چكيده به لاتين
Performance appraisal has been a necessity in all periods and times. Due to the time and space conditions as well as the diversity of organizations and its complexity, it is necessary to provide a specific model for evaluating organizational performance in each period. The use of organizational excellence models is effective in evaluating the performance of organizations in order to identify the strengths and weaknesses and the extent to which organizations achieve better quality and performance. Today, the role of effective evaluation and monitoring systems in the improvement and excellence of organizations is well known. Evaluating the performance of organizations to identify strengths and weaknesses in order to make the best use of resources and facilities has a special status and is worth a lot of attention. In this regard, organizational excellence models as a powerful tool in meeting this need of organizations has been very successful and has been able to use to a large extent in determining the direction of access to excellence of human resources. Among these models, the European Foundation for Quality Management (EFQM) model is recognized as one of the most comprehensive performance appraisal models. Employee performance appraisal is one of the most important tasks of management, which evaluates employees formally and regularly, and examines how they perform their duties and responsibilities in relation to the organizational goal or goals. The results of this evaluation help the managers of the organization to take steps towards the growth and excellence of human resources by providing scientific and accurate knowledge of the capabilities, potentials and weaknesses of employees. The purpose of this study was to present a model for evaluating the performance of staff, for which the EFQM Excellence Model was used for evaluation. The statistical sample of the present study is 7 stock market experts in Mofid Securities, all of whom were used to complete the first and second round Delphi questionnaires. The research method was qualitative, i.e. Delphi, in which a questionnaire was distributed among seven experts and completed in two stages. The results showed that 16 indices must be remove and 89 performance evaluation indices remained. Also, based on the Delphi results, the dimensions of the organization's excellence model have been approved. According to the results of the present study, the dimensions of performance evaluation based on the organization excellence model are leadership, policy, staff, resources, processes, employee results, customer results, community results and business results.
