List of Articles performance management

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  1 - Implementation of Structural-Interpretative Modeling Approach in Designing the Performance Management Process Model for Knowledge Workers in the Knowledge-Based Companies
  mohamadmehdi bigdeli mehdi hamzhepoor
  Today, the role of knowledge-based companies has grown as one of the key pillars of the resistance economy. Considering the importance of the ability, expertise, and skills of these companies, consideration of the mental, emotional, and interactive characteristics of th More

  Today, the role of knowledge-based companies has grown as one of the key pillars of the resistance economy. Considering the importance of the ability, expertise, and skills of these companies, consideration of the mental, emotional, and interactive characteristics of the company is an essential precondition for the realization of the goals in the knowledge-based companies. The higher the degree of affiliation of the company to the knowledge workers, the more meaningful the concept of performance management will be. However, so far, in the field of knowledge workers' performance, it has been evaluating the performance of these categories of employees. The prevailing characteristics of performance evaluation systems can be seen as the tangent, downside, downside and low level of integrity and effectiveness of the entire system. The research is composed of two stages. With a library study and a review of the research background, an eight-stage performance management model process was extracted. In the first step, after interviewing 16 experts , using the qualitative method of the analysis, the dimensions (stages) of the performance management process of knowledge workers were analyzed. In the second step, the research was conducted using the Structural-Interpretative Modeling (ISM) approach and the use of expert judgment to design a model for the performance management process of knowledge workers in knowledgeable Based companies. Manuscript profile
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  2 - Project Performance Management Based On Fuzzy Approach Under Uncertainty
  Alireza Ghanbari Houshang Taghizadeh Soleyman Iranzadeh
  project management is the application of process, method, knowledge, skills and equipment to meet project requirements. Project performance management and measurement is one of the most important roles of project managers. Earned Duration Management (EDM) technique as a More

  project management is the application of process, method, knowledge, skills and equipment to meet project requirements. Project performance management and measurement is one of the most important roles of project managers. Earned Duration Management (EDM) technique as a project management methodology is the most recent methodology in this area which unlike former techniques, use time-based data for measuring project performance which derives more realistic result in performance measurement. A novel approach proposed in this article is based on fuzzy approach which is capable to measure project performance under uncertainty using EDM methodology. in this regard, linguistic terms are used for expressing activities progress and development of EDM metrics. also, ranking fuzzy numbers in this research, out of different methods, is based on relative preference relation, however it is complicated but it reserves fuzzy messages. The proposed approach is implemented is a real sample in road construction project and the result are described. Manuscript profile
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  3 - Identifying components of performance management system to develop administrative integrity
  Ali Asghar Pourezzat hossein imani aryan gholipour Adel Azar
  One of the most important challenges of human resource management is implementation of administrative integrity. administrative integrity is a situation in which, administrative integrity has decreased highly and one of the signs of administrative integrity is proper u More

  One of the most important challenges of human resource management is implementation of administrative integrity. administrative integrity is a situation in which, administrative integrity has decreased highly and one of the signs of administrative integrity is proper use of resources, specially human resources. If management and organization recognizes most roots of administrative violations, could develop administrative integrity. Hence because of role and importance of performance management system in development of administrative integrity, in this research we are going to identify components of performance management system to develop administrative integrity in public organizations. The approach of research is qualitative and the method is theme analysis and to extract criteria and components of training system to develop administrative integrity, interviews have been done with experts of the administrative and recruitment organization using purposive sampling method. The ideal components of performance management system to develop administrative integrity is extracted in format of 7 main theme, 19 subsidiary theme and 54 concepts and results showed that characteristics of performance management system to develop administrative integrity includes transparency, justice, ethics, legality, prevention and professionalism. Manuscript profile
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  4 - Identifying and Modeling Iranian Large Enterprises’ Motivators in Implementing Performance Management System in their Human Resource Divisions
  مهسا فاضل حسن‌آبادی Ghanbar Mohammadielyasi
  Implementing Performance Management System (PMS) is seen as a main concern of enterprises. According to research findings, near to 70 per cent of enterprises’ evolutionary programmes, such as: Strategic Planning, Knowledge Management, Performance Management, and Total Q More

  Implementing Performance Management System (PMS) is seen as a main concern of enterprises. According to research findings, near to 70 per cent of enterprises’ evolutionary programmes, such as: Strategic Planning, Knowledge Management, Performance Management, and Total Quality Management (TQM), have been failed due to a lack of enough motivational factors. Therefore, it is important to identify and trigger motivational factors of enterprises in order to decrease the failure rate of their evolutionary programmes. PMS as one of these evolutional programmes needs to be aggravated by the relevant motivational factors; and therefore, the current study seeks to identify these motivators in Iranian large enterprises. Further to identifying these motivators, the current study explores the interdependencies amongst the motivators in order to weigh their importance as well. Semi-structured interviews and Interactive Management (IM) as two qualitative research methods were used to explore the ideas of PMS experts in six Iranian large enterprises. All of the interviews and IM sessions have been transcribed and coded in three stages, using Strauss’s open coding process. Idea Writing, Nominative Group Technique (NGT), and Interpretive Structural modeling (ISM) were also used in the process of gathering and analyzing data in IM stage of this research. According to the findings of the current study, the most important motivators of Iranian large enterprises to implement PMS in their businesses are: working in a competitive environment, willingness of their leaders to make an evolution in their working processes, making sure of achieving their goals, matching between the enterprises and their employees’ goals, performance evaluation and adjusting their employees compensation system based on this evaluation, and finally, willingness to being recognized by their performance. Further to identifying the most important motivators of Iranian large enterprises in implementing PMS, the final model draw by ISM shows that existing a competitive environment is the most influential factor which affects all of the other motivators as well. Moreover, some of the other motivators, such as: performance-based compensation system, performance evaluation, and being recognized by the performance, are seen to mutually affect and interact with each other. The practical and research implications of the findings of the current study are also highlighted and the limitations of the study are discussed. Manuscript profile
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  5 - Designing a Performance Management Model with a Human Resources Development Approach in the Public Sector
  Mohammad mohammadi  
  Over the past few decades, the implementation and application of performance management methods to improve service provision and the acquisition of key impacts have been key elements in the development of human resources development in governments. Considering the state More

  Over the past few decades, the implementation and application of performance management methods to improve service provision and the acquisition of key impacts have been key elements in the development of human resources development in governments. Considering the state of the country's administrative system regarding performance management for the development of human resources and considering that the model being implemented today does not have the ability to properly assess employees, the main objective of this research is to design a model of performance management with the approach of HR development in the administrative sector was considered. This research has been implemented with qualitative content analysis method in the field of model extraction and based on a field survey to evaluate it, which led to the design of performance management model for human resource development in government agencies. The main dimensions of this model include the impact of human capital strategy on organizational strategy and reference laws; the coordination of accountability process; the relationship of responsibility and authority with employee performance appraisal; the impact of evaluation strategies on the process of employee performance evaluation; the existence of a significant relationship between the individual characteristics of employees and their evaluation process; Finally, the effect of the relationship of labor relations on employee performance management. Manuscript profile