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Journal articles on the topic 'Evaluation of personnel'

Author: Grafiati

Published: 30 May 2022

Last updated: 31 July 2025

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1

Taylor, Frank A., Allen F. Ketcham, and Darvin Hoffman. "Personnel evaluation with AHP." Management Decision 36, no. 10 (1998): 679–85. http://dx.doi.org/10.1108/00251749810245336.

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2

Scriven, Michael. "Validity in personnel evaluation." Journal of Personnel Evaluation in Education 1, no. 1 (1987): 9–23. http://dx.doi.org/10.1007/bf00143275.

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3

Жмачинский, В. И., and Чжан Чжэнь. "Personnel policy of the enterprise: theory, practice, performance evaluation." Экономика и предпринимательство, no. 2(127) (April 11, 2021): 1068–74. http://dx.doi.org/10.34925/eip.2021.127.2.213.

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В статье рассматриваются актуальные проблемы кадровой политики предприятия на примере ОАО «СК Волжское пароходство». Авторы исходят из теоретических понятий организации кадровой работы: тип и стиль власти, оплата и мотивация труда, подготовка квалифицированных кадров. Исполнены результаты исследования стиля управления персоналом на основе экспериментных оценок, на основе которых предложена методика, эффективности работы с кадрами на предприятии. The article examines the topical issues of the personnel policy of the enterprise on the example of Volga Shipping Company OJSC. The authors conduct r

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4

Tuyakova, G. "KAZAKHSTAN AND FOREIGN EXPERIENCE OF PERSONNEL ASSESSMENT." Scientific heritage, no. 125 (November 23, 2023): 23–25. https://doi.org/10.5281/zenodo.10199741.

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5

Furtwengler, Carol B. "State Actions for Personnel Evaluation." education policy analysis archives 3 (February 15, 1995): 4. http://dx.doi.org/10.14507/epaa.v3n4.1995.

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This article is an analysis four major policy issues associated with state actions for personnel evaluation from 1983 to 1992 and provides descriptive information about state policy actions taken during those years. Twenty states enacted their first requirements for performance evaluation, and states assumed new roles for program development, implementation, and staff development. Twenty-nine states passed legislation for performance pay programs, but only five programs remained viable by 1992. States generally avoided the issue of teacher tenure when enacting legislation for teacher evaluatio

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6

Kang, Sun-hee. "Personnel Evaluation and Judicial Review." Labor Law Forum 24 (July 31, 2018): 79–108. http://dx.doi.org/10.46329/llf.2018.07.24.79.

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7

Trach, D. M., and L. D. Melnichuk. "MANAGEMENT PERSONNEL – EFFIENCY AND EVALUATION." Vestnik Universiteta, no. 11 (December 27, 2019): 42–48. http://dx.doi.org/10.26425/1816-4277-2019-11-42-48.

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The transformation of economic systems requires adequate changes in the business management system. This concerns first of all fundamental changes in the role of management personnel in ensuring business sustainability, assessing its effectiveness and material incentives. During the expansion of the independence of the business, the role of the management apparatus will increase significantly, because a significant part of the management functions, which, were performed previously by line ministries in the market economy will be fulfilled by the business itself. In addition, the role of manage

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8

Веретехина and Svetlana Veretekhina. "Automated Systems of Personnel Evaluation." Management of the Personnel and Intellectual Resources in Russia 4, no. 5 (2015): 72–77. http://dx.doi.org/10.12737/14961.

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The paper presents an overview of requirements for process automation personnel assessment. Grading activities are determined. The method of assessment of staff using methodology SCRUM is considered. An example of evaluation using psychometric tests and software solutions is given. The article describes the principles of evaluation of the personal effectiveness of employees. The list of the main methods of personnel assessment is given. Advantages and disadvantages of using automated systems for staff appraisal companies and organizations are considered. For example the asses

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9

Дмитриева, С., S. Dmitrieva, Михаил Кричевский, and Mihail Krichevskiy. "Quantitative Evaluation of Personnel Motivation." Management of the Personnel and Intellectual Resources in Russia 7, no. 1 (2018): 34–39. http://dx.doi.org/10.12737/article_5a9cf169b2aa74.13997665.

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The motive is the reason, the reason for any action, and the motivation of the staff becomes important for two reasons. On the one hand, staff motivation plays a key role in achieving the organization’s goals. On the other hand, employees within the organization have their own goals, which cannot be achieved without proper motivation. It is important for the management of the enterprise to know the level of personnel motivation that will allow to adopt this or that strategy of human resources management. It is possible to receive an estimation of motivation of the personnel in two ways: the qu

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10

ATANASOV, Mykola. "Personnel evaluation: essence, types and algorithm of the evaluation procedure." Economics. Finances. Law 6, no. - (2022): 27–30. http://dx.doi.org/10.37634/efp.2022.6.6.

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This paper is based on the works of domestic and foreign scientists and materials from periodicals. The purpose of the paper is to study the essence of the concept of "personnel evaluation", systematization of its types and step-by-step study of the algorithm of the evaluation procedure. Staff is an integral part of every business. In modern conditions, the procedure of personnel evaluation and development is becoming increasingly important. Every day the evaluation criteria change and develop further, which makes it necessary to constantly be one step ahead and follow the trends in this area.

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11

Webster, William J. "The connection between personnel evaluation and school evaluation." Studies in Educational Evaluation 21, no. 2 (1995): 227–54. http://dx.doi.org/10.1016/0191-491x(95)00012-j.

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12

Vilkhivska, Olga, and Marina Vovk. "Evaluation of personnel readiness to implementing of electronic business technologies." Economics of Development 18, no. 1 (2019): 1–8. http://dx.doi.org/10.21511/ed.18(1).2019.01.

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The technology for evaluating the personnel readiness for the implementing of e-business technologies is developed, which includes the following steps: development of a list of competencies reflecting staff readiness for the introduction of e-business technologies; building a questionnaire to assess the level of development of staff competencies for each e-business technology; formation of a matrix of pairwise comparisons to determine the relative importance of competencies; personnel questioning; survey of experts; verification of the degree of consistency of expert opinions; definition of in

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13

Panasiuk, Oleksandra. "DIGITALIZATION OF THE PERSONNEL EVALUATION PROCESS AS A STRATEGIC APPROACH FOR IMPROVING THE COMPANY'S PERSONNEL MANAGEMENT." Problems and prospects of economics and management, no. 4(36) (2023): 72–85. http://dx.doi.org/10.25140/2411-5215-2023-4(36)-72-85.

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The scientific article has proved the importance of personnel evaluation process automation in Ukrainian enterprises. The approaches of personnel evaluation by business entities (selection of new employees; assessment of the professional development of the company's employees) have been re-vealed. The research has also provided the comparative characteristics of methods and tools for per-sonnel evaluation at the enterprise. The advantages and disadvantages of automation (digitalization) of enterprise personnel evaluation have been identified. There are two types of software products presented

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14

Shchetinina, L., S. Rudakova, N. Danylevych, and Z. Polytsia. "Personnel employment management: concept and evaluation." Galic'kij ekonomičnij visnik 68, no. 1 (2021): 151–58. http://dx.doi.org/10.33108/galicianvisnyk_tntu2021.01.151.

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The differences between the term «involvement» and the terms «satisfaction» and «loyalty» are analyzed. It is concluded that involvement is an emotional and intellectual state that motivates, stimulates and inspires employees to do their best and provides long-term concentration in solving work tasks, regardless of age, gender and working conditions in the company. Involvement can be called the most important criterion of the modern enterprises success and the best method for leadership and personnel management. This is what motivates the employee to work effectively, make more and more effort

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15

Kang, Sun-hee. "Personnel Evaluation and Judicial Review I." Labor Law Forum 23 (February 28, 2018): 127–79. http://dx.doi.org/10.46329/llf.2018.02.23.127.

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16

Kokoc, Melda. "Personnel Evaluation Under Intuitionistic Fuzzy Environment." International Journal of Intelligent Systems and Applications in Engineering 8, no. 3 (2020): 137–46. http://dx.doi.org/10.18201/ijisae.2020363533.

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17

Willeke, M. J., and R. A. Reineke. "Program Evaluators Foray into Personnel Evaluation." American Journal of Evaluation 9, no. 4 (1988): 45–49. http://dx.doi.org/10.1177/109821408800900405.

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18

Willeke, Marjorie J., and Robert A. Reineke. "Program evaluators foray into personnel evaluation." Evaluation Practice 9, no. 4 (1988): 45–49. http://dx.doi.org/10.1016/s0886-1633(88)80005-9.

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19

Peris, A., and F. Arnetoli. "324 BLS Ambulance Personnel Performance Evaluation." Prehospital and Disaster Medicine 8, S3 (1993): S145. http://dx.doi.org/10.1017/s1049023x00048962.

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20

Touyer, Roger-M. "Evaluation du mérite personnel et salaire." Relations industrielles 10, no. 4 (2014): 255–75. http://dx.doi.org/10.7202/1022670ar.

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L'auteur se propose de décrire les caractéristiques principales d'un plan d'évaluation du mérite personnel qu'il a récemment établi dans une entreprise non-syndiquée de la ville de Québec. En guise d'introduction, il définit les objectifs et décrit les méthodes de l'évaluation du mérite personnel, particulièrement les méthodes dites "analytiques". L'étude se termine par une analyse détaillée de la méthode analytique utilisée dans l'entreprise ci-haut mentionnée et de la relation entre cette méthode et la structure des salaires.

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21

Lien, Tamara. "Marketing Evaluation of Personnel Building Companies." Economic journal of Lesia Ukrainka Eastern European National University 6, no. 2 (2016): 42–46. http://dx.doi.org/10.29038/2411-4014-2016-02-42-46.

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22

Buser, Robert L., and Vernon D. Pace. "Personnel Evaluation: Premises, Realities, and Constraints." NASSP Bulletin 72, no. 512 (1988): 84–87. http://dx.doi.org/10.1177/019263658807251216.

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23

Valentyna Gavrylenko and Yana Gavrylenko. "APPROACHES TO QUALITATIVE COMPOSITION ASSESSMENT OF THE ENTERPRISE PERSONNEL." Proceedings of Scientific Works of Cherkasy State Technological University Series Economic Sciences, no. 59 (December 30, 2020): 98–108. http://dx.doi.org/10.24025/2306-4420.1.59.2020.222472.

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The article considers methodological approaches to the formation, development and evaluation of the staff quality of the enterprise; systematizes scientific opinions to determine the content of the definition "personnel evaluation"; in the article the interrelation of personnel management functions and its composition evaluation functions are established; the main goals of personnel evaluation are determined; the characteristics of the main methods of employees selection of the enterprise are given and the requirements concerning the criteria of their estimation are specified; the main criteri

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24

Pakulina, Alevtina. "Evaluation of the effectiveness of the personnel management system." Economic Herald of SHEI USUCT 20, no. 2 (2024): 88–96. https://doi.org/10.32434/2415-3974-2024-20-2-88-96.

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The article discusses the main functions of personnel management, the main tasks of analysis and planning of personnel costs. The goal of personnel cost management is to ensure a balance between costs and results. This will allow, on the one hand, to pay off the content of the hired workforce, and on the other hand, to solve social tasks – to achieve staff satisfaction with work at this enterprise, the development of such important personnel qualities as involvement, dedication, innovative activity, etc. It was established that the organization’s personnel management is a purposeful activity o

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25

DYAKIV, Olga. "USE OF INNOVATIVE TECHNOLOGIES IN PERSONNEL MANAGEMENT." Regional’ni aspekti rozvitku produktivnih sil Ukraїni, no. 27 (December 25, 2022): 49–57. http://dx.doi.org/10.35774/rarrpsu2022.27.049.

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Introduction. Personnel management is considered to be one of the mechanisms for the implementation of the personnel policy of the managementsubject, including a system of organizational, socio-economic, psychological, moral and other factors founded on the regulatory and legal basis, ensuring the rational use of the abilities of a person both in his own interests and and ininterests of the enterprise. Today, the task of introducing the latest changes in personnel management technology is especially acute. The process of creating innovative approaches in personnel management is no less importa

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26

TKACHENKO, V.I. "Assessment of personnel security in the management system of modern enterprises." Market Relations Development in Ukraine №4(251)2022 117 (August 3, 2022): 69–76. https://doi.org/10.5281/zenodo.6957193.

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Relevance of the research topic. The study of personnel security assessment in the management system of modern enterprises is due to the lack of a unified approach to the implementation of the algorithm of this process. Formulation of the problem. To assess the level of personnel security of modern enterprises, it is necessary to develop an integrated assessment that would combine various indicators that reflect certain aspects of personnel security. This assessment makes it possible to trace the dynamics of personnel security, to forecast its state in future periods, to assess its impact on t

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27

Zakharchyn, H., N. Lyubomudrova, and I. Sobol. "Motivation and evaluation of personnel in modern challenging environment." Economics, Entrepreneuship, Management 3, no. 1 (2016): 31–34. http://dx.doi.org/10.23939/eem2016.01.031.

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28

Irakli, Basheleishvili. "Development of the Information System of Evaluation of Multifunctional Personnel." International Journal of Trend in Scientific Research and Development 1, no. 6 (2017): 578–88. https://doi.org/10.31142/ijtsrd3586.

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In the work presents the issues of evaluation of multifunctional personnel, and there have been developed the methodology for evaluation of multifunctional personnel the evaluation stages the evaluation scheme formulas allowing for computing the evaluation results and for forming the matrix of functional capabilities, which represents the input indicator for the algorithm of selection and deployment of multifunctional personnel. Irakli Basheleishvili "Development of the Information System of Evaluation of Multifunctional Personnel" Published in International Journal of Trend in Scien

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29

Yang, Yu Nan, Hui Li, and Fei Xiang. "Research of the Differences on Subjective Evaluation of Environment between Professional Personnel and Unprofessional Personnel." Applied Mechanics and Materials 99-100 (September 2011): 1352–55. http://dx.doi.org/10.4028/www.scientific.net/amm.99-100.1352.

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This article compares the differences of evaluating the same environment between professional personnel and unprofessional personnel whose culture backgrounds are different. It uses the method of Subjective Evaluation of Built Environment and modern mathematical statistic. This evaluation object is the campus of Three Gorges University, in Hubei. The comparison adopts these methods such as average values comparison, one-way variance analysis, and regression analysis. According to the evaluation result, it analyzes the differences of the two groups about understanding environment.

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30

Shamshetdinov, R. "Methods for Assessing Efficient Activities of Personnel." Bulletin of Science and Practice 5, no. 4 (2019): 338–41. http://dx.doi.org/10.33619/2414-2948/41/47.

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The article discusses the need and reasons for the formation of a personnel evaluation system in enterprises. Lists the main stages of the personnel evaluation system. The key problems that arise in the formation of a personnel evaluation system are considered. Highlighted the benefits that the system of evaluation of employees of the enterprise. Analyzed the tools with which to assess the effectiveness of work.

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31

Nikitenko, Kateryna. "IMPROVEMENT OF ASSESSMENT OF THE PERSONNEL MANAGEMENT SYSTEM AT THE AGRICULTURAL ENTERPRISE." Economic Analysis, no. 30(1, Part 2) (2020): 100–107. http://dx.doi.org/10.35774/econa2020.01.02.100.

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The purpose of the article is to analyze the system of personnel evaluation and management at the agricultural enterprise, as well as to improve the evaluation of the personnel management system of the researched enterprise. The subject of the research is the process of improving the system of personnel evaluation at the enterprise and the development of recommendations on methods of selection and retention of personnel at the researched enterprise. The method of analysis, synthesis, generalization, systematization is used in the article. The analysis and assessment of the existing personnel m

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32

Babeshkova, Ekaterina V., and Tatyana G. Zhamkova. "THE PROCESS OF EVALUATING AN EMPLOYEE FROM MANAGERIAL POINT OF VIEW." Oeconomia et Jus, no. 1 (March 29, 2024): 1–9. http://dx.doi.org/10.47026/2499-9636-2024-1-1-9.

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The goal of any organization is to obtain the desired result, which can be achieved with the help of proper motivation and actions of employees. The evaluation of personnel in the organization in modern conditions is becoming increasingly relevant. The effectiveness of achieving the goals of the organization directly depends on the personnel potential, personnel policy and the quality of the staff. Regular assessment of the staff contributes to creating an effective working structure, motivating employees, and increasing their productivity. The purpose of the study is to identify the character

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33

Yoon, Donghun. "How Can Personnel Performance Evaluation Systems Be Improved?" SAGE Open 11, no. 1 (2021): 215824402098653. http://dx.doi.org/10.1177/2158244020986538.

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In the same way that it is difficult for individuals to develop a way of evaluating themselves, it is also difficult for organizations and their employees to develop a perfect way of evaluating the performances of their personnel. As such, research on this is still actively being carried out at present, and the personnel performance evaluation methods continue to evolve from the methods that have been developed through research. Discussed in this article are measures of improving personnel performance evaluation. The existing performance evaluation theories and pitfalls are discussed and prese

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34

ODEGOV, YU G., and V. V. KHALIULINA. "ORGANIZATIONAL ASPECTS OF THE EVALUATION AND CERTIFICATION OF PERSONNEL." Herald of Omsk University. Series: Economics, no. 1 (57) (2017): 119–26. http://dx.doi.org/10.24147/1812-3988.2017.1.119-126.

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In the article the theoretical and practical approaches to evaluation and certification of personnel were systematized. Properly organized process of evaluation and certification of employees gives information on the status of the personnel of the organization, its potential. The approach of the authors to the concepts of human potential, labor potential, personnel assessment, and consideration of the competence has stated. The relationship between the concepts of assessment and certification of personnel is revealed in the article. The methodology of evaluation of personnel, the definition of

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35

Tuyakova, G. "METHODS OF PERSONNEL ASSESSMENT IN MODERN ORGANIZATIONS." Norwegian Journal of development of the International Science, no. 112 (July 12, 2023): 27–31. https://doi.org/10.5281/zenodo.8147188.

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<strong>Abstract</strong> This article reviews the methods of personnel evaluation in comparison. Their features, advantages and disadvantages, pros and cons are identified. Different approaches to personnel evaluation are considered. Labor performance evaluation. <strong>Аннотация</strong> В данной статье проводится обзор методов оценки персонала в сравнении. Выявляются их особенности, преимущества и недостатки, плюсы и минусы. Рассматриваются различные подходы к оценке персонала. Оценка результативности труда.

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36

Varis, Iryna, Oksana Kravchuk, and Vladyslava Konovalova. "Effectiveness evaluation of HR processes." Galic'kij ekonomičnij visnik 82, no. 3 (2023): 165–79. http://dx.doi.org/10.33108/galicianvisnyk_tntu2023.03.165.

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Just as it is difficult for individual employees to determine a method of self-evaluation, it is also difficult for companies to develop an ideal approach for evaluating the effectiveness of their personnel management systems. This indicates that research in this scientific field is actively conducted by both practitioners and scientists. Evaluation of the effectiveness of personnel management is a systematic, formalized process that provides an opportunity to compare actual work results with strategic goals and focusing on modern, effective methods of personnel management, which significantly

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37

Honcharenko, О. G. "PERSONNEL ASSESSMENT METHODS AND THEIR INFLUENCE ON THE ORGANIZATIONAL SYSTEMS EFFICIENCY." Scientific Herald of Sivershchyna. Series: Education. Social and Behavioural Sciences 2023, no. 2 (2023): 63–75. http://dx.doi.org/10.32755/sjeducation.2023.02.063.

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The article defines that personnel is a strategic resource of the organizational system, and its assessment in modern conditions is a complex management problem that requires constant research of both theoretical and methodological approaches. It was established that the qualitative characteristics of the personnel and their compliance with the requirements of the position or workplace in the legal, economic, socio-psychological plane, which contribute to the achievement of the organization’s strategic goals and personal development goals, are determined during the assessment process. The arti

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38

Stronge, James H., and Virginia M. Helm. "A Performance Evaluation System for Professional Support Personnel." Educational Evaluation and Policy Analysis 14, no. 2 (1992): 175–80. http://dx.doi.org/10.3102/01623737014002175.

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The evaluation of educators has focused historically on classroom teachers, although the last decade brought additional attention to the evaluation of principals and superintendents. This note presents a performance evaluation system designed for evaluating professional support personnel (e.g., counselors, deans, librarians). A conceptual framework for the system is provided, including recommended steps in evaluating support personnel and emphasizing both goal and improvement orientations. Finally, while the evaluation system is designed for professional support personnel, system characteristi

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39

O'Brien, Larry. "Personnel-Based System Evaluation Aid (PER-SEVAL)." Proceedings of the Human Factors Society Annual Meeting 32, no. 16 (1988): 1065–67. http://dx.doi.org/10.1177/154193128803201615.

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This paper describes the Personnel-Based System Evaluation Aid (PER-SEVAL), one of the automated tools being developed under the Army Research Institute's project to develop improved MANPRINT methods. The PER-SEVAL Aid will assist Army analysts in identifying the quality of personnel needed to support a partcular contractor's design.

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40

Alexandrov, D. V. "Methodological approaches to personnel evaluation in industry." Economy in the industry 10, no. 2 (2017): 133–38. http://dx.doi.org/10.17073/2072-1633-2017-2-133-138.

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41

Karzaeva, N. N., and L. V. Davydova. "Information support evaluation of regional personnel security." Issues of Risk Analysis 16, no. 3 (2019): 42–51. http://dx.doi.org/10.32686/1812-5220-2019-16-3-42-51.

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42

Knapp, Beverly G., Sally A. Seven, Frederick A. Muckler, and Allan Akman. "Abilities Evaluation Method for Military Intelligence Personnel." Proceedings of the Human Factors Society Annual Meeting 35, no. 18 (1991): 1321–25. http://dx.doi.org/10.1177/154193129103501815.

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43

House, E. R. "Deus Ex Machina: Personnel Evaluation Made Public." American Journal of Evaluation 6, no. 3 (1985): 21–24. http://dx.doi.org/10.1177/109821408500600309.

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44

Guranda, Mihaela. "CONSIDERATIONS REGARDING THE EVALUATION OF AERONAUTICAL PERSONNEL." SCIENTIFIC RESEARCH AND EDUCATION IN THE AIR FORCE 25 (July 31, 2024): 126–30. http://dx.doi.org/10.19062/2247-3173.2024.25.14.

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In the dynamic landscape of the aeronautical environment an efficient management of human resources is required. Aeronautical personnel must meet a number of requirements and harness a multitude of skills. Their assessment is a complex process with precise standards. The paper explores the process of evaluating aeronautical personnel, especially pilots, an essential part of human resource management in the aviation sector. The research aims to highlight the various strategies used in the evaluation process in the aeronautical environment and their effects in achieving performance in profession

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45

Burke, Robert L. "Role of technology in facilitating personnel evaluation." Journal of Personnel Evaluation in Education 7, no. 3 (1993): 235–38. http://dx.doi.org/10.1007/bf00972408.

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46

Zolotykh, N. V., A. V. Chernyaeva, and T. U. Shevchenko. "Network support for personnel training: evaluation component." IOP Conference Series: Materials Science and Engineering 483 (March 20, 2019): 012018. http://dx.doi.org/10.1088/1757-899x/483/1/012018.

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47

Jordan, Deborah. "The evolution of federal personnel management evaluation." New Directions for Program Evaluation 1992, no. 55 (1992): 73–81. http://dx.doi.org/10.1002/ev.1621.

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48

KIM, Yuna. "Workers' right to participate in personnel evaluation." Journal of Labour Law 93 (March 31, 2025): 91–147. https://doi.org/10.69596/jll.2025.03.93.91.

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49

Toshov, Mirzabek. "PERSONNEL MANAGEMENT AND THEIR EVALUATION IN MANAGEMENT." MODERN SCIENCE AND RESEARCH 2, no. 11 (2023): 535–41. https://doi.org/10.5281/zenodo.10130147.

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50

Litynska, Valentyna. "PROFESSIONAL DEVELOPMENT EVALUATION OF THE PERSONNEL OF THE HIGHER EDUCATION INSTITUTIONS." Educational Analytics of Ukraine, no. 2 (2023): 61–71. http://dx.doi.org/10.32987/2617-8532-2023-2-61-71.

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Personnel evaluation occupies a dominant place in the personnel management system. The focus on strengthening the reasonableness of managerial personnel decisions actualizes the issue of using a methodological toolkit for choosing effective and efficient methods of evaluating the personnel of a higher education institution. A well-designed personnel evaluation system performs a number of functions, which include influencing the motivation of employees, increasing productivity and quality of work, planning professional development and career, improving qualification characteristics, and making

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