Prioritization of employee performance evaluation indicators in the strategic process of human resource management using the MCDM approach: a case study of the fire department of Alborz province
Purpose: Whatever cannot be measured cannot be controlled, and whatever cannot be controlled cannot be managed. Therefore, the main issue in all organizational analyses is performance, and its improvement requires measurement. Therefore, an organization without a performance evaluation system is unt...
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| Format: | Article |
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Ayandegan Institute of Higher Education, Tonekabon,
2024-05-01
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| Series: | مدیریت نوآوری و راهبردهای عملیاتی |
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| Online Access: | http://www.journal-imos.ir/article_174696_ef2d34ad64b357f0196b69a471edb014.pdf |
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| author | Seyed Fakhreddin Fakhrhosseini Meysam Kaviani |
| author_facet | Seyed Fakhreddin Fakhrhosseini Meysam Kaviani |
| author_sort | Seyed Fakhreddin Fakhrhosseini |
| collection | DOAJ |
| description | Purpose: Whatever cannot be measured cannot be controlled, and whatever cannot be controlled cannot be managed. Therefore, the main issue in all organizational analyses is performance, and its improvement requires measurement. Therefore, an organization without a performance evaluation system is unthinkable. One of the problems organizations face when measuring performance is determining performance evaluation indicators. This research has been carried out to prioritize employee performance evaluation indicators in the strategic process of human resources management of the Alborz province fire department.Methodology: This research is exploratory and conducted using the Delphi method. The statistical sample of the study is the number of 15 experts and specialists selected from among the employees. The main research criteria, including preparation, implementation, and evaluation, were identified using the library method. Data analysis used the network process analysis approach, DEMATEL, and COPRAS.Findings: Based on the results of the research, the implementation criterion with a normalized weight of 0.436 is the priority among the criteria, the sub-criteria of ethical compliance with a final weight of 0.1276 is the first among the sub-criteria and the implementation of the evaluation system to increase performance. Employees are the priority among the strategies.Originality/Value: In this study, an attempt has been made to analyze all indicators related to the evaluation of employee performance indicators in the strategic process of human resources, but since there are very few field studies in academic societies, especially domestic ones, in the field of indicators the performance of employees has been done in the strategic process of human resources, so future researchers can improve the designed scale by increasing the range of their studies by identifying and adjusting items and factors. |
| format | Article |
| id | doaj-art-ededc598a33f4f61a6a572a1107e9483 |
| institution | Kabale University |
| issn | 2783-1345 2717-4581 |
| language | fas |
| publishDate | 2024-05-01 |
| publisher | Ayandegan Institute of Higher Education, Tonekabon, |
| record_format | Article |
| series | مدیریت نوآوری و راهبردهای عملیاتی |
| spelling | doaj-art-ededc598a33f4f61a6a572a1107e94832025-01-30T14:56:37ZfasAyandegan Institute of Higher Education, Tonekabon,مدیریت نوآوری و راهبردهای عملیاتی2783-13452717-45812024-05-01519310810.22105/imos.2023.379495.1261174696Prioritization of employee performance evaluation indicators in the strategic process of human resource management using the MCDM approach: a case study of the fire department of Alborz provinceSeyed Fakhreddin Fakhrhosseini0Meysam Kaviani1Department of Accounting, Management and Accounting faculty, Tonekabon Branch, Islamic Azad University , Tonekabon, Iran.Department of Management and Accounting, Karaj Branch, Islamic Azad University, Karaj, Iran ,Purpose: Whatever cannot be measured cannot be controlled, and whatever cannot be controlled cannot be managed. Therefore, the main issue in all organizational analyses is performance, and its improvement requires measurement. Therefore, an organization without a performance evaluation system is unthinkable. One of the problems organizations face when measuring performance is determining performance evaluation indicators. This research has been carried out to prioritize employee performance evaluation indicators in the strategic process of human resources management of the Alborz province fire department.Methodology: This research is exploratory and conducted using the Delphi method. The statistical sample of the study is the number of 15 experts and specialists selected from among the employees. The main research criteria, including preparation, implementation, and evaluation, were identified using the library method. Data analysis used the network process analysis approach, DEMATEL, and COPRAS.Findings: Based on the results of the research, the implementation criterion with a normalized weight of 0.436 is the priority among the criteria, the sub-criteria of ethical compliance with a final weight of 0.1276 is the first among the sub-criteria and the implementation of the evaluation system to increase performance. Employees are the priority among the strategies.Originality/Value: In this study, an attempt has been made to analyze all indicators related to the evaluation of employee performance indicators in the strategic process of human resources, but since there are very few field studies in academic societies, especially domestic ones, in the field of indicators the performance of employees has been done in the strategic process of human resources, so future researchers can improve the designed scale by increasing the range of their studies by identifying and adjusting items and factors.http://www.journal-imos.ir/article_174696_ef2d34ad64b357f0196b69a471edb014.pdfhuman resourcesemployee performancestrategic perspectivemcdm approach |
| spellingShingle | Seyed Fakhreddin Fakhrhosseini Meysam Kaviani Prioritization of employee performance evaluation indicators in the strategic process of human resource management using the MCDM approach: a case study of the fire department of Alborz province مدیریت نوآوری و راهبردهای عملیاتی human resources employee performance strategic perspective mcdm approach |
| title | Prioritization of employee performance evaluation indicators in the strategic process of human resource management using the MCDM approach: a case study of the fire department of Alborz province |
| title_full | Prioritization of employee performance evaluation indicators in the strategic process of human resource management using the MCDM approach: a case study of the fire department of Alborz province |
| title_fullStr | Prioritization of employee performance evaluation indicators in the strategic process of human resource management using the MCDM approach: a case study of the fire department of Alborz province |
| title_full_unstemmed | Prioritization of employee performance evaluation indicators in the strategic process of human resource management using the MCDM approach: a case study of the fire department of Alborz province |
| title_short | Prioritization of employee performance evaluation indicators in the strategic process of human resource management using the MCDM approach: a case study of the fire department of Alborz province |
| title_sort | prioritization of employee performance evaluation indicators in the strategic process of human resource management using the mcdm approach a case study of the fire department of alborz province |
| topic | human resources employee performance strategic perspective mcdm approach |
| url | http://www.journal-imos.ir/article_174696_ef2d34ad64b357f0196b69a471edb014.pdf |
| work_keys_str_mv | AT seyedfakhreddinfakhrhosseini prioritizationofemployeeperformanceevaluationindicatorsinthestrategicprocessofhumanresourcemanagementusingthemcdmapproachacasestudyofthefiredepartmentofalborzprovince AT meysamkaviani prioritizationofemployeeperformanceevaluationindicatorsinthestrategicprocessofhumanresourcemanagementusingthemcdmapproachacasestudyofthefiredepartmentofalborzprovince |