Presenting a Model for Allocating Employee Motivational Benefits in the Iranian Railway Company Based on Performance-effective Criteria Using the Analytic Hierarchy Process

Abstract

Human resources are among the most critical assets of large organizations. Human resource management and employee motivation play a key role in organizational performance, presenting a constant challenge for senior management. The Iranian Railway Company, employing over 22,000 staff and transporting nearly 50 million t of cargo annually, is one of the largest state-owned enterprises in Iran. Employee satisfaction significantly influences the company's performance indicators. The equitable allocation of motivational benefits impacts freight and passenger volumes, as well as transportation safety. Failure to allocate these benefits fairly can lead to employee dissatisfaction, undermining motivation and performance.
This study presents a method for allocating welfare and motivational benefits based on employee performance. Key performance criteria within the railway industry, such as net tkm, loading and unloading tonnage, wagon travel speed, income, accident rates, and passenger train delays, were identified. The relative importance of these criteria was determined using the pairwise comparison method. Monthly values for each criterion were calculated across 21 regions of the Iranian railway network. Motivational resources were then allocated accordingly through a hierarchical approach. The implementation of this model led to improvements in key productivity indicators, such as freight volumes and transportation efficiency, thereby enhancing overall company performance and employee satisfaction.