performance evaluation

The purpose of this research is to identify the effective factors on the performance management of employees with the approach of human resource development in research and technology organizations. According to its purpose, the research method is applied, and in terms of its implementation, it is mixed (qualitative-quantitative). The statistical population of the research included experts in the field of human resource management and public administration, as well as senior managers of the oil industry research institute with high experience and work experience, who were selected after conducting 19 theoretical saturation interviews and were selected using the purposeful and snowball sampling method. Data collection was done through semi-structured interviews. In the data analysis of the qualitative part, the foundation data method was used through coding and MAXQDA software, and in the quantitative part, DEMITEL software was used. According to the conducted interviews, 6 dimensions of the paradigm model and 23 components and 105 indicators were extracted. After that, according to the questionnaire of paired comparisons to identify the influential and influential dimensions, it was determined that among the 23 components, the components of the work environment, rules and regulations, socio-cultural factors, human resource planning, role clarity, performance measurement, Organizational climate, reward system, employee communication, training, performance evaluation, professional ethics, leadership style and motivational factors are the most effective in order.

The current theoretical foundations in performance evaluation are in conflict with the cultural foundations of our country, which is God-centered, guardianship-centered, and internally-controlled. Thus, this study aims at determining the features, principles, sources, standards, and consequences of performance evaluation based on the Supreme Leader’s orders of Islamic Republic of Iran. This research is applied research in terms of purpose and is descriptive in terms of method. The study population is the orders of the Supreme Leader. The information was collected in the form of libraries and analyzed by qualitative content analysis and cognitive mapping. Findings indicate that the principles governing performance evaluation in the Supreme Leader's thought includes avoiding speculation, emphasizing reason and argument, congruity and continuity of evaluation, emphasizing the institutionalization of religious and revolutionary values, attention to the environmental situation, comprehensiveness, ruling the spirit of work and effort, maintaining human dignity, confidentiality, and trustworthiness, etc. In addition, according to Supreme Leader’s opinion, the evaluation authorities include managers and commanders, clients and people, colleagues, regulatory bodies, individuals themselves, and professional evaluators. And finally, the performance evaluation criteria, the effects and consequences of performance evaluation were identified from the perspective of the Supreme Leader.

The purpose of this research is to evaluate the performance of organizations and municipalities of Shahrized based on balanced scorecard and fuzzy inference system.

In terms of practical purpose and in terms of data collection,this research is analyticaldescriptive from the survey branch.The statistical population of the research is1176managers and employees of5districts of the municipality,the central municipality and10organizations affiliated to the municipality of Yazd city.Cochran's method was used to determine the sample size in the structural equation modeling section.According to Cochran's formula,290people were selected as the sample size.In order to collect information from the electronic balanced score card(BSC)questionnaire(1400),including dimensions,financial,growth and Learning,internal processes and customer orientation were used,which has21items and is based on a5point Likert scale.To check the reliability of the first questionnaire,Cronbach's alpha method was used by SPSS software and the value of Cronbach's alpha was0.881The second research questionnaire was based on The system method is fuzzy inference.

Structural equation modeling(SEM)was used to analyze the information obtained and confirm the balanced scorecard model by SmartPLS3software,and the findings showed that the proposed model of the balanced scorecard and four financial factors,customer orientation,and internal processes,growth and learning are approved.

two factors of internal processes and customer orientation had the greatest effect(betacoefficient)in confirming the model.In order to evaluate the organization's performance,a fuzzy inference system under the software(MATLAB)based on four inputs(balanced scorecard factors)and one output(organization performance)was designed and then validated and compared with the average opinion of experts.Considering the previous results,the system It has high accuracy.

The cyberspace governance system of the Islamic Republic of Iran has experienced various structures due to the rapid development of information and communication technology in the past years. In the last decade a council structure and a meta government called "Supreme Council of Cyber Space" was formed with the aim of focusing and integrating the policy of cyber space. the purpose of the current research is to investigate and analyze the functional gap of the Supreme Council of Cyberspace, which, while evaluating the path taken, also clarifies the path ahead of this institution. This research is an exploratory mixed research. In the qualitative part, the data collected were analyzed using the thematic analysis method, and finally, the goals and tasks of the Supreme Council of Cyber Space were classified themes. In the quantitative section, the importance-performance analysis method was used to analyze the data collected from the questionnaire. In this research, The findings indicate that, in general, the Supreme Council of Cyberspace needs to strengthen most of the components related to the "decision making and policy design" and "policy evaluation".

As one of the most important institutions providing health and treatment services, the hospital plays an important role in the return of the physical and mental health of the society; therefore, effective management during a crisis can have a significant effect on the optimal performance of this institution. Resilient hospitals play a vital role in reducing mortality and severity of injuries by providing emergency services needed during accidents and disasters. Hence, this research was carried out with the aim of designing a model for assessing the resilience of the supply chain of public hospitals in Yazd province with the approach of network data coverage analysis (NDEA). This research is applied in terms of purpose and a descriptive-survey study in terms of method. The data has been collected through the review of articles and opinions of experts in the field of health. Determining the effective and ineffective hospitals, and finally, according to the results of the data coverage analysis, the sensitivity analysis of the data has been done. The results of the envelopment analysis of the input-oriented network data revealed that only 07percent of the studied hospitals were efficient. After determining the efficiency at four stages and the efficiency of the network, the hospitals were respectively ranked from the most efficient to the least efficient, and at the end, some suggestions for improving the efficiency of hospitals and future research were provided.

One of the essential principles of individual and social life, which is related to human improvement system, is evaluation. Humans constantly evaluate their own and others' activities. In fact, evaluation is as old as a person's entire life. The process that supervises, monitors and evaluates activities is called performance evaluation (Abdi, 2018).

The current research seeks to identify the indicators of the individual performance evaluation of commanders and managers in order to be able to evaluate the performance of managers by considering various aspects.

the research method used; The method of theme analysis was formed by interviewing experts in the field of theme network evaluation, and basic themes, organizing themes, and overarching themes were extracted, and finalization of performance evaluation indicators was done using an expert panel.

The findings of the research show that the indicators for evaluating the individual performance of commanders and managers have 39 basic themes or indicators, and also have 13 organizing or component themes and 3 inclusive or dimension themes. The dimensions calculated in this research are: General , specialized and specialized. Also, the proposed components are: mission, technical, environmental, individual capability, economic, security, legal, political, social, behavioral, personality, value, progressiveness and organizational advancement and performance evaluation indicators of commanders and managers, which includes 39 indicators that It is presented in table number 4.

The knowledge about human capital as a driving force of economic development has increased in recent years (Rashki , 2019). "Industry 0. 4" or "Fourth Industrial Revolution" is changing our lifestyles and customer-bank relations. It inevitably interprets that both existing commercial techniques and monetary management are not excluded from this change (Singh , 2022). Rapid changes in today's world have created great challenges for banks. Pioneer banks took advantage of opportunities with managerial tools and advanced technologies to achieve banking objectives (Najafbeigi et al , 2011). Such measures lead to bank changes, discussion of the bank's problems, solving problems, and preparing the bank for a successful future.

The current theoretical foundations in performance evaluation are in conflict with the cultural foundations of our country, which is God-centered, guardianship-centered, and internally-controlled. Thus, this study aims at determining the features, principles, sources, standards, and consequences of performance evaluation based on the Supreme Leader’s orders of Islamic Republic of Iran. This research is applied research in terms of purpose and is descriptive in terms of method. The study population is the orders of the Supreme Leader. The information was collected in the form of libraries and analyzed by qualitative content analysis and cognitive mapping. Findings indicate that the principles governing performance evaluation in the Supreme Leader's thought includes avoiding speculation, emphasizing reason and argument, congruity and continuity of evaluation, emphasizing the institutionalization of religious and revolutionary values, attention to the environmental situation, comprehensiveness, ruling the spirit of work and effort, maintaining human dignity, confidentiality, and trustworthiness, etc. In addition, according to Supreme Leader’s opinion, the evaluation authorities include managers and commanders, clients and people, colleagues, regulatory bodies, individuals themselves, and professional evaluators. And finally, the performance evaluation criteria, the effects and consequences of performance evaluation were identified from the perspective of the Supreme Leader.

Software developers occupy top ranks within fintech organizations, representing a significant portion of human capital costs. The complexity of software development tools, the application of specialized knowledge, diverse work attitudes, varying levels of interaction, team distribution, and individual differences in behavior and personality all contribute to making the performance management of software developers a distinct and challenging task in fintech organizations. Many fintech organizations consistently face challenges in their relationships with software developers, leading to a high turnover rate. This turnover not only results in the loss and transfer of valuable knowledge and experience outside the organization, thereby weakening its competitive position, but also causes stakeholder dissatisfaction and a significant waste of financial and credit resources. One of the primary reasons for these challenges is the absence of well-defined performance criteria tailored specifically to software developers in fintech. Although various studies have explored certain aspects of performance criteria, no comprehensive and integrated study has been undertaken in this regard. Consequently, this research endeavors to identify and analyze the effective components for evaluating the performance of software developers in fintech organizations.

This research examines the lived experiences of software developers within the framework of an interpretative paradigm using an inductive and strategic phenomenological approach. Twelve semi-structured, in-depth interviews were conducted with software developers who were selected through a snowball sampling method. The data extracted from these interviews were analyzed using the content analysis method, with the assistance of Maxqda software. In addition, the fuzzy Delphi method, coupled with a two-stage expert survey, was employed to confirm and rank the identified components. The statistical population during the fuzzy Delphi phase comprised 10 software engineering experts, who were selected through purposive sampling based on their expertise and experience in the field.

This research identified 197 primary codes from the semantic expressions gathered during the interviews, which were subsequently categorized into 12 sub-themes. These sub-themes, listed in order of priority, include teamwork, quality of produced software, customer satisfaction, documentation skills, participation in knowledge sharing, commitment to scheduling, mastery of production tools, participation in goal realization, compliance with organizational regulations, adherence to technical standards, problem-solving ability, and frequency of software rewriting. These criteria were further classified into three overarching dimensions: technical, individual, and organizational. The findings underscore the intricate nature of performance evaluation, highlighting the multifaceted factors that must be considered when assessing the effectiveness of software developers in fintech settings.

Based on the life experiences and insights of software developers, the research findings indicate that non-technical components, such as teamwork and customer satisfaction, carry more weight and importance in performance evaluation compared to purely technical skills. The occurrence of organizational conflicts and dissatisfaction in fintechs is often rooted in the lack of transparency regarding financial and non-financial obligations between software developers and fintech organizations. Therefore, establishing clear, agreed-upon performance criteria among all stakeholders can significantly improve satisfaction, retention, and overall performance of software developers. This approach not only enhances organizational stability but also contributes to the long-term success and competitiveness of fintech organizations.

Performance evaluation is an important measure to improve the performance of organizations. One of the most useful methods in evaluating the performance and rating of the insurance industry is the DEA method. The basic models of DEA, despite having many advantages, also have disadvantages. The main defects of these methods are not paying attention to internal processes, not taking into account expert opinions and not fully ranking the units. The integrated model of two-stage DEA and BWM considers the internal process and experts' opinion in the ranking process, but this model is not always able to completely rank the units. By adding an ideal virtual unit to the integrated model of two-stage DEA and BWM, this research has simultaneously fixed the three aforementioned problems and developed the model. Adding the ideal virtual unit to the integrated model makes the ranking of the units complete and provides better results. In a case study, 36 representatives of selected insurance companies in Yazd province were evaluated and ranked using the developed model. At the end, the management strategies to improve the performance of each of the insurance company's agencies were stated.

Today, in order to increase efficiency, effectiveness, reduce costs and improve the performance level of organizations in accordance with the expectations of stakeholders, the performance evaluation system of organizational units is considered important not only in the private sector, but also in the public sector and has become a fundamental challenge for managers. Considering the significant role that defense research and education centers play in the development of the defense industry and as a result the improvement of deterrence, measuring and evaluating their performance in achieving this goal has become increasingly important and the existence of an efficient system for evaluating the performance of these units. In the defense sector, it is an undeniable necessity. Although the evaluation of the performance of these units is done to some extent, the investigations show that the deficiencies in the current system of evaluating their performance are one of the most important reasons for not using it in practice. Therefore, the current research aims to provide a model to evaluate the performance of defense educational and research centers based on multi-dimensional approaches, from their function in meeting defense needs to performance in the axes of interest of various stakeholders. First, by reviewing the previous researches, the evaluation criteria were identified, and then by forming a focus group consisting of 15 experts’ managers and faculty members of defense educational and research centers, these native criteria and some new criteria were added.

Considering that the performance of organizational entrepreneurship in small and medium-sized businesses faces different environmental conditions, then it is not possible to use the same performance evaluation approach. The main issue in this research is; What variables are effective in evaluating organizational entrepreneurship performance in small and medium businesses and how can this performance be evaluated by designing a fuzzy expert model. This research is modeling in terms of practical purpose and method. In this research, the primary variables effective in evaluating organizational entrepreneurship performance were selected and the final variables were selected with the help of a group of industry experts using the fuzzy Delphi method and in two rounds. Mamdani fuzzy expert system and triangular membership functions were selected for input and output variables for modeling. The final input variables include the development of new products, job creation, new market creation, income level, market share, and the output variable of the model includes the levels of organizational entrepreneurship performance. After extracting the decision variables, using the fuzzy expert system, the five-level model was designed and validated.

The purpose of this research was to investigate the moderating role of performance evaluation in the relationship between emotional commitment and job success of employees. The statistical population of the research was made up of all the employees of Razi Psychiatric Hospital in the number of 311 people. The sample size of the research was calculated as 172 people based on the Karjesi and Morgan table and the stratified random sampling method was used. The data collection tool was performance evaluation questionnaires (Parker, 2001). ), career success (Porath et al, 2011) and emotional commitment (Allen & Meyer, 1990). To determine the validity of the research tool, confirmatory factor analysis was used and to determine the reliability of the research tool, Cronbach's alpha coefficient was used. To analyze the data, the structural equation technique was used by SmartPLS statistical software. The research findings showed that There is a positive and significant relationship between emotional commitment and job success of employees with a path coefficient (0.278). There is a positive and significant relationship between emotional commitment and job success of employees, taking into account the moderating role of performance evaluation, with a path coefficient (0.167).

Organisational Citizenship Behaviour (OCB) is one of the important concepts that has been used as an effective factor in the success of organisations in recent years. Despite the proven effect of OCB on the effectiveness and efficiency of the organisation, the appropriate method to determine the extent of its effect is less known. OCB is a qualitative indicator as an output in performance evaluation. In this article, we measure the effect of the OCB quality index on the efficiency of institutions using the envelopment analysis method of ordinal data without compensatory properties.

Data coverage analysis is a powerful tool for assessing the performance of decision-making institutions based on a large number of input and output indicators, which can be quantitative or qualitative. Data coverage analysis models have compensatory properties, i.e. the weakness of one index is covered by the strength of another, and efficient institutions do not necessarily have a favourable quality level. This article presents a new method for performance evaluation that includes the quality index of OCB and a modification of the data envelopment analysis model without compensability. Another feature of the proposed model is the ability to separate qualitative and quantitative indicators in the evaluation. In the presented method for ranking institutions, the improvement of quality is considered simultaneously with the reduction of costs without compensability.

In this study, ten public and applied scientific institutions in three cities of the country were evaluated with the proposed model. Four quantitative indicators and one qualitative index of OCB were used in the evaluation.

Originality/Value: 

The OCB index was measured using 1024 questionnaires and the results show the efficiency of 7 institutions. Then, by using the proposed new method, the ranking of institutions with logical results in performance evaluation was achieved. To validate the method, the results of the proposed method were compared with the ranking results of the hierarchical process method.

This study aimed to propose a comprehensive framework for human resource auditing to assess organizational performance. 

This applied research employed a qualitative, exploratory approach. Data were collected through semi-structured interviews with experts and professionals in human resource management. The data were analyzed using qualitative content analysis, and the participants were selected through purposive sampling among senior managers and HR experts. 

The findings revealed the identification of three new levels for human resource auditing: the level of HR unit outcomes, the level of HR professionals and custodians, and the level of HR processes and activities. These levels were defined as subsets for operational auditing and contributed to a more precise evaluation of HR unit performance. 

The results demonstrate that human resource auditing can serve as a key tool in improving managerial processes and increasing organizational productivity. Additionally, the newly identified auditing levels in the proposed framework can help organizations evaluate HR unit performance more effectively and improve their management processes

In today’s world, Business Intelligence (BI) tools are recognized as one of the main pillars of evaluating the performance of organizations in various sectors, including banking. This research examines the role of business intelligence in evaluating the performance of banks and its impact on improving decision-making processes and enhancing the efficiency of organizations. By using Balanced Scorecard models and BI tools, banks are able to analyze complex data and make strategic decisions. This research has shown that successful implementation of BI in banks can lead to greater transparency, more accurate data analysis and ultimately improve the overall performance of organizations. However, challenges such as implementation costs, the need for appropriate infrastructure and cultural changes in organizations are among the obstacles to the optimal use of these tools. The present study has identified these challenges and provided solutions to overcome them.

In a world where change is evident, the only way to survive is to adapt to changes. Organizations have realized that their most important capital is human resources, which is an important factor in the success and progress of any organization. A necessary condition for the realization of the goals of any organization is the existence of special manpower and employees who, in addition to having special abilities and skills, have a commitment to their job and organization and feel satisfied with their duties. The purpose of the current research was to design and compile the human resource management audit model in Pars Petrochemical Company.

The research method was a mixed research type with an exploratory design and a fundamental goal. The research community in the qualitative section includes 12 experts in the field of human resources management who were selected by snowball sampling. In the quantitative part, all the employees of Pars Petrochemical Company (N=400), using Cochran's formula, 196 people were selected as a sample. Based on the opinions of experts, and based on the Delphi technique, 108 indicators were extracted to include the policy dimension (14 items), the process dimension (19 items) and the performance dimension (75 items) and based on that, a researcher made a questionnaire whose validity was verified by the Delphi panel. Its confirmation and reliability (α=0.91) were obtained. The data were analyzed by SAW multivariate analysis test, t-Student mean comparisons and SPSS and EQS software.

Based on the significance of each of the indicators in the explanation of the components of the model, the significance of the components in the explanation of the dimensions, as well as the significance of the dimensions in the overall explanation of the model, it can be concluded that the audit model of human resources management can be explained based on the 3 dimensions of policy, processes and performance. and each of these dimensions can be meaningfully measured through 3 identified components, i.e.: structure, developing systems and employee balance. Also, the role of each of the model indicators in explaining the components was found to be significant, which showed the overall significance of the human resource management audit model in this research. The results showed that the contribution of the policy dimension in explaining the human resources management audit was equal to 0.60, the process dimension was 0.89, and the performance dimension was 1.23. Also, the fit of the research model is appropriate and confirms its high power in explaining the causal-effect relationships of the variables.

Considering that the audit of human resources management, organization and human resources can have consequences such as productivity and increasing performance and efficiency, it is suggested that the managers of the organization establish and create a human resources management audit unit according to the results of the research. Pay attention as part of the human resource management system in the organization. Among the limitations of this research is the lack or absence of suitable standards and indicators for human resource development audit. On the other hand, the indicators designed for the unit studied in this research cannot be generalized to other works and can only be explained and improved in future audits for the same units; But the general steps of the audit process can be modeled. Also, the execution capability of the model depends on the availability of information and documents and evidence required by the units, and in addition, the resistance of some participants in the project (interviewees) or the lack of sufficient knowledge of the overall purpose of the audit or the process of conducting it, including other obstacles and problems are work. Also, in the worst case, the audit model may be used only for formal but unrealistic confirmations of existing conditions and reporting to managers. Finally, it can be stated that human resource management audit offers assurance and reflection about the main organizational costs and an opportunity to examine the efficiency and effectiveness of human resource management and its potential role in the future success of the organization. The future orientation of HRM audits (unlike other types of audits) is related to the planning needs of the organization and provides an emphasis on evidence-based review of credibility. The use of accepted auditing techniques, combined with audit independence and competence, provides a unique contribution to the organizational planning and control environment. Each audit's quality, skills and competencies, and potential costs and benefits should be considered individually at the organizational level. The benefits of human resource management audit can include discovering areas for improving the organization's future, clarifying human resources goals, aligning human resource plans with the organization's strategic plans and priorities, highlighting critical human resource issues for organizational success, and re-examining key assumptions. and clarifying in the organization that these goals can be achieved based on the model presented in this research.

Considering that the performance of organizational entrepreneurship in small and medium-sized businesses faces different environmental conditions, it is not possible to use the same performance evaluation approach. The main issue in this research is; what variables are effective in evaluating organizational entrepreneurship performance in small and medium businesses and how can this performance be evaluated by designing a fuzzy expert model. This research is modeling in terms of practical purpose and method. In this research, the primary variables effective in evaluating organizational entrepreneurship performance were selected and the final variables were selected with the help of a group of industry experts using the fuzzy Delphi method and in two rounds. Mamdani fuzzy expert system and triangular membership functions were selected for input and output variables for modeling. The final input variables include the development of new products, job creation, new market creation, income level, market share, and the output variable of the model includes the levels of organizational entrepreneurship performance. After extracting the decision variables, using the fuzzy expert system, the five-level model was designed and validated.

In today's competitive arena, all organizations need an effective performance evaluation system, so as to be able to measure the efficiency and effectiveness of the organization, human resources and processes. On the other hand, Chipboard has many applications in the construction industry, including cabinets, bedding and furniture, wooden doors except to anti-theft doors. In this industry, wood waste is used, which can be very useful and constructive for the country's economy. Therefore, improving the performance of this industry is very important both in terms of improving the economy of country and in terms of the companies included in this industry

 In this article, using the balanced scorecard approach, indicators in four perspectives (growth and learning, customer, internal and financial processes) were compiled and using a questionnaire and non-parametric Wilcoxon test with a marked rank, 27 indicators were approved out of 46 indicators. Then, the TOPSIS method was used to rank the approved indicators

According to the research findings, the perspective of internal processes in chipboard industry is more important. Among the sub-criteria, the criteria of timely delivery of goods, compliance of employees' performance with regulations and instructions, service to the company's neighboring stakeholders and the level of employee satisfaction are very important in the performance of the chipboard industry.

One of the most powerful tools to improve the performance of human capital is performance appraisal, which is very important for university faculty members because of the impact of this group on various economic, social, political and cultural aspects of the country. Hence, the present study aimed to identify and prioritize the factors affecting the evaluation of faculty members using the fuzzy Delphi method. This study has a mixed methods research design with quantitative and qualitative sections, in an inductive paradigm, which is applied in terms of purpose and exploratory in terms of nature and method. The statistical population of the study consisted of faculty members of Lorestan University, 60 of whom were selected based on the principle of theoretical adequacy using purposive sampling. In the qualitative section, semi-structured interviews were carried out to collect the qualitative data, the validity and reliability of which were confirmed using the CVR coefficient and the Kappa-Cohen test. The data obtained from the interviews were analyzed using Atlas.ti software and coding method in which the factors affecting the evaluation of the faculty members' performance were identified. In the quantitative part, a fuzzy Delphi questionnaire was employed to collect the data, the validity and reliability of which were confirmed by content validity and retest. Additionally, using the fuzzy Delphi method, the identified factors were prioritized and the most important factors were identified. The results show that among the factors affecting the evaluation of faculty members, having original and well-cited research in their fields, observing scientific and professional ethics, being known nationally and internationally, having prominent contribution to the field, having a work in which the applicant proposes an idea and has a high share of its credit, and having scientific credibility and authority.