Designing a model for the alignment of human resource subsystems with the compensation system

Subject Areas : Human Capital Empowerment

sajjad ahadzadeh ¹ , karamalah daneshfard ² , gholamreza memarzadeh ³

1 - phd student
2 - Professor of public Management Department, Faculty of Management and Economics, Science and Research Branch, islamicAzad University.Tehran. Iran
3 - Associate Professor of public Management Department, Faculty of Management and Economics, Science and Research Branch, islamicAzad University.Tehran. Iran

Received: 2021-04-19 Accepted : 2022-05-02 Published : 2023-05-22

Keywords: Strategic Human Resource Management, -Compensation System- Alignment, Human Resource Subsystems,

Abstract :

The public compensation system is not efficient and can not provide motivation and good performance among employees. One of the weaknesses of compensation system is its lack of optimal alignment with other human resource subsystems. Therefore, the purpose of the present study is to design a model for the alignment of human resource subsystems, including recruitment and selection, performance appraisal, human resource development, job promotion and job evaluation with the service compensation system. Research is of development-applied type and is a mixed research. In the qualitative section, 23 academic experts in human resources and administrative affairs in government organizations were interviewed semi-structured and the data were analyzed by theme analysis method. Based on the findings of this stage, 11 main strategies and 74 sub-strategies were identified. Also, in a quantitative step, the validity of the research model was tested by structural equation modeling and SmartPLS software. For this purpose, data were collected through a questionnaire and a survey of 384 managers and human resources experts and the research model was approved. The results showed that the coefficient of determination between the strategies of human resources subsystems and the service compensation system is equal to 0.644. The results showed that although the service compensation system should have a proper internal structure, but its efficiency is largely influenced by other human resource subsystems and their alignment.