Investigating the effect of merit-based appointments of managers on the productivity of Bank Mellat in Ardabil province

Dissertation for Master's Degree

Marketing Orientation Executive Management

Abstract

The present research was conducted with the aim of investigating the effect of the appointment of managers based on competence on the productivity of Bank Mellat in Ardabil province. The research method is a descriptive and correlational survey method, and the statistical population is all the employees of Bank Mellat in Ardabil province, which were 283 people. To determine the number of samples, using Cochran's formula, the sample size was calculated as 170 people. The measurement tool of this research was used for the competency variable from the researcher-made manager competency questionnaire that included 30 questions with a Likert spectrum with very few to very many options, and for efficiency, the Ajiu model standard human resource productivity questionnaire that included 26 questions with very few to very many options was used. Descriptive statistics method (including mean, standard deviation, etc.) was used for data analysis, and correlation coefficient, univariate regression, and multivariate regression were used to analyze and analyze hypotheses. The results of the research showed that the appointments based on the competence of managers increase the productivity of human resources, so it can be said that the higher the competence of managers in the organization, the productivity of human resources also increases. Also, technical skills, perceptual skills, diagnostic skills, communication skills, decision-making skills and time management skills of managers increase the productivity of human resources. The beta coefficients in the multivariate regression coefficient showed that communication skills and time management have the greatest contribution in predicting human resource productivity with beta coefficients of 0.30 and 0.22, respectively.

Keywords:

Competence of managers, human resource efficiency, management skills, Bank Mellat, Ardabil Province

Chapter One

General Research

1-1- Introduction

One of the important issues that government organizations, especially banks, always emphasize is the increase in employee productivity in the organization and their work responsibilities. Increasing the productivity of employees in government organizations (banks), in terms of the unique characteristics of these organizations, is one of the strategic and service factors.

Success in playing the role and carrying out this heavy responsibility is more than anything related to the ability and effectiveness of managers. The effectiveness of managers also basically depends on their competence, skill, level of knowledge, insight and abilities, and due to the importance of these factors in the success of managers, a continuous search and effort is underway to find and train those who have this type of competence, ability and skill that will turn them into effective managers and useful leaders (Nadrian, 1362: 14)

Nowadays, competence It has become a multipurpose term that is used with different meanings in various scientific fields (Mojab and others, 2011). In the literature related to competence, there are various definitions of competences, although all of them are broadly similar and are basically focused on the roles and responsibilities of the job (Clark Warmit, 2010), but by examining it, we come to the conclusion that there is no single definition and certain terminology about competence (Karami, 2016). But the most comprehensive definition of competence that can be provided is related to Sanchez.

According to Sanchez (2010), competences are defined as a group of related knowledge, characteristics, attitudes and skills that have a great impact on people's jobs and are correlated with people's performance at work, can be evaluated with acceptable standards and can be improved through training and development. Competence enables a person to do work skillfully (such as making the right decisions and doing effective work) in complex and uncertain situations. such as work, social obligations and personal life.

According to the above, the main purpose of the research is to investigate the effect of the appointment of managers based on competence on the productivity of Bank Mellat in Ardabil province.

1-2- Statement of the problem

Nowadays, all developed or developing countries have realized the importance of productivity as one of the necessities of economic development and gaining competitive advantage. In this way, most of the developing countries have made significant investments in order to spread the culture of a special attitude to productivity and generalize the use of techniques and methods to improve it.In Iran, the importance of paying attention to the category of productivity has been neglected due to various reasons, including the lack of culture and the right attitude towards productivity in the society. Many experts believe that the missing link of Iran's economy is the lack of labor productivity before it is capital or natural resources. (Saatchi, 1378: 33)

Productivity is a concept that is used to show the output ratio of an individual, unit and organization. The higher the productivity of an organization, the lower the production cost of a unit of work. The productivity of an organization depends more than any other factor on the knowledge, skills, abilities, attitudes and behavior of its managers. (Saatchi, 1376, 29)

The word productivity was used for the first time by Francois Caine, a mathematician and economist who was a supporter of the physiocracy school (government of nature) and formally defined productivity as follows: (Productivity is the result of the fraction obtained by dividing the amount or value of the product by the amount or value of one of the factors of production. In this sense, we can talk about the productivity of capital, raw materials and labor.) International Labor Organization Vari has defined it as follows: (Productivity is the ratio of output to one of the factors of production: capital, labor and management.) In this definition, "management" is especially considered as one of the factors of production.

Competencies have different benefits for organizations and managers at different levels, and organizations also for various reasons, such as: transferring valuable behaviors and organizational culture, effective performance for all employees, emphasizing the capacities of people (instead of their jobs) as a way to gain a competitive advantage. The concept of competence was first introduced by Professor McClelland in the 70s as a predictor of employee success in the job. Therefore, he recommended competency as a selection qualification. Then in 1982, he and his colleagues presented the first definition of competency in the book Competency of Managers (same source). His definition of competency was: "The root characteristics of a person (motivation, characteristics, skills, social role, and body of knowledge) that he uses to perform his duties." was used (MCcelland, 1973.)

Lawler (1994) in an article examined the evolution of organizations, from organizations based on job analysis, to organizations based on competence, so that today a large number of organizations use competency-based human resource management methods (Competency-based HRM Practices). Despite its use and application in different ways, it seems that competencies need to be interpreted and explained conceptually. (Khorshidi, 2008: 97)

According to Spencer (1993), competence is the underlying characteristic of a person, which is generally related to effective criterion-oriented performance or superior performance in a job or situation. According to Boyatzis (1982, 1995), competence generally emphasizes the basic traits and characteristics of a person. These traits can be the motivation, behavior, skill and perception of a person's social role or a set of knowledge, which a person uses in performing tasks and activities. This approach contrasts with the approach of Robertson, Callinan and Bartram (2003) that competency is a set of behaviors that are used as a means to achieve desired results or outcomes. The first approach, which can be seen in the definitions of Spencer (1993) and others, is called trait-oriented approach and the second approach is called behavior-oriented approach. In other words, in the first approach, competence is equivalent to basic characteristics, and in the second, it is a set of behaviors. Ware and Connor (1992) consider this contrast of two views to be the contrast of the two traditional views of the evaluation model of personal characteristics (Boyatzis, 1995) and the newer view of the job position model. (Robertson, Callinan and Bartram, 2002, quoted in Sohuri, 1388: 101)

According to the above, what constitutes our goal in this research is to answer the question, what is the relationship between the competence of managers and the productivity of Bank Mellat in Ardabil province? Unlike other organizational resources, the human resource factor is known as the intelligent and coordinator of other factors, and it is also the most important main lever in increasing and decreasing the productivity of the organization, therefore, it has a special position and special attention should be paid to it. This role becomes more important in service organizations because a person enters the work scene and the related service field.