ارزیابی 360 درجه ، روشی موفق در تعیین شایستگی های یک مدیر ( مطالعه موردی : دانشگاه آزاد اسلامی واحد نراق)
محورهای موضوعی : مدیریت بازرگانیحامد جعفر زنجانی 1 , حسن اکبری 2 , صادق حری 3
1 - عضو هئیت علمی واحد نراق ،دانشگاه آزاد اسلامی،نراق،ایران
2 - عضو هئیت علمی واحد نراق ،دانشگاه آزاد اسلامی،نراق،ایران
3 - عضو هئیت علمی واحد اراک،دانشگاه آزاد اسلامی،اراک،ایران
کلید واژه: خلاقیت, شایستگی, شایستگی‌های مدیریتی, ارزیابی360 درجه,
چکیده مقاله :
محققان بزرگ دنیا (دراکر، تارو ، تافلر ، هندی و ...) عمیقاً براین باور هستند که رمز برتری در رقابت‌‌های قرن بیست و یکم و هزاره سوم، نوآوری‌های ارزش‌آفرینی است‌که پدیدآورندگان آن، نه فقط تعداد محدودی از نخبگان جوامع و سازمان‌ها بلکه توده وسیعی ازآحاد جامعه وکارکنان سازمان‌ها را نیز شامل می‌شوند. برآوردهای دقیق‌کارشناسی، نشان می‌دهندکه امروزه تا 60 درصد از درآمد و 90 درصد از سود برخی سازمان‌های بزرگ و پیشرو، ناشی از همین نوآوری‌ها است. اهمیت نقش سرمایه‌ی انسانی به عنوان مزیت رقابتی سازمان‌ها به اندازه‌ای است که سهم دارایی‌های نامشهود (که سرمایه‌های انسانی از مهمترین اجزای تشکیل‌دهنده‌ی‌آن است) در ارزش بازار ( ارزش سهام ) سازمان‌ها، روندی فزاینده و مستمر را طی می‌کند. این مقاله در راستای یک طرح پژوهشی در سطح دانشگاه می باشد، که در آن سعی شده است پس از بیان نقش اساسی نیروی انسانی در محیط های آموزشی ، به تبیین شاخص‌های ارزشمندی برای ارزیابی افراد شاغل در دانشگاه پرداخته شود. در ادامه پس از ارائه چهارچوبی برای شاخص های تعالی برای هر یک از معاونین و سایر پرسنل، با استفاده از بهینه ترین روش ارزیابی فاکتورهای انسانی (روش 360 درجه ) به بیان نقاط قوت و ضعف هر یک از پرسنل محترم دانشگاه اشاره خواهد داشت.
The great researchers (Draker, Tarou, Taffler, …) believe that the key to superiority in the competitions of the 21st century and the 3rd millennium is the valuable innovationes whose creators are not just a small number of the elite of the societies and organizations, but they also include a great majority of the population and the organizations’ staff. Accurate expert estimates show that 60% of the income and 90% of the profit of some large companies result from such innovations. The importance of human resource as a factor of competitive superiority is so great that the contribution of the invisible assets (of which the human resource is one of the most important components) in the stock markets of the organizations is following a progressive and steady route. The present article is an academic research project which tries to show the important role of the man power in the educational environments and to determine the valuable indices in evaluating the university personnel, and ultimately, after presenting a framework of elevation indices for each vice-chancellor and other personnel, and by using the best methed for evaluating the human factors (360 degree method), it states the strong and weak points of each member of the personnel. Determining the framework for evaluation indices is the most important stage of this project which requires defining the comprehensive and all-embracing factors for evaluatig the personnel in such a way that no personality trait escapes notice. We hope that , by presenting the strong and weak points of the university personnel , it will be possible to take positive steps in elevating the educational and pedagogical level and providing better services for the university students in the future.
Adley, Thomas, Guide to 360 Degree Feedback Deployment Objective Guide to best practices,2007
Armstrong, Michael, Handbook of Human Resource Management Practice (10th Edition),2006
Asgharpur, S. I. (2007). 360 Degree from Theory to Practice (Successful Experience in Reaching the World Class). Faraz Andishegh Publication, (In Persian).
Bentley, Timothy. Cumulative 360 Data Guides Strategic Planning
Bentley, Timothy, and Kohn-Bentley, Esther. Understanding 360-Degree Feedback .2005
Bracken, David W., Timmreck, Carol W., and Church, Allan H. (Eds). "The Handbook of Multisource Feedback." San Francisco: Jossey-Bass, 2001.
Bracken, D.W., Timmreck, C.W., Fleenor, J.W., and Summers, L. "360 Feedback from Another Angle." Human Resource Management, 2001.
Brett, Joan. "360 Degree Feedback to Leaders." Group and Organization Management 31(2006): 578-600.
Cannon, Mark and Robert Witherspoon. "Actionable feedback: Unlocking the power of learning and performance improvement." Academy of Management Executive 1905 (2005): 120-134.
Eichinger, Robert. "Patterns of Rater Accuracy in 360-degree Feedback." Perspectives 27(2004): 23-25.
Furnham, Adrian. "Congruence in job-performance ratings: A study of 360 degree feedback examining self, manager, peers, and consultant ratings." Human Relations 51(1998): 517-530.
Javadin, S. R. (2005). Human Resources and Personnel Management. Negahe Danesh Publications, (In Persian).
Jones John, W. (2006). Feedback 360 Degrees of Strategies, Approaches and Techniques for Managers. Sayco Publication, (In Persian).
Peacock, Tony. "360 Degree Feedback Pocketbook." Alresford, England: Management Pocketbooks Ltd (2007):ISBN 978903776797
Marcie Levine (2003). "360° Assessments - Where DO I START? Seven Tips to Help You Create and Administer Successful 360° Feedback Surveys" (PDF). Retrieved on 2007-02-05.
Massey, Vandy. "Maximising the Value of a 360 Feedback Programme" (PDF). Retrieved on 2007-10-27.
McGregor, D. (2001). The Human Face of the Organization. Misagh Publishing, (In Persian).
Mirsepasy, N. (2003). Human Resources Management, (In Persian).
Ziglari, F. (2005). Educational Monitoring and Evaluation and its Importance in Organization. Management Quarterly, 105-106, (In Persian).
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Adley, Thomas, Guide to 360 Degree Feedback Deployment Objective Guide to best practices,2007
Armstrong, Michael, Handbook of Human Resource Management Practice (10th Edition),2006
Asgharpur, S. I. (2007). 360 Degree from Theory to Practice (Successful Experience in Reaching the World Class). Faraz Andishegh Publication, (In Persian).
Bentley, Timothy. Cumulative 360 Data Guides Strategic Planning
Bentley, Timothy, and Kohn-Bentley, Esther. Understanding 360-Degree Feedback .2005
Bracken, David W., Timmreck, Carol W., and Church, Allan H. (Eds). "The Handbook of Multisource Feedback." San Francisco: Jossey-Bass, 2001.
Bracken, D.W., Timmreck, C.W., Fleenor, J.W., and Summers, L. "360 Feedback from Another Angle." Human Resource Management, 2001.
Brett, Joan. "360 Degree Feedback to Leaders." Group and Organization Management 31(2006): 578-600.
Cannon, Mark and Robert Witherspoon. "Actionable feedback: Unlocking the power of learning and performance improvement." Academy of Management Executive 1905 (2005): 120-134.
Eichinger, Robert. "Patterns of Rater Accuracy in 360-degree Feedback." Perspectives 27(2004): 23-25.
Furnham, Adrian. "Congruence in job-performance ratings: A study of 360 degree feedback examining self, manager, peers, and consultant ratings." Human Relations 51(1998): 517-530.
Javadin, S. R. (2005). Human Resources and Personnel Management. Negahe Danesh Publications, (In Persian).
Jones John, W. (2006). Feedback 360 Degrees of Strategies, Approaches and Techniques for Managers. Sayco Publication, (In Persian).
Peacock, Tony. "360 Degree Feedback Pocketbook." Alresford, England: Management Pocketbooks Ltd (2007):ISBN 978903776797
Marcie Levine (2003). "360° Assessments - Where DO I START? Seven Tips to Help You Create and Administer Successful 360° Feedback Surveys" (PDF). Retrieved on 2007-02-05.
Massey, Vandy. "Maximising the Value of a 360 Feedback Programme" (PDF). Retrieved on 2007-10-27.
McGregor, D. (2001). The Human Face of the Organization. Misagh Publishing, (In Persian).
Mirsepasy, N. (2003). Human Resources Management, (In Persian).
Ziglari, F. (2005). Educational Monitoring and Evaluation and its Importance in Organization. Management Quarterly, 105-106, (In Persian).
