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 سازمانیافتهها: 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.
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
خلاصه ماشینی:
نمونه گيري به روش هدفمند و ملاک محور در پاييز ٩٧ با استفاده از روش گلوله برفي با مشارکت ٢٤ نفر از کارکنان خبره و متخصصين رشته مديريت تا اشباع داده ها و با رعايت موزاين اخلاقي ادامه يافت ، روش جمع آوري داده ها از طريق مصاحبه نيمه ساختار يافته انجام گرفته ، داده ها براساس روش اشتراوس کوربين تحليل گرديدند و به طورکلي ١٧ مقوله اصلي و ٣٩ مفهوم به دست آمده است که در نهايت مقوله هاي اصلي عبارت بودند از آسيب هاي ارزيابي عملکرد - پيامدهاي نادرست ارزيابي عملکرد- کاربست هاي ارزيابي عملکرد- بهره وري در سازمان - ايجاد فرهنگ پويا- فراهم سازي شايستگيهاي توسعه حرفه اي کارکنان و مديران - پياده سازي مديريت کيفيت جامع - رهبري اثربخش - شاخص سازي عيني و ذهني - آسيب شناسي تعارضات و ارائه راهکارهاي بهبود- برنامه ريزي آينده نگرانه - توسعه شايستگيهاي ارتباطي فن آوري - سازمان هوشمند- ارتقاء بهره وري- بهبود عملکرد کارکنان سازمان يافته ها: که بر مبناي اين يافته ها اعتقاد بر اين است که نخست فرايند ارزيابي عملکرد، در دانشگاه علوم پزشکي کردستان بايد نهادينه و آموزش در اين خصوص داده شود و سپس مؤلفه هاي آن مورد مداخله قرار گيرد.
همچنين با توجه به منصفانه و عادلانه اجرا نشدن فرايند، به برنامه ريزان و کارشناسان پيشنهاد ميشود با توجه به نتايج به دست آمده از اين پژوهش و ساير پژوهش هاي مربوطه ، برنامه هاي موجود را با جديت بيشتري مورد بازبيني و اصلاح قرار دهند و جهت رفع تعارضات بين کارکنان و مديران اقدام هوشمندانه در راستاي استقرار الگوي مطلوب ارزيابي عملکرد انجام دهند.