An investigation on effective factors influencing employee performance: A case study

Abstract

Human resources are considered as one of the key components of any organization to reach its objectives. Human resources help organization performance doing organizational duties and making employees’ improvement. Because of this, employee performance appraisal has changed to one of the most important issues for top managers. Performance appraisal is necessary to select useful strategies for increasing productivity of human resource management along with productivity of employee to get strategic targets. In this study, we extract effective factors on increasing of employee performance and subsequently, present some suggestions to managers of academic organizations. The study was performed on some employees who worked for Islamic Azad University in 2013. Cronbach alpha was equal to 99.4% for employee performance appraisal, which confirmed the overall survey. To recognize key factors we used path analysis technique too. The results of the study revealed that in this school, employee performance in practical field was higher than expected, but in terms of operational and behavioral fields, they were in the middle stage

An Investigating on Influential Attributes in determining the Employees’ Performance

“…Likewise, efficiency has been explored concerning transformation tension in higher education about equity, efficiency, performance and development (Mihaiu, Opreana& Cristescu, 2010;Krishnan & Krishnan, 2012). Effectiveness has been explored in the extent of utilizing institutional resources towards efficientand effective performances in institutions (Alavi et al, 2013;Elena & Marina, 2015). Likewise, the innovativeness denotes to novel ideas overview and application of innovation in contributing to employees' performance (Alirezaei&Tavalaei, 2008;Osman, Shariff &Lajin, 2016).…”

“…The performance is the mixture of different dynamic matters which when combined build the phenomenon of the performance in comprehensive manners (Audrey & Patrice, 2012). The most critical and key parameters in this drive are efficiency, effectiveness, creativity and responsiveness that are widely used as measurement tools for performance and measured as effective attributes in determining employees performance (Alavi, Abdi, Mazuchi, Bighami & Heidari, 2013). The performance is the ability of individuals to utilize their knowledge effectively and to respond efficiently by ensuring their skills in the innovative manners to achieve the desired objectives (Amjad, Sabri, Ilyas & Hameed, 2015).…”

Competence or Communication: From Hr Professionals to Employee Performance via Employee Satisfaction

“…Employee performance refers to behavior relevant to company goals, and this behavior is under the control of every employee (Liao & Chuang, 2004). Human Resources (HR), as a component of organizational goals, plays an essential role in helping the organization perform organizational tasks and in improving employees' performance (Alavi, Abdi, Mazuchi, Bighami, & Heidari, 2013). In line with this role, to effectively boost organizational success, HR must be equipped with basic HR competence and must expand knowledge and experience outside the scope of HR (Cohen, 2015).…”

A study on relationship between organizational culture and communication apprehension

“…According to Alavi et al (2013), uuman resources are considered as one of the key components of any organization to reach its objectives. Human resources help organization performance doing organizational duties and making employees' improvement.…”

“…Performance appraisal is essential to select useful strategies to increase productivity of human resource management along with productivity of employee to get strategic targets. Alavi et al (2013) extracted effective factors on increasing of employee performance and subsequently, present some suggestions to managers of academic organizations. The study was executed on some employees who worked for Islamic Azad University in 2013 and the results of the study disclosed that in this school, employee performance in practical field was higher than expected, but in terms of operational and behavioral fields, they were in the middle stage.…”