Planning to Measure the Performance of the Strategic Partner of Human Resources in the Islamic Azad University, North Tehran Branch (Passive Defense Center)

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Tayyebi Rahni Ali; Mohamadi moghaddam Yousef; Asar Mohammad taghi

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Journal Paper

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Journal: C4I JOURNAL Year:2021 | Volume:4 | Issue:4 Page(s): 44-60

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Information Journal Paper

Title

Planning to Measure the Performance of the Strategic Partner of Human Resources in the Islamic Azad University, North Tehran Branch (Passive Defense Center)

Author(s)

Tayyebi Rahni Ali | Mohamadi moghaddam Yousef | Asar Mohammad taghi | Issue Writer Certificate

Keywords

Performance Measurement

Human Resources

Partner

Strategic

Abstract

This Attention to Human Resources and its empowerment, which is the most valuable organizational capital, confirms the fact that human beings are considered as a decisive and effective Partner in organizations, and the development of Human Resources leads to comprehensive and balanced development of the organization. . In this approach, the Human Resources unit is doubly important as a Strategic Partner of any organization. Despite the many criteria associated with a HR Partner, there is no comprehensive process model that can step-by-step determine the steps to achieving a HR Partner since anything that cannot be measured It can not be controlled, it will not be possible to manage it, so the main issue in all organizational analysis is performance, and in itself it requires measurement, so no organization can be imagined without a performance appraisal system. Therefore, the main issue is to design a model to measure the performance of the Strategic Partner of Human Resources with which to measure the Human Resources of the Strategic Partner of the organization, so the purpose of this article is to show how to measure the performance of the Strategic Partner of Human Resources. In the university, a mixed method includes Delphi technique, interpretive structural modeling and research action, to measure the performance of the Strategic Partner of Human Resources. To answer the research question, various applied techniques were first identified. These techniques were then combined with a quantitative and mathematical technique called interpretive structural modeling. The result of the initial modeling was the input of the action research process and this model was applied in practice in the organization and the phases of action, observation and reflection were performed. Then, the performance and desirability of the model were summarized using the agreement group technique.

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APA: Copy

Tayyebi Rahni, Ali, Mohamadi moghaddam, Yousef, & Asar, Mohammad taghi. (2021). Planning to Measure the Performance of the Strategic Partner of Human Resources in the Islamic Azad University, North Tehran Branch (Passive Defense Center). C4I JOURNAL, 4(4 ), 44-60. SID. https://sid.ir/paper/953235/en

Vancouver: Copy

Tayyebi Rahni Ali, Mohamadi moghaddam Yousef, Asar Mohammad taghi. Planning to Measure the Performance of the Strategic Partner of Human Resources in the Islamic Azad University, North Tehran Branch (Passive Defense Center). C4I JOURNAL[Internet]. 2021;4(4 ):44-60. Available from: https://sid.ir/paper/953235/en

IEEE: Copy

Ali Tayyebi Rahni, Yousef Mohamadi moghaddam, and Mohammad taghi Asar, “Planning to Measure the Performance of the Strategic Partner of Human Resources in the Islamic Azad University, North Tehran Branch (Passive Defense Center),” C4I JOURNAL, vol. 4, no. 4 , pp. 44–60, 2021, [Online]. Available: https://sid.ir/paper/953235/en

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