Management and evaluation of staff performance based on new evaluation structures

Abstract

Performance evaluation is a way of assessing and measuring the employees' behavior in the work environment, which includes quantitative and quantitative aspects of the job performance of individuals. In today's highly competitive environments, those organizations continue to operate that can use their resources well and increase their productivity. One of the most important sources of organization is human resource. In order to make the best use of this factor, it is necessary to develop the necessary training, coordination and sympathy among the employees, and make their goals consistent with the goals of the organization . Performance evaluation is a subset of performance management. Therefore, each performance management program depends on its ability to measure performance. Traditional performance evaluation systems lack the necessary efficiency in increasing labor productivity, so the need to turn these systems to new systems of performance management is being felt. In this research, we first review the problem design, statement of problem, and the conflict in the problem design in relation to performance evaluation in the public sector. Then, investigating the literature of the study and through library studies, we tried to examine the solutions available to eliminate this conflict and to determine whether performance evaluation in the public sector is possible in a way that increases efficiency and effectiveness or not. Therefore, this research is descriptive, carried out through library studies and articles in this area. If performance evaluation is taken seriously and proper transfers are created from the private sector to the public sector, services will be improved and the information of managers will be increased and more accountability through reporting will be seen.