پیوندهای مفید
اخبار و اعلانات
آمار
| تعداد نشریات | 41 |
| تعداد شماره‌ها | 1,156 |
| تعداد مقالات | 9,940 |
| تعداد مشاهده مقاله | 18,532,097 |
| تعداد دریافت فایل اصل مقاله | 12,854,747 |
طراحی نظام ارزیابی عملکرد شایسته محور با رویکرد جانشین‌پروری | ||
| مدیریت سازمان‌های دولتی | ||
| مقاله 6، دوره 6، شماره 2 (پیاپی 22)، فروردین 1397، صفحه 95-108 اصل مقاله (958.23 K) | ||
| نوع مقاله: توصیفی | ||
| نویسندگان | ||
| عبداله کریمی1؛ هادی تیموری* 1؛ آرش شاهین1؛ علی شائمی برزکی2 | ||
| 1گروه مدیریت، دانشکده علوم اداری و اقتصاد، دانشگاه اصفهان، اصفهان، ایران | ||
| 2گروه مدیریت، دانشکده علوم اداری و اقتصاد ،دانشگاه اصفهان، اصفهان، ایران | ||
| چکیده | ||
| هدف پژوهش حاضر طراحی نظام ارزیابی عملکرد شایسته محور با رویکرد جانشین پروری می باشد. روش این پژوهش کیفی–کمی (آمیخته) و جامعه آماری آن در بخش کیفی شامل خبرگان و متخصصین دانشگاهی در حوزه منابع انسانی و مدیران ارشد بانک صادرات ایران و در بخش کمی شامل کارشناسان و مدیران سطوح مختلف بانک صادرات ایران شهر اصفهان است. روش نمونه گیری در بخش مطالعه کیفی هدفمند و در بخش کمی طبقه ای- تصادفی است. در بخش کیفی تعداد 17 نفر در فرایند مصاحبه و در بخش کمی 400 نفر به عنوان نمونه در این پژوهش مشارکت داشتند. ابزار جمع آوری داده ها در این پژوهش شامل مصاحبه و پرسشنامه محقق ساخته است که بعد از تایید روایی، پایایی آن 82/0 محاسبه شد. برای تجزیه و تحلیل داده ها از روش های آمار توصیفی و در بخش استنباطی از روش های تحلیل عاملی اکتشافی و تاییدی و آزمون معادلات ساختاری استفاده شد. نتایج این پژوهش در بخش کیفی بیانگر آن است که مولفه های نظام ارزیابی عملکرد شایسته محور 24 مولفه در پنج بُعد شامل: شایستگی، آینده نگری، انعطاف پذیری، عدالت و جامعیت می باشد. در بخش کمی، یافته ها نشان داد که بُعد اصلی شایستگی با بالاترین بار عاملی (92/0) و بعد انعطاف پذیری با کمترین بار عاملی(79/0) و سایر ابعاد نیز هر کدام به ترتیب در درجات بعدی اهمیت قرار گرفتند. همچنین نتایج حاکی از آن است ابعاد نظام ارزیابی عملکرد شایسته محور بر استقرار نظام مدیریت جانشین پروری اثر مثبت و معنی داری دارد. | ||
| کلیدواژه‌ها | ||
| ارزیابی عملکرد شایسته محور؛ شایستگی؛ مدیریت جانشین پروری | ||
| عنوان مقاله [English] | ||
| Proposing a Competency-Oriented Performance Assessment System through Succession Planning | ||
| نویسندگان [English] | ||
| Abdoulla Karimi1؛ Arash Shahin1؛ Ali Shaemi Barzoki2؛ | ||
| 1Department of Management, Faculty of Administrative Sciences and Economics, University of Isfahan, Iran | ||
| 2Department of Management, Faculty of Administrative Sciences and Economics, University of Isfahan, Iran | ||
| چکیده [English] | ||
| The purpose of this research is to propose a competency-oriented performance assessment system via succession planning. It was carried out via mixed methods research. The statistical population included the experts and academic specialists in the field of human resources and senior managers of Bank Saderat Iran in the qualitative section and experts and managers at various levels of Bank Saderat in Isfahan province in the quantitative section. judgmental purposive sampling and random stratified sampling were employed in the qualitative and quantitative sections respectively. In the qualitative section, 17 persons participated in the interview and in the quantitative section, 400 persons participated as the research sample. Tools of data collection were interview and researcher self-made questionnaire. Reliability of the questionnaire was calculated equal to 0.82 and its validity was approved. Data analysis was carried out through descriptive statistics and inferential statistics including exploratory factor analysis, confirmatory factor analysis and structural equation modeling. The results of the survey in the qualitative section illustrate that there are 24 components of competency-oriented performance assessment system in five dimensions including competency, foresight, flexibility, justice, and comprehensiveness. In the quantitative section, the findings showed that competency has the highest factor loading (0.92) and flexibility has the lowest factor loading (0.79) and other dimensions are in subsequent order of importance respectively. Likewise, the results disclosed that dimensions of competency-oriented performance assessment system have a positive and significant effect on establishment of succession management. | ||
| کلیدواژه‌ها [English] | ||
| Competency-Oriented Performance Assessment, Competency, Succession Management | ||
| مراجع | ||
|
اشتراس، آنسلم و جولیت، کوربین (1385). اصول روش تحقیق کیفی نظریة مبنایی اصول و شیوه‌ها، ترجمه بیوک محمدی، تهران: پژوهشگاه علوم انسانی. Barney, J. B. (1991). “Firm resources and sustained competitive advantage”. Journal of Management, 17(1), 99–120. Becker, B. E. & Huselid, M. A. (2006). “Strategic human resources management: Where do we go from here?”. Journal of Management, 32(6), 898–925. Bernardin, H, J. (2010). Human Resource management: an Experiential Approach 5 th ed. New York: Mc Graw-Hill. Bordbar, G.H. & Saryazdi, K. (2008). “Determining key performance indicators of human resources through an integrated approach BSC, AHP The Electricity Distribution Company of Qom”. Journal of Management Studies,1387, 19(58), 55-7. Byars, L. I. & Rue, L. W. (2008). Human Resource Management(9th ed.). New York: Mc GrawHill. Carroll, P., Johansen, M. & Mouritsen, J. (2001). “Multiple integrated performance management system”. Singapore Management Review, 24(3), 21-23. Collings, D. G. & Mellahi, K. (2009). “Strategic talent management: A review and research agenda”. Human Resource Management Review, 19(4), 304-311. Davidson, J. (2006). “Designing Relevant Key Performance Indicators”. Knowledge Management Review, 9(1), 6-9.
Dohm, A. (2000). “Gauging the labor force effects of retiring baby-boomers”. Monthly Labor Review, 123(7), 17-25. Dreyfus, C. R. (2008). “Identifying competencies that predict effectiveness of R&D managers”. Journal of Management Development, 27(1), 76–91. Groves, K. S. (2010). “Integrating leadership development and succession planning best practices”. Journal of Management Development, 38(3), 307-319. Happasalo, M., Endal, U., Zandi, H. & Jeefery, M. (2005). “Eradication of endodontic infection by instrumentation and irrigation solutions”. Endodontic Topics, 10, 77-102. Hartmann, E., Feisel, E., & scober , H, (2010). “Talent Management of western MNCs in china: Balancing global integration and local responsive”. Journal of Word Business, 45, 169-178. Hemlin, A. (2014). “Relationsinriktat Ledarskap for Innovaion sutveckling Matinstrumentet Leader-Member Exchange (LMX)”. GRI-rapport 4. Heyes, J., Rose-Quirie, A. & Allinson, C.W. (2000). “Senior manager perception of thecompetencies they require for effective performance: implications for training and development”. Personal Review, 29(1), 95-105. Ivancevich, J. M. (2007). Human Resource Management. New York: Mc GrawHill. Lepak, D. P. & Snell, S. A. (1999). “The human resource architecture: Toward a theory of human capital allocation and development”. Academy of Management Review, 24(1), 31- 40. Martin, j. (1998). “organizational behavior. London”. International Thompson Business. McAdam, R. & Hazlet, S. C. (2005). “Performance management in the UK Public sectore: Addressing multiple stakeholder complexity”. International Journal of Public sector Management, 18, 256-273. Mondy, R., Noe, M. & Premeaux, S. R. (2003). Human Resource Management(8th ed.). New Jersey: Prentice-Hall. Murphy, K. R. (2008). “Explaining the weak relationship between job performance and ratings of job performance”. Industrial and Organizational Psychology, 1, 148-160. Nankervis, A. & Compton, R. (2006). “Performance mangment: Theory in practice?”. Asia pacific Journal of human resources, 35(2), 80-99. Noe, R.A., Hollenbeck, J. R., Gerhurt, B. & Wright, P.M. (2008). Human Resource Management, Gaining Competitive advantage. New York: McGrawHill. Pennell, K. (2010). “The role of flexible job descriptions in succession management”, Library Management, 31(4/5), 279-290. Prahalad, C. K. & Hamel, G. (1990). “The core competence of the corporation”. Harvard Business Review, 79-91. Robles, M.M. (2012). “Executive perceptions of the top 10 soft skills needed in today’s workplace”. Business Communication Quarterly, 75, 453-465. Rodriguez, D., Patel, R., Bright, A., Gregory, D. & Gowing, M. K. (2002). “Developing competency models to promote integrated human resource practices”. Human Resource Management, 41(3), 309–324. Sandberg, J. & Pinnington, A. H. (2009). “Professional Competence as Ways of Being: An Existential Ontological Perspective”. Journal of Management Studies, 46(7), 1138–1170. Shippmann, J. S., Ash, R. A., Batjtsta, M., Carr, L., Eyde, L. D., Hesketh, B. & Sanchez, J. I. (2000). “The Practice of Competency M0deling”. Personnel Psychology, 53(3), 703–740. Slan, R. (2005). Leadership succession: The justice perceptions of high potential, identification practices, Disseration for MA. University of Guelph and MICA Management Resource, Toronto. Snell, S. A. & Bohlander, G. W. (2007). “Managing Human Resources”. Thomson Publishing Company. Stevens, G. W. (2012). “A Critical Review of the Science and Practice of Competency Modeling”. Human Resource Development Review, 12(1), 86–107. Stoof, A., Martens, R. L., van Merrienboer, J. J. G., & Bastiaens, T. J. (2002). “The Boundary Approach of Competence: A Constructivist Aid for Understanding and Using the Concept of Competence”. Human Resource Development Review, 1(3), 345–365. Stredwick, J. (2005). “An Introduction to Human Resource Management”, Elsevier Ltd. Sui Man, L. (2008). The Effectiveness of Hong Kong. Institute of Vocational Education Thesis Submitted to the University of Nottinghamfor the Degree of Doctor of Education May. Sumerall, S.W. Lopez, S.J. & Oehlert, M.E. (2000). Competency-based education and training in psychology: a primer. Springfield Illinois: Charles C Thomas. Taticchi, P., Tonelli, F. & Cagnazzo, L. (2010). “Performance measurement and management: a literature review and research agenda”.Measuring Business Excellence, 14(1), 4. Viitala, R. (2005). “Perceved development needs of managers compared to an integrated management and organization University of Vaasa”. Journal of Workplace Learning, 17(7), 436-451. Williams, R.S. (2002). Managing employee performance: Ddsign and implementation in organizations. International Thomson Business Press, London. Wright, P. M., Smart, D. L. & McMahan, G. C. (1995). “Matches between human resources and strategy among NCAA basketball teams.” Academy of Management Journal, 38, 1052–1074. Yaghoobi, M. & karimi, S. (2010). “Survey of effected Factors on Employee Performance Improvement based on the ACHIEVE model from teaching hospitals management perspective at Isfahan”. Hospital journal, 2(33), 7-13. | ||
|
آمار تعداد مشاهده مقاله: 1,706 تعداد دریافت فایل اصل مقاله: 1,709 |
||