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Search Results: 1 - 10 of 13322 matches for " Performance Appraisal "
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Various Perspectives on Performance Appraisals in the Health Service  [PDF]
Fr?ydis Vasset
Health (Health) , 2014, DOI: 10.4236/health.2014.610117
Abstract: Background: The health services are facing many new challenges, including a growing number of elderly patients, and an increasing use of technology in the work place. These challenges might require flexible and reflective conversations with the employees. Aim: This study examines whether some performance appraisals (PAs) are more efficient and more effective than others. The study also shows how some performance appraisals are more suitable for home care and nursing homes in municipal health services. Methods: Two datasets are used: 1) a questionnaire was distributed to a representative sample of 600 health personnel in Norway; and 2) a questionnaire was distributed to a representative sample of 60 employees (test-group: 10 groups; control-group: 30 employees), in pre-test, post-test 1 and post-test 2. SPSS. Findings: Managers are the only ones who receive training in PA techniques (factory perspective). Nurses versus auxiliary nurses experience more frequent dyadic relationships and exchanges in PAs (family perspective). PAs for employees from nursing homes are fairer than those administered to home care employees (jungle perspective). In organizations closest to carnival perspectives, employees participating in group-PAs are more active in the conversations than employees who have individual conversations in PAs. Conclusions: Health personnel involved in PAs experience different effects of the conversational, and employees working as a member of a team in the organization need to experience a high quality of relationships (family), justice (jungle), and participation in group-conversation (carnival) during performance appraisals.
Employee Performance Appraisal in a Logistics Company  [PDF]
Yu-Wei Chang
Open Journal of Social Sciences (JSS) , 2015, DOI: 10.4236/jss.2015.37008

This paper develops a multi-criteria decision making method (MCDM) method to evaluate the employee performance in a logistics company. Analytic Hierarchy Process (AHP) is used for the weights of criteria and employees. Technique for order preference by similarity to an ideal solution (TOPSIS) is used for ranking the overall performance of the employees. Result shows that the proposed method is a generalized method and is applicable for the performance appraisal problem.

Dimensions in Appraising Fatigue in Relation to Performance  [PDF]
Arno van Dam, Ger P.J. Keijsers, Paul A.T.M. Eling, Eni S. Becker
Psychology (PSYCH) , 2011, DOI: 10.4236/psych.2011.29134
Abstract: Studies on the relation between fatigue and performance often fail to find a strong and direct link, implying that multiple factors may be involved. A literature search on the fatigue-performance relationship suggests that two different conceptual frameworks are employed concerning the appraisal of fatigue in relation to performance: an adaptation-oriented framework and an emotion-related framework. In this study we investigated whether adaptation-oriented appraisal and emotion-related appraisal exist as separate dimensions in a healthy population. A list of statements derived from these frameworks was presented to 127 healthy individuals. A principal component analysis revealed a six-factor solution and a three-factor solution of fatigue appraisal, closely related to the conceptual frameworks. These findings are in line with our impressions from the literature that fatigue can be ap- praised in an adaptation-oriented way and in an emotion-related way. In addition, we found a third factor: “so- cial rejection because of fatigue”. We investigated whether the different appraisal dimensions were related to general level of fatigue, anxiety and depression. Only emotion-related appraisal and general level of fatigue were related. Worrying and focusing on fatigue is apparently related to the experience of fatigue whereas attributing fatigue to the unrewarding properties of a task is not. Knowledge about the appraisal-dimensions underlying the fatigue-performance relationship may contribute to a better understanding of individual differences in fatigue effects on performance.
Research on Application of Balanced Scorecard in the Government Performance Appraisal  [PDF]
Daokui Jiang, Zuankuo Liu
Open Journal of Social Sciences (JSS) , 2014, DOI: 10.4236/jss.2014.29016

The Balanced Scorecard (BSC), a strategic performance management tool, is well received and applied by many world organizations; however government organizations have not really implemented it. Government management issue has no organic relationship with system innovation, institutional reform and transformation of functions. There is a lack of scientific and reasonable performance appraisal indicators for government reform, let alone the improvement of the government management level. The study was carried out to construct the Chinese government performance appraisal system using the BSC method, which mainly in the aspect of financial perspective, customer perspective, internal process perspective and learning and growth perspective. The application and implementation of the BSC can be an important measure of government management innovation, and plays an important role in the process of function transition and administrative system reform.

Outcomes of the performance appraisal and its relation with nurses job motivation
Taghavi Larijani T,Parsa Yekta Z,Kazemnejad A,Mazaheri A
Hayat Journal of Faculty of Nursing & Midwifery , 2006,
Abstract: Background & Aim: The main aim of performance appraisal is aid to staff development and increasing job motivation. Outcomes of performance appraisal consider as a determining indicators of the amount of success in achieving the mentioned aims. The aim of this study is to determine the employed nurses’ views regarding the performance appraisal's outcomes and its relation with job motivation in medical-surgical wards of affiliated hospitals of Tehran University of Medical Sciences. Methods & Materials: This investigation is a descriptive correlational study. The sample size was 120 of employed nurses in medical-surgical units in Tehran University of Medical Science that was selected by cluster sampling. The data was collected by questionnaire. Descriptive statistics, t-test and Pearson’s correlation coefficient were used for analysis. Results: Perception of the most samples was almost positive (65%) about performance appraisal’s outcomes. They believed that the rate of the job motivation in surveyed units was low. There was a statistical significance relationship between performance improvement as one of the outcomes of the performance appraisal and job motivation (p<0.05). Conclusion: Aiding to nurses performance improvement with using of performance appraisal was the only factor that was correlate with the job motivation in comparison with the other expectances of performance appraisal.
How a Proper Performance Related Reward System Can Contribute to Work Performance Excellence  [PDF]
Sara Indileni Hamukwaya, Rashad Yazdanifard
Open Journal of Business and Management (OJBM) , 2014, DOI: 10.4236/ojbm.2014.23023
Abstract: Performance related rewards came in picture in recent years for so many reasons. That includes rewards as motivation for employees to excel, reduce employer-employee conflicts and ensure fair reward treatments. This also includes a response to a call of worker’s dissatisfaction at work, poor work performance, negative attitudes, lack of motivation and agency problems. These “ills” will only be “cured” if there are proper performance measures in place. This study examined how a proper performance related reward system can be used as a tool to enhance work performance. The study include different performance related reward systems that may be embraced by management to foster work performance, what performance appraisal measures need to be put in place and the relationship between performance related reward systems and work performance. The benefits of embracing the Performance based rewards are also discussed.
An Evaluation of the Annual Performance Appraisal System at the University of Cape Coast  [PDF]
Joyce Emma Atta-Quartey
Open Journal of Social Sciences (JSS) , 2015, DOI: 10.4236/jss.2015.37037
Abstract: The study was conducted to investigate staff’s perception on the effectiveness of the annual assessment system and examine the motivation status of staff after assessment. Convenience sampling technique was used to select some senior members and senior staff who were drawn from the various administrative departments within the University. The Statistical Package for Social Sciences (SPSS) was used to help analyze the primary data collected. The paper concludes that performance appraisal, likewise performance management at the University of Cape Coast, lacks policy direction. Without the use of guiding principles for monitoring performance and appraising staff, it is possible that many people are actually not performing and therefore assessments at UCC suffer a variety of judgment errors and biases due to subjective appraisals. Part of the recom-mendations is that the Division of Human Resources (DHR) should arrange training programmes for all supervisors who are raters in order to equip them with appropriate skills of providing feedback to staff which will motivate staff to improve upon their performance. Finally, the DHR should review the appraisal system from start to finish and introduce new appraisal systems for the various levels of administrative staff.
Appraisal and job performance: A theoretical integration
C. Orpen
South African Journal of Industrial Psychology , 1986, DOI: 10.4102/sajip.v12i1.452
Abstract: It has been found that appraisal systems (high vs. low appraisals) can be distinguished in terms of the extent to which they link rewards to performance, encourage competition among individuals, and supervise job activities closely. However, the results of research relating high versus low appraisal to employee job performance have been inconsistent. The present paper shows how this inconsistency can be removed by the argument from facilitation theory, that high appraisal will improve performance for tasks that are well-learned, but that low appraisal will do so for poorly- earned tasks; i.e., by the fact that the extent to which tasks have been well learnt moderates the impact of appraisal systems on performance. A contingency view of the appropriateness of performance appraisal systems is advocated. Opsomming "Hoe" vs. "lae" personeelaanslagsisteme verskil in die mate waartoe vergoeding gekoppel word aan prestasie, die mededinging onder individue aanmoeding en aanleiding gee tot streng toesighouding al dan nie. In die literatuur word inkonsekwente resultate met "hoe" en "lae" aanslagsisteme gerapporteer. In hierdie artikel word betoog dat "hoe" aanslagsisteme prestasie sal verhoog wanneer die besondere taak reeds goed baasgeraak is terwyl "lae" aanslagsisteme prestasie sal verhoog in gevalle waar 'n besondere taak nog nie goed bemeester is nie. 'n Kontingente beskouing van die toepaslikheid van prestasie-evalueringsisteme word bepleit.
Employee Job Satisfaction: A Case Study on the Outsourcing Services of EXL Services.
Indian Streams Research Journal , 2012,
Abstract: Human resource department plays a key role in employee's job satisfaction in outsourcing industry. And it is necessity in this competitive global economy. This paper explores the employee job satisfaction in EXL Services. A questionnaire was prepared to conduct study to assess the perceptions and acceptance of human resources policies in the company. Ninety staff members were included in the study, using self administered questionnaires. The results of this study show that majority of the staff have clear perception and display willingness to accept the policies of the company. It is hoped that the findings of this study will help all outsourcing companies to frame the policies related to employee's job satisfaction and to plan their employees for developmental programs accordingly
A Review of Performance Appraisals of Nigerian Federal Government-Owned Refineries  [PDF]
Ismaila Badmus, Miracle Olanrewaju Oyewola, Richard Olayiwola Fagbenle
Energy and Power Engineering (EPE) , 2012, DOI: 10.4236/epe.2012.41007
Abstract: The aim of this paper is to review previous works on the performance appraisal of Nigerian government-owned refineries. The review has been done in a general sense, covering appraisal works by engineers, scientists, management experts, economists, sociologists and even historians. The outcome indicates that while there seems to be several works directly and/or indirectly assessing the performance of the refineries in a general sense, there is a dearth of such in the specific area of energy consumption. There also appears to be no single one appraising energy utilisation of all the refineries at the same time in the open literature. This is in spite of the fact that refining processes are energy intensive. Despite popularisation of exergy analysis as a veritable tool, the only energy utilisation appraisal within our reach which was carried out on just one of the refineries has not been done exergetically. However, the work still reveals, within the limitations of 1st Law energy analysis that the energy consumption patterns are below international benchmarks in the oil and gas industry. Some suggestions have also been offered to take care of the energy efficiency challenges in these refineries. These include plant to plant analyses of energy utilisation patterns in the four refineries, periodical determination of GHG emission levels in the refineries using current international best practices as benchmarks, use of exergy analysis to check avoidable energy wastage in the refining processes, shifting refinery fuelling pattern in favour of low carbon content fuels like natural gas and ensuring regular turnaround maintenance of the system.
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