چکیده:
The role of performance management in organizations is to determine important success factors and desirable performance criteria for individuals and to continuously improve them. The traditional approach to performance management in government organizations, in the form of the government employee assessment system, has not only been unsuccessful in fulfilling such an important role but has also been a factor in reducing employee loyalty to organizations and, consequently, declining their quality and productivity. This article, which is the result of a national research project, attempts to briefly present the achievements of evaluating the existing scheme for assessing government employees, with an emphasis on its problems and shortcomings, and to propose general measures to reform and strengthen the aforementioned scheme and ensure its dynamism. The theoretical model used in this evaluation is the IPP model, which was used to identify the weaknesses of the existing scheme for assessing government employees through a survey method, sampling, and obtaining opinions through a questionnaire. The findings and results of the research show that this scheme, in relation to a) the extent of its conformity with the realities of the country's administrative system; b) its content dimension in terms of executive instructions, forms, and criteria used in assessing the performance of government employees, has shortcomings. At the end of the article, suggestions are made regarding these shortcomings and how to adjust them.
خلاصه ماشینی:
Findings The research findings regarding the extent to which the existing employee performance appraisal scheme of the government aligns with the realities of the country's administrative system and its content-related problems in terms of executive instructions, forms, and proposed criteria are as follows: 1-Two-thirds of the study groups (96.
Substantive damages and obstacles of the scheme (executive instructions) (Refer to the page image) 3- More than half of the study groups (35/4) believe in the existence of substantive obstacles and damages in the appraisal forms, including the following: A) Lack of comprehensiveness of the forms in measuring the desired functional and behavioral components; B) Inconsistent results of appraisals in similar conditions; C) Lack of uniformity of interpretations of supervisors of different units of executive bodies regarding the components contained in the appraisal forms; D) Lack of conformity of functional factors in the appraisal forms with the job content (job description) of employees in executive bodies.
3- The limitation of evaluation forms in the current scheme in covering all aspects of employee performance and behavior, and the lack of comprehensiveness of unit supervisors in executive bodies as the sole source of employee evaluation, makes the use of the form in the current scheme inappropriate (1)-Strategic plan of the country's administrative system, volume one, study and recognition of the country's administrative system, Organization of Administrative and Employment Affairs, Azar 7731.
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