Design and Explain the Performance Management Model of the Employees of the Country's Tax Affairs Organization
Subject Areas : Human Capital Empowermentafshin hashemi 1 , Dariush Gholamzadeh 2 , ahmad vedadi 3
1 - PHD student, Public Management, Central Tehran Branch, Islamic Azad University, Tehran , Iran.
2 - Assistant professor, Public Management, Central Tehran Branch, Islamic Azad University, Tehran , Iran. (Corresponding Author)
3 - Associate professor, Public Management, Central Tehran Branch, Islamic Azad University, Tehran , Iran
Keywords: Performance Management, Employee Performance, Tax Affairs Organization, Mixed method,
Abstract :
The purpose of this research was to design and explain the performance management model of the employees of the country's tax affairs organization. This present research was conducted in a qualitative (systematic review and theme analysis) and quantitative (structural equations) in terms of its purpose and developmental nature . The statistical population of the qualitative section included people with opinions related to the country's tax affairs organization, including high-ranking employees of the country's tax affairs organization with competency indicators. 12 people were selected as a sample by purposeful and snowball method and at the limit of theoretical saturation.in quantitative part ; 360 employees of the tax affairs organization of Tehran were selected as samples . in the qualitative part of tesis ;a semi-structured interview was used، in the quantitative part; a researcher-made questionnaire was used. Based on the results of a model and framework for managing the performance of employees of the country's tax affairs organization in the form of three dimensions, the basic requirements of employee management, which included the elements of individual factors, general competence and individual competence, the dimension of the background and context of the management of the organization's employees, which includes elements such as organizational values, goals and It has organizational strategies and professional performance standards, and finally, the dimension of organizational growth and development of employee management, which includes the factors of guidance and supervision, performance development, training, monitoring and observation, strengthening motivation and attraction, recruitment and adjustment, with a total of 101 components.
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