Employee Performance Evaluation Research Articles

The Effect of Remuneration and Work Motivation on the Performance of Administrative Employees

This study aims to determine and analyze the effect of Remuneration and Work Motivation on the Performance of Administrative Employees at RSUP Prof. Dr. R. D. Kandou. This study used a quantitative approach. The population in this study was administrative employees at RSUP Prof. Dr. R. D. Kandou. The sampling technique uses a simple random sampling technique. Data collection techniques by distributing questionnaires, while secondary data through literature studies by reading various literature. Data analysis techniques use Research Instrument Test (validity and reliability test), t test, F test, r square test and multiple linear regression analysis with the help of SPSS software. The results of this study show that: (1) Remuneration has a positive and significant effect on performance; (2) Work Motivation has a positive and significant effect on Performance; (3) Remuneration and Work Motivation have a positive and significant effect on Performance. The performance of administrative employees at RSUP Prof. Dr. R. D. Kandou is influenced by remuneration of 41.4% and work motivation of 31.4%. It is partially concluded that the variable of Work Motivation most dominantly affects the Performance of Administrative Employees. Suggestions that can be conveyed to RSUP Prof. Dr. R. D. Kandou that it is necessary to continue to monitor and evaluate employee performance so that the services provided to the community are maximized. Moreover, motivation at work is one of the factors that can improve the performance of administrative employees at RSUP Prof. Dr. R. D. Kandou.

Web-Based Education Personnel Management: An Innovation in the Development of Education Management in the 21st Century

In the 21st century, technology-based institutions require clear parameters for evaluating employee performance. Manual performance assessment processes necessitate the development of a technology-driven information system to streamline leadership's evaluation of employees. This study is dedicated to analyzing the prerequisites for designing an information technology-based performance monitoring system tailored for educational staffs, organized into four stages: defining, designing, developing, and disseminating. By involving 71 educational staffs, this study resulted in the creation of the SI-IKAH (Sistem Input Kinerja Harian Tenaga Kependidikan) or the Daily Performance Input System for Education Personnel, specifically designed for the Universitas Pendidikan Indonesia Sumedang Campus. The system comprises modules for collecting personal information, work unit details, types of tasks, work hours, work outcomes, and generating reports for educational staff. This study concludes that the implementation of this system has the potential to boost employees performance motivation, ensure the currency of institutional data, and enhance the efficiency of employee work assessments.

An Accountant's Perspective in Assessing Behavioral Accounting in Aspects of Decentralization and Employee Performance Evaluation

This research aims to present an in-depth literature review related to the role of accountants in assessing behavioral accounting in the decentralization aspect and evaluating employee performance in organizations. The focus of the research involves understanding accountants' views regarding performance measurement in a decentralized context. This research examines several research articles regarding behavioral accounting in the aspect of decentralization and performance evaluation by collecting data using documentation methods in the form of primary and secondary data. The collected data is then analyzed according to theory to draw a conclusion that shows the research objectives. The results of this research show that Behavioral Accounting is used by companies to measure employee performance but is not widely used for decentralization aspects because there are still many companies that do not place decision-making authority in branch management. Decentralization also has no influence on measuring employee performance or managerial performance. Employee behavior is used more to measure performance which is related to the employee's own incentive assessment.

Study of employee performance measurement, evaluation and management practices in tourism and catering companies in Szeklerland(with special reference to Harghita county)

As a resource, people are one of the most important factors in the modern economy. From a subjective measurement approach, it can form the basis of business performance measurement. In this research, I am looking for answers to the question: what does business practice show, and how consistent is it with theoretical findings? The results of the research show that companies operating in the hospitality sector in Harghita County are consistently aware of the fact that employee performance contributes greatly to company performance. For this very reason, employee guidance, performance monitoring and feedback are considered significantly important. Employee performance is measured and evaluated informally, often on a monthly basis. The standardised, formal form of measurement, on the other hand, is only done annually, from time to time when necessary. However, its frequency increases significantly with the size of the company. Companies are moderately satisfied with the current employee performance measurement and evaluation. They are therefore aware that there is room for improvement. In their opinion, the introduction of a performance management system in the future would make a significant contribution to solving the problems discussed in the research. In doing so, it would also contribute to the improving of the company's business performance at the same time. Our development objective could be to provide guidance in this area for the future.

Performance Evaluation of Government Section Employees at The Mappak District Office, Tana Toraja District

The aim of this research is to evaluate the performance of government section employees at the Mappak District office, Tana Torja Regency. In the context of the regional autonomy policy provided by Law Number 32 of 2014, regional governments have a greater responsibility to accelerate regional development and improve community welfare. One important aspect of implementing the regional autonomy policy is improving the performance of public services, which is realized through evaluating the performance of government officials. The Mappak District Office has a significant role in providing administrative and government services at the local level. Evaluation of the performance of the government section is carried out to identify successes, obstacles and improvements in the delivery of public services. These performance evaluation parameters include the smoothness of the administrative process related to service operational standards, the ability of the government section to work in accordance with existing duties and functions, the response from the surrounding community regarding government services, the relationship that exists between the government section and the surrounding community and the availability of facilities to support activities and government section services at the Mappak sub-district office, Tana Toraja Regency. With continuous evaluation and continuous improvement efforts, it is hoped that the performance of government can continue to improve in providing effective and efficient services to the community. The results of this evaluation will be the basis for continuous improvement and development, so that government section employees at the Mappak sub-district office, Tana Toraja Regency can provide better services to the community on an ongoing basis.

HUMAN RESOURCE MANAGEMENT IN ISLAMIC SCHOOLS

The purpose of this research is to provide feedback to improve work performance and self-development in educating at Islamic schools. The career development and promotion system is implemented to improve employee skills and achievements so that they can increase self-improvement within an Islamic school institution. This research method is based on library research and collected from various written sources, including magazines, scientific publications, journals and other sources relevant to the research discussed by the author. The research results state that qualifications, recruitment strategies, staff orientation, salary policies, employee regulations, coaching and development, employee evaluation, employee careers and ranks, and welfare are just some of the tasks that make up human resource management in Islamic schools. As well as employee coaching and development is carried out to improve Islamic understanding, personality, pedagogical, professional and social competencies. And employee performance evaluation is carried out based on individual achievements and participation in Islamic school activities so that each educator or teacher can develop and increase the potential of human resources in Islamic school institutions.

The Influence of Organizational Commitment and Burnout to Employee Performance through Extra-Role Behavior as Intervening Variable in PT. Bank SulutGo Cabang Manado

The purpose of this study is to analyze the structural relationship between organizational commitment, burnout, performance and extra-role behavior of employees. Design/methodology/approach – The research question is examined using a sample of PT. Bank SulutGo kantor cabang Manado employees. Path Analysis is used to test various research hypotheses and examine the extent of extra role behavior mediate the effect of organizational commitment and burnout on employee performance. Findings – First, there is a non-significant relationship between organizational commitment and burnout to extra role behavior. Second, there is a positive and significant relationship between organizational commitment and employee performance, while burnout has negative and non- significant relationship. Third, extra-role has positive and significant relationship to employee performance. Practical Implications – Based on this empirical finding should be concerned commitment to be used as a benchmark to improve employee performance. Besides that, it should be noted that for the banking sector extra-role behavior can be categorized as a work culture. Research Limitations – There is a need to extend the results and compare with other banking industries. Originality – This research explain that extra-role behavior contributes as a medium to the evaluation of organizational commitment and employee performance.

Enhancing Employee Motivation: A TOPSIS-Based Decision Support System for Incentive Allocation through Performance Evaluation

Information technology is developing rapidly and has a significant role in various aspects, one of which is making decisions to evaluate employee performance. Employee performance assessment is an important activity and is often carried out by companies to determine employee performance in a certain period. A company's progress is greatly influenced by the good and bad of the system that is running. The decision support system can improve and influence the assessment of existing performance in the company. If the decision support system is inadequate, it can lead to errors in decision-making. This research was conducted at PT. App Inti provides enthusiasm and motivation to employees, and the company performs performance assessments every six months, which will influence the adjustment of employee salary increases. However, the current assessment process still uses simple methods and often experiences difficulties assessing performance, making the assessments less effective. Because errors and inaccuracies often occur during assessments, to make it easier for companies to make decisions and help solve these problems, a decision support system was designed using the TOPSIS method. The TOPSIS is a multi-attribute decision-making method often used to complete practical decisions. Then, the results can be considered and help the company determine a decision based on the alternatives and criteria that the company has decided. Then, the results of this research can help companies determine which employees are more visible during the assessment. Then, the TOPSIS ranking results are used to adjust salary increases that have been selected by the company, thereby helping companies make decisions more quickly.Keywords: Performance Appraisal, Decision Support System, TOPSIS

The mediating role of employee commitment in the relationship between compensation system and turnover intentions

PurposeThe main goal of this study is to determine the role of employee commitment in the relations between the compensation system and turnover intentions of employees in the Republic of Serbia, as well as to investigate whether there is a mediating effect of employee commitment in this relation.Design/methodology/approachThe primary methodology implemented in the research was data gathering, obtaining theoretical research works on the proposed relations and empirical studies based on the PLS-SEM, analysed by IBM SPSS Statistics and SmartPLS data processing software. The data for the analysis was obtained from a total sample of 764 employees, collected in the Republic of Serbia via an online questionnaire.FindingsThe results indicated a positive statistically significant relationship between the formative construct (compensation system) and reflective construct (commitment), as well as a negative statistically significant relationship between the compensation system and reflective construct (turnover intentions). Employee commitment partially mediates the relationship between the compensation system and turnover intentions of employees.Originality/valueThe study was conducted in Serbia and is thus rooted in the specific national context which is characterized by high power distance and high uncertainty avoidance and more collectivistic society with feminine values more expressed. Most of the previous investigations related to the mentioned constructs were performed in companies from more developed countries, including Western Europe and the United States of America, whereas there has been no such research conducted in Serbia to date. The results portrayed a mismatch between the expected relations regarding the attitudes of employees to the rewards and the proposed national context. Modern companies in Serbia need to follow a modern reward mechanism to build stronger commitment and decrease turnover intentions. Moreover, in most earlier research works, compensation was examined in terms of satisfaction with rewards, while this study was based on questions related to perceptions of employees toward HR compensation practices (“The organization offers me”-type questions), not related to their satisfaction. Further, in the majority of previous research works, the compensation system was examined as a variable in combination with other HR processes (staffing, training and development, career development, employee relations, HR planning, communication, etc.), as a HPWP, while in this case the authors used only the practice of compensation (reward elements and employee performance evaluation) to investigate relations with commitment and turnover intentions.

Sistem Pendukung Keputusan Pemilihan Karyawan Terbaik Cv. Aurelia Weida Prima Medan Dengan Metode Maut

The selection of the best employee is the company's appreciation for the performance of its employees. This can motivate employees to be more motivated at work. To get the names of the best employees, a system is needed that performs the expected selection process and can produce objective and transparent information. In finding the best employees, the company does this by appointing without a reliable enough assessment. Therefore, a decision support system is needed in evaluating employee performance. This research uses the multi-attribute utility theory method. The data processed for this evaluation are 10 samples from CV Aurelia Weida Prima Medan. The evaluation is based on several criteria and weights given. There are 6 data criteria to assess employee performance, namely service (30% weight), integrity (20% weight), commitment (15% weight), discipline (20% weight), cooperation (13% weight), and employee performance (12% weight). From the calculation results, the employee who has the highest score is obtained. Therefore, the maximum value is obtained at A9 = 15.746, and the minimum value is obtained at A1 = 1.410. Will be considered for CV later. Aurelia Weida Prima Medan evaluates its employees over a while. It turns out that choosing the best employee performance helps CV. Aurelia Weida Prima Medan.

Model Konseptual Pengaruh Keterlibatan Karyawan terhadap Peningkatan Kinerja Karyawan Generasi Y dan Generasi Z pada Perusahaan Swasta

Private companies are an industrial sector that greatly contributes to economic development in Indonesia, especially in terms of employment. The lack of employee engagement that dominates the world of work today with different generations is a problem for company leaders in managing their employees. Private companies must have high-performing employees by involving employees to fully contribute to achieving company goals. Evaluation of employee performance needs to be improved by considering aspects of employee involvement. This research aims to design a conceptual model of the influence of employee involvement on private-sector employee performance. Indicators of employee engagement and employee performance were identified from literature studies. Then, indicators were determined that were relevant to private companies in West Sumatra, then sorted the indicators were based on similarity in terminology. The results of the initial identification stage were 52 indicators of employee engagement consisting of indicators in the dimensions of basic need, management support, teamwork, and growth. Employee performance indicators 39 consist of indicators in the dimensions of effort, job knowledge, quantity, quality, compliance with rules, and interpersonal competence. The next step is validation of the indicators by experts from practitioners, academics, and professionals in the field. The validation results state that all indicators are important and relevant for private companies in West Sumatra. This conceptual model is expected to help private companies improve employee performance.

The impact of selected HRM factors on company´s survival of SMEs: Empirical research in V4 countries

This paper aimed to present and quantify the impact of significant HRM factors on the survival of SMEs in the V4 countries. In June 2022, researchers conducted a study in the Visegrad Four countries to understand the attitudes of SMEs. The study employed a random sampling method and included 1,398 respondents. The established scientific hypothesis was verified using linear regression modelling at a significance level of ɑ = 5%. The study found a link between specific HR practices and the medium-term survival of SMEs in the Visegrad Four countries. The intensity of this dependence varies across the V4 countries. Czech respondents emphasized the importance of investing in improving the qualification of their employees in the context of firm sustainability. At the same time, Slovak SMEs drew attention to the importance of the existing incentive system for employees. SMEs in Poland strongly and positively perceived the importance of human capital in the company and regular evaluation of employee performance in their attitudes. A somewhat surprising finding is that in Hungary, the individual HRM factors were not statistically significant. The aggregate model for all V4 countries showed the highest intensity of dependence between the defined variables.

Sistem Pendukung Keputusan Dalam Penilaian Kinerja Karyawan Rumah Sakit Menggunakan Metode Multi Factor Evaluation Process

Employees are a resource that is a supporting factor for a company or organization. Having employees who meet qualification standards can develop the company and increase company productivity. Employee performance assessments are carried out looking at the company's success in organizing employees and determining the level of employee loyalty and professional performance towards the company. Petukangan Hospital has a large number of employees ranging from health workers to management employees and others. Currently there is no system used to evaluate employee performance, so the assessment process takes a long time and is not timely and there is an element of subjectivity in the assessment. Therefore, we need a system that can help assess employee performance with the aim of the research as an alternative in systematically and objectively assessing employee performance according to the weights and criteria obtained by each employee. In this research, the method used is the Multi Factor Evaluation Process of a Decision Support System, where this method carries out an assessment by calculating weights and criteria. The aim of this research is to provide the best solution and tools for Petukangan Hospital in assessing employee performance, and this research is expected to have benefits that can become effective and efficient problem solving. This research has results obtained from testing in the form of a ranking system where employees with the highest total evaluation score is the employee with the best performance score. The calculation results show that the employee with the best performance and rank 1 is Employee 26 with a value of 0.8375.

Sistem Pendukung Keputusan Dalam Mentukan Karyawan Terbaik Dengan Menggunakan Metode Simple Additive Weighting (SAW)

Increasing standards in the employee selection process by the Company's Human Resources Division has encouraged employees to continue improving their abilities. To evaluate employee performance effectively, a system is needed that can provide an objective assessment of their performance. This aims to ensure that the assessment carried out by the company on the competence and quality of employees is in accordance with existing needs. Therefore, developing a Decision Support System is very important to provide solutions and assistance to Human Resources Managers in selecting the best employees at PT. Sam Kyung Jaya Garments. The Simple Additive Weighting (SAW) method was chosen as the approach used in this system. The SAW method is a method that calculates the total weight of the performance assessment for each alternative for all relevant attributes. It is hoped that the results of this system can provide useful options for the Human Resources Division in determining the best employees in the company.

Machine learning in employee performance evaluation: A HRM perspective

This research explores how machine learning, the tech whiz kid, is shaking up the traditional HR world of employee reviews. Companies are hungry for better ways to assess their workforce, and machine learning comes to the table with a buffet of data analysis tools. Productivity metrics, project wins, even that qualitative feedback, all get crunched by these algorithms to dish up comprehensive and objective performance pictures. This research dives into both the pros and cons of bringing this tech titan into HR, aiming to make evaluations not just accurate, but also fair and impactful. It's about finding the sweet spot where technology and human understanding join forces to power up performance reviews for the modern workplace. In the ever-evolving dance of the modern workplace, where performance reigns supreme, the old waltz of subjective evaluations stumbles toward obsolescence. This study steps into the spotlight, exploring the transformative potential of machine learning as the new lead partner in HRM, specifically for crafting nuanced and objective performance assessments. Imagine algorithms like virtuoso musicians, weaving together diverse data melodies – productivity's staccato riffs, project outcomes' triumphant crescendos, even the subtle whispers of qualitative feedback – to paint a vibrant portrait of individual contributions. But this data-driven tango isn't without its tricky steps. This research scrutinizes both the grace and potential missteps of machine learning in HRM, aiming to illuminate a path toward optimized performance evaluations that are not only accurate but also fair and effective. By bridging the gap between technology and human understanding, this study offers a roadmap for organizations waltzing towards a future where performance appraisals unlock the full potential of their workforce.

The effect of pre and post Covıd-19 hazard and risk management of nurses on performance evaluation.

It is important to identify the hazards encountered by nurses before and after COVID-19, assess the potential risks and risk levels, take measures for the identified hazards and risks, and determine the effect of risk management on employee performance evaluation. The aim of this study was to determine the effect of hazard and risk management of nurses before and after COVID-19 on performance evaluation. The study consisted of two stages. The first stage had a descriptive design, while the second stage had a one-group pre-test and post-test design. The second stage of the study was conducted during the COVID-19 pandemic. There were 377 nurses who agreed to participate in the study in the first stage and 201 nurses in the second stage. The study data was collected via Information Form, Hazard and Risk Identification Form, and Employee Performance Scale (EPS). In the second stage of the study, training was provided using instruction cards called "Means of Protection Against Hazards and Risks" for potential moderate- and high-level hazards and risks existing after the pre-test. The post-test stage was conducted two weeks after the training. Mann-Whitney U Test, Kruskal-Wallis Test, and Spearman's correlation coefficients were used for statistical analyses of descriptive statistics. The mean EPS score was found to be pre training 3,85±0,60 after training \it was was found to be 3.92±0.55. Moreover, there was a weak negative correlation between pre- and post-training risk levels during the COVID-19 pandemic. Hazard and risk management training had a positive effect on the performance of employees.

Unbiased employee performance evaluation using machine learning

Most of the companies’ sustainability and growth depend on how well its employees perform. However, the measurement of employees’ performance until now is inconclusive and inexhaustive. To accurately assess and predict an employee's performance, numerous external factors (physical/environmental, social, and economic) related to an employee's life have been taken into account in this work. The purpose of this research is to explore an unbiased AI algorithmic solution to predict future employee performance considering physical, social, and economic environmental factors that affect employee performance. We collected data of 1109 employees from the ‘For-Profit Organization’ in Bangladesh from both employers and employees to cover all the factors that justified the unbiased outcome. We utilized a few machine learning tools in this study including the Logistic Regression classifier, the Gaussian Naive Bayes, the Decision Tree classifier, the K-Nearest Neighbors (K-NN), the SVM classification, etc., in order to predict the employee performance evaluation. Then, we compared the effectiveness of those machine learning models by analyzing their precisions, recall, F1-score, and accuracy. This work can be utilized to obtain bias-free employee performance reviews. This fair employee performance assessment can aid decision-makers in making moral choices regarding employee promotions, career advancement, and training needs, among other things. The study also describes notes for future researchers.

Need of Performance Evaluation Systems for Employees in Insurance Companies

Companies use performance appraisals to figure out how well their employees are doing. This involves setting goals, deciding what's important to measure, and then checking if employees meet those goals. Employees get regular feedback on how they're doing, and there are training programs to help them get better. A good performance appraisal system is fair and objective, making sure everyone is treated the same way. For insurance companies, it's especially important to have a strong system for evaluating employee performance. This is because the insurance industry has its own unique challenges and is always changing. The study highlighted in this summary talks about why it's so crucial for insurance companies to regularly evaluate how their employees are doing. By doing this, companies can improve how well their employees work, help them grow in their careers, and make sure everyone is working towards the company's goals. The summary aims to explain the specific needs and benefits of performance appraisals designed specifically for the insurance industry in an easy-to-understand way.

Applying AHP for Assessing Zenbo Division Production Employee Performance

This research proposes an employee assessment system utilizing the Analytical Hierarchy Process (AHP) method to evaluate productivity levels. The absence of such a system poses challenges in gauging employee performance and its impact on company productivity. Through AHP, this study aims to provide decision support for performance evaluation, thereby maintaining high productivity levels. Results indicate significant shifts in employee rankings, highlighting the effectiveness of the proposed methodology in identifying and enhancing productivity. This research contributes to the discourse on employee performance assessment, offering practical implications for decision-makers aiming to optimize workforce productivity. Highlights : Enhanced decision-making: The utilization of AHP provides a structured approach for evaluating employee performance, facilitating informed decision-making processes. Improved productivity rankings: Implementation of the assessment system results in notable shifts in employee rankings, indicating its effectiveness in identifying high-performing individuals. Practical implications: Findings offer valuable insights for organizations seeking to optimize workforce productivity through systematic performance evaluation methodologies. Keywords: Employee productivity, Assessment system, Analytical Hierarchy Process (AHP), Decision support, Workforce optimization

IT PROJECT MANAGEMENT: OPPORTUNITIES AND SOFTWARE ANALYSIS

The article considers the role of the IT industry in the economy of Ukraine, its revival and development against the background of difficult conditions. The authors emphasize the importance of optimizing management processes. IT service management includes the design, provision, administration and improvement of IT services in an organization or company. Thanks to this, the IT organization can support all business processes as much as possible, because existing software tools can be used not only to optimize IT. In recent years, they have been increasingly used for business processes and other industries. Means of automatic rescheduling of tasks become especially important for large projects taking into account resource limitations, when the manager is not able to independently analyze the reasons for the lack of resources and find a solution for each specific type of work. The publication analyzes modern software tools for IT project management, focusing on three key tools: Jira, Miro and Figma. These programs help streamline project management, increase the efficiency of IT companies and reduce time and resource costs. The article also covers popular alternatives to these tools such as Lucidchart, Cacoo, RealtimeBoard, and Conceptboard. It is the services discussed in the article that are designed to automate current tasks, and a single data environment helps to improve methodology, communication and speed up the work of service departments. Tracking completed tasks and evaluating employee performance makes it easier to distribute the workload of an enterprise's IT team, as well as evaluate its effectiveness. Thus, thanks to its clear structure, IT product management allows to create effective and sustainable solutions. In the future, it is planned to conduct research aimed at summarizing the practice of using software products in the IT industry.