage, New York: Macmillan. Ruel, H. J.; Bondarouk, T. V. and Van der Velde, M., (2007), The contribution of e-HRM to HRM effectiveness: Results from a quantitative study in a Dutch Ministry, Employee relations, 29(3), 280-291. Seyyedjavadin, S. R. and Hossein Zadeh, M., (2009), HR Strategy and its aligning with organizational strategy and human capabilities. Iranian Journal of Management Studies, 2, 5-29. Sharma, A., (1997), Professional as agent: Knowledge asymmetry in agency exchange, Academy of Management Review, 22(1), 758-798. Sharma, A., & Sharma, T., (2017), HR analytics and performance appraisal system: A conceptual framework for employee performance improvement, Management Research Review, 40(6), 684-697. Snell, S. A.; Youndt, M. A. and Wright, P. M., (1996), Establishing a framework for research in strategic human resource management: Merging resource theory and organizational learning, In G. Ferris (Ed.), Research in personnel and human resources management (Vol. 14, pp. 61–90), Greenwich Conn: JAI Press Snell, S.; Bohlander, G. W. and Bohlander, G., (2010), Principles of human resource management, South-Western Cengage Learning. Soltani, E.; Gennard, J.; Van der Meer, R. B. and Williams, T., (2004), HR performance evaluation in the context of TQM: A review of the literature, International Journal of Quality & Reliability Management, 21(4), 377-396. Soltani, E.; Gennard, J.; Van der Meer, R. B. and Williams, T., (2004), HR performance evaluation in the context of TQM: A review of the literature, International Journal of Quality & Reliability Management, 21(4), 377-396. Vihari, N. S.; Singh, B. and Rao, M. K., (2016), Relationship between human capital management and organizational performance: An empirical evidence from select Indian banks, International Journal Learning and Intellectual Capital, 13(1), 1–26. Weis, P. and Schaefer, R., (2012), Enhancing recognition as HR-Business Partner by implementing Workforce-Differentiation? Journal of Applied Leadership and Management, 1, 53-76 | ||
|
آمار تعداد مشاهده مقاله: 1,439 تعداد دریافت فایل اصل مقاله: 2,741 |
||