Diagnosing of human resource performance management based on lack of ambidextrous learning themes: a case study of public Iranian banking system

Abstract

Purpose With drastic changes in the external environment, many organizations today cannot continue their activities and create sustainability in achieving long-term goals without having carefully designed and coordinated systems with each other. The human resource performance management system is considered as one of the most important process pillars of any organization that without any specific strategic mechanism, such as inclusive learning, faces challenges and harmful conflicts. The purpose of this study is to diagnose human resource performance management based on the lack of ambidextrous learning themes in the banking system. Design/methodology/approach In this study, theoretical screening based on similar research was used to identify the components (diagnosing of human resource performance management) and research propositions (ambidextrous learning themes). Then, Delphi analysis was used to determine the reliability of research components and propositions by the participation of 13 management specialists and experts. In the quantitative part, the components and propositions identified in the form of matrix questionnaires were evaluated by interpretive analysis by 18 managers of banking system. Findings The results showed that the proposition of lack of strategic tendencies in learning is considered as the most effective theme of ambidextrous learning in reinforcing the damage of strategic incompatibility in the performance functions of human resource management (HRM). Originality/value This result shows that the lack of strategic orientations due to the ineffectiveness in identifying environmental capacities in the banking system in the field of HRM performance is a new challenge.

Pengaruh Penerapan Total Quality Management terhadap Kinerja Inovasi Dimediasi Knowledge Sharing

“…Seiring berkembangnya pemahaman akan pengelolaan sumber daya manusia yang dimana kini manusia dianggap sebagai aset berharga bagi perusahaan untuk mampu meningkatkan daya saing dan memperkuat posisi di lingkungan bisnis yang kompetitif [6]. Karyawan dianggap sebagai indikator penting yang akan menopang keberlangsung perusahaan, oleh sebab itu dibutuhkan kinerja karyawan yang berinovasi dalam upaya menjadi pengaruh positif terhadap kinerja perusahaan [7].…”