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Introduction
Control in general and the performance evaluation in particular are the most important implementation mechanisms for an effective management. On the other hand, measurement and evaluation are essential for an effective control. Researchers believe that the organisation without performance evaluation is like a sick person (Azadikhahsalimi, 2009). In any organisation, performance evaluation and recognition of the status quo are the beginning of the strategy, short-term and long-term planning and also implementing the reforms (Rezai and Ebnerasoul, 2004).
Any assessment process involves the same steps, such as setting goals, gain commitment, the choice of indicators, measuring actual performance, comparing actual performance with the standards, publishing the results and finally corrective action (Haqiqi and Ranai, 1998). Assessment of the organisation’s human resources (HR) department is one of the components of organisational assessment. Organisations seek to achieve the excellence in HR for several reasons. First, today, HR is considered as the most important capital and success factor of an organisation. Second, HR is a pillar of organisational assessment that there is in all organisational assessment models as a measure. So, the organisations that are looking for success in the annual evaluations should be assured about HR aspects to obtain the necessary scores (Daneshvar, 2011). Therefore, this study aimed to assess the Sazehgostar company’s human resource management (HRM) processes and provide solutions for improving based on the HR process survey tool (HR PST).
Due to the downturn of the automotive industry in recent years, the Sazehgostar Company increasingly realized the importance of HRM processes assessment. HR experts also acknowledge the lack of effectiveness of current assessment methods in the Sazehgostar. This issue has revealed the necessity of using more precise models. In this regard, after reviewing the available models, HR PST was selected as an appropriate model to assess the HRM maturity level. So the single-case study approach was adopted in order to conduct an in-depth analysis, although this approach is along with the limitations of the generalisation of the results.
The present study is divided into four parts. The first part is a review of the literature study that provides a summary of existing literature that deals with the field of human resource maturity and excellence models. The second part describes the methodology and data analysis. In...