International Journal of Nonlinear Analysis and Applications
An optimal model for measuring the human resources productivity in the East Azarbaijan Gas Company
Document Type : Research Paper
Authors
1 Department of Public Administration, Bonab Branch, Islamic Azad University, Bonab, Iran
2 Department of Educational Sciences, Bonab Branch, Islamic Azad University, Bonab, Iran
Abstract
This synthesis research aimed to design an optimal model for measuring the human resources productivity in the East Azarbaijan Gas Company. The designed model was provided to experts for validation. The data were collected from related articles, books, and documents using databases and written resource centers. The statistical population included all valid scientific articles measuring human resource productivity. A total of 54 research articles were selected for final analysis based on inclusion and exclusion criteria due to regular searches in databases. The worksheet form designed by the researcher was used to collect the research information. The findings were analyzed using the seven-step model for the research synthesis by Marsh (1991) and open and axial coding methods. The views of experts, managers and employees of the gas department were used, and the content validity was 0.847 to determine the validity of the human resource efficiency measurement model. The results showed that the optimal model for measuring human resource productivity in East Azerbaijan Gas Company included five indicators of measuring services provided, customer perception and satisfaction, community improvement, unwanted results, and efficiency, each of which includes different components.
Keywords
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using MADM techniques, Quart. J. Educ. 100 (2009), 135–159.
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industry, Omega Mag. 41 (2013), no. 3, 501–509.
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macmlilan, Product. Guilan Univ. Med. Sci. Using Path Anal. ZUMS J. 19 (2010), no. 75, 94–106.
[51] C. Parker and P. Mathews, Customer satisfaction contrasting academic and consumers interpretations, Market.
Intell. Plann. 19 (2011), no. 1, 38–44.
[52] P. Parrotta, D. Pozzoli and M. Pytlikova, Does labor diversity affect firm productivity?, Work. Denmark Paper
(2015), no. 10–12.
[53] F. Rahnavard and M. Khodabakhsh, Structural model of improving the productivity of production employees,
Public Manag. 3 (2011), no. 7, 81–94.
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story, Int. J. Product. Perform. Manag. 55 (2016), no. 5, 430–436.
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4–12.
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construction projects, Int. J. Emerg. Technol. Adv. Engin. 4 (2019), no. 5, 152–160.
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Resource Manag. Res. Imam Hossein Univ. 8 (2015), no. 2, 161–181.
[60] J. Sullivan, Increasing employee productivity: The strategic role that HR essentially ignores, Talent Manag. ERE.
(2016).
[61] G.S. Sureshaudar, C. Rajendran and R.N. Anantharaman, The relationship between management s perception of
total quality service and customer perception of service quality, Total Quality Manag. 13 (2012), no. 1, 64–88.
[62] A.L. Tolentino, New concepts of productivity and its improvement, Eur. Product. Network Seminar 37 (2009),
no. 2, 13–14.
[63] Gh. Tzeng, Ch. Chiang and C.W. Li, Evaluating intertwined effects in e-learning programs: A novel hybrid MCDM
model based on factor analysis and DEMATEL, Expert Syst. Appl. 32 (2007), no. 4, 1028–1044.
[64] P. Vardarliera, Strategic approach to human resources management during crisis, Procedia Soc. Behav. Sci. 235
(2016), 463–472.
[65] A. Vaziri, H. Mansoori and A. Adiban, Identifying and prioritizing factors affecting productivity on human resource
using MADM techniques, Quart. J. Educ. 100 (2009), 135–159.
[66] W.Ch. Wang, L. Chia-Li and L. Ming-Tsung, Using SIA and dematel to identify the factors affecting design
delays, 27th Int. Symp. Automation Robotics Construction, 2015.
[67] L. Wu, Developing global managers competencies using the fuzzy dematel method, Expert Syst. Appl. 32 (2007),
no. 2, 499–507.
[68] X. Yang and M. Hiroshi, Efficiency improvement from multiple perspectives: an application to Japanese banking
industry, Omega Mag. 41 (2013), no. 3, 501–509.
)
Volume 14, Issue 1
January 2023Pages 2233-2246
- Receive Date: 28 February 2022
- Revise Date: 22 May 2022
- Accept Date: 02 June 2022