Pathology of implementing staff performance evaluation system in the law of countrywide service management (Case Study: Ministry of Economic Affairs and Finance)

Abstract

All people have the right and are interested to be aware about the results of their daily performance. However, this has another aspect for employees, that is, employees are interested to be aware of organization's opinion about them and on the other hand, organizations also have the right to express their opinions about their Human Resources which is one of the main capitals of an organization. On the other hand, how we can expect employees, who are unaware about their performance, to try to overcome their past shortcomings?  To this end, it should be noted that in most of the cases, employees consider the organization or at least their direct manager responsible and the cause of decline in their performance or their poor performance and to this end, we should address employee performance evolution, which appears to have some impediments and barriers on its path, which needs to be studied carefully. The aim of the present study is to explore pathology of implementation of employee performance evaluation system in Civil Service Management Law and to this end, 262 of managers of Ministry of Economic Affairs and Finance have been selected with the help of simple random sampling method and have completed research questionnaire. Content validity of this questionnaire has been confirmed by experts in this field and its reliability also has been confirmed with the use of Cronbach's test. Finally, data collected from research questionnaires have been analyzed with the help of one-sample t-test and results indicate that structural, contextual and behavioral factors are considered as barriers of implementation of employees performance evaluation system in Civil Service Management Law in Ministry of Economic Affairs and Finance (p<0.01).