Identifying and ranking the factors affecting the performance of value-oriented human resources in the Iranian public sector with The Fuzzy Analytic Hierarchy Process (FAHP)

Movements in line with the evolution of public administration, the new public management movement "Public Value Management" was maturing as a new concept introduced in the public service and subsequently evaluate it. In this study, relying on indicators that the concept of "public value" in the public service seeks to identify and rank the indicators are based on the concept of public value So we prioritized indicators to assess the performance of government agencies introduce human resources For this purpose, criteria and indicators are derived from literature and the panel of experts to assess face and content validity were After ensuring the validity and reliability of the questionnaire based on Likert scale 13 to assess construct validity (factor analysis) and reliability (Cronbach's alpha) The construct validity was confirmed was That three factors to establish the reliability (alpha more than 0.7) of a series of factors were excluded. Ten of the remaining pairwise comparison matrix provides a convenience sample of clients state-owned banks (National Bank and farming) were The fuzzy hierarchical analysis of dozens of people in need of care to measure responsive behavior in the first place And standards of appropriate behavior with colleagues of the importance of democratic behavior from the perspective of clients were in tenth place. This prioritization can act as a guide to planning and human resources are state-based public value in banking.