Training Appraisal Research Articles

Strategic management of internal employer branding – guerilla strategies to engage and retain top employees in a challenging workforce environment

IntroductionIn a globalized and constantly evolving employment environment, it is imperative that organizations cultivate effective employer branding strategies to maintain competitiveness and attractiveness. These would allow them to obtain unique advantages in the market but also support for the internal employer brand. Despite the critical role of employer branding in attracting and retaining top talent, there remains a gap in understanding its relationship to HRM practices and employee perceptions of those practices. The purpose of this research was to investigate the correlation between human resources management practices and employer branding measured through organizational attractiveness and seen from the employees’ perspective. Additionally, to find out if there is a significant difference between the private and public sector in terms of the perception of HRM practices influencing organizational attractiveness.MethodsA questionnaire was applied to 800 respondents, employed in various positions in private and public sector organizations in western Romania. Two scales were applied to evaluate human resources management practices and the employer’s attractiveness from the employees’ perspective.ResultsFindings indicate a direct and positive relation between HRM practices and organizational attractiveness, with particular emphasis on performance appraisal practice, training and development, and work-life balance practices. When it comes to private sector, the significant practices influencing organizational attractiveness are performance appraisal, safety, and work-life balance practices, whereas in the public sector we have training-development and performance appraisal practices.DiscussionThese results underline the role of human resource management in strengthening internal support for the employer brand and increasing overall employer attractiveness. The more appropriate human resource management practices are in the perception of employees, the more attractive the organization is perceived as an employer.

The Application of Interactive Multimedia to Improve Student’s Learning Outcome in Property Appraisal Training

The Application of Interactive Multimedia to Improve Student’s Learning Outcome in Property Appraisal Training

Education to prevent stunting and innovation of 'SABI nuggets' as a complementary food in Silaberanti Village, Palembang

Stunting remains a pressing health concern that demands attention from all members of society. In Palembang City, the number of stunting cases has risen alarmingly from 100 in 2023 to 224. The root causes lie in limited knowledge about balanced nutrition and a tendency to consume unhealthy fast food. This community service initiative aimed to enhance awareness about the significance of adopting healthy food management practices as a strategy to combat stunting. The project employed a Participatory Rural Appraisal (PRA) approach, encompassing socialization, training, and mentorship. The intervention yielded remarkable results, with knowledge levels among participants increasing from 65% to 95%. This demonstrates the effectiveness of the training in empowering the community with knowledge about balanced nutrition, healthy and nutritious meals for children, and stunting prevention strategies. Furthermore, the community demonstrated creativity by developing an innovative food supplement called "SABI nuggets," made from patin fish and carrots.

Problems and Countermeasures of Performance Appraisal in Enterprise Human Resource Management

With the rapid advancement of science in society, driven by the highly updated enterprise technology system, human resource management plays an increasingly important role in the production and operation activities of enterprises, and has become an important factor determining the core competitiveness of enterprises. Therefore, exploring the performance appraisal management of enterprises in human resource management is of great significance for further improving the competitiveness of enterprises and making better use of the advantages of human resources. Based on the theory of performance appraisal management in human resources and taking Xu Fu Ji Food Company as an example, this paper points out the current status and existing problems of the enterprise, such as unclear assessment purpose, neglect of the overall performance management of the enterprise, lack of performance appraisal training and summary links, and puts forward the advantages of clarifying the purpose of performance management, attaching importance to the overall team assessment, and increasing the intensity of performance appraisal training and summary Make suggestions.

Effectiveness of Cognitive Behavioral Therapy (CBT) on Psychological Distress among Mothers of Children with Autism Spectrum Disorder: The Role of Problem-Solving Appraisal.

Mothers of children with autism spectrum disorder (ASD) face considerable psychological distress. Cognitive behavioral therapy (CBT) has shown promise in reducing caregiver burden, but evidence in the Arab world is lacking. Problem-solving appraisal training may optimize CBT's benefits. This study evaluated a tailored CBT program emphasizing the role of problem-solving appraisal in managing distress through the process of CBT. Sixty mothers were randomly allocated in a 1:1 ratio to either the CBT intervention group or the control group. The CBT group received 3-month sessions incorporating problem-solving appraisal training within a CBT curriculum from October 2022 to April 2023. Problem-solving techniques are focused on equipping individuals with the skills to identify, approach, and effectively resolve problems, leading to a reduction in stress levels and an improved capacity to cope with difficult situations. All mothers completed assessments of socio-demographics such as age, level of education, marital status, occupation, and adequacy of family income, the Depression Anxiety Stress Scale (DASS-21) and the Problem-Solving Inventory (PSI) before and after the program. The CBT group showed significant pre-to-post reductions in depression, anxiety, stress, and general psychological distress compared to controls (all p < 0.05). They also exhibited significant improvements in problem-solving confidence, approach-avoidance style and personal control (all p < 0.05). The customized CBT program markedly improved psychological well-being for mothers of children with ASD in Egypt. Incorporating problem-solving techniques may optimize CBT's benefits cross-culturally. These findings have implications for the implementation of evidence-based support programs for families impacted by ASD worldwide.

Spatio-Temporal Information Fusion and Filtration for Human Action Recognition

Human action recognition (HAR) as the most representative human-centred computer vision task is critical in human resource management (HRM), especially in human resource recruitment, performance appraisal, and employee training. Currently, prevailing approaches to human action recognition primarily emphasize either temporal or spatial features while overlooking the intricate interplay between these two dimensions. This oversight leads to less precise and robust action classification within complex human resource recruitment environments. In this paper, we propose a novel human action recognition methodology for human resource recruitment environments, which aims at symmetrically harnessing temporal and spatial information to enhance the performance of human action recognition. Specifically, we compute Depth Motion Maps (DMM) and Depth Temporal Maps (DTM) from depth video sequences as space and time descriptors, respectively. Subsequently, a novel feature fusion technique named Center Boundary Collaborative Canonical Correlation Analysis (CBCCCA) is designed to enhance the fusion of space and time features by collaboratively learning the center and boundary information of feature class space. We then introduce a spatio-temporal information filtration module to remove redundant information introduced by spatio-temporal fusion and retain discriminative details. Finally, a Support Vector Machine (SVM) is employed for human action recognition. Extensive experiments demonstrate that the proposed method has the ability to significantly improve human action recognition performance.

Effect of job appraisal and job training 0n employee performance at PT. Bank Sulselbar Luwu

Purpose: This study aims to determine the effect of job appraisal and job training on the performance of employees of PT. Bank SulSelBar Luwu.&#x0D; Research methodology: The research method used is a quantitative research with a descriptive approach. The population in this study were all employees who worked at PT. Bank SulSelBar Luwu. The number of samples in this study amounted to 35 people. The data analysis technique used is descriptive statistical test, classical assumption test and multiple regression analysis.&#x0D; Results: The result of the research shows that: 1. Job appraisal has a positive and significant effect on employee performance PT. Bank SulSelBar Luwu, 2. Job training has a positive and significant effect on employee performance PT. Bank SulSelBar Luwu. 3. The results of the F test indicate that the job appraisal and training simultaneously (together) have a positive and significant effect on employee performance PT. Bank SulSelBar Luwu.&#x0D; Contribution: This research contributes a job appraisal and training have a contribution or influence on employee performance variables by 61.90%, while the remaining 38.10% is influenced by other variables not examined in this study.

THE CONSEQUENCES OF PRACTICES OF HRM ON PERFORMANCE OF EMPLOYEE IN PUNJAB POLICE

The current research study explores the association among HRM strategies and the performances of employees in department of Punjab Police. In this research study the size of sample consists of 368 respondents were Sub-Inspectors and assistant Sub-inspectors from the department of Punjab Police in Dera Ghazi Khan (Region). The researcher used a questionnaire to collect data, which was then analyzed using Smart-PLS. The findings revealed that career planning, compensation, job rotation, performance appraisal and development and training all had a positive impact on performance of employee in police department. According to the results, the researcher recommend that policymakers provide the most intensive compensation for staff, maximize career planning, compensation, job rotation, performance appraisal and development and training to progress the performance of Punjab police officers in Pakistan. This research strengthens the current literature on Performance of employee by providing new insights the promotion and Performances of employees’. Keywords: Job Rotation, Employee Performance, Compensation, Development and training, Performance Appraisal.

Implementation of the supervisory function in fostering the competence of the principal's academic supervision on the performance assessment of kindergarten teachers

The purpose of this study is to describe how the implementation of the supervisory function in fostering the competence of the principal's academic supervision on the performance assessment of kindergarten teachers in Banda Aceh City. This study uses a descriptive qualitative approach. The research was conducted at the Kindergarten in Banda Aceh City. Data collection techniques using observation, interviews. The standard of data validity in qualitative research refers to the standards of credibility, transferability, dependability, and confirmability. The data analysis technique used is descriptive qualitative analysis with data reduction techniques, data presentation, and drawing conclusions. The results of this study are the results of this study conclude that the supervision carried out by the principal on the implementation of the Teacher Performance Assessment has been carried out systematically and programmed, so that teachers feel the assistance of the principal in improving their performance. Factors that support the successful implementation of the supervisory function in fostering the competence of principals' academic supervision on the implementation of teacher performance are the factors of principals and teachers who have a desire to improve their performance through academic supervision activities shown by a cooperative attitude towards the supervision process. Meanwhile, the obstacles are the principal's lack of knowledge about Teacher Performance Assessment, the number of teachers who must be fostered and the lack of intensity of academic supervision of teachers. Meanwhile, the solution is to follow teacher performance appraisal training, increase the intensity of class visit supervision and increase academic supervision development programs and teacher performance appraisals on a regular and continuous basis.

Critical Appraisal of Clinical Practice Guidelines (CPG) Training for Graduate Student Nurses: Exemplar of a CPG for the Management of Post-Traumatic Stress Disorder (PTSD)

Background: Clinical practice guidelines serve as a framework for clinical decisions supporting best practices to optimize patient care. Critical appraisal of a clinical practice guideline is an important clinical skill for advanced practice nurses and other advanced healthcare professionals. Hence, advanced practice nursing students should receive appraisal training of clinical practice guidelines to develop their critical skills in determining their quality and potential incorporation into evidence-based clinical practice. Objective: This paper describes the incorporation of a critical appraisal of a clinical practice guideline in a graduate nursing program for advanced nursing practice. As an exemplar of the appraisal process, the clinical practice guideline from the United States (US) Department of Veterans Affairs and the Department of Defense (VA/DoD) on the management of post-traumatic stress disorder and acute stress disorder was critically appraised. Methodology: Students enrolled in a graduate nursing course were formed into groups of 3-4, and selected a clinical practice guideline according to their specialty. A group of four students enrolled in the Psychiatric and Mental Health Nurse Practitioner program critically appraised the VA/DoD clinical practice related to the management of posttraumatic stress disorder and acute stress disorder using the Appraisal of Guidelines for Research and Evaluation (AGREE) II Instrument. Students’ performance and feedback were evaluated. Results: The students viewed the course activity positively and appreciated learning the CPG appraisal process and its use in practice. The VA/DoD clinical practice guideline was deemed of high quality and user-friendly for practitioners’ use in clinical decision-making despite minor limitations. Conclusion and recommendations: Incorporation of clinical practice guideline assessment using the AGREE II Instrument in the advanced practice nursing curriculum should be considered. Participating graduate students considered the skill needed for their future advanced practice. Regular updates of clinical practice guidelines and their appraisals are also recommended.

Emergency physicians\u2019 perceptions of critical appraisal skills: a qualitative study

BackgroundCritical appraisal of medical research is a valuable skill set that emergency physicians must learn in order to become competent clinicians. Despite the need for effective critical appraisal skills training, these skills have remained difficult to teach and assess. This study aimed to explore emergency physicians’ perceptions of the barriers and motivations for learning critical appraisal skills in order to develop more successful critical appraisal training methods for Emergency Medicine (EM) residents.MethodsThis qualitative study involved in-depth, semi-structured interviews with emergency physicians interested in education and administration at an urban academic hospital. Transcribed interviews were descriptively coded by three main reviewers. A coding template was developed after coding an initial set of interviews and used to code the remaining transcripts. A thematic analysis of the codes was conducted to create a summary report which was given to the interviewees as part of a member checking process to further solidify themes.ResultsFourteen emergency physicians participated in the study. They described time limitations, perceived difficulty, and disinterest as major barriers to learning critical appraisal. Physicians noted patient care as well as professional identity goals of being a good educator or researcher as motivations for developing critical appraisal skills.ConclusionThere remain significant challenges to learning critical appraisal skills as well as an increasing need to build these skills during residency. Educational theories and a greater emphasis on professional identity formation during residency can be incorporated to create a more effective approach to teaching critical appraisal skills despite these barriers.

Building capacity among health care librarians to teach evidence-based practice-an evaluation.

Objective:An innovative funding scheme for health care librarians to attend an intensive short course in teaching evidence-based practice was established in the West of England in 2016. This evaluation aims to understand the value of the scheme and the impact of the training opportunity for the librarians, establish an evidence base for continuing with the funding scheme, and inform the development of plans to build additional capacity among health care librarians to provide critical appraisal training.Methods:Seven librarians working in health care system settings were funded by the scheme between 2016 and 2018. Post-course feedback forms gathered initial views on course content and delivery, which informed the development of questions for the qualitative phase of the evaluation. All seven librarians participated in group discussions and individual interviews.Results:The course boosted confidence, provided valuable new skills, and positively impacted careers of the librarians through access to new opportunities. It inspired the development of new approaches to critical appraisal training. An important need was identified among the librarians for more education in teaching. Librarians funded by the scheme have successfully cascaded the training to their colleagues.Conclusion:This evaluation supports the continuation of the funding scheme to further build capacity among health care librarians to teach evidence-based practice. It suggests additional investment in this type of specialist training, as well as in education in teaching skills, would be beneficial for health care librarians. Evidence from this evaluation is informing new plans to support these professionals with the vital service they provide, which contributes to the evidence-based culture of their organizations and to patient outcomes.

Employees’ Attitude and Implementation of Performance Appraisal System in the Ministry of Education in Nairobi City County, Kenya

Performance appraisal (PA) is a critical element in the performance management system and a key human resource management function which is used to track individual contribution and work performance against organizational goals and to identify individual strengths and opportunities for future improvements. However, in the Ministry of education, performance appraisal seems not to be effective mainly due to the perceptions the employees hold towards the implementation of performance appraisal that it is a bureaucratic process, with little relevance on improving performance and accountability, which consequently led to the less importance and emphasis attached to it. This study determined the effects of employee attitude on the implementation of performance appraisal system among the employees in the Ministry of Education in Nairobi City County, State Department of Early Learning and Basic Education. The study adopted the concurrent mixed methods design where quantitative and qualitative methodologies were employed, simultaneously. The researcher used stratified sampling method to select the samples of the study by stratifying the staff into Education officers and Quality Assurance and Standards officers (QASOs). Semi-structured questionnaires and interview guides were used to collect data from the respondents. The study recommends that “Appraisal training by MoE”; and “Perceived organization support by MoE”; are the main critical factors that need to be seriously addressed to improve employees’ Attitude on the implementation of Performance Appraisal System. The anticipated key beneficiaries of the findings include human resources department of the Ministry of Education, the Public service management, other institutions and future researchers.

Performance Management Practices: A Decisive Approach to Improve Employee Productivity

Performance management practices include various approaches to significantly assess the organizational performance and productivity. It includes critical analysis and evaluation of employees skills and knowledge to increase output at workplace which establishes culture of proper evaluation of individual performance i.e. directly linked with attainment of individual as well as organizational goal. With the changing dimensions of business operations performance of employees is ensured through involvement of strategic approaches which enables them to understand the required standards of performance and evaluation criteria to assess productivity with merits and demerits of learning and improving better alternatives which ultimately enhances the overall performance of organization. This study helps in critical assessment of various performance management practices and its effect on employee productivity in textile firms of Bhilwara city. The performance management practices comprised of employee appraisal system, training and development, reward system and feedback which all are considered as independent variables and dependent variable is defined as employee productivity. The research paper incorporates primary data collected through a structured questionnaire from a sample size of 100 respondents who worked at various managerial levels in textile firms. A descriptive research design is used for the analysis of data with the help of mean, standard deviation and regression analysis to accomplish the research objective of assessing the effect of independent variables performance appraisal, training &amp; development, reward system and feedback on employee productivity. Various hypothesis are framed to test the results and draw inferences for the population. The study focuses on implementation of various approaches that can enhance employee productivity and develop a workforce through proper training and evaluation with the help of review and feedback mechanism and ensure growth of individuals as well as organization and fulfilment of organizational goals. The result is analysed through regression which helps in adoption of sustainable HR practices forced to rethink on decisions pertaining to employee productivity

Employees’ Perceptions on the Contribution of Performance Appraisal to Career Growth and Development in Kenya’s Ministry of Education in Nairobi City County, Kenya

Performance Appraisal System (PAS) is a vital tool to measure the work set by any organization to its employees. PAS is used to track individual contribution and work performance against organizational goals and to identify individual strengths and opportunities for future improvements. Performance Appraisal System (PAS) assesses whether organizational goals are achieved and serves as basis for the organization’s future planning and development. This study determined the effects of employee attitude on the implementation of performance appraisal system among the employees in the Ministry of Education in Nairobi City County, State Department of Early Learning and Basic Education. The study adopted the concurrent mixed methods design where quantitative and qualitative methodologies were employed, simultaneously. The researcher used stratified sampling method to select the samples of the study by stratifying the staff into Education officers and Quality Assurance and Standards officers (QASOs). Semi-structured questionnaires and interview guides were used to collect data from the respondents. The study recommends that ‘Appraisal training by MoE’; and ‘Perceived organization support by MoE’; are the main critical factors that need to be seriously addressed to improve employees’ Attitude on the implementation of Performance Appraisal System. The anticipated key users of the findings include human resources department of the Ministry of Education, the Public service management, other institutions and future researchers.

Library and knowledge staff in England share similar perceptions of the roles and personal characteristics of the clinical librarian.

Indications on the development of the health library and knowledge workforce (LKS) in England suggest that more staff may need to shift into clinical librarian (CL) roles. Anecdotal evidence suggested that CL roles have changed recently. To examine perceptions of CL tasks and required personal characteristics of CLs, amongst both practising CLs and other LKS staff in England. An online survey was followed by descriptive statistical and content analysis to identify any differences in perceptions between the CL and non-CL staff groups. Response rate: 10% (123/1181). Both staff groups identified literature searching as the top core task and agreed on the main CL roles. Perceptions on the necessary personal characteristics were also similar. Ranking differed for a few tasks: non-CL staff may ascribe more importance to some tasks (evidence synthesis, critical appraisal training and attending ward rounds/team meetings) than the CL staff state. CLs spent more time on staff management, and less time on study skills training than non-CL staff perceived. Results indicated that CL roles are continuing to develop, but that CLs are more integrated into library administration than some non-CL staff believe. Shared perceptions around CL roles should help workforce development.

English

Human Resource (HR) practices like performance appraisal (PA) training are meant to ensure that employees are equipped with the knowledge and skills needed for the attainment of organisational goals. However, gaps still exist on the relationship between PA employees’ training and employees’ performance. This study aimed to establish the relationship between PA training and employees’ performance in Public Teacher Training Colleges (PTTCs) in Kenya. A cross-sectional survey study was conducted among 282 employees comprising 185 appraisee’s and 97 appraisers in all the 27 PTTCs. Proportionate stratified sampling technique was used and a self-administered semi-structured questionnaire was used to collect sociodemographic data and PA practices. Linear regression analysis indicated that PA training contribution to employee’s performance was not significant (R2 = 0.001). Appraisee’s preferred quarterly appraisal trainings and appraisers preferred those conducted twice a year (P=0.0054; P=0.0025), respectively. Personal request (P=0.0086) was the basic selection criterion considered for appraisers to attend PA training whereas for appraisee’s, the management considered individual performance (P=0.0011). The PA training among appraisers focused on corruption prevention and service delivery (P=0.0031; P=0.0232 respectively) whereas for appraisee’s, it focused on conflict resolutions (P=0.0299). Additional courses besides PA training were intended to enhance employees’ personal development (P=0.0002). Appraisers opined that the relevance of PA training on employees’ personal development was not relevant at all (P=0.013) and ineffective (P=0.0055). Results suggest well-designed PA programmes that guarantee employees’ personal development and career progression enhances their commitment and may positively affect their performance. Key words: Appraisers, appraisees, teacher training, performance appraisal training, employees’ performance.

Peer review in MRI: A quality improvement programme and pilot study

IntroductionThe aim of this pilot study was to implement a peer review programme to evaluate MRI images and protocols, with the goal of improving quality and standardising protocols. MethodA plan-do-check-act method of action research was adopted. A checklist was designed and two radiographers scored the images (Optimal, Diagnostic or Suboptimal). A sample of five Lumbar Spine examinations were selected and reviewed on two separate occasions, one month apart. A consultant radiologist also scored the selected examinations. ResultsThere was excellent intra-rater reliability for both observers. At first assessment, Cohen's weighted Kappa analysis indicated moderate inter-rater agreement (0.457) rising to substantial agreement (0.606) at second assessment. Variations in sequence parameter settings by the radiographers were noted. Feedback via educational sessions were implemented and enhancement of protocols were made. ConclusionsRadiographers manipulate many parameters during MRI examinations, and image quality can be degraded if sequences are not optimised. This may lead to misinterpretation.Initial results suggest peer review can result in improved image quality, better protocols, and improved staff confidence.There are opportunity costs involved in releasing staff from clinical work and time and resources required for image appraisal training, however we suggest this model can be extended to other departments and modalities as a healthcare improvement initiative. Implications for practiceInitial results suggest peer review processes performed by radiographers can result in improvement to protocols and image quality in MRI. With appropriate training, radiographers can implement and undertake appraisal of image quality in MRI as part of clinical governance. The purpose of feedback must be made clear, and good professional relationships should be forged to allow candid and supportive feedback with a focus on development and education.

Computer-Based Perspective Broadening Support for Appraisal Training

Post-traumatic stress affects millions of people worldwide. Appraisal training is an intervention that has been used to decrease the negative effects of a traumatic event. In two studies, the acceptance and effects of technology in supporting appraisal was studied. Study 1, a descriptive study, examined the response to and acceptance of a workshop on perspective broadening with technological support among soldiers and firefighters. Results revealed that both groups evaluated the training as useful and feasible, and both favoured the full version of the tool. Study 2 investigated the effect of the support tool among a student sample in comparison to the paper-based training. Participants followed the training individually. Comparisons between the two groups revealed no significant differences on multiple outcome measures. Behaviour observed during the training suggests that shorter sessions might prove more effective. The findings indicate acceptance of the technology supported training but gives no indication that the effects of the training are improved by technological support.

4차 산업혁명기술의 감정평가업무 활용과 영향*

This study analyzes utilization and influence of the Fourth Industrial Revolution(4IR) technology on appraisal works, based on the survey of appraisers. ANOVA and post hoc analysis such as Schaffer’s tests and Dunnett T3 were used for the analysis. The findings are as followed. First, it is big data and A.I. that have the biggest impact on overall competence. Second, segmentation of AI was the most beneficial effect of the 4IR; Third, data analysis and understanding and application of future technologies are particularly important in appraiser’s competency; Fourth, age and experience make a significant difference in autonomous driving, big data, FinTech, and drone (p&lt;.05). The study suggests implications for development of appraiser’s competency, based on the findings above. First, big data analysis and information and communication technology should be included in the appraiser qualification exam or training courses to strengthen appraisers’ competency. Second, a high level of thinking power beyond simple data analysis is required in the era of 4IR and they can be achieved by empowerment of expertise; Third, it is required that appraisers make efforts to diversify their services and strengthen their ability to provide comprehensive real estate consultation and market analysis.