Hadi Teimouri; Arash Shahin; Ali Shaemi Barzoki; Abdoullah Karimi
Abstract
The purpose of this research is to propose a competency-Compensation Assessment System Through Succession Planning. Having reviewed the research literature as well as experts' opinions, the primary model was proposed and then, the final research model was presented using the experts' opinions. The study ...
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The purpose of this research is to propose a competency-Compensation Assessment System Through Succession Planning. Having reviewed the research literature as well as experts' opinions, the primary model was proposed and then, the final research model was presented using the experts' opinions. The study was carried out via mixed methods research. The statistical population included the experts and academic specialists in the field of human resources and senior managers of Bank Saderat Iran in the qualitative section and experts and managers at various levels of Bank Saderat in the quantitative section. Non-judgmental purposive sampling and random stratified sampling were employed in the qualitative and quantitative sections respectively. In the qualitative section, 17 persons participated in the interview and in the quantitative section, 400 persons participated as the research sample. Tools of data collection were interview and researcher self-made questionnaire. Reliability of the questionnaire was calculated equal to 0.93 and its validity was approved. The results of the survey in the qualitative section illustrate that there are 25 components for competency-oriented compensation system in five dimensions including competency, foresight, flexibility, justice, and comprehensiveness. In the quantitative section, the findings showed that competency has the highest effect on employees' competency-oriented compensation. Likewise, among the secondary components in the subset of competency dimension, "absorption, retaining and development of organization's talents" has the highest effect on employees' competency-oriented compensation system. T-statistic of this component is equal to 11.82 and its path coefficient is equal to 0.8.
seyed hoseyn abtahi; mohammad montazeri
Volume 19, Issue 57 , May 2008, , Pages 1-16
Abstract
Successful accomplishing of HR tasks and responsibilities in organizations depends on different factors such as their knowledge, abilities, skills and competencies. Some of management theorists belibe that competitive advantages in future will be shown in form of organization's abilities to managing ...
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Successful accomplishing of HR tasks and responsibilities in organizations depends on different factors such as their knowledge, abilities, skills and competencies. Some of management theorists belibe that competitive advantages in future will be shown in form of organization's abilities to managing information and knowledge. In this way, Competency Management (CM) is an important issue in the scope of knowledge management and knowledge management, also, is subordination of Human Resources Management (HRM). In this paper, we try to review the concept of competency- standard, competency profile, competency life cycle and etc, and to state the stages of the process of designing a competency model. Also, by emphasizing on the important tole of competency- based management in HRM, some advantages of using subsystems of HRM that are based upon competency have explained, and finally, some recommendations have offered for human resources managemers in organizations in our country.
