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soltani, M., aliani, M. (2017). 1A Comparative and Analytic Study of Performance Evaluation System and Competence Evaluation System at Organizations. Electronic and Cyber Defense, 9(1), 157-182.
mohammadraza soltani; mousa aliani. "1A Comparative and Analytic Study of Performance Evaluation System and Competence Evaluation System at Organizations". Electronic and Cyber Defense, 9, 1, 2017, 157-182.
soltani, M., aliani, M. (2017). '1A Comparative and Analytic Study of Performance Evaluation System and Competence Evaluation System at Organizations', Electronic and Cyber Defense, 9(1), pp. 157-182.
soltani, M., aliani, M. 1A Comparative and Analytic Study of Performance Evaluation System and Competence Evaluation System at Organizations. Electronic and Cyber Defense, 2017; 9(1): 157-182.

1A Comparative and Analytic Study of Performance Evaluation System and Competence Evaluation System at Organizations

پژوهش‌های مدیریت منابع انسانی
Article 7, Volume 9, Issue 1 - Serial Number 27, June 2017, Pages 157-182    PDF (571.93 K)
Document Type: Research Paper
Authors
mohammadraza soltani; mousa aliani*
Receive Date: 20 January 2017,  Accept Date: 17 May 2017 
Abstract
Detecting competent employees, giving rewards to them, and motivating them to have better performance are the main reasons for performance evaluation. In the past, managers conducted performance evaluation only for controlling the employees. However, its guiding and advisory aspects are more prominent these days. This research is mainly aimed at providing a framework for comparing two evaluation systems in a certain military organization. This is an applied research which follows descriptive-analytical method. Research population includes 108 human resource officials and performance evaluation experts. The sample covers all research population. The population is composed of people who realize both evaluation systems. The results indicated that competency evaluation system of this organization is in a better position than its performance evaluation in all three aspects: the mean for entrance = 3.78, the mean for process = 3.82, and the mean for leaving = 3.64. 
Keywords
performance evaluation; Performance Management; competence evaluation
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