Yasaman Nazimi; Kaveh Teymournejad; Karamollah Daneshfard
Abstract
Utilizing the innumerable capabilities of technology in the field of urban management also has tremendous consequences, and its development in the form of intelligent municipal services requires the proper management of human resource performance. Given the entry into the field of the Fourth Revolution ...
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Utilizing the innumerable capabilities of technology in the field of urban management also has tremendous consequences, and its development in the form of intelligent municipal services requires the proper management of human resource performance. Given the entry into the field of the Fourth Revolution and the development of a new paradigm called digital human resource management, various areas of the human resource management process, including human resource performance management, should be reviewed and updated based on this type of approach. Therefore, this study was conducted with the aim of explaining the pattern of human resource performance management in Tehran Municipality according to the requirements of the digital city. According to the meta-positivist philosophical presupposition, the present research method is applied in terms of purpose because its purpose is to develop an applied knowledge in the field of human resource management. All senior, middle and operational managers of Tehran Municipality were considered as the community and among them, 210 people were selected as a statistical sample based on simple random sampling method. A closed and researcher-made questionnaire consisting of 16 items was used as the main tool for data collection. SPSS and LISREL software were used for descriptive and inferential analysis. Finally, the research results led to the explanation of the human resource performance management model in Tehran Municipality according to the requirements of the digital city, including five dimensions and sixteen components, and the hypothetical relationships of the model in a large community were tested and confirmed.Abstract should be written in one paragraph and the subject matter (one or two sentences), purpose (one sentence), method (in two to three sentences including research design, statistical population, sample number, sampling method, intervention, instruments (Full name of the instrument, designer's name, and year of the design}, data analysis method (the name of the software used should not be stated), results (two to three sentences including key findings without mentioning the numbers) and conclusions (two sentences) (Verbs should be in past tense)
Roohollah Shahidipour; Elham Sangi; Hamed Mazaherian; Alireza Karami; Ali Jafari Shahrestani
Abstract
Lack of performance assessment system in organizations is one of the main reasons for failure of their goals and missions. The pathology of the past assessment procedures in Tehran municipality shows that high number of indicators, being qualitative and having traditional approach have led to the failure ...
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Lack of performance assessment system in organizations is one of the main reasons for failure of their goals and missions. The pathology of the past assessment procedures in Tehran municipality shows that high number of indicators, being qualitative and having traditional approach have led to the failure to achieve the main purpose of assessment. The purpose of this study was to describe and prioritize the performance indicators of twenty-two districts of Tehran Municipality using fuzzy Delphi method to provide the necessary basis for realization of programs based on prioritized indicators. This was an applied research and data collection was carried out in a mixed method studies which has been performed with surveying of experts based on Dehphi fuzzy method. This paper summarized the significant and important indicators for evaluating the performance of Tehran Municipality using the opinions of elites and experts and prioritizes each indicator for sub-units of Tehran Municipality. The results showed cash realization rate, average time to issue a building license, staff satisfaction, improved bus performance, transportation and waste collection and mechanized cleaning services, cultural, national and religious performance status, quality of care at the request of the citizens had the highest priority in the seven areas, respectively.
Ali Mohammadzadeh; Amin seyyednosrati
Abstract
Today, organizational knowledge is the most important asset of any organization that is openly or covertly available to human capital. Establishing knowledge management leads to organizational transformation and productivity increases dramatically. This issue is very important for municipalities, whose ...
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Today, organizational knowledge is the most important asset of any organization that is openly or covertly available to human capital. Establishing knowledge management leads to organizational transformation and productivity increases dramatically. This issue is very important for municipalities, whose performance is directly related to increasing the welfare of citizens and the quality of urban life. This study tries to help the policymakers and implementers in the direction of knowledge management by analyzing the current situation of knowledge management and its establishment in Tehran Municipality. Along with this, 18 employees who are currently dealing with knowledge management in Tehran Municipality were interviewed semi-structured. The data were presented after implementation using the data theory strategy of the Analysis Foundation. The findings were presented within the framework of the Strauss and Corbin model. Findings indicate that despite the formation of the Knowledge Management Steering Committee in Tehran Municipality and the unified communication of regulations for the entire organization, lack of support from senior managers for the implementation of knowledge management, lack of macro-management in managers, high turnover rate, and the like, It has created challenges for the optimal deployment of knowledge management in this important organization with 65,000 manpower. In this regard, it is suggested that while confronting any kind of trial and error, the policy-making body be merged with the knowledge management implementation body in the municipality, and for some related organizational positions in different municipal units, the mission-related to knowledge management be defined.
