سنجش عملکرد سازمان براساس شاخص‌های مدیریت منابع انسانی با استفاده از تکنیک های MADM فازی (مطالعۀ موردی: سازمان‌های وابسته به شهرداری اصفهان)

نوع مقاله : مقاله علمی پژوهشی

نویسندگان

1 استادیار دانشگاه شاهد، مدیریت دولتی، دانشگاه تهران، تهران، ایران

2 استادیار دانشگاه شاهد، مدیریت صنعتی، دانشگاه تربیت مدرس، تهران، ایران

3 کارشناس ارشد مدیریت دولتی، دانشگاه شاهد، تهران، ایران

چکیده

در پژوهش حاضر، پس از مطالعة مبانی نظری و نتایج پژوهش‌های پیشین و شناسایی مهم­ترین شاخص‌ها و زیرشاخص‌های مدیریت منابع انسانی مؤثر بر عملکرد سازمان، با استفاده از پرسشنامة اول و با به­کارگیری تکنیک AHP فازی، این شاخص‌ها و زیرشاخص‌ها وزن­دهی و رتبه‌بندی شدند که در آن، شاخص‌های برنامه­ریزی منابع انسانی، ارزیابی عملکرد، کارمندیابی، گزینش، آموزش و توسعه، بالاترین رتبه را به­خود اختصاص دادند. در مرحلة بعد با استفاده از پرسشنامة دوم و با به­کارگیری تکنیک TOPSIS فازی، عملکرد سازمان‌های مورد مطالعه، نسبت به این شاخص‌ها سنجش و رتبه‌بندی شدند. بدین­ترتیب، سازمان‌های خدمات موتوری و آتش­نشانی، بهترین عملکرد را نسبت به این شاخص‌ها از خود نشان دادند و سازمان‌های فرهنگی- تفریحی و پایانه‌های مسافربری نیز در رتبه‌های بعدی قرار گرفتند. در پایان نیز قوت­ها و ضعف­های عملکرد هریک از این سازمان‌ها با شاخص‌های شناسایی­شده تجزیه و تحلیل شدند و بر مبنای نتایج، پیشنهادهایی به این سازمان‌ها ارائه شد.

کلیدواژه‌ها


عنوان مقاله [English]

Organizational performance measurement based on human resource management indicators using fuzzy MADM techniques (Case study: Organizations affiliated to Isfahan Municipality)

نویسندگان [English]

  • Mohammad Vazin Karimian 1
  • Saeed Safari 2
  • Ali Khosravi 3
1 Assistant Prof., Shahed University, Public Administration, University of Tehran, Tehran, Iran
2 Assistant Prof., Shahed University, Industrial Management, Tarbiat Modares University, Tehran, Iran
3 MSc. Public Aministration, Shahed University, Tehran, Iran
چکیده [English]

   In the  present study, after investigating the theoretical bases and results of previous  researches and identifying the most important indicators and sub-indicators of human resource management affecting organizational performance, weighting and ranking the indicators were performed using the questionnaire (first) and applying the fuzzy AHP technique, in which the highest ranks were allocated to indicators of  human resource planning, performance evaluation, recruitment, selection , training and development. Next, using another questionnaire (second) and applying the fuzzy TOPSIS technique, measurement and ranking the performance of organizations under study were accomplished based on the indicators. As a result, the motor services organization and fire fighting organization showed the best performance relative to these indicators. Afterwards, recreational and cultural organization and the passenger terminals were ranked in the next step. Finally, strengths and weaknesses of each organization under study were analyzed according to identified indicators and some proposals were made to the organizations based on the results.

کلیدواژه‌ها [English]

  • Fuzzy MADM
  • Municipality
  • organizational performance measurement
  • human resource management indicators
Ahmadi, S. A. A., Rasuli, R., Rajabzadeh Ghatari, A., Pooyaye Gholizadeh, P. (2012). Presenting a crisis management model with emphasis on human resources management system for hospitals of Tehran, Journal of public administration, 10(4): 1-24. (In Persian)     
 
Boselie, P., Paauwe, J. & Jansen, P. (2000). Human resource management and performance: Lessons from the Netherlands, Erasmus Research Institute of Management. Rotterdam.
 
Boselie, P., Paauwe, J. & Jansen, P. (2001). Human resource management and performance: Lessons from the Netherlands, International Journal of Human Resource Management, 12(7): 1107–1125.
 
Caliskan, E. N. (2010). The impact of strategic human resource management on organizational performance. Journal of Naval Science and Engineering, 6(2): 100-116.
 
Chew, K. H. & Basu, S. (2005). The effects of culture and HRM practices on firm performance. Empirical evidence from Singapore, International Journal of Manpower, 26(6): 560-81.
 
Cho, S., Woods, R. H., Jang, S. & Erdem, M. (2006). Measuring the impact of human resource management practices on hospitality firms’ performances. Hospitality Management, 25: 262–277.
 
Choi, Jang-Ho., Lee, Khan-Pyo. (2013). Effects of employees' perceptions on the relationship between HR practices and firm performance for Korean firms, Personnel Review, 42(5): 573-594.
 
Collins, A. B. (2007). Human resources: A hidden advantage? International Journal of Contemporary Hospitality Management, 19(1): 78-84.
 
D'Annunzio-Green, N., Maxwell, G. & Watson, S. (Eds). (2002). The impact of strategic human resource management on organizational performance, Emerald Group Publishing, Bradford, GBR.
 
Delery, J. & Doty, D. (1996). Modes of theorizing in strategic human resource management: Tests of university contingency and configurational performance predictions. Academy of Management Journal, 39: 802–835.
 
Deranna, M. A., Fombrun, D. & Tichy, N. (1981). Human resource management; A strategic perspective, Organizational Dynamics, 9: 51-67.
 
Devinney, M. (2004). Measuring organizational performance in management research: A synthesis of measurement challenges and approaches, Australian Graduate School of Management, presented in AOM conference.
 
Farhangi, A. A., Soltanifar, M., Mahaki, A. A. & Danaei, A. (2014). The introduction of an appraisal system’s performance based on a strategic map (Case Study: Hamshahri newspaper), Journal of public administration, 4(5): 175-200. (In Persian)
 
Fathi, S. (2007). Explanation of model of effective factors on the relationship between communication technology and financial performance (A meta-analysis approach), Thesis. Tarbiat Modarres University. Tehran. (In Persian)
 
Ghorbani, H. (2010). Designing internal marketing impact pattern on the organization performance promotion from the stand point of distinct organizational capabilities for hoteling industry in Iranian cities, Thesis. Isfahan University. Isfahan. (In Persian)
 
Gholamzadeh, D. & Jalali, S. (2012). Human resources strategy formulation by strategic reference points theory (Case Study: RPK Company), Journal of public administration, 10(4): 137-152. (In Persian)
 
Golmohammadi, H. (2007). Human resource management and organization performance: Concise study of literature and findings for Malaysian cooperations, Journal of cooperation , ????. (In Persian)
 
Hsu, I. C., Lin, C. Y. Y., Lawler, J. J. & Wu, S. H. (2007). Toward a model of organizational human capital development: Preliminary evidence from Taiwan, Asia Pacific Business Review, 13(2): 251-275.
 
Intan, O. C. F., Ho, T. Carmen Galang, M. (2011). The relationship between human resource practices and firm performance: An empirical assessment of firms in Malaysia, business strategy series, 12: 41-48.
 
Khandekar, A. & Sharma, A. (2005). Managing human resource capabilities for sustainable competitive advantage. An empirical analysis from Indian global organizations. Education Training, 47: 628-639.
 
Khoshbakht, M. (2010). Identification and prioritization of effective human resource factors on staff efficacy promotion, Thesis. Tarbiat Modarres University. Tehran. (In Persian)
 
Khosravi, A. (2012). Identifying and ranking HRM criteria affecting organizational performance and performance measurement of studied organizations towards these criteria using fuzzy MADM, MA dissertation, Shahed University. Tehran. (In Persian)
 
Lado, A. A., Wilson, M. C. (1994). Human resource systems and sustained competitive advantage: A competency-based perspective, Academy of Management Journal, 19(4): 699–727.
 
Macleod, M., Bowden, R., Bevan, N. & Curson, I. (1997). The music performance measurement method, Behavior and Information Technology, 16: 279-293.
 
Ordonez de Pablos, P. & Lytras, M. D. (2008). Competencies and human resource management: Implications for Organizational Competitive Advantage, Journal of Knowledge Management, 12(6): 48-55.
 
Richardson, R. & Thompson, M. (1999). The impact of people management practices on business performance: A literature review, institute of personnel and development. Great Britain.
 
Sa'adat, E. (2007). Human resource management, 12th ed., SAMT. Tehran. (In Persian)
 
Selvarajan, T. T., et al. (2007). The role of human capital philosophy in promoting firm innovativeness and performance: Test of a causal model. International Journal of Human Resource Management, 18(8): 1456-1470.
 
Sink, D. S. (1991). The role of measurement in achieving world-class quality and productivity management, Industrial Engineering, June. ????
 
Tzafrir, S. S. (2006). A universalistic perspective for explaining the relationship between HRM practices and firm performance at different points in time, 21(2): 109-130.
 
Tzafrir, S. S. (2005). The relationship between trust, HRM practices and firm performance, International Journal of Human Resource Management, 16(9):1600–1622.
 
Wattanasupachoke, T. (2009). Strategic human resource management and organizational performance: A study of Thai Enterprises. Journal of Global Business Issues, 3 (2):139-148.
Ya-Fen, T. & Tzai-Zang, L. (2009). Comparing appropriate decision support of human resource practices on organizational performance with DEA/AHP model, Expert Systems with Applications, 36: 6548–6558.
 
Yarigholi, A. (2009). Impacting human resource practices in promoting effective human indices on human resource productivity in insurance industry public and personal sectors, Thesis. Tarbiat Modarres University. Tehran. (In Persian)
 
Yazdani, B. & Atafar, A. (2013). The effect of high performance procedure on human resource outputs and organizational performance, Human Resource Management Researches, 1. ???? (In Persian)