نوع مقاله : مقاله پژوهشی

نویسندگان

• محسن برزوزاده زواره ¹
• محمدرضا نیکبخت ²

¹ دکتری حسابداری، معاون فنی و حسابرسی امور اقتصادی و زیربنایی دیوان محاسبات کشور، تهران، ایران

² دانشیار گروه حسابداری و حسابرسی دانشکده حسابداری و علوم مالی دانشگاه تهران،تهران،ایران

چکیده

هدف این مقاله ارزیابی عملکرد کارکنان اداره کل خزانه کشور پس از اجرای سامانه‍ی درخواست وجه الکترونیکی با رویکرد کارت امتیازی متوازن (BSC) در اداره کل خزانه می‍باشد. روش تحقیق از نوع توصیفی بوده که به لحاظ ماهیت، کاربردی است. جامعه آماری این تحقیق کارشناسان، حسابرسان و مدیران اداره کل خزانه مستقر در وزارت اقتصاد و دارایی و مجریان، متخصصان پیاده‍سازی سامانه‍ی درخواست وجه الکترونیکی را تشکیل می‍دهند. 53 نفر از کارکنان با استفاده از روش تمام شماری به‌عنوان نمونه تحقیق انتخاب شدند. به‌منظور تعیین روایی پرسشنامه‍ها، از روایی محتوایی استفاده شده است و پایایی با استفاده از ضریب آلفای کرونباخ 883/0 به دست آمد. نتایج تحقیق حاکی از آن است که عملکرد کارکنان اداره‍ی کل خزانه برای پرداخت دستگاه‍های اجرایی ملی کشور پس از اجرای سامانه‍ی درخواست وجه الکترونیکی از منظر کارت امتیازی متوازن (BSC) در حد مطلوب است. مهم‍ترین معیار در ارزیابی عملکرد کارکنان اداره کل خزانه کشور به ترتیب توانمندسازی با میانگین رتبه‍ ی (25/3) بالاترین رتبه، فرهنگ و ارزش با میانگین رتبه‍ی (20/3)، کیفیت دوره آموزشی با میانگین رتبه‍ی (97/2)، رضایت از حرفه‍گری با میانگین رتبه‍ی (84/2) و رضایت از محیط کار با میانگین رتبه‍ی (75/2) می‍باشند.

کلیدواژه‌ها

• ارزیابی عملکرد
• ابعاد کارت امتیازی متوازن
• اداره‌کل خزانه

موضوعات

• حسابداری وجنبه های مختلف مالی
• نرم افزارها

عنوان مقاله [English]

Evaluating Employee Performance Using the Balanced Scorecard Approach Following the Deployment of the Electronic Fund Request System: A Case Study of the General Treasury Department

نویسندگان [English]

• Mohsen Borzouzadeh Zavareh ¹
• Mohammad Reza Nikbakht ²

¹ PhD in Accounting, Deputy Technical and Auditing of Economic and Infrastructure Affairs, National Accounts Court, Tehran, Iran

² Associate Professor, Department of Accounting and Auditing, Faculty of Accounting and Financial Sciences, Tehran, Iran

چکیده [English]

This article aims to evaluate the performance of staff at the National Treasury following the implementation of an electronic fund request system. This evaluation is conducted using the Balanced Scorecard approach. The research methodology employed is descriptive and applied in nature. The study’s statistical population comprises 53 experts, auditors, and managers from the National Treasury, working at the Ministry of Economic Affairs and Finance. This group also includes the implementers and specialists of the electronic fund request system. The validity of the questionnaires was determined using content validity, and reliability was established with a Cronbach’s alpha coefficient of 0.883. The study’s findings suggest that the performance of National Treasury staff, post-implementation of the electronic fund request system, is satisfactory when viewed through the lens of the Balanced Scorecard. The key criterion for evaluating the performance of National Treasury staff is empowerment, with an average rank of 3.25.
 

Introduction

Success in the implementation of electronic government in any country requires a model tailored to the goals, requirements, and conditions of that country. Therefore, a lack of proper planning can lead to neglecting needs and failure in achieving the goals. However, planning alone is not enough to guide and evaluate the performance of companies in an era where creating value and generating wealth through investment in customers, suppliers, employees, processes, technology, and innovation is essential.
Research question:
Is the performance of the employees of the General Treasury Department optimal from the perspectives of financial, customers, internal processes, and growth and learning dimensions of the Balanced Scorecard after the implementation of the electronic fund request system?

Literature review

The Balanced Scorecard presents a framework for articulating strategies aimed at generating value for an organization’s stakeholders, including shareholders, customers, and citizens. Over the years, the Balanced Scorecard has evolved significantly. It began as a performance evaluation tool in 1990, featuring performance dimensions, strategic objectives, key indicators, and performance-related rewards. By 1996, it had transformed into a new management system, emphasizing organizational learning, the identification of operational issues, feedback for future planning, and fostering organizational knowledge, along with the introduction of the PDCA management cycle. In 2001, it was presented as a framework for facilitating change.

Methodology

Drawing upon the models scrutinized in the research trajectory and theoretical underpinnings, this study evaluates employee performance within the country’s General Treasury. It employs the Balanced Scorecard approach and uses the Treasury as a case study to formulate the research model. This research is applied in nature, utilizing the cognitive and informational context provided by foundational research to address needs. The aim of applied research is to devise solutions for operational issues, and its results should be implementable. Furthermore, in terms of its nature and methodology, this research is descriptive (survey research). The objective of conducting descriptive research is to depict the tangible and actual characteristics of a subject or phenomenon. The questionnaire’s validity was confirmed by a group of university experts and professors, and its reliability was affirmed using Cronbach’s alpha coefficient (α=0.883). Following the distribution, collection, and analysis of information, a consensus was reached among experts to position the criteria within each of the four dimensions of the BSC.

Result

Upon collection and extraction, the questionnaires were processed using SPSS statistical software for analysis. Descriptive statistics were utilized, including frequency, frequency percentage, mean, and standard deviation.

Discussion

This study uses the one-sample t-test for analyzing and measuring the questions. To identify which scale of the Balanced Scorecard approach is prioritized, the Friedman test was utilized. Furthermore, to determine which micro-variable of the Balanced Scorecard approach’s scales received the highest score, the mean and, more specifically, descriptive charts were used.
In this regard, we discuss the 4 main research questions.
First question:
According to the one-sample t-test, since the significance level (sig) is 0.005, which is less than the standard level of 0.05, and given that the t-test value is reported as 2.944, which is greater than the standard level of 1.96, zero does not fall within the upper and lower limits. Considering the descriptive statistics of the t-test, the acquired mean in the sample is reported as 3.39, which is 0.39 higher than the population mean (3).
Second question:
Considering the one-sample t-test, since the significance level (sig) is 0.0001 and this value is less than the standard level of 0.05, and given that the t-test value is reported as 6.606 which is greater than the standard level of 1.96, zero does not fall within the upper and lower limits. Considering the descriptive statistics of the t-test, the acquired mean in the sample is reported as 3.58, which is 0.58 higher than the population mean (3).
Third question:
Since the significance level (sig) is 0.0001 and this value is less than the standard level of 0.05, and given that the t-test value is reported as 4.261, which is greater than the standard level of 1.96, zero does not fall within the upper and lower limits. Considering the descriptive statistics of the t-test, the acquired mean in the sample is reported as 3.37, which is 0.37 higher than the population mean (3). Therefore, it can be generally concluded that after the implementation of the Electronic Fund Request System, from the internal processes perspective (except for the two dimensions of binding instructions and lack of focus), the performance of the employees of the General Treasury is satisfactory.
Fourth question:
Considering the one-sample t-test, since the significance level (sig) is 0.0001 and this value is less than the standard level of 0.05, and given that the t-test value is reported as 5.137, which is greater than the standard level of 1.96, zero does not fall within the upper and lower limits. Considering the descriptive statistics of the t-test, the acquired mean in the sample is reported as 3.47, which is 0.47 higher than the population mean (3). Therefore, it can be generally concluded that after the implementation of the Electronic Fund Request System, from the growth and learning perspective (empowerment, culture and values, satisfaction with the work environment, quality of training courses, and satisfaction with professionalism), the performance of the employees of the General Treasury is satisfactory.

Conclusion

The findings of the study indicated that empowerment, with an average rank of 3.25, secured the highest rank and was of significant importance. Subsequently, culture and values, quality of training courses, job satisfaction, and satisfaction with the work environment were also deemed important. This research provided a holistic view of the performance of the employees of the General Treasury, rather than focusing on just one aspect of performance. In essence, alongside financial measures, aspects such as customer experiences, employee growth, and process improvement and efficiency were also taken into account.
 
 

کلیدواژه‌ها [English]

•  Performance evaluation
• Balanced Scorecard (BSC) Dimensions
• General Treasury Department