Employee Appraisal Research Articles

Exploring Green HR Practices in the Construction Industry—Evidence from Poland

The objective of this paper is twofold. First, it systematizes knowledge about green management practices as a manifestation of the green human resource management (HRM) concept. Second, it diagnoses the practices of green management in construction companies in Poland. The research is qualitative and was conducted in three construction companies (one large, one medium, and one small-sized). Due to the small sample size, the study is treated as a pilot study. The research concluded that although green management practices are employed in the studied companies, they are neither systemic nor satisfactory in intensity. In the large company, green management practices are visible at all stages of the human resource process except for employee appraisal. In the medium and small companies, green management is limited to the development of green knowledge and employee awareness activities. The added value of this paper is an original tool for diagnosing the level of advancement of green management practices in competence management, which can be used in various types of business entities, regardless of the sector or industry.

Value and appraisal: human resource management practices and voice behaviors

PurposeEmployee voice is considered an important driver of organizational success. Management practices in the form of high-performance work practices (HPWPs) are expected to influence promotive and prohibitive voices. In addition, employee appraisal of HPWPs as a challenge or hindrance stressor is supposed to mediate the relationships. Finally, the self-direction value moderates the indirect effects of HPWPs on voice behaviors through employee appraisal.Design/methodology/approachA quantitative research approach was adopted with data collected from 315 subordinate supervisor dyads from 12 business organizations in Vietnam. This research uses partial least square structural equation modeling (PLS-SEM) to test the hypotheses.FindingsResults indicate that HPWPs are significantly associated with both types of employee voice behaviors. Challenge appraisal partially mediates the impact of HPWPs on promotive voice, while hindrance appraisal acts as a partial mediation in the HPWPs-prohibitive voice linkage. Self-direction value moderates the link between HPWPs and prohibitive voice.Research limitations/implicationsResults show that HPWPs may have both productive and harmful effects on employees. Depending on how the employees appraise HPWPs, they develop different coping strategies by raising their voices. HPWP-implementing organizations should pay attention to the employees’ values in this process.Originality/valueThis study investigates the relationship between HPWPs and employee voice based on the transactional theory of stress and coping. The mediating role of employee appraisal represents a new contribution. Finally, the role of self-direction value in the voice literature has not been widely evaluated in previous research.

Analysis of the Impact of Frontliner Employee Performance Assessment at PT. Bank Rakyat Indonesia (Persero), Tbk. KC Jakarta Tanjung Priok

Performance appraisal of frontliner employees at PT Bank Rakyat Indonesia (Persero), Tbk. Kc Jakarta Tanjung Priok has a significant impact on employee development and performance. Through analysis, it can be seen that performance appraisals provide clear feedback, motivate employees to improve their performance, strengthen teamwork, and drive process and system improvements. Supporting factors such as transparent appraisal systems, strong management support, sustainable reward systems, and effective communication contribute to the success of performance appraisals. However, there are also challenges such as subjectivity in appraisals and employee resistance to the appraisal process that need to be overcome. With attention to these constraints and maximization of supporting factors, PT Bank Rakyat Indonesia (Persero), Tbk. Kc Jakarta Tanjung Priok can ensure that performance appraisal of frontline employees becomes an effective tool in achieving organizational goals and overall employee development.

Data Analytics for Optimizing and Predicting Employee Performance

The need to increase employee performance and productivity has become vital in most companies nowadays, considering the number of changes that processes and people have faced during recent years in many organizations. This becomes even more important as it can sustain the growth of the company, as well as the competitiveness. This work will present multiple methods and comparisons between them for the process of building a machine learning algorithm to predict performance scores for employees in one organization; these methods include pre-processing the data, selecting the best variables, building the best algorithms for the available data, and tuning their hyperparameters. The current research aims to conclude on a collection of practices that will determine the best predictions for the given variables, so that human opinion can become less influential in employee appraisal, increasing objectivity and overall productivity.

A STUDY ON ARTIFICIAL INTELLIGENCE IN HR ANALYTICS

The phenomenon of AI has been widely studied in several areas. This paper is based on the use of artificial intelligence and its impact on HRM due to technological advancement in IT landscape. At present almost all companies are implementing AI in their functional areas to increase efficiency of employees in organization. AI role in HR domain starts with recruitment till performance appraisal of employees. The aim of the present research is to examine the relationship between artificial intelligence and Human resource functions in IT industry in Delhi/NCR location weather this relationship is moderated by innovativeness and ease of use at HR operations. This study was conducted among 115 HR professionals at various IT sector in Delhi/NCR region. A multiple regression method was used to test hypothesis and confirmed positive relationship between these two factors establishing about the increased use of AI at work results better HR functional performance. However AI has significant relationship with innovativeness and also with ease of use which reflects AI effects HR with innovations and ease of use. This study will give insights of Artificial intelligence which is coming as anew revolution in industry with new name Industry4.0. Key words: Artificial Intelligence , HR operations, Innovation

Evaluasi Diri pada Manajemen Pergudangan terhadap Peningkatan Kinerja Karyawan PT. Pulau Seroja Jaya Banjarmasin

PT.Pulau Seroja Jaya Banjarmasin, this company is a logistics service provider that provides warehousing services. Logistics services consist of warehousing, distribution and transportation services. Operationally, warehousing is a series of management activities in logistics storage starting from receiving, recording, entering, storing, organizing, bookkeeping, maintaining, issuing, and distributing activities to warehouse management accountability activities (making reports) with the aim of supporting the continuity of work units, as well as the effectiveness and efficiency of the organization as a whole. The research method used was descriptive qualitative research. Data processing techniques in the form of observation, interviews, documentation and library literature.The conclusions in this study include Assessment of self-evaluation and performance of warehouse employees is the activity of managers or superiors to evaluate the behavior of employee performance and determine subsequent policies, Performance appraisal is included in human resources, comparative human resources are the key to company success. With the performance appraisal of employees, employees will always try to do as much as possible in every activity given by the company or leader and managers are also easy to carry out company activities in the field of raising positions from employees or seeing employee performance that is not optimal. In addition, another goal of the company to conduct self-evaluation and performance appraisal of warehouse employees is the company's efforts in fostering human resources to improve the performance and competence of the employees concerned. Performance Appraisal is not a punishment but a form of leadership attention to employees.Suggestions for PT Pulau Seroja Jaya Banjarmasin In order for the employees of the warehousing section to further improve their ability to work, both in terms of increasing the quality, quantity and time in carrying out the work assigned. Then employees can take part in training on warehousing management to increase employee expertise and skills in doing their jobs.

Sharing and hiding knowledge under pandemics: The role of stressor appraisals, perceived supervisor behaviors and attributions of supervisor motives

AbstractThis study aims to shed light on the dual impact of appraisals of pandemic‐induced job stressors on employee knowledge sharing and hiding behaviors. Drawing on the transactional attribution model, we hypothesize that employee perceptions of supervisor compassionate and self‐serving behavior would positively mediate the impact of employee challenge and hindrance appraisals of pandemic‐induced job stressors on employee knowledge sharing and knowledge hiding, respectively. Moreover, stressor appraisals are expected to interact with employee attributions of supervisor compassionate and self‐serving motives in shaping perceptions of supervisor compassionate and self‐serving behavior, respectively. To test our hypotheses, we conducted two independent studies—a three‐wave full longitudinal study with 230 employees from UK and U.S. firms during the first COVID‐19 outbreak and a randomized scenario‐based experiment with 210 U.S. employees. Cross‐lagged structural equation analyses, analyses of variance, and path analyses fully supported our predictions, thus providing a nuanced understanding of the role of perceived supervisor behavior and attributions of supervisor motives in accounting for the differential effects of employee appraisals of pandemic‐induced job stressors on knowledge behaviors.

How does AI technology integration affect employees’ proactive service behaviors? A transactional theory of stress perspective

While AI technology is widely integrated into service creation and delivery processes, the empirical evidence about its impact on employees has been mixed. Based on transactional theory of stress, this study explores how service employees appraise and react to AI technology integration utilizing data collected from employees of service companies that integrated AI technologies into their operations. Findings suggest that AI technology integration is simultaneously appraised by employees as both a positive challenge, leading to employees' thriving at work and enhanced proactive service behaviors, and as a hindrance, leading to job insecurity perceptions and decreased proactive service behaviors. Furthermore, this study investigates employees' IT mindfulness as a boundary condition that impacts the effects of AI technology integration on employee appraisals and finds that IT mindfulness can attenuate the relationship between AI technology integration and employees' hindrance appraisals. Findings provide insights on how service companies can effectively integrate AI technologies into their operations to enhance employees’ proactive service behaviors.

Analysis of Burnout Prevalence among German Physicians Working in a Palliative Care Setting: A Survey of the AIO Quality of Life Working Group

Introduction: Palliative care physicians (Pcps) face special challenges caring for terminally ill patients. We conducted this study to evaluate the burnout (bo) prevalence among pcps and sought to identify risk as well as protective factors as a basis for the development of preventive measures. Methods: Participants (Pcs) were invited via e-mail to complete an online survey between May and June 2022. Besides the Oldenburg Burnout Inventory assessing the bo dimensions of exhaustion (exh) and disengagement (dis), sociodemographic data were collected. Results: The study found that 58% (cut-off mean value [M] ≥2.18) or more specifically, 38% (cut-off M ≥2.5) of the pcs showed increased scores in the exh subscale as a key dimension of bo. All dimensions were correlated with the level of medical and palliative care training, with higher scores for physicians in training. Furthermore, pcs without preventive measures like employee appraisals at work were more likely to be considered exhausted, disengaged, or burned out. The discrepancy between high exh and low dis scores shows that the polled pcps, despite feeling exh, nevertheless considered their work meaningful. Conclusion: Bo prevalence among pcps exceeds that of the general population and other specialties, whereas inexperienced pcps might be at high risk of shifting from exh to bo and could therefore benefit from tailored support. Further preventive measures including individual and organizational aspects are necessary to prevent bo and promote health among medical staff, thereby preserving quality of patient care. Elementary preventive measures such as employee appraisals can have a protective effect against bo.

Penerapan Metode Fuzzy Tsukamoto dalam Penilaian Kinerja Karyawan di Perusahaan Air Minum Kabupaten OKU

One effective way to encourage employee motivation is to provide recognition in the form of rewards that are in accordance with their performance. The assessment process to determine the best employees needs consideration and is certainly not easy because it must be in accordance with the criteria set by the company. Seeing these conditions, the need for the application of computerized systems that can be a solution to overcome complexity in decision making. One method in decision support systems is the fuzzy method. The method used in this study is Tsukamoto's fuzzy method. The employee appraisal process is carried out based on several criteria such as performance, discipline, and ability. From the calculation results, a Z value of 57.5 was obtained. The value is included in the category considered for reward. Based on the results of the assessment, it can be concluded that Tsukamoto's fuzzy method can be applied in employee performance appraisal.

Investigating How the Perception of Appraisal Politics and Bias Influence Job Satisfaction and Organizational Citizenship Behavior, with Trust Playing a Moderating Role among Employees

Performance appraisals are regular review of an employee’s occupation performance and overall share to a company. Also known as an "annual review", "performance review or evaluation", or "employee estimation or employee appraisal". A performance appraisal evaluates an employee’s skills, achievements and growth, or shortcoming thereof. Organizations use performance appraisals to give their employees feedback of their work and to amend wage increases and bonuses, as well as promotion or termination from the job proposition. They can be conducted at any given time but tend to be annual, semi-annual or quarterly. This study is related to effects of performance appraisal politics and biasness on job satisfaction and organizational citizenship behavior of employees with moderating role of trust in pharmaceutical sector of Pakistan in Rawalpindi and Islamabad Regions. For the purpose of finding the relationship and impact of variables, an adopted questionnaire was distributed among different employees of the pharmaceutical companies located in Rawalpindi and Islamabad. Out of 500 a total of 261 respondents returned the questionnaires with authentic data. The sample size was drawn from the population of pharmaceutical companies’ employees using convenience sampling technique. Data was analyzed through SPSS 20.0 for this study and results were inferred using reliability test, regression analysis, Pearson correlation and one-way ANOVA tests. Results of the study show that there is a significant positive relationship between biasness in performance appraisal and perception of appraisal politics, which influence negatively job satisfaction and organization citizenship behavior variables, whereas, variable Trust plays a positive moderating role in the relationship between biasness in performance appraisal, perception of performance appraisal politics, and both job satisfaction and organizational citizenship behavior.

CLUSTERING KUALITAS KINERJA PEGAWAI PADA NARUNA CAFE & RESTO MENGGUNAKAN ALGORITMA K-MEANS

The employee appraisal system at Naruna Cafe and Resto uses conventional, manual-based appraisal methods which are carried out subjectively by the direct supervisor without a clear evaluation framework so that the appraisal process is often not transparent and lacks objectivity, which causes dissatisfaction and injustice among employees. Clustering techniques can be used as an employee assessment to be more objective, consistent, and based on measurable data. This study aims to apply the K-Means Clustering method, as well as use the K-means algorithm to make it easier to perform calculations, after which the researcher performs processing using RapidMiner to obtain results on the performance quality assessment of Naruna Cafe and Resto employees. This study uses quantitative research methods and collects data based on the quality of employee performance as an object of research. This study produced clusters with very satisfactory work quality of as much as 1 data, clusters with satisfactory work quality of as many as 3 data, clusters with quite satisfactory work quality of as much as 4 data, clusters with unsatisfactory work quality of as much as 1 data, and clusters with unsatisfactory work quality as much as 5 data. From the data processing that has been done, it can be concluded that this research has succeeded in creating a quality group of employee performance at Naruna Cafe and Resto that can be used to view employee performance.

Apex printing company limited employees’ appraisal

Apex Printing Company Ltd. (APC) performed appraisal on their employee to strategically achieve their organizational goals through staff enhancement. Performance appraisal evaluates personal traits and development for organizational benefits. Questionnaire administration and personal interview were the methodology adopted in this research. APC is made up of 1800 staff, comprising 1450 junior employees, 350 members of management and senior staff. APC performance appraisal system is unproductive in evaluating accurate performance of its staff, because of human prejudice in assessment. From the research, we therefore conclude that performance appraisal in APC is affected by prejudices while performance appraisal machinery in APC is ineffective in evaluating employee performance. Management of APC is recommended to embark on reviewing of the total appraisal system of the company design to achieve the goals of performance appraisal of employees.

The dark side of artificial intelligence in higher education

ABSTRACT The paper focuses on the negative aspects of artificial intelligence in higher education such as biases in the datasets and algorithms, plagiarism, factual incorrectness, micromanagement of students and employees, manipulation of behaviour, überveillance, overreliance on AI, lack of or low explainability and transparency of AI’s decisions, loss of skills, and privacy concerns. The paper adopts an operations management perspective and discusses the negative aspects of AI in the various processes in higher education institutions such as enrolment of students, hiring of employees, teaching/learning/assessment, administrative activities, research, socialisation and well-being of students, remuneration, appraisal and wellbeing of employees. Special attention is paid to AI’s impacts on ethics, creativity and critical thinking. Potential solutions to avoid or mitigate the negative impacts of AI, theoretical, managerial and policy implications are discussed as well.

Analisis Penilaian Kinerja Karyawan pada PT. La Vida Herculon

Performance appraisal of employees is one important aspect in human resource management within a company. An effective performance appraisal process can provide significant benefits, such as identifying employees' strengths and weaknesses and measuring individual contributions to company goals. PT La Vida Herculon has implemented employee performance appraisal as one instrument to measure employee performance. This study involves observation, interviews, and analysis of the existing performance appraisal process in the company. The research also refers to current theories and practices in human resource management and performance appraisal to support the analysis and recommendations presented. The hope is that this research can provide a deeper understanding of employee performance appraisal at PT La Vida Herculon and make a positive contribution to the development of a more effective and relevant performance appraisal system aligned with the company's needs. With an increased understanding of the importance of effective performance appraisal, PT La Vida Herculon can create a more productive work environment, motivate employees to develop, and enhance overall company goal achievement. Through this research, it is expected to provide useful information for PT La Vida Herculon in improving the employee performance appraisal system and achieving competitive advantage in this increasingly competitive industry.

The Analytical Hierarchy Process (AHP) for Best Employee Selection: Reward Implementation Strategy in Government Agencies

Reward is a strategy for empowering employees as human resources to achieve the bureaucratic reform target, namely creating civil servants' human resources with integrity, neutrality, competence, capability, professionalism, high performance, and prosperity. An appreciation of the award is giving the title of the best employee to ASN (Civil Servants), who have the best performance and achievement. Generally, the superior carries out the employee appraisal system, which is often subjective. The Office of Religious Research and Development Ministry of Religious Affairs Semarang has implemented an assessment of the best employee based on peer assessment. The article aimed to describe and discuss the process of evaluating and selecting the best employees at the Office of Religious Research and Development in Semarang. This study used a quantitative approach through the Analytic Hierarchy Process (AHP). The respondents were 38 civil servants at the Office of Religious Research and Development Semarang, consisting of 9 administrative and 29 research personnel. The findings showed that the application of AHP succeeded in selecting the two best employees, consisting of one person from the administrative staff and one from the research staff. The assessment of employees is relatively objective because a rather large number of colleagues carry it out. AHP is likely to be applied in government agencies because it is flexible, easy to understand, and can solve complex problems. Also, AHP can be used by nongovernmental institutions.

Improving relative performance evaluation process of employees within a peer group

PurposeRelative performance evaluation (RPE) is a widely practiced employee appraisal process in the services industry. In a global delivery model, teams are spread across different geographical locations. The team members work on various tasks under the guidance of different managers and at times under more than one manager for performing the same task. Such complexities make RPE of the team members quite challenging. The paper proposes a methodical step-by-step approach to simplify the evaluation process without compromising on the rigour.Design/methodology/approachRPE has followed three different approaches. First is the traditional way, wherein evaluators had a common meeting to discuss and arrive at relative evaluation and ranking of members of the peer group employees. In the second, the number of evaluators and employees in a peer group were split in to 2 subgroups. The evaluators provided independent ratings and rankings. Simple mathematical tool then derived the combined ranking. In the third approach, each evaluator evaluated each employee in the peer group and provided the relative ranking for each employee. Again, mathematical tools provided the final ranking considering inputs from all evaluators. All the three evaluation approaches were analysed through an inter-rater agreement method.FindingsAll the three approaches for evaluation provided similar results giving confidence that less time-consuming methods could be adopted by evaluators without compromising on the rigour of the evaluation. The outcome of the exercise proved effective as the complaints reaching the ombudsmen reduced as compared to the earlier years. Considerable evaluation time was also saved. The study described in this paper is carried out in a non-unionized, Indian private sector services firm. Its effectiveness in other set ups is yet to be tested.Research limitations/implicationsThe research is carried out in the Indian Engineering services firm operating in the Knowledge based sector. Though study results are encouraging, the adaptability of methodology across different sectors and geographies is yet to be tested. More broad based studies are needed to evaluate suitability across firms and regions.Practical implicationsRelative evaluation exercise is challenging for evaluators. Although openness in evaluation is desired, it also makes evaluators uncomfortable in appearing to be taking sides or being opposing a candidate's ranking. The proposed approach brings in anonymity to each evaluator without scarifying individual evaluation.Social implicationsThe proposed methodology can be deployed across different services industries as the proposed methodology is business domain agnostic. It can be easily ported and tailored to align with an individual organization's evaluation philosophy. The suitability and effectiveness of the method can be studied under various types of firms like manufacturing, private, public, NGO, labour oriented, etc. As the proposed method reduces efforts, the stake holders can focus on understanding the relation between employee performance measurement, employee engagement, and long-term outcomes related to employee performance evaluation.Originality/valueThe proposed employee evaluation method leverages inter-rater reliability and agreement tool as a consensus approach to the relative performance ranking exercise. Such an approach to relative performance ranking is original as no prior studies with such an approach are found in the existing Literature.

RANCANGAN SISTEM PENDUKUNG KEPUTUSAN PENENTUAN KARYAWAN TERBAIK DENGAN METODE PENILAIAN 360 DEGREE FEEDBACK BERBASIS WEB PADA PT. INDONESIA MARINE TRANSPORTATION

PT. Indonesia Marine Transportation is a company engaged in shipping services via sea. This company has several problems in human resource management, one of which is employee assessment. The employee appraisal process is still subjective and manual, so determining the best employee takes time. The formulation of the problem discussed is: how to design the best employee appraisal decision support system application using the 360 degrees feedback assessment method. This method is a multi-source assessment that involves appraisals from managers, subordinates, co-workers, oneself, and even customers. The purpose of this study is to design a decision support system application for evaluating the best employees by applying the 360-degree feedback assessment method.

A Study on Employee Performance Appraisal Management in Sri PKP Spintex Mill Pvt Ltd to Dharmapuri

The research purpose is to determine the study of the performance appraisal of employees. Performance appraisal refers to the regular review of an employee’s job performance and overall contribution to a company. The objective is to know the effect of performance appraisal on employee motivation. The reveals that performance appraisal leads to improved employees’ performance. Which results from increased productivity in the organization? The research design used is descriptive in nature. The data collection instrument is primary data that is collected through questionnaires. In the research of 100 respondents were taken. Employees are satisfied with the current performance appraisal of the company. The majorities of the employees are motivated of the organization through feedback and increased productivity. Furthermore, the general environment of the organization is very friendly, and as a result, the corporation has not imposed any specific measure to address employee performance assessment issues.

A Study on the Various Employee Welfare Schemes at JS Auto Cast to Coimbatore

The research purpose is to determine the study of the performance appraisal of employees. Performance appraisal refers to the regular review of an employee’s job performance and overall contribution to a company. The objective is to know the effect of performance appraisal on employee motivation. The reveals that performance appraisal leads to improved employees’ performance. Which results from increased productivity in the organization. The research design used is descriptive in nature. The data collection instrument is primary data that is collected through questionnaires. In the research of 100 respondents were taken. Employees are satisfied with the current performance appraisal of the company. The majorities of the employees are motivated of the organization through feedback and increased productivity. Furthermore, the general environment of the organization is very friendly, and as a result, the corporation has not imposed any specific measure to address employee performance assessment issues.