آسیب شناسی فرایند ارزیابی عملکرد کارکنان دانشگاه علوم پزشکی کردستان با رویکرد تئوری داده بنیان
الموضوعات :
hassan makhdoomi
1
(Kurdistan University of Medical Sciences)
Farhad Nejad Irani
2
(Assistant Professor Management Department, Islamic Azad University)
Rahimi Gholamreza
3
(Assistant Professor, Public Administration, Islamic Azad University)
seyedabdolah hojati
4
(Assistant Professor of Bonab Azad University)
تاريخ الإرسال : 08 الأحد , ربيع الأول, 1442
تاريخ التأكيد : 22 السبت , رجب, 1442
تاريخ الإصدار : 04 الأحد , شوال, 1442
الکلمات المفتاحية:
آسیب شناسی,
تئوری داده بنیاد,
ارزیابی عملکرد کارکنان,
ملخص المقالة :
چکیدهعلیرغم تمام اقدامات صورت پذیرفته در سال‌های اخیر در حوزه ارزیابی عملکرد کارکنان و رشد تفکر سیستمی در انجام این فرایند، سازمان‌ها همچنان از نحوه انجام فرایند ارزیابی عملکرد کارکنان خود و بازخورد نتایج آن راضی نمی باشند. این تحقیق به آسیب شناسی علل عدم اجرای موفق و کاربردی فرایند ارزیابی عملکرد در دانشگاه علوم پزشکی کردستان می پردازد. جهت تبیین عوامل تاثیرگذار، از مطالعه کیفی با رویکرد داده بنیاد استفاده گردید. نمونه مطالعه با مشارکت بیست نفر از مدیران میانی دانشگاه علوم پزشکی کردستان با حداقل سه سال سابقه مدیریت که به شیوه هدفمند و روش گلوله برفی انتخاب شده بودند، شروع و تا اشباع داده‌ها و با رعایت محرمانه بودن اطلاعات و امکان ترک مطالعه در هر زمان که مایل بودند، ادامه یافت.داده‌ها از طریق مصاحبه نیمه‌ساختاریافته جمع آوری و بر اساس روش کدگذاری اشتراوس کوربین تحلیل گردیدند. بر اساس یافته‌های بدست آمده از این مطالعه، بی توجهی به اولویت‌ها بعنوان مقوله محوری آسیب شناسی فرایند ارزیابی عملکرد کارکنان شناخته گردید .نتایج حاصل از این پژوهش بر اهمیت مداخلات آموزشی در انجام فرایند ارزیابی عملکرد کارکنان تاکید دارد و بازآفرینی روش‌های جاری را با لحاظ نمودن برنامه ریزی آینده نگرانه، توسعه شایستگی‌های ارتباطی و فن آوری و اهتمام در ایجاد سیستم کارآمد منابع انسانی را در اولویت قرار می دهد.واژگان کلیدی: ارزیابی عملکرد کارکنان، آسیب شناسی، تئوری داده بنیاد
المصادر:
Almasi, H., & Hosseini Orei, Z. (2015). Investigating the effect of service quality on brand value in 5-stars hotels in Tehran. Non-Governmental - Islamic Azad University (Central Tehran Branch) - Faculty of Management and Accounting. (in Persian)
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Esfandiari, A., Kavousi. Z., Ravan bad, Mohammad R., Mohabbaty, F., Esfandiar, F., Salari, H., & Zanganeh Baygi, M. (2017). Organizational Pathology in the Headquarters of Shiraz University of Medical Sciences based on the three-branch model, Sadra Journal of Medical Sciences, 5(4), 227-238. (in Persian)
Franco- Santos. M., Lucianetti, L., Bourne, M. (2012). Contemporary performance measurement systems: A review of their consequences and a framework for research, Management Accounting Research, 23, 79– 119
Herzberg, F. (2017). Motivation to work. Routledge.
Moynihan, D. P., & Kroll, A. (2016). Performance management routines that work? An early assessment of the GPRA Modernization Act. Public Administration Review, 76(2), 314- 323.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw- Hill Education.
Daryaeipour, M., Pardakhtchi, M., & Brijanian, H. (2015). Investigating the employee’s performance appraisal system in Qazvin Power Distribution Company from the perspective of managers and employees. (in Persian)
Rahimi, Gh. (2006). Performance Evaluation and Continuous Improvement of the Organization, Tadbir, 173. (in Persian)
Saadat, E. (2011). Human Resource Management, Samat Publications, 14th Edition. (in Persian)
Salehi, M., & Khatoon Khalilian, H. (2015). Investigating the performance evaluation system of employees from the perspective of education staff in Shiraz's district-4. Islamic Azad University (Marvdasht Branch) Faculty of Educational Sciences and Psychology. (in Persian)
Shahrzad, S. R., & Alavi, S. B. (2009). Occupational Orientations and Internal Job References Software Programmers, Iranian Journal of Management.
Mirzaei, L., Vadadi. A., & Amir Kabiri. A. (2012). Pathology of employee performance appraisal system (Case study: Azerbaijan Steel Company). Islamic Azad University (Central Tehran Branch), Faculty of Management. (in Persian)
Wright R. A., Hollenbeck, J. R., Gerhart, B., & Noe, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw- Hill Education.
Zali M, Madhoushi M., & Hosseini A. (2006). Organizational Pathology in a public company. Journal of Humanities and Social Sciences, 21: 125- 148. (in Persian)
_||_
Almasi, H., & Hosseini Orei, Z. (2015). Investigating the effect of service quality on brand value in 5-stars hotels in Tehran. Non-Governmental - Islamic Azad University (Central Tehran Branch) - Faculty of Management and Accounting. (in Persian)
Ardabili, Y. (2011) Evaluation Methods in the Public and Non-Governmental Sector, Besat Publications. (in Persian)
Assadi, M. M., Ghafouri, S.H., Sadeghi Arani, Z. & Khosravanyan, H. (2010). Performance assessment in hospitals of Yazd University of Medical Sciences medical university using Balanced Card models combined, Data envelopment analysis and Srkval, Journal of Medical Sciences of Yazd, 6(18), 559- 56
Banker D,R., Janakiraman, S, N., & Konstans. C. (2005). A balanced Scoreard analysis performance metrics". European Journal of Operational Research, Vol. 154,pp:423- 436
Bentes, A. V., Carneiro. J., da Silva. J. F., Kimura, H. (2012). Multidimensional assessment of organizational performance:Integrating BSC and AHP. Journal of Business Research 65, 1790–1799
Esfandiari, A., Kavousi. Z., Ravan bad, Mohammad R., Mohabbaty, F., Esfandiar, F., Salari, H., & Zanganeh Baygi, M. (2017). Organizational Pathology in the Headquarters of Shiraz University of Medical Sciences based on the three-branch model, Sadra Journal of Medical Sciences, 5(4), 227-238. (in Persian)
Franco- Santos. M., Lucianetti, L., Bourne, M. (2012). Contemporary performance measurement systems: A review of their consequences and a framework for research, Management Accounting Research, 23, 79– 119
Herzberg, F. (2017). Motivation to work. Routledge.
Moynihan, D. P., & Kroll, A. (2016). Performance management routines that work? An early assessment of the GPRA Modernization Act. Public Administration Review, 76(2), 314- 323.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw- Hill Education.
Daryaeipour, M., Pardakhtchi, M., & Brijanian, H. (2015). Investigating the employee’s performance appraisal system in Qazvin Power Distribution Company from the perspective of managers and employees. (in Persian)
Rahimi, Gh. (2006). Performance Evaluation and Continuous Improvement of the Organization, Tadbir, 173. (in Persian)
Saadat, E. (2011). Human Resource Management, Samat Publications, 14th Edition. (in Persian)
Salehi, M., & Khatoon Khalilian, H. (2015). Investigating the performance evaluation system of employees from the perspective of education staff in Shiraz's district-4. Islamic Azad University (Marvdasht Branch) Faculty of Educational Sciences and Psychology. (in Persian)
Shahrzad, S. R., & Alavi, S. B. (2009). Occupational Orientations and Internal Job References Software Programmers, Iranian Journal of Management.
Mirzaei, L., Vadadi. A., & Amir Kabiri. A. (2012). Pathology of employee performance appraisal system (Case study: Azerbaijan Steel Company). Islamic Azad University (Central Tehran Branch), Faculty of Management. (in Persian)
Wright R. A., Hollenbeck, J. R., Gerhart, B., & Noe, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw- Hill Education.
Zali M, Madhoushi M., & Hosseini A. (2006). Organizational Pathology in a public company. Journal of Humanities and Social Sciences, 21: 125- 148. (in Persian)
