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shams zare, M., Tahmasbi, R., yazdani, H. (2018). Evaluating the Maturity of Human Resource Management Processes Based on Philips Model. Electronic and Cyber Defense, 10(1), 1-24.
Milad shams zare; Reza Tahmasbi; hamid reza yazdani. "Evaluating the Maturity of Human Resource Management Processes Based on Philips Model". Electronic and Cyber Defense, 10, 1, 2018, 1-24.
shams zare, M., Tahmasbi, R., yazdani, H. (2018). 'Evaluating the Maturity of Human Resource Management Processes Based on Philips Model', Electronic and Cyber Defense, 10(1), pp. 1-24.
shams zare, M., Tahmasbi, R., yazdani, H. Evaluating the Maturity of Human Resource Management Processes Based on Philips Model. Electronic and Cyber Defense, 2018; 10(1): 1-24.

Evaluating the Maturity of Human Resource Management Processes Based on Philips Model

پژوهش‌های مدیریت منابع انسانی
Article 1, Volume 10, Issue 1 - Serial Number 31, June 2018, Pages 1-24    PDF (871.28 K)
Document Type: Research Paper
Authors
Milad shams zare* ; Reza Tahmasbi; hamid reza yazdani
Receive Date: 13 September 2017,  Revise Date: 23 October 2017,  Accept Date: 20 February 2018 
Abstract
Given the increasing importance of human resources as the most essential asset of the organization, evaluating and improving HRM processes is critical to achieve the goals of organizations. This research is intended to evaluate the maturity of human resources management processes of Saze Gostar of Saipa Company based on Philips human resource model, and provide suggestions for its improvement. This is an applied research containing a descriptive practice-oriented case study. The data was collected through interviews with the experts at HR departments, as well as reviewing the organizational documents. The results of data analysis illustrated that the overall average of maturity of HRM processes in organizations was at level two. The process of HR systems and data management was at the highest level with the score of five, and the processes of organizational development capability, talent management and reward and appreciation reached the lowest level with a score of one. HR processes, staff development, immunity and health, as well as internal and external communications were at level 3. Personnel and performance management processes got a score of two. Considering the functional gaps indicated by evaluation results, the researchers made some suggestions for the implementation of projects for the improvement and promotion of the organization.
Keywords
human resource management; human resource maturity process; Philips model; human resource excellence
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