Document Type : Original Article
Authors
1
University of Tehran
2
Associate professor, Division of Research and Assessment, Faculty of Psychology and Education, University of Tehran, Tehran, Iran
3
Associate Professor, Faculty of Psychology and Education, University of Tehran, Tehran, Iran÷
Abstract
Introduction: In according to designing and implementing performance evaluation system in a dynamic, fair and integrated manner is the most effective strategy and the most useful activity for correct guidance of individual, group and organizational activities it is necessary to create the context for transformation to move towards to strengthen the discourse of proportionality of welfare benefits and received salaries based on the quality of performance and added value at the micro and macro level. In designing a system of performance measurement indicator is one of the basic requirements for the optimal performance of human capital. The purpose of the current research is to develop a system of performance indicators for teachers in e-learning environments. According to this study, it is tried to identify and categorize appropriate factors, criteria and indicators for evaluating the performance of teachers in e-learning environments.
Method: Qualitative approach and the theory method derived from grounded theory at the level of conceptual ordering and were used to formulate a suitable framework for evaluating the performance of teachers. For this purpose, a semi-structured interview was conducted with the founders of educational managers and experienced teachers using the purposeful sampling method. After interviewing 11 participants, data saturation was obtained as an indicator of data adequacy. After conducting the interviews, their text was typed and entered into the MAXQDA2020 software, and coding was done at the open coding level.
Results: findings, to develop a system of performance evaluation indicators for educators in the form of 116 indicators, 19 criteria and 5 communication factors including criteria (friendly relationship with learner, discourse skills and interaction with learner, family and organization), educational includes criteria (committed view to education, leadership model, discovery and promotion of inclusive capabilities), individual include of criteria (order, good mood, creative and innovative, lively and full of energy), training include of criteria (teaching method, programming knowledge, enthusiasm for teaching-learning, class management), and organization including The criteria (doing of duties, responsibility, organization, similarity with the values of the collection, use of the communication platforms of the collection) resulted. In order to reliability of the findings, the methods of reviewing the results by the informants of the collection and long-term engagement and the external audit method were used.
Discussion and conclusion: Considering the comprehensiveness of the developed indicator system, they can be used to evaluate the performance of teachers and trainers in the e-learning environment. In line with the design of the system of performance measurement indicators, it is suggested to design and implement the system of organizational incentives based on the quality of performance and value creation of trainers and the results of performance evaluation. The use of this strategy can directly and indirectly affect the creation and strengthening of intra-organizational vitality and dynamism and the promotion of individual, group, organizational and national productivity, and the culture and discourse of proportionality welfare benefits and salaries based on the quality of performance and added value at the micro level and Create and institutionalize macro.
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