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Zare, S., Shaemi Barzoki, A., Ansari, M., Abzari, M. (2019). An Investigation of the Contingency Dimensions of Performance Evaluation Systems of Key Employees through Human Resource Architecture. Electronic and Cyber Defense, 10(4), 25-50.
Sayyed Mohsen Zare; Ali Shaemi Barzoki; Mohammad Esmaeil Ansari; Mehdi Abzari. "An Investigation of the Contingency Dimensions of Performance Evaluation Systems of Key Employees through Human Resource Architecture". Electronic and Cyber Defense, 10, 4, 2019, 25-50.
Zare, S., Shaemi Barzoki, A., Ansari, M., Abzari, M. (2019). 'An Investigation of the Contingency Dimensions of Performance Evaluation Systems of Key Employees through Human Resource Architecture', Electronic and Cyber Defense, 10(4), pp. 25-50.
Zare, S., Shaemi Barzoki, A., Ansari, M., Abzari, M. An Investigation of the Contingency Dimensions of Performance Evaluation Systems of Key Employees through Human Resource Architecture. Electronic and Cyber Defense, 2019; 10(4): 25-50.

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

پژوهش‌های مدیریت منابع انسانی
Article 2, Volume 10, Issue 4 - Serial Number 34, February 2019, Pages 25-50    PDF (1.17 M)
Document Type: Research Paper
Authors
Sayyed Mohsen Zare1; Ali Shaemi Barzoki* 2; Mohammad Esmaeil Ansari1; Mehdi Abzari1
1Department of Management, Faculty of Administrative Sciences and Economics, University of Isfahan
2Department of Management, Faculty of Administrative sciences and Economics, University of Isfahan.
Receive Date: 08 July 2018,  Revise Date: 14 September 2018,  Accept Date: 12 February 2019 
Abstract
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.
Keywords
human capital; human resource architecture; performance evaluation; key employees
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