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首页> 外文期刊>Journal of Producitivity and perfoemance management >Proposing an improved economic value model for human resource valuation
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Proposing an improved economic value model for human resource valuation

机译：为人力资源评估提出一种改进的经济价值模型

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摘要

Purpose - The purpose of this paper is to propose an improved economic value model for human resource valuation. For this purpose, the probability of promoting people to a higher position and the satisfaction coefficient of employees and customers have been computed by competency and Kano models. Design/methodology/approach - In order to calculate the probability of promoting people to a higher position, competency model and questionnaire have been used. The satisfaction coefficient of employees and customers has been calculated as a factor influencing the survival of an individual in the organization by using the Kano model. For this purpose, two questionnaires have been designed; one was completed by the employees and the other by the customers. The proposed model has been examined in a consulting company in Iran. Findings - The human resource value of the company under study has been estimated over 29bn rials (Iranian currency). The obtained results indicate that the proposed approach as an integrative monetary and nonmonetary measure can remove the limitations of the economic value model. Practical implications - The proposed model helps organizations in managing their human capitals more effectively. Originality/value - In this study, the Kano and competency models have been integrated with one of the common models of human resource valuation, i.e. the economic value model. The proposed integrated model seems more effective compared to the basic model of economic value model. Application of the proposed model within the context of Iran for the first time would constitute as potential for contribution to the knowledge of human resource management in the developing countries.
机译：目的-本文的目的是为人力资源评估提出一种改进的经济价值模型。为此，已经通过能力和Kano模型计算了将人们提升到更高位置的可能性以及员工和客户的满意度系数。设计/方法/方法-为了计算将人们提升到更高职位的可能性，已使用了胜任力模型和调查表。员工和客户的满意度系数已通过使用Kano模型计算为影响组织中个人生存的因素。为此目的，设计了两个调查表。一项由员工完成，另一项由客户完成。建议的模型已在伊朗的一家咨询公司中进行了检查。调查结果-被研究公司的人力资源价值估计超过290亿里亚尔（伊朗货币）。所得结果表明，该方法作为货币和非货币的综合措施可以消除经济价值模型的局限性。实际意义-提出的模型可帮助组织更有效地管理其人力资本。独创性/价值-在这项研究中，卡诺和能力模型已与人力资源评估的一种常见模型即经济价值模型集成在一起。与经济价值模型的基本模型相比，所提出的集成模型似乎更为有效。首次在伊朗范围内应用拟议的模型将构成对发展中国家人力资源管理知识作出贡献的潜力。

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