Subject Areas :

علی اقیان ¹ , علی رضائیان ² , داریوش غلام زاده ³

1 - دانشجوی دکتری، گروه مدیریت دولتی، واحد تهران مرکزی، دانشگاه آزاد اسلامی، تهران، ایران
2 - گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه شهید بهشتی، تهران، ایران
3 - گروه مدیریت دولتی، واحد تهران مرکزی، دانشگاه آزاد اسلامی،تهران، ایران.

Received: 2023-09-27 Accepted : 2024-01-27 Published : 2024-02-25

Keywords: Keywords: Performance Management, Human Resources, Personalization, Individual Level, Group Level and Organizational Level ,

Abstract :

Abstract The world is changing and evolving at a high speed, and despite this, organizations are still trying to use the same standard methods and methods, which means that they are not flexible against these changes.This article theorizes the phenomenon of personalized human resource management at individual, group and organizational levels. The current research is of a mixed exploratory type and the purpose of the research is developmental and applied. The community of experts in the qualitative section are the senior managers of the 22 districts of Tehran municipality, and a semi-structured interview was conducted with twelve of them using the purposeful sampling method and in the form of a snowball until the theoretical saturation was reached. In the quantitative part, 278 employees of Tehran municipality have been investigated. With the method of theme analysis, sub-themes have been formed, organized and comprehensive, in each of the individual, group and organizational levels. In order to validate the model, confirmatory factor analysis and model fit tests were used. According to this theory, the management of human resource performance is different for different people in the same organization. The presented model, relying on the personalized theory, while attracting and developing and maintaining better human resources, offers flexibility and better performance between human resources and the organization compared to previous models. Conducting this research can cover the research gap caused by the lack of a multi-level human resources performance management model in Tehran municipality, with a personalized human resources management approach, as well as flexibility and performance enhancement, in accordance with changing environmental conditions, to a relatively large extent.

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