تبیین و طراحی الگوی ارزیابی عملکرد کارکنان دانشگاه علوم پزشکی کردستان با رویکرد تئوری داده بنیان

نوع مقاله : مقاله پژوهشی

نویسندگان

1 مدیریت دولتی، دانشگاه ازاد بناب، ایران

2 دانشگاه علوم پزشکی کردستان

3 استادیار دانشگاه ازاد بناب

چکیده

هدف: پژوهش حاضر با هدف دستیابی به الگوی مطلوب در حوزه ارزیابی عملکرد برای درک بهتر این پدیده و ارائه الگوی مطلوب در دانشگاه علوم پزشکی کردستان صورت گرفته است.
روش: این تحقیق به صورت کیفی و مبتنی بر نظریه پردازی داده بنیان است. نمونه گیری به روش هدفمند و ملاک محور در پاییز 97 با استفاده از روش گلوله برفی با مشارکت 24 نفر از کارکنان خبره و متخصصین رشته مدیریت تا اشباع داده‌ها و با رعایت موزاین اخلاقی ادامه یافت، روش جمع آوری داده‌ها از طریق مصاحبه نیمه ساختار یافته انجام گرفته، داده‌ها بر اساس روش اشتراوس کوربین تحلیل گردیدند و به طور کلی 17 مقوله اصلی و 39 مفهوم بدست آمده است که در نهایت مقوله‌های اصلی عبارت بودند از آسیب‌های ارزیابی عملکرد - پیامدهای نادرست ارزیابی عملکرد- کاربست‌های ارزیابی عملکرد- بهره‌وری در سازمان- ایجادفرهنگ پویا- فراهم سازی شایستگی‌های توسعه حرفه ای کارکنان و مدیران- پیاده سازی مدیریت کیفیت جامع- رهبری اثر بخش- شاخص سازی عینی و ذهنی- آسیب شناسی تعارضات و ارائه راهکارهای بهبود- برنامه ریزی آینده نگرانه- توسعه شایستگی‌های ارتباطی فن آوری- سازمان هوشمند- ارتقاء بهره وری- بهبود عملکرد کارکنان سازمان
یافته‌ها: نخست فرایند ارزیابی عملکرد، باید نهادینه و آموزش در این خصوص داده شود و سپس مولفه‌های آن مورد مداخله ، همچنین با توجه به عادلانه اجرا نشدن فرایند، به برنامه ریزان پیشنهاد می‌شود با توجه به نتایج، برنامه‌های موجود را با جدیت بیشتر مورد باز بینی و جهت رفع تعارضات بین کارکنان و مدیران اقدام هوشمندانه در راستای استقرار الگوی مطلوب انجام دهند.

کلیدواژه‌ها


عنوان مقاله [English]

Explaining and designing a performance appraisal model for the staff of Kurdistan University of Medical Sciences with a data theory approach

نویسندگان [English]

  • Farhad Nejad Irani 1
  • hassan makhdoomi 2
  • gholamreza Rahimi 3
  • Seyedabdolah Hojati 3
1 Public Administration, Bonab Azad University, Iran
2 Kurdistan University of Medical Sciences
3 Assistant Professor of Bonab Azad University
چکیده [English]

The aim of this study was to obtain theories in the field of performance appraisal to better understand this phenomenon. The research method is qualitatively based on data theorizing. Theoretical sampling in the fall of 1997 with the participation of 24 management experts and qualified staff in a targeted manner to saturate the data and with the confidentiality of information and the possibility of leaving The study continued at any time, the data collection method was conducted through a semi-structured interview, the data were analyzed based on the Strauss Corbin method, and a total of 17 main categories and 39 concepts were enumerated.Ultimately, the main categories were performance appraisal impairments, improper performance appraisal results, performance appraisal applications, productivity in the organization, the creation of a dynamic culture, the provision of professional development competencies for employees and managers, and the implementation of comprehensive quality management. Effectiveness - Objective and subjective indexing - Pathology of conflicts and providing solutions for improvement - Futuristic planning - Development of communication competencies of technology - Smart organization - Improving productivity - Improving the performance of employees of the organization, which is based on these findings. Is that firstThe performance appraisal process should be institutionalized at Kurdistan University of Medical Sciences,The aim of this study was to obtain theories in the field of performance appraisal to better understand this phenomenon. The research method is qualitatively based on data theorizing. Theoretical sampling in the fall of 1997 with the participation of 24 management experts and qualified staff in a targeted manner to saturate the data and with the confidentiality of information and the possibility of leaving The study continued at any time, the data collection method was conducted through a semi-structured interview, the data were analyzed based on the Strauss Corbin method, and a total of 17 main categories and 39 concepts were enumerated.Ultimately, the main categories were performance appraisal impairments, improper performance appraisal results, performance appraisal applications, productivity in the organization, the creation of a dynamic culture, the provision of professional development competencies for employees and managers, and the implementation of comprehensive quality management. Effectiveness - Objective and subjective indexing - Pathology of conflicts and providing solutions for improvement - Futuristic planning - Development of communication competencies of technology - Smart organization - Improving productivity - Improving the performance of employees of the organization, which is based on these findings. Is that firstThe performance appraisal process should be institutionalized at Kurdistan University of Medical Sciences,The aim of this study was to obtain theories in the field of performance appraisal to better understand this phenomenon. The research method is qualitatively based on data theorizing. Theoretical sampling in the fall of 1997 with the participation of 24 management experts and qualified staff in a targeted manner to saturate the data and with the confidentiality of information and the possibility of leaving The study continued at any time, the data collection method was conducted through a semi-structured interview, the data were analyzed based on the Strauss Corbin method, and a total of 17 main categories and 39 concepts were enumerated.Ultimately, the main categories were performance appraisal impairments, improper performance appraisal results, performance appraisal applications, productivity in the organization, the creation of a dynamic culture, the provision of professional development competencies for employees and managers, and the implementation of comprehensive quality management. Effectiveness - Objective and subjective indexing - Pathology of conflicts and providing solutions for improvement - Futuristic planning - Development of communication competencies of technology - Smart organization - Improving productivity - Improving the performance of employees of the organization, which is based on these findings. Is that firstThe performance appraisal process should be institutionalized at Kurdistan University of Medical Sciences,The aim of this study was to obtain theories in the field of performance appraisal to better understand this phenomenon. The research method is qualitatively based on data theorizing. Theoretical sampling in the fall of 1997 with the participation of 24 management experts and qualified staff in a targeted manner to saturate the data and with the confidentiality of information and the possibility of leaving The study continued at any time, the data collection method was conducted through a semi-structured interview, the data were analyzed based on the Strauss Corbin method, and a total of 17 main categories and 39 concepts were enumerated.Ultimately, the main categories were performance appraisal impairments, improper performance appraisal results, performance appraisal applications, productivity in the organization, the creation of a dynamic culture, the provision of professional development competencies for employees and managers, and the implementation of comprehensive quality management. Effectiveness - Objective and subjective indexing - Pathology of conflicts and providing solutions for improvement - Futuristic planning - Development of communication competencies of technology - Smart organization - Improving productivity - Improving the performance of employees of the organization, which is based on these findings. Is that firstThe performance appraisal process should be institutionalized at Kurdistan University of Medical SciencesThe aim of this study was to obtain theories in the field of performance appraisal to better understand this phenomenon. The research method is qualitatively based on data theorizing. Theoretical sampling in the fall of 1997 with the participation of 24 management experts and qualified staff in a targeted manner to saturate the data and with the confidentiality of information and the possibility of leaving The study continued at any time, the data collection method was conducted through a semi-structured interview, the data were analyzed based on the Strauss Corbin method, and a total of 17 main categories and 39 concepts were enumerated.Ultimately, the main categories were performance appraisal impairments, improper performance appraisal results, performance appraisal applications, productivity in the organization, the creation of a dynamic culture, the provision of professional development competencies for employees and managers, and the implementation of comprehensive quality management. Effectiveness - Objective and subjective indexing - Pathology of conflicts and providing solutions for improvement - Futuristic planning - Development of communication competencies of technology - Smart organization - Improving productivity - Improving the performance of employees of the organization, which is based on these findings. Is that firstThe performance appraisal process should be institutionalized at Kurdistan University of Medical Sciences,,The aim of this study was to obtain theories in the field of performance appraisal to better understand this phenomenon. The research

کلیدواژه‌ها [English]

  • Employee performance evaluation
  • optimal model
  • qualitative research
  • data-based method