نوع مقاله : مقاله پژوهشی
نویسندگان
1 دانشجوی دکتری مدیریت دولتی، دانشگاه آزاداسلامی، واحد علوم و تحقیقات،تهران، ایران
2 استادیارمدیریت دولتی، دانشگاه آزاد اسلامی، واحد تهران مرکزی، تهران، ایران
3 دانشیار مدیریت دولتی دانشگاه آزاد اسلامی، واحد علوم وتحقیقات، تهران، ایران
چکیده
بهره‌گیری از قابلیت‌های بی‌شمار فناوری در عرصۀ مدیریت شهری نیز، پیامدهای شگرفی به همراه دارد و توسعۀ آن در قالب خدمات هوشمند شهرداری‌ها، نیازمند مدیریت عملکرد درست منابع انسانی است. با توجه به ورود به عرصه انقلاب چهارم و توسعه پارادایم جدید به نام مدیریت منابع انسانی دیجیتال، حوزه‌های مختلف فرایند مدیریت منابع انسانی، ازجمله مدیریت عملکرد منابع انسانی، می‌بایست بر اساس این نوع رویکرد بازنگری و به‌روز شوند. بنابراین، این پژوهش با هدف تبیین الگوی مدیریت عملکرد منابع انسانی در شهرداری تهران با توجه به الزامات شهر دیجیتال به انجام رسید. با توجه به پیش‌فرض فلسفی فرا اثبات‌گرا، روش تحقیق حاضر از نظر هدف، کاربردی است چرا که هدف آن توسعه یک دانش کاربردی در حوزه مدیریت منابع انسانی است. کلیه مدیران ارشد، میانی و عملیاتی شهرداری تهران به‌عنوان جامعه در نظر گرفته شدند و از میان آنها، 210 نفر بر اساس روش نمونه‌گیری تصادفی ساده به‌عنوان نمونه آماری انتخاب شدند. پرسشنامه‌ای بسته و محقق ساز مشتمل بر 16 گویه به‌عنوان ابزار اصلی جمع‌آوری داده‌ها استفاده شد. جهت انجام تجزیه‌وتحلیل‌های توصیفی و استنباطی، از نرم‌افزارهای SPSS و LISREL استفاده شد. سرانجام، نتایج تحقیق منجر تبیین الگوی مدیریت عملکرد منابع انسانی در شهرداری تهران با توجه به الزامات شهر دیجیتال شامل پنج بعد و شانزده مؤلفه شد و روابط فرضی الگو در یک جامعه وسیع مورد آزمون و تأیید قرار گرفتند.
کلیدواژه‌ها
عنوان مقاله [English]
Explaining the Human Resource Performance Management Model with the Digital Age Approach
نویسندگان [English]
- Yasaman Nazimi 1
- Kaveh Teymournejad 2
- Karamollah Daneshfard 3
1 PhD Candidate of Governmental Management, Islamic Azad University, Science and Research Branch, Tehran, Iran
2 Assistant Professor of Governmental Management, Islamic Azad University, Central Tehran Branch, Tehran, Iran
3 Associate Professor of Governmental Management, Islamic Azad University, Science and Research Branch,Tehran, Iran
چکیده [English]
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)
کلیدواژه‌ها [English]
- Human Resource Performance Management
- Digital Age
- Tehran Municipality
- Abubakar Allumi Nura and Nora Hasni Osman (2012). The Proposed Relationship connecting e-HRM adoption,Performance Management System and Effective Decision making . Higher Educational Institutions in Nigeria, European Journal of Business and Managementiiste.org ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online) Vol 4, No.18.
- Aggarwal, A., Thakur, G. S. M. (2013). “Techniques of performance Appraisal- A Review” International Journal of Engineering and Advanced Technology (IJEAT), vol.2, No. 3, Pp: 617-621.
- Aras, G., Tezcan, N. (2018). Comprehensive evaluation of the financial performance for intermediary institutions based on multi-criteria decision making method. Journal of Capital Markets Studies.
- Galgali, P. (2017). Digital Transformation and its Impact on Organizations’ Human Resource Management, IOR and Stakeholder Management, MCM, School of Communication and Information, Rutgers University.
- Lebas, A J. (1995). Performance Measurement and Performance Management. International Journal of Production Econonfics, No.41, Pp: 23-35.
- Leonardi, P. M., Huysman,. (2013). Enterprise social media: Definition, history, and prospects for the study of social technologies in organizations. Journal of Computer-Mediated Communication, 19, 1–19.
- Lepak, D. P., Liao, H., Chung, (2006). A Conceptual Review of Human Resource Management Systems in Strategic Human Resource Management Research. Research in Personnel and Human Resources Management, 25(1), 217-271.
- McGrath, L. C. (2012). Social media and employment: Is there a limit? Interdisciplinary Journal of Contemporary Research in Business, 4(1), 17-24. Retrieved from
- Mello, J. A. (2012). Social media, employee privacy and concerted activity: Brave new world or big brother? Labor Law Journal, 63(3), 165-173.
- Meske, Christian., Kissmer, Tobias., Stieglitz, Stefan. (2020). Bridging formal barriers in digital work environments Investigating technology-enabled interactions across organizational hierarchies, Telematics and Informatics, Volume 48.
- Mia, M. H., and Faisal, F. (2020). Digital Human Resource Management: Prospects & Challenges for Garments Industries in Bangladesh.
- Naser A. Aboyassin & Mustafa A. F. Sultan,( 2017) "The Role of Human Resources Training in Improving the Employee's Performance: Applied Study in the Five Stars Hotels in Jordan," International Journal of Business Administration, International Journal of Business Administration, Sciedu Press, vol. 8(5), pages 46-56, July.
- Vallicelli, Michelangelo. (2018). Smart cities and digital workplace culture in the global European context: Amsterdam, London and Paris, City, Culture and Society, Volume 12, pp. 25-34.
- Xian, H., Atkinson, C. and Meng-Lewis, Y. (2017). “Guanxi and high performance work systems in China: evidence from a state-owned enterpris”. The International Journal of Human Resource Management, 1- 20.
- Wiblen, S., and Marler, J. H. (2021). Digitalised talent management and automated talent decisions: the implications for HR professionals. The International Journal of Human Resource Management, 1-30.
- Willis, K.S. and Aurigi, A.,( 2017). Digital and smart cities. Routledge.published by https://www. taylorfrancis.com /books/mono/10.4324/9781315712451/digital-smart-cities-katharine-willis-alessandro-aurigi
- Yavari, V., Zahedi, Sh. (2013). “Designing Conceptual Model for Organizational Performance Management for Governmental and Nonprofit Organizations”, Strategic Management Thought, Vol. 7, No. 13, Pp: 79-122. (In Persian).
- Yusoff, Y., Ramayah, T., & Ibrahim, H. (2010). E-HRM: A proposed model based on technology acceptance model. African Journal of Business Management, 4 (13), 3039-3045.
)