ارزیابی عملکرد کارکنان دانشی در نظام سلامت
محورهای موضوعی : -مدارک پزشکی
عباسعلی عسگری
1
(دانشجوی دکتری، گروه مدیریت خدمات بهداشتی درمانی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران)
امیراشکان نصیری پور
2
(دانشیار، گروه مدیریت خدمات بهداشتی درمانی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران)
لیلا نظری منش
3
(استادیار، گروه مدیریت خدمات بهداشتی درمانی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران)
لیلا ریاحی
4
(استادیار، گروه مدیریت خدمات بهداشتی درمانی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران)
کلید واژه: کارکنان دانشی, نظام سلامت, ارزیابی عملکرد,
چکیده مقاله :
مقدمه: سازمان‌ها در بازار جهانی پررقابت جهت توسعه و موفقیت به دانش، قابلیت‌ها و تجارب نیـروی انسانی نیاز دارند. در سازمان‌های دانشی مانند سازمان‌های بهداشتی، برای حفظ و رشد دانش ضمنی، داشتن یک نظام ارزیابی عملکرد اثربخش؛ ضروری می‌باشد. هدف از این مطالعه، شناسایی مهم‌ترین ابعاد و شاخص‌های متناسب برای ارزیابی عملکرد کارکنان دانشی می‌باشد. روش پژوهش: در این مطالعه مروری مقالات منتشرشده در سال های 1389-1399 مورد بررسی قرار گرفت. به منظور دست یابی به مستندات علمی مرتبط، جستجوی الکترونیک به دو زبان فارسی و انگلیسی با استفاده از کلیدواژه‌های ارزشیابی عملکرد، نظام ارزیابی عملکرد کارکنان دانشی در بانک های اطلاعاتی، پایگاه اطلاعات علمی جهاد دانشگاهی(SID)، بانک اطلاعات نشریات کشور(Magiran)، بانک اطلاعات مقالات علوم پزشکی ایران (Iran Medex)، PubMed، Science Direct،Inter Science، Ovid، Pro Quest و Googel انجام شد. یافته‌ها: نتایج جستجو در سایت‌های مختلف، دربرگیرنده 7 مقاله به زبان فارسی درزمینه ارزیابی عملکرد کارکنان دانشی، به بررسی متغیرهایی مانند استقلال، خلاقیت و خودکنترلی با در نظر گرفتن مدیریت مبتنی بر نتایج و فعالیت‌های آموزشی و پژوهشی پرداخته‌شده است. نتیجه‌گیری: در نظام سلامت به‌عنوان یک سازمان دانش‌محور، مدیران بایستی برای پیاده سازی سیستم ارزیابی عملکرد دانشی مطلوب برنامه‌ریزی نمایند. بنابراین باید الگوی متناسب برای ارزیابی عملکرد کارکنان دانشی طراحی گردد، تا علاوه بر مدیریت مؤثر فرایندهای ارائه خدمات، نتایج کیفیت مراقبت سلامت بهتری حاصل شود.
Introduction: Organizations to develop and succeed need the knowledge, capabilities, and experience of human resources in a highly competitive global market. In knowledge organizations such as health organizations, is essential existence of performance evaluation system to maintain and grow tacit knowledge. The purpose of this study is to identify the most important dimensions and appropriate indicators for evaluation the performance of knowledge workers. Methods: This study was a narrative review articles and reports on the knowledge workers health system between 2010 and 2020. In order to access related scientific documents, electronic search in both Persian and English using the keywords performance evaluation, performance evaluation system of knowledge workers, Scientific (SID), Iran Medical Sciences Articles Database (Magiran), Iran Medex article database (Iran Medex), PubMed, Science Direct, Inter Science, Ovid, Pro Quest. Results: The search results in different sites, including 7 articles in Persian in the field of evaluating the performance of knowledge workers, have been paid a survey variable such as independence, creativity and self-control by considering the results-based management and educational and research activities. Conclusion: In the health system as a knowledge-based organization, managers must plan to implementation an optimal knowledge performance evaluation system. Thus fit model should be design to evaluation performance of knowledge workers, so that in addition an effective management of service delivery processes better health care quality outcomes.can be achieved.
1- Kelemenis A, Askounis DA .New TOPSIS-based multi-criteria approach to personnel selection. Expert Systems with Applications, 2010; 37(3): 4999–5008.
2- Abili K .Human resource management (with emphasis on new approaches). Tehran: Industrial Management Organization; 2010; 39.
3- Carcich GM, Rafti KR. Experienced registered nurses' satisfaction with using self-learning modules versus traditional lecture/discussion to achieve competency goals during hospital orientation. Nurses Staff Dev, 2007; 23(5): 214-200.
4- Grohsjean J, Clausssen T, Luge J, Probset G.Talent management and career development: What it takes to get promoted. World Business, 2013; 49(2): 236-244.
5- Nikokar G, H Mahdavi, M Mousavi, M Alidadi, Talkhtestani S J. Presenting a Model for Evaluating the Performance of Knowledge Staff. Human Resource Management Research, 2014; 6(20): 39-55. [In Persian]
6- Babashahi J, Yazdani H, Tahmasebi R, Rajab Pour E. Designing of Competency model for knowledge workers in RIPI. Human Resource Management in Oil Industry, 2017; 8(32): 3-24. available at ssrn:URL: http://iieshrm.ir /article-1-165-fa.html. [In Persian]
7- Mir Ahmadi M. Atafar A . Ketabi S. Determining the criteria for evaluating the performance of employees of a production company, 2015; 4: 213-234. [In Persian]
8- Abbaspour A. Advanced Human Resource Management (Process and Functions Approach). Tehran: Samat: Eighth Edition, 2014; 45.
9- Kharazian M, Shahbazi M M, Fatehi M. Evaluating the performance of knowledge staff of the Research and Development Unit in terms of outsourcing, 2017; 8(14): 139-456. [In Persian]
10- Gaini A. Najjari R. Human Resources Management (with Islamic approach) Volume II. Qom. Seminary and University Research Institute. First Edition; 2013: 70.
11- Hassanpour A. Mahdavi H. Strategies to promote ethical dimensions in the performance appraisal system of employees, 1396; 13(3): 108-115. [In Persian]
12- Holtshouse D .knowledge work. Thinking ahead about knowledge work on the Horzion, 2010; 18(33):193-203 .
13- Ghorbanizadeh V, Kheurandish M, Adnan Rad A. Factors Affecting the Retention of Knowledge Employees with the aim of developing quality of work life programs in the Institute of International Energy Studies. Human Resource Management in the Oil Industry, 2017; 8(23): 149-176. [In Persian]
14- Hung Y, Wu Y. Talent management A strategy for improving employee recruitment. Retenation and engagement withine hospitaliaty organazition, 2010; 20(7): 743-757.
15- Lei H, Lan J. Research into the influence factors of knowledge workers sharing residual claims rights.journal of knowledge based innovation in china, 2013; 5(1): 60-72.
16-Abtahi H, Kheirandish M. Knowledge Management: with an organizational context approach. first edition. Tehran: Farda Managers Publishing; 2011: 55.
17- Riahi Najme. Identify effective factors in evaluating the performance of knowledge workers using fuzzy AHP. M.S. Thesis: 2016. Kharazmi University Faculty of management. [In Persian]
18-Seyednaghavi MA, Esmaili S. The Prioritization of the Performance Appraisal sources in Evaluating the Workers.6th Knowledge Management Conference, Feb 2014, Beheshti Intl Conference Center, Tehran, Iran,2014 .[ Persian]
19- Gol Mohammadi A A, Samadi S, Mohammadi A, Rezapour T .Designing an Organizational Performance Evaluation Model for NAJA: Headquarter of Police Force Medicine, 2012; 1(1): 37-45. [In Persian]
20-Maleki M R, Fatehpanah A, Gohari M. Evaluating the performance of Hasheminejad Hospital based on the criteria of measuring. Analyzing and managing knowledge of education and health-treatment patterns. Health Information Management, 2011; 8(4). [In Persian]
21-Mirghfouri S H, Farhangnejad M A, Sadeghi A Z. Evaluating the performance of the health sector of Yazd city in applying the knowledge management process, human resource management research, 2016; 2. [In Persian]
23-Akbari Haghighi F, Zeraati H, Karimi S, Arab Mohammad, Akbari Mousiabadi M. The Role of Training Managers and Decision-Making Network in Evaluating the New Appraisal System of Government Employees in Isfahan Hospitals. Health Information Management, 2011; 8(5): 689. [In Persian]
22-Alvani S M, Vaezi R, Honarmamd R, A Study on the role of positive organization behavior in redusing of organizational silence journal of management studies in devilment& evolution, 2016; 24(79): 1-26. [In Persian]
_||_1- Kelemenis A, Askounis DA .New TOPSIS-based multi-criteria approach to personnel selection. Expert Systems with Applications, 2010; 37(3): 4999–5008.
2- Abili K .Human resource management (with emphasis on new approaches). Tehran: Industrial Management Organization; 2010; 39.
3- Carcich GM, Rafti KR. Experienced registered nurses' satisfaction with using self-learning modules versus traditional lecture/discussion to achieve competency goals during hospital orientation. Nurses Staff Dev, 2007; 23(5): 214-200.
4- Grohsjean J, Clausssen T, Luge J, Probset G.Talent management and career development: What it takes to get promoted. World Business, 2013; 49(2): 236-244.
5- Nikokar G, H Mahdavi, M Mousavi, M Alidadi, Talkhtestani S J. Presenting a Model for Evaluating the Performance of Knowledge Staff. Human Resource Management Research, 2014; 6(20): 39-55. [In Persian]
6- Babashahi J, Yazdani H, Tahmasebi R, Rajab Pour E. Designing of Competency model for knowledge workers in RIPI. Human Resource Management in Oil Industry, 2017; 8(32): 3-24. available at ssrn:URL: http://iieshrm.ir /article-1-165-fa.html. [In Persian]
7- Mir Ahmadi M. Atafar A . Ketabi S. Determining the criteria for evaluating the performance of employees of a production company, 2015; 4: 213-234. [In Persian]
8- Abbaspour A. Advanced Human Resource Management (Process and Functions Approach). Tehran: Samat: Eighth Edition, 2014; 45.
9- Kharazian M, Shahbazi M M, Fatehi M. Evaluating the performance of knowledge staff of the Research and Development Unit in terms of outsourcing, 2017; 8(14): 139-456. [In Persian]
10- Gaini A. Najjari R. Human Resources Management (with Islamic approach) Volume II. Qom. Seminary and University Research Institute. First Edition; 2013: 70.
11- Hassanpour A. Mahdavi H. Strategies to promote ethical dimensions in the performance appraisal system of employees, 1396; 13(3): 108-115. [In Persian]
12- Holtshouse D .knowledge work. Thinking ahead about knowledge work on the Horzion, 2010; 18(33):193-203 .
13- Ghorbanizadeh V, Kheurandish M, Adnan Rad A. Factors Affecting the Retention of Knowledge Employees with the aim of developing quality of work life programs in the Institute of International Energy Studies. Human Resource Management in the Oil Industry, 2017; 8(23): 149-176. [In Persian]
14- Hung Y, Wu Y. Talent management A strategy for improving employee recruitment. Retenation and engagement withine hospitaliaty organazition, 2010; 20(7): 743-757.
15- Lei H, Lan J. Research into the influence factors of knowledge workers sharing residual claims rights.journal of knowledge based innovation in china, 2013; 5(1): 60-72.
16-Abtahi H, Kheirandish M. Knowledge Management: with an organizational context approach. first edition. Tehran: Farda Managers Publishing; 2011: 55.
17- Riahi Najme. Identify effective factors in evaluating the performance of knowledge workers using fuzzy AHP. M.S. Thesis: 2016. Kharazmi University Faculty of management. [In Persian]
18-Seyednaghavi MA, Esmaili S. The Prioritization of the Performance Appraisal sources in Evaluating the Workers.6th Knowledge Management Conference, Feb 2014, Beheshti Intl Conference Center, Tehran, Iran,2014 .[ Persian]
19- Gol Mohammadi A A, Samadi S, Mohammadi A, Rezapour T .Designing an Organizational Performance Evaluation Model for NAJA: Headquarter of Police Force Medicine, 2012; 1(1): 37-45. [In Persian]
20-Maleki M R, Fatehpanah A, Gohari M. Evaluating the performance of Hasheminejad Hospital based on the criteria of measuring. Analyzing and managing knowledge of education and health-treatment patterns. Health Information Management, 2011; 8(4). [In Persian]
21-Mirghfouri S H, Farhangnejad M A, Sadeghi A Z. Evaluating the performance of the health sector of Yazd city in applying the knowledge management process, human resource management research, 2016; 2. [In Persian]
23-Akbari Haghighi F, Zeraati H, Karimi S, Arab Mohammad, Akbari Mousiabadi M. The Role of Training Managers and Decision-Making Network in Evaluating the New Appraisal System of Government Employees in Isfahan Hospitals. Health Information Management, 2011; 8(5): 689. [In Persian]
22-Alvani S M, Vaezi R, Honarmamd R, A Study on the role of positive organization behavior in redusing of organizational silence journal of management studies in devilment& evolution, 2016; 24(79): 1-26. [In Persian]