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Artykuły w czasopismach na temat „Performance Appraisal Report”

Autor: Grafiati

Data publikacji: 3 czerwca 2025

Data aktualizacji: 31 lipca 2025

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Kite, Devaun M., Jeffrey P. Katz, and Marilyn T. Zarzeski. "Can Managers Appraise Performance Too Often?" Journal of Applied Business Research (JABR) 13, no. 1 (2011): 41. http://dx.doi.org/10.19030/jabr.v13i1.5771.

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<span>This paper discusses the relationship between the frequency of performance appraisal and escalation of commitment to a losing course of action. It is commonly thought that the more often employees are appraised, the more effective they become. Contrary to this view, we discuss conditions that cause employees, particularly project managers responsible for capital budgeting decisions, to stick with decisions that have been shown to result in negative consequences for the company. We report the results of a set of work place simulations where the frequency of performance appraisal aff

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Geshkov, M. "APPLICATION OF DIGITTAL TECHNOLOGIES IN PERFORMANCE APPRAISAL." Trakia Journal of Sciences 19, Suppl.1 (2021): 117–21. http://dx.doi.org/10.15547/tjs.2021.s.01.016.

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Performance appraisal is one of the most important parts in human resource management. Perormance appraisals are used when taking impornat decisions regarding employee’s work conditions, including promotions, termination, and rewards. Developmental uses of appraisal, which are geared toward improving employees’ performance and strengthening their job skills, include providing feedback, counseling employees on effective work behaviors, and offering them training and other learning opportunities. If done effectively, performance appraisal can be the key to developing employees and improving thei

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Mendrofa, Lilis Karlina, and Mamed Rofendi Manalu. "Web-based Teacher Performance Appraisal Information System for Generasi Bintang School (Genbi)." Jurnal Komputer Indonesia (Ju-Komi) 1, no. 01 (2022): 20–26. https://doi.org/10.58471/ju-komi.v1i01.333.

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Generasi Bintang School (Genbi) is one of the schools that implements teacher performance assessment to ensure a quality learning process for all students and to determine teacher promotion. The obstacle is that this assessment process is very complicated, if done manually, it takes a long time and is prone to errors in the assessment report or recap along with other data reports. This makes teacher performance appraisals ineffective. Based on the problems that occur, the author created a Teacher Performance Appraisal Information System to facilitate data collection, data search, assessment pr

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Saban, Kathryn, and Sadie Whittam. "Perspectives on Performance: The Value of Introducing Two-Way Appraisals in Law Clinics to Create an Authentic Learning Experience." International Journal of Clinical Legal Education 32, no. 1 (2025): 31–42. https://doi.org/10.19164/ijcle.v32i1.1657.

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In the practice of law, appraisals are recognised as an important part of the performance management process. In this practice report, we discuss the introduction of a ‘two-way’ appraisal process in our clinical legal education (“CLE”) modules. This paper argues that an appraisal process can provide a valuable opportunity for tutors to offer students formative feedback, whilst also acting as a forum for tutors to receive invaluable feedback from students about their experience of working in a University Law Clinic. We argue that in addition to being a rich source of feedback for both students

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Baranwal, Pratham. "Effectiveness of Performance Appraisals in Employee Growth." INTERNATIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 09, no. 06 (2025): 1–9. https://doi.org/10.55041/ijsrem50276.

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ABSTRACT Performance appraisals are meant to do more than just rate employees—they’re designed to help people grow, develop new skills, and align with company goals. In theory, they’re one of the most powerful tools HR has. But in practice, especially in Indian companies, they don’t always live up to that promise. This research dives into how effective performance appraisals actually are when it comes to driving employee growth. From traditional approaches like annual reviews and rating scales to more modern strategies like 360-degree feedback, AI-powered systems, and continuous feedback loops

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Verma, Tanishqa. "Effectiveness of Performance Appraisals in Employee Growth." INTERNATIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 09, no. 06 (2025): 1–9. https://doi.org/10.55041/ijsrem50722.

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ABSTRACT Performance appraisals are meant to do more than just rate employees—they’re designed to help people grow, develop new skills, with company goals. In theory, they’re one of the most powerful tools HR has. But in practice, especially in Indian companies, they don’t always live up to that promise. This research dives into how effective performance appraisals actually are when it comes to driving employee growth. From traditional approaches like annual reviews and rating scales to more modern strategies like 360-degree feedback, AI-powered systems, and continuous feedback loops—there’s a

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Cozzetto, Don. "The Officer Fitness Report as a Performance Appraisal Tool." Public Personnel Management 19, no. 3 (1990): 235–44. http://dx.doi.org/10.1177/009102609001900301.

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Performance evaluation is an important tool for effective management. Much of the recent literature has focused on the efficacy of civilian performance appraisal systems. As a result, there is a knowledge gap with respect to military appraisal systems in general, and those of the United States Navy and the United States Marine Corps in particular. The 1978 Civil Service Reform Act spawned several performance appraisal systems within each of these agencies; the USMC utilizes five separate systems in the evaluation of civilian and military personnel; the Navy has adopted three separate appraisal

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Akmal Siahaan, Munawir. "Sistem Pendukung Keputusan Penilaian Kinerja Pegawai Negeri Sipil Menggunakan Metode (Combinative Distance – Based Assessment) Pada Kantor Camat Sei Kepayang." Bulletin of Information Technology (BIT) 3, no. 3 (2022): 195–205. http://dx.doi.org/10.47065/bit.v3i3.336.

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Performance appraisal is carried out to evaluate the performance of existing employees and can also be used by agencies to spur employees to work better, so an agency can give awards to employees who are considered to be outstanding. Awards can be in the form of awards, appointments in positions, promotion, or others, which can give enthusiasm and motivation to employees. The system that runs in the Sei Kepayang sub-district office still has weaknesses, namely the employee appraisal process is still done manually and there is also no system for decision-making that supports employee performanc

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S, Rajeswari, and Maheswari K. "An Empirical Study on Work Performance Appraisal of the Employees in an Industry at Karur." International Journal of Social Science Research and Review 8, no. 5 (2025): 148–57. https://doi.org/10.47814/ijssrr.v8i5.2651.

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PurposeThis study aims to investigate the performance appraisal processes among employees in the textile industry, specifically within Atlas Textile Private Limited. The research focuses on understanding how performance appraisals influence employee engagement, productivity, and overall professional growth. MethodologyThe study adopts a systematic random sampling method to select a sample of 100 employees from a population of 200 employees at Atlas Textile Private Limited. Data collection was conducted using a self-prepared questionnaire that gathered insights on employee perceptions of perfor

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Warmayudha, I. Putu Eka, and Komarudin Komarudin. "PENILAIAN KINERJA KARYAWAN DI ITENAS DENGAN MENGGUNAKAN METODE SAW BERBASIS WEBSITE." Jurnal Computech & Bisnis 13, no. 2 (2019): 106–11. https://doi.org/10.5281/zenodo.3631059.

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<em>In order to improve the quality of human resources performance, usually performed performance appraisal of human resources. This performance appraisal refers to several aspects of the assessment that have been determined by the institution. Performance appraisal criteria generally include aspects of discipline, the ability to perform tasks, attitudes and behaviors in the workplace, cooperation and some other aspects that have been determined. Seeing the number of employee performance appraisal criteria that exist in Itenas Bandung required a system that can help the human resources bureau

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Victor, D. Villaganas, A. Villaganas Adora, Anne C. Villaganas Mary, and B. Inocian Reynaldo. "PERFORMANCE APPRAISAL TO ENSURE QUALITY MANAGEMENT SYSTEM (QMS)." INTERNATIONAL JOURNAL OF RESEARCH- GRANTHAALAYAH 5, no. 5 (2017): 255–69. https://doi.org/10.5281/zenodo.583917.

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This study assessed the teaching performance of faculty members in the selected campuses in one of the state universities in the Visayas It answered the following objectives: describe faculty demographics; contrast the results of the PAR and the SAS used by the university in evaluating the performance of faculty; analyze the relationship between the profile of the faculty and of their performance; ascertain the views of the supervisors and students on the performance of faculty; compare their performance as regards to gender; and extrapolate the problems met by them relative to the nature of t

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Dr.Asjad, Usmani, Davinder Sharma Dr., and Latika Malhotra Dr. "DEVELOPMENTAL & MOTIVATIONAL ASPECTS OF PERFORMANCE APPRAISAL." International Journal of Human Resource & Industrial Research 9, no. 1 (2022): 01–06. https://doi.org/10.5281/zenodo.7045683.

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ABSTRACT <em>It is recommended that they receive quality responses in order for performance reviews to have a favorable influence on employees' behavior. The focus of this evaluation has changed to the investigation of two novel relationships between staff members' perceptions and an employee's performance under consideration. An incomplete analysis of personnel indicators has shown that the hypothetical connections between performance evaluation of different forms of self-employment and personal development function mediates with the aid of employees' fundamental motivations a

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Dr.Asjad, Usmani, Davinder Sharma Dr., and Latika Malhotra Dr. "DEVELOPMENTAL & MOTIVATIONAL ASPECTS OF PERFORMANCE APPRAISAL." International Journal of Human Resource & Industrial Research 9, no. 1 (2022): 01–06. https://doi.org/10.5281/zenodo.10714838.

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ABSTRACT <em>It is recommended that they receive quality responses in order for performance reviews to have a favorable influence on employees' behavior. The focus of this evaluation has changed to the investigation of two novel relationships between staff members' perceptions and an employee's performance under consideration. An incomplete analysis of personnel indicators has shown that the hypothetical connections between performance evaluation of different forms of self-employment and personal development function mediates with the aid of employees' fundamental motivations and similarly str

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Fredrick, Mgeta, Michaela Mhagama, and Demetria Mkulu. "The Teachers’ Perceptions Towards Performance Appraisal in Improving Teaching in Public Secondary Schools Misungwi District, Mwanza Region." International Journal of Education Foundations 2, no. 2 (2025): 83–93. https://doi.org/10.33687/ijef.002.02.0020.

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This study investigates the influence of teachers' perceptions of performance appraisal on teaching improvement in public secondary schools in Misungwi District, Tanzania. The Tanzanian government introduced the Open Performance Review and Appraisal System (OPRAS) in 2004 to replace the Closed Annual Confidential Report System (CACRS), with the aim of fostering transparency, accountability, and better communication between management and staff. Utilizing a mixed-methods approach with a convergent parallel design, the study gathered data from 102 participants, including teachers, TSC leaders, a

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Shanigarapu Harini and T. Manju Usha Sree. "A PROJECT REPORT ON EMPLOYER AND EMPLOYEE PERCEPTION ON PERFORMANCE APPRAISAL AT RELIANCE SMART LTD. HYD." International Journal of Management Research and Business Strategy 15, no. 2 (2025): 340–51. https://doi.org/10.62653/ijmrbs.2025.v15.i2.pp340-351.

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Performance Appraisal is a critical activity for the organizations that are looking for the growth and profit maximization in this ever-increasing competitive environment. A performance appraisal is known by other terms like employee appraisal, performance review. It is a method by which the job performance of an employee is measured in terms of quality, quantity, cost, behaviour and time. It is conducted by self, peers, seniors and junior. But generally, in formal method it is conducted by the immediate manager or supervisor under whom the person is directly working. The essential components

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Samuel Kyei, Barffour, and Ampofo Isaac Atta Junior. "APPRAISING TEACHERS’ PERFORMANCE IN THE GHANA EDUCATION SERVICE: A CASE OF BIRIM CENTRAL DIRECTORATE OF GHANA EDUCATION SERVICE (G.E.S.)." EDUCATION, SUSTAINABILITY & SOCIETY 4, no. 1 (2021): 15–24. http://dx.doi.org/10.26480/ess.01.2021.15.24.

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This study assessed the effectiveness of performance appraisal system in the Ghana Education Service. The study specifically examined the nature of performance appraisal in GES, teachers’ perception about the performance appraisal system, and teachers’ satisfaction with the performance system. Considering the objective of the study, the researcher adopted a descriptive survey design. The mixed research approach was adopted in addition to the research design. Teachers in basic schools in Birim Central Directorate constitute the population of the study. The study sampled 184 respondents for the

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Hosie, Peter, and Alan Nankervis. "A multidimensional measure of managers’ contextual and task performance." Personnel Review 45, no. 2 (2016): 419–47. http://dx.doi.org/10.1108/pr-02-2014-0038.

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Purpose – The purpose of this paper it to report the findings of an empirical study into managers’ job performance. A new measure was developed from the literature to test and establish the multidimensional structure of managers’ contextual and task performance. Design/methodology/approach – Field ratings by executives explicitly and simultaneously measured both managers’ contextual and task performance. A cross-sectional questionnaire was administered to a variety of public and third sector managers from a range of private, public and third sector occupations residing in (Western) Australia.

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Ermiana Riyanti, Henrikus Herdi, and Siktania Maria Dilliana. "Penerapan Akuntansi Pertanggungjawaban sebagai Alat Pengendalian Biaya Produksi dan Penilaian Kinerja pada UPT. Sikka Innovation Centre." Jurnal Inovasi Ekonomi Syariah dan Akuntansi 1, no. 4 (2024): 34–50. http://dx.doi.org/10.61132/jiesa.v1i4.238.

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Research This study aims to determine the application of accountability accounting as a tool for production cost control and performance appraisal at UPT. production cost control and performance appraisal at Sikka Innovation Center. innovation center. In the application of responsibility accounting there are several indicators, namely, organizational structure, budget, separation of controllable and uncontrollable costs, account code classification, account reporting, and performance appraisal at UPT. controlled and uncontrolled, account code classification, accountability report. accountabili

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Ruung, Paula Aneke, Esther Sanda Manapa, Valian Yoga Pudya Ardhana, Hoxy R. Taluay, and Eliyah A. M. Sampetoding. "Prototype Application for Data Processing Teacher Performance Assessment at Christian Elementary School Imanuel Nunu." IJICS (International Journal of Informatics and Computer Science) 6, no. 1 (2022): 57. http://dx.doi.org/10.30865/ijics.v6i1.4030.

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The Performance every employee appraisal is a method used to assess the work performance of an employee whether he or she has achieved the work target assigned.Teacher performance appraisal at Imanuel Nunu Christian Elementary School is currently still being carried out manually in the sense that the preparation of employee performance appraisal reports still uses word processing applications (Microsoft word and excel) resulting in inefficient and ineffective time and a greater risk of data loss. The purpose that the authors take from this research is to build a Data Processing Application for

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Sarwar, Shakeel, Usama Awan, and Mehak Nazeer. "Performance Evaluation in Private Schools: a Case Study of the Educators School." Journal of Public Administration and Governance 3, no. 4 (2014): 82. http://dx.doi.org/10.5296/jpag.v3i4.4934.

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Performance appraisal system is of important apprehension of any organization while administrating its human resources. The purpose of this paper is to evaluate the performance appraisal system for teachers in private schools and elaborate the problems align with this system. The Educators School has been taken as a case study. A quantitative research approach has been applied which consist on a self administered questionnaire to get primary data for exploring different parts of current performance appraisal system and perceptions of teachers regarding performance appraisal approaches in their

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Khoungsimma, Pornweenus, and Songsak Phusee-orn. "A Needs Assessment for the Development of a Performance Appraisal System for Government Employees at the Provincial Statistical Office." Journal of Education and Training Studies 7, no. 3 (2019): 71. http://dx.doi.org/10.11114/jets.v7i3.3305.

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This study aimed at two main objectives. The first objective is to perform a needs assessment for the development of a performance appraisal system for government employees. The second objective was to examine the guidelines on the development of the performance appraisal system for government employees. The findings of the study included the followings.The performance appraisal system for government employees indicated a significant difference (Z* = 15.55, P-value = 0.00) between the current conditions and expected conditions. The performance appraisal system for government employees was at a

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Ismail, Azman, Wei Sieng Lai, and Nur Safina Mohd Raduan. "Relationship Between Managers’ Political Motives In Performance Appraisal Systems And Work Outcomes." IPN Journal of Research and Practice in Public Sector Accounting and Management 8, no. 01 (2018): 87–102. http://dx.doi.org/10.58458/ipnj.v08.01.05.0054.

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Managers’ political motives refer to intention of managers to implement motivational and punishment motives in performance appraisal systems. The ability of managers to appropriately implement such political motives in appraising employee performance may have a significant impact on work outcomes (i.e., distributive justice and turnover intention). Although the relationship has extensively been examined, the predicting variable of managers’ political motives is given little emphasis in the performance appraisal research literature. Thus, this study was done to investigate the effect of manager

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Sandlund, Erica, Christina Olin-Scheller, Lina Nyroos, Liselotte Jakobsen, and Cecilia Nahnfeldt. "The Performance Appraisal Interview – An Arena for the Reinforcement of Norms for Employeeship." Nordic Journal of Working Life Studies 1, no. 2 (2011): 59. http://dx.doi.org/10.19154/njwls.v1i2.2345.

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In the present paper, we report findings from a study of performance appraisal interviews between middle managers and employees. The study is based on analysis of video uptake of authentic performance appraisal interviews, and through detailed examination of participant conduct and orientation, we point to structural mechanisms and institutional norms which limit the possibilities for employees to raise topics connected to negative experiences of stress in performance ap- praisal talk. It is argued that norms concerning ideal employeeship are shaped by a partly hidden curriculum in the organiz

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Farkhan, Mohamad, Sharyanto Sharyanto, and Alexius Ulan Bani. "Design and creation of an employee performance appraisal information system using the web-based management by objectives (MBO) method at PT. Tetra Grosir Indonesia." Journal of Engineering, Technology and Computing (JETCom) 3, no. 1 (2024): 111–19. https://doi.org/10.63893/jetcom.v3i1.218.

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PT Tetra Grosir Indonesia is a multipurpose store with various product categories. Currently, employee performance appraisal at PT Tetra Grosir Indonesia is still manual, causing problems such as fraud and errors in employee assessment. This process involves sending forms via WhatsApp, leading to delays and loss of information. In addition, the processing of the final report assessment results is still in paper form, which has the potential to be damaged or even lost. Therefore, to deal with these problems, a web-based employee performance appraisal application was created, in order to overcom

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Matthew (Phd), Ige Akindele. "Teacher Performance Appraisal in Educational System: Issues and Way Out." Education, Language and Sociology Research 5, no. 4 (2024): p9. http://dx.doi.org/10.22158/elsr.v5n4p9.

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It is an indisputable fact that teacher plays an invaluable role in the educational system. Shreds of evidence suggest that teacher quality is the most important school variable influencing the achievement of learners. This paper examines the issues noticeable in teacher performance appraisal in the educational system. In particular, it examines the meaning of the act, the rationale for it in the educational system, and techniques for carrying it out, such as classroom observation, self-assessment, learning outcome measures, and use of the Annual Performance Evaluation Form, among others. The

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Melyanti, Rika. "APLIKASI PENILAIAN KINERJA DOSEN DALAM PELAKSANAAN TRI DHARMA PERGURUAN TINGGI (Studi Kasus: STMIK Hang Tuah Pekanbaru)." Jurnal Ilmu Komputer 7, no. 2 (2019): 71–78. http://dx.doi.org/10.33060/jik/2018/vol7.iss2.91.

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Lecturers are academic staffs who are tasked with planning and implementing teaching and learning process, assessing learning outcomes, conducting mentoring and training, and conducting research and community service. The quality of lecturers has an important role in a university in achieving a goal that is to produce qualified graduates, it is necessary to improve the quality in the implementation of education, given the importance of the role of lecturers in Tri Dharma PerguruanTinggi. The lecturers' performance assessment was conducted by a team of assessors conducted by Internal Quality As

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Zia, Rukhsana. "Appraisal of Higher Education Academic Staff." LAHORE JOURNAL OF ECONOMICS 3, no. 2 (1998): 111–22. http://dx.doi.org/10.35536/lje.1998.v3.i2.a6.

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The Annual Confidential Report is a government document and is used by all government departments. The document is used for all employees of Grade 16 and above. The same document is used for the teaching staff as well. The inefficiency of the document to present an appropriate appraisal of scholarship characteristics of the higher education academic staff is evident. This study will focus on identifying various factors that ought to be assessed to provide information about the performance of the teaching staff and help formulate an effective format to achieve the objectives of appraisal.

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Brown, Dan G. "Development of Performance Standards: A Practical Guide." Public Personnel Management 16, no. 2 (1987): 93–114. http://dx.doi.org/10.1177/009102608701600201.

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This article presents a broad training format undertaken by a public jurisdiction for the successful development of performance standards. The article is based on a three-hour training course given by the agency's training division which includes one hour of lecture, one and one-half hours on a simulation exercise (Appendix A), and one-half hour of discussion on the performance report form and appraisal interview. Appendix B presents a sample of standards resulting from the simulation exercise.

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Chrispin, Mulenga, Sikalumbi A. Dewin, and Phiri Mathias. "Assessing the Effect of Performance Appraisal on Employee Productivity in Organzations; A Study of Chikankata Town Council, Kafue Gorge Training Centre and Riverside Farm Institute." International Journal of Research and Innovation in Social Science VIII, no. II (2024): 1–14. http://dx.doi.org/10.47772/ijriss.2024.802001.

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The study assessed the effects of Performance Appraisal on Employee Productivity in organizations; A study of Chikankata Town Council, Kafue Gorge Training Centre and Riverside Farm Institute. The objectives were to determine the effects of performance appraisal on employee’s productivity in an organization. The results obtained from the study would generate insight that would assist organizations in developing effective performance measurement strategies for it would enable the organizations to identify and develop guidelines that would enhance effective staff appraisal that would improve sta

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Smith, Toby, Ian Maidment, Jennifer Hebding, et al. "Systematic review investigating the reporting of comorbidities and medication in randomized controlled trials of people with dementia." Age and Ageing 43, no. 6 (2014): 868–72. http://dx.doi.org/10.1093/ageing/afu100.

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Abstract Objectives: dementia is a debilitating condition characterised by global loss of cognitive and intellectual functioning, which reduces social and occupational performance. This population frequently presents with medical co-morbidities such as hypertension, cardiovascular disease and diabetes. The CONSORT statement outlines recommended guidance on reporting of participant characteristics in clinical trials. It is, however, unclear how much these are adhered to in trials assessing people with dementia. This paper assesses the reporting of medical co-morbidities and prescribed medicatio

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Neti, Kusma. "The Implementation of Multi Attribute Utility Theory Method for Employee Performance Appraisal in The Regional Office of the Ministry of Law and Human Rights (Kemenkumham) of Bengkulu Province." Jurnal Komputer, Informasi dan Teknologi (JKOMITEK) 1, no. 2 (2021): 252–62. http://dx.doi.org/10.53697/jkomitek.v1i2.222.

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Employee performance appraisal aims to find employees with good performance qualities in accordance with the vision and mission of the Ministry of Law and Human Rights. The difficulty that occurs in conducting the employee performance appraisal process is the difficulty of selecting employees properly and fairly due to the diversity of educational backgrounds, experiences, competencies and portfolios in which it becomes a concern in determining outstanding employees. To overcome these obstacles, a decision support system for the MAUT method is needed to be used as an additional medium to suppo

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Krishna, Kamil, Widyastuti Tri, Ahmar Nurmala, and Zulkifli. "Determinants Audit Report Delay and Its Effects on Investor Reaction in Public Companies in Indonesia." Economics and Business Quarterly Reviews 6, no. 1 (2023): 124–39. https://doi.org/10.31014/aior.1992.06.01.491.

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The audit report delay cause problems of performance appraisal for all audited companies following the investors’ response negatively to the audited report. The consequences of these report delay make distrust of stakeholders, so the delay of audited report need to be minimized in order for all companies to be trusted in financial statement reports. The aim of this research is to explore the determinants of audit reporting delay in Indonesian stock exchange, especially on development boards. The exploration is then continued by examining the effects of audit report delay in order to resp

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Dartono, Dartono, Dhila Franzely Dhimas Putra, and Sumarno Situmeang. "RANCANGAN APLIKASI KEY PERFORMANCE INDICATOR (KPI) PENILAIAN KINERJA PURCHASING." JRIS: JURNAL REKAYASA INFORMASI SWADHARMA 3, no. 2 (2023): 45–52. http://dx.doi.org/10.56486/jris.vol3no2.350.

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Every company has goals, plans, and dreams about the future of the company. This vision and mission can be achieved if there is a measurement strategy as a measuring tool for achieving the company's vision and mission. Purchasing KPI is assessed from the results of the assignment performance given starting from the assignment of purchase requests, and purchase orders to warehouse receipts put together in one report. This assessment is required regularly, be it annually, every six months, or every three months every month. The goal of this research is to design purchasing performance appraisal

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Qin, Xiujun. "Pathway, Motivation and Control: Alienation and Correction in Civil Servant Assessment." Journal of Innovation and Development 2, no. 3 (2023): 5–10. http://dx.doi.org/10.54097/jid.v2i3.6774.

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As an important part of civil servants' daily management, the assessment is not only a regulation and restraint on civil servants' behavior and performance of their duties, but also an indispensable means to arouse civil servants' enthusiasm. However, in the practice of many public departments, the alienation behavior such as "alternating sitting" and "selective report" has appeared in an endless stream, and the existing research mainly starts from the optimization of the specific assessment elements and methods, and lacks the discussion on the mechanism of the formation behind the alienation

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Mallett, Cliff, and Jean Côté. "Beyond Winning and Losing: Guidelines for Evaluating High Performance Coaches." Sport Psychologist 20, no. 2 (2006): 213–21. http://dx.doi.org/10.1123/tsp.20.2.213.

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This paper proposes a three-step method of evaluating high performance coaches involving feedback from the athletes. First, data are collected using an instrument such as the Coaching Behavior Scale for Sport (CBS-S: Côté, Yardley, Hay, Sedgwick, & Baker, 1999). Second, a summary report is prepared with descriptive information regarding the frequency of behaviors demonstrated by the coach that can be compared to previous results or to a criterion measure. The third step involves appropriate personnel reviewing the report and subsequently providing guidance for individual coach development.

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Martianti, Meri Ananda, and Iriyadi Iriyadi. "Peranan Akuntansi Pertanggungjawban Dalam Penilaian Kinerja Pusat Biaya." Jurnal Ilmiah Akuntansi Kesatuan 8, no. 1 (2020): 49–56. http://dx.doi.org/10.37641/jiakes.v8i1.334.

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Basically every company has a future plan. However to design the plan a study of the results from the previous year was needed. Accountability accounting is a financial reporting system that is related to the budget and realization, this is to appoint the competent in an organization. The purpose of this study was to find out how the role of accountability accounting in the performance assessment of cost centers in PDAM Tirta Pakuan Kota Bogor. The Method used is descriptive and qualitative analysis. The data used to measure performance is the 2016 financial report. The result of the study sho

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Sharma, Bhaugeerutty Vinod. "Educators Performance Management in Secondary Schools in Mauritius." International Journal of Human Resource Studies 6, no. 4 (2016): 129. http://dx.doi.org/10.5296/ijhrs.v6i4.10476.

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In line with the recommendations of the Task Force on Performance Management, the Pay Research Bureau (PRB) report 2008 recommended, inter alia, that all Ministries/Departments should evaluate and review periodically their performance in relation to established targets. The Education Commission of 2008recommended that all schools should put in place school-based management (SBM) by the year 2010. The SBM should comprise a number of key elements, of which the development of formal procedures and resources for educator’s appraisal and development. Schools have been advised, and in fact they all

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Van Hein, Judith L., Jim J. Kramer, and Michael Hein. "The Validity of the Reid Report for Selection of Corrections Staff." Public Personnel Management 36, no. 3 (2007): 269–80. http://dx.doi.org/10.1177/009102600703600306.

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This study analyzed the validity and utility of using the Reid Report—an overt integrity test—for the selection of corrections staff. Data was gathered on 299 corrections officers who were selected for security positions with a sheriff's department. Validity of the selection tool was assessed by correlating test scores with performance appraisal scores, use of sick leave and disciplinary action taken. The integrity test was not valid for any of the measures of job performance. Without a significant validity, the utility, or cost effectiveness of the test, was negative. The use of the Reid Repo

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Dussault, Marc, and Stéphane Thibodeau. "Professional Isolation and Performance at Work of School Principals." Journal of School Leadership 7, no. 5 (1997): 521–36. http://dx.doi.org/10.1177/105268469700700505.

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The aim of this study is to investigate the relationship between professional isolation of school principals and their performance at work. Principals of a suburban area of the province of Quebec(n = 109) were administered French versions of the UCLA Loneliness Scale and Self-Appraisal Instrument for Community College Administrators. The results indicate, as expected, a negative and significant correlation (r = –.27, p = .005) between isolation and self-report of performance at work of school principals. The results highlight the importance of looking for ways to reduce professional isolation

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Dr., B. M. Vidyavathi, V. Pooja N., M. Aishwarya D., Pravallika J., and Srinivasan. "EDUCATOR'S CHRONICLE." International Journal of Computational Research and Development 3, no. 1 (2018): 182–86. https://doi.org/10.5281/zenodo.1285148.

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In recent times organizations and higher educational institutions maintain record of events of individual to keep track of the individual performance. This helps in awarding appraisal, analysis of competence of individuals and also in motivating faculty to improve their performance. In the existing system the task is done individually in own format which is strenuous to analyze and maintain up to date which leads to unavailability of data when needed. In this work we have designed and developed an automated report generation system   that maintains record of events, which when requir

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Muhammad Nadeem, Dr. Seema Arif, and Dr. Muhammad Zaheer Asghar. "Development and Validation of Performance Appraisal Scale (PAS-HSSTs) for Higher Secondary School Teachers." sjesr 3, no. 3 (2020): 105–16. http://dx.doi.org/10.36902/sjesr-vol3-iss3-2020(105-116).

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A study was conducted to develop the research instrument for evaluating the Performance Appraisal System (PAS) at public higher secondary schools in Punjab. Data were collected from the three divisions total (N=900) male and female teachers of public schools using a multi-stage sampling technique. The questionnaire was founded on the factors elaborated in the Performance Evaluation Report (PER), National Professional Standards (NPS) for teachers. This scale is extended to evaluate the satisfaction of the teachers with the performance appraisal process. The factors taken from PER are classroom

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Irsan, Muhamad, Silvia Ayunda Murad, and Riri Oktaviani. "Report Key Performance Indicators for Employee Salaries at PT Mayora Indah Tbk." Jurnal ULTIMA InfoSys 8, no. 1 (2017): 15–21. http://dx.doi.org/10.31937/si.v8i1.551.

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The purpose of this research to solve problems in making decisions on key performance indicator system report. To obtain the data needed for this research, the author uses several methods such as observation, interviews, and literature and uses analytical methods Balanced Score Card (BSC), which researchers use to get the perspectives of the company as a balanced and uses analytical methods PIECES to identify problems. The process of managing the information presented in this system ranging from data entry process, store and update it at any time so that employees and departments "head" to get

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Diao, Yuzhu, and Qing Zhang. "Optimization of Management Mode of Small- and Medium-Sized Enterprises Based on Decision Tree Model." Journal of Mathematics 2021 (December 17, 2021): 1–9. http://dx.doi.org/10.1155/2021/2815086.

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Decision tree algorithm is a common classification algorithm in data mining technology, and its results are usually expressed in the form of if-then rules. The C4.5 algorithm is one of the decision tree algorithms, which has the advantages of easy to understand and high accuracy, and the concept of information gain rate is added compared with its predecessor ID3 algorithm. After theoretical analysis, C4.5 algorithm is chosen to analyze the performance appraisal results, and the decision tree for performance appraisal is generated by collecting data, data preprocessing, calculating information

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Tukur Hussaini, Hassan. "EFFECTS OF EXTERNAL APPRAISAL ON EXPOSING CORRUPT PRACTICES IN PUBLIC ORGANISATION IN NIGERIA." GOMBE JOURNAL OF ADMINISTRATION AND MANAGEMENT (GJAM) 6, no. 1 (2024): 27–40. https://doi.org/10.64290/gjam.v6i1.999.

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Administrative inefficiency and ineffectiveness, such as tribalism, red tapism, ethnicity, bottleneck, lethargy, statism, infringement of human right, employee work and dissatisfaction led to the establishment of the Ombudsman institution in Nigeria, as an antidote. However, the Ombudsman institution in Nigeria has been accused of corruption in the performance of its functions. To eliminate corrupt practices among its officials, the Public Complaints Commission Management in 2014 adopted an external appraisal system whereby their clients, whose complaints have been received and accepted by the

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Ilomo, Onesto, and Petro Mapunda Anyingisye. "An Assessment of the Effectiveness of Open Performance Review and Appraisal System (OPRAS) to Secondary School Teachers in Arusha City, Tanzania." EAST AFRICAN JOURNAL OF EDUCATION AND SOCIAL SCIENCES 1, no. 1 (2020): 112–19. http://dx.doi.org/10.46606/eajess2020v01i01.00112.

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This study aimed to assess the effectiveness of management and supervision process of Open Performance Review and Appraisal System (OPRAS). The researchers adopted survey design to study 10 out of 26 public secondary schools in Arusha City, Tanzania. Self-administered questionnaires were distributed to 214 sampled teachers of which 197 (92.1%) returned the questionnaire and 17 (7.9%) questionnaires were not returned. The collected data were analyzed using descriptive statistics through mean scores. The study revealed that secondary school teachers perceived that the management and supervision

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Rosida, LIa Alfa, and Sudiro Sudiro. "Analisis Proses Pengendalian Mutu dalam Pelaksanaan Standar Pelayanan Minimal (SPM) di Instalasi Farmasi RS Keluarga Sehat." Jurnal Manajemen Kesehatan Indonesia 5, no. 1 (2017): 35–42. http://dx.doi.org/10.14710/jmki.5.1.2017.35-42.

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The indicator achievement of minimum service standard (MSS) for the accuracy of distributingdrugs in Pharmacy Unit of Keluarga Sehat Hospital has not been achieved, even the incidence ofthe distributionerror from 2013 to 2016 continues to increase. The purpose of this researchwas to analyze the quality control process in the implementation of MSS in Pharmacy Unit of Keluarga Sehat Hospital. This was a qualitative research, with research subject 3pharmacy officers and 3 people of pharmacy management services.Data collectedby in-depth interview and observation of pharmaceutical performance repor

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Spangenberg, H. H., and C. C. Theron. "Adapting the Systems Model of Performance Management to major changes in the external and internal organisational environments." South African Journal of Business Management 32, no. 1 (2001): 35–47. http://dx.doi.org/10.4102/sajbm.v32i1.713.

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In essence, this article discusses ways to ensure continued relevance of Performance Management in fast-changing environmental and organisational realities. It starts with the rationale for moving from performance appraisal to Performance Management. In view of some persisting problems with regard to Performance Management, a systems approach to help alleviate these problems is discussed. The current status of Performance Management is reviewed, based on international surveys and a recent report on the way Performance Management best-practice organisations utilise the system. In view of this i

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Roqim, Nur. "DECISION SUPPORT SYSTEM IN ASSESSMENT OF EMPLOYEE PERFORMANCE AT MNC GROUP USING SAW (SIMPLE ADDITIVE WEIGHTING) METHOD USING WHITE BOX TESTING." JOSAR (Journal of Students Academic Research) 3, no. 1 (2018): 125–38. http://dx.doi.org/10.35457/josar.v1i01.624.

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MNC Group as a television media company, performs performance appraisal for each employee as a job evaluation material, which is carried out by the head of the division, one of which is the head of the technical division of 112 other employees. The process of evaluating employee performance at MNC Group is still done manually, which is using Microsoft Excel applications one by one which makes the length of the process. The employee's assessment and appraisal report does not display the ranking from the top to the bottom of all of the employees. Decision support system in evaluating employee pe

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Bridges, David, John Elliott, and Carol Klass. "Performance appraisal as naturalistic inquiry: a report of the Fourth Cambridge Conference on Educational Evaluation." Cambridge Journal of Education 16, no. 3 (1986): 221–33. http://dx.doi.org/10.1080/0305764860160309.

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Keshwan, Abdulmohsin Jawad, Samyiah Hani Ajee, and Mohammed Saleh Mahdi. "Organizational Learning's Effect on Business Performance and High-Performance Human Resource." International Journal of Professional Business Review 7, no. 3 (2022): e0619. http://dx.doi.org/10.26668/businessreview/2022.v7i3.e619.

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Purpose: The principal intention of this manuscript is to investigate the impact of “Perceived High-Performance Human Resource” (HpHR) in the telecommunications industry, such as “Extensive Training” (ExTr), “Performance Management” (PerMang), “Performance Appraisal” (PerApp), “Performance-Based Compensation” (PerComp), “Empowerment” (Empnt), and “Competency Development” (CompDev). Furthermore, the function of “Organizational Learning” (OrgLerng) as a relation between “Human Resources” (HumRes) practicing that lead to high achievement and BusPer has been investigated. Theoretical framework: Th

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