Purpose

The performance evaluation process is a key step in any management system and constitutes the basis for continuous improvement. Resistance to change is considered as a critical factor in any change management project; so, development of employee performance appraisal systems like all of the change management projects has always faced many challenges. This study seeks to illustrate the two-year experience (2018–2020) and lessons learned by developing an employee performance appraisal system in the National Library and Archives of Iran (NLAI) as a cultural public sector organization.

Design/methodology/approach

This study was carried out by using soft operational research (OR) approaches, using a novel combination of two methods, soft system methodology (SSM) and importance performance analysis (IPA). For this purpose, at the beginning, with the help of the SSM approach, the challenges of implementation was identified, then, using the opinions and experiences of the system's stakeholders, improvement actions were defined and prioritized using the IPA method.

Findings

The research findings showed that “coaching development,” “optimizing the forced distribution rating system (FDRS)” and “customizing the system” are the most important improvement actions.

Originality/value

The research has bridged the gap between research and practice in the field of employee performance appraisal system in national libraries.

中文翻译：

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伊朗国家图书馆和档案馆 (NLAI) 员工绩效评估系统开发：软运筹学方法

目的

绩效评估过程是任何管理体系中的关键步骤，是持续改进的基础。抵制变革被视为任何变革管理项目中的关键因素；因此，像所有变革管理项目一样开发员工绩效评估系统一直面临着许多挑战。本研究旨在说明作为文化公共部门组织的伊朗国家图书馆和档案馆 (NLAI) 开发员工绩效评估系统的两年经验（2018-2020 年）和吸取的教训。

设计/方法/方法

本研究使用软运筹学 (OR) 方法进行，使用两种方法的新组合，软系统方法 (SSM) 和重要性性能分析 (IPA)。为此，一开始，在 SSM 方法的帮助下，确定了实施的挑战，然后，使用系统利益相关者的意见和经验，使用 IPA 方法定义改进行动并确定其优先级。

发现

研究结果表明，“教练发展”、“优化强制分配评级系统（FDRS）”和“定制系统”是最重要的改进措施。

原创性/价值

该研究弥补了国家图书馆员工绩效考核体系研究与实践的差距。