چكيده به لاتين
In today's world, due to globalization, organizations are in great competition with each other in different markets, and organizations can maintain or enhance their market share with high competitiveness. In order to gain the competitiveness of any organization, it needs the most efficient and effective human resources. In fact, the high productivity of manpower in any organization guarantees the optimal use of other factors and institutions in the creation of value. Creating new values in the form of different products and services, varied and tailored to the needs and wants of the market, will ensure the presence of an organization in the domestic and global markets.
The main mission and goal of any organization's managers is to make the most efficient use of resources and facilities such as workforce, capital, materials, energy and information. In this mission, the optimal use of manpower (productivity of manpower) is of particular importance because human beings, unlike other organizational resources, have wisdom and authority and the manager cannot easily use them and more importantly, manpower is not only an organizational resource. Rather, it is the only factor that makes use of other factors. Therefore, the role and importance of human resources is not hidden to anyone today. Among the factors of production (land, manpower, technology, capital) is the most valuable, scarce factor of manpower. Not paying attention to productivity and attention to other factors not only decrease efficiency and effectiveness in organization. Rather, it increases the number of injuries and accidents and causes discontent in the workforce.
(Taleghani and Ahmadzadeh, 2011: 2).
Among the factors of production, human resources factor, as opposed to other organizational resources, is known as the coordinator of other factors and is also the most important lever in increasing and decreasing the productivity of the organization. Therefore, it has a special place and should pay special attention to it. This role is becoming more and more important in service organizations because people are new to the workplace and related services. Now, if this man is motivated and capable and productive, he can use other resources efficiently and effectively and realize various types of productivity and ultimately benefit the organization, otherwise the stagnation and backwardness of passive and impoverished human resources will result. That's the motivation. But how is manpower being exploited or his productivity increased? It is a question that is answered in different institutions and organizations according to their mission and the needs of different employees. While these needs and factors may be similar, they certainly do not have the same intensity and priority as their impact on employee productivity.
Overall, it should be acknowledged that the activities of each organization are influenced by a set of factors that identifying and evaluating these factors can be effective in helping to improve the performance and achievement of organizational goals. On the other hand, considering that productivity is a function of many different factors, these factors are influenced by mission, activity, operations and factors from one organization to another and also the importance and impact of these factors on the productivity of different organizations. It is not, therefore, impossible for organizations to get involved in all areas and aspects of impact. In order to achieve the highest level of productivity, it is first necessary to identify and prioritize these factors in terms of importance for the organization in accordance with the scientific criteria and criteria, then to develop the necessary productivity, implementation plans and plans.
Chapter 3 describes the type of research method, data collection method, data collection tool and data analysis method. Then, sample size and sampling method, econometric concept and simple linear regression, ordinary least squares method and validity and reliability of the measuring instrument are examined.
In the fourth chapter, the validity and reliability of the questionnaire is tested. And then, a descriptive analysis of the data is done. In the next section, the statistical evaluation of the questionnaire items is presented and the model used to test the hypotheses is described. Model estimation and assumptions are tested and summarized at the end of chapter four.
The logit model was estimated by stepwise method. The results showed that about 74.53% of the changes in human resource productivity growth in the company were investigated by independent variables (managerial factors, organizational factors, individual factors and environmental factors) and control (gender, human resource productivity level and education level). It is explained. According to the results, among the independent variables, only environmental factors had no significant effect on growth potential of Yas Plast on Yas Plast Company but the effect of managerial, individual and organizational factors on the likelihood of human resource productivity had a positive and negative effect on growth. At the 5% probability level (95% confidence interval) it was statistically significant. Regarding the control variables, the effect of HRM on the probability ratio of HRM on its non-growth is negative and statistically significant at the 5% level of probability. But the effect of gender and education level was not statistically significant. This indicates that the higher the level of productivity, the lower the likelihood of productivity growth. These results indicate that in order to increase the productivity of the workforce in the company under consideration, managers must focus on managerial, organizational, and individual factors.
