@article{2326,
  author = {Mina Ebrahimiarjestan},
  title = {The Role of Performance Management and its Difference with Performance Assessment Case study},
  journal = {Journal of Information Technology Review},
  year = {2017},
  volume = {8},
  number = {3},
  doi = {},
  url = {http://www.dline.info/jitr/fulltext/v8n3/jitrv8n3_2.pdf},
  abstract = {The evaluation of the employee’s capacity and ability to work and their qualification is very difficult and people
couldn’t do it perfectly and absolutely. Because human hasn’t reached yet to the tools that could measure the potential and
even really human abilities accurately. Especially in the many cases, the evaluator is a person could do not justice consciously
or unconsciously influenced the thoughts, discomforts, prejudices, emotions and feelings and for this reason claimed that if
we couldn’t evaluate the others justly, it is better to avoid.
This is a descriptive- functional study. Two questionnaires were used for data gathering that include one questionnaire about
the pathology of the performance evaluation system made by researcher and one questionnaire about the feasibility of
implementing performance management based on the Baldrige Model that is standard. Statistical society size considered
1500 persons. The research statistic society includes the employees and managers of the Iranian oil pipeline and
telecommunication company. The sample size by Cochran formula is 306 persons.
Finally, we denied the assuming equivalent of the regression coefficient in the 0.o5 error level for the performance management
hypothesis and concluded there is a significant relationship between all components and the performance management. Thus
all of the six examined hypotheses were confirmed. Therefore we can conclude the performance management has a significant
impact on the oil pipeline and telecommunication company and there is a significant relationship on the 0.05 error level
between considered variables and performance assessment. Also, we denied the existence of the significant relationship
between the paths of the evaluator and performance evaluation standard variables (0.196 and 0.682) and job assessment on
the 0.05 error level with considering of the probabilities more than 0.05. Thus the 8 and 9 hypotheses were denied and the
other hypotheses were confirmed.},
}