Objective Performance Appraisal Research Articles

Enhancing Teachers' Job Performance through Objective Performance Appraisal and Motivation: A Review

This review paper examines the nexus between performance appraisal, motivation, and teachers' job performance, synthesizing insights from eleven relevant articles. Effective performance management processes are pivotal in facilitating transparent communication of expectations and outcomes between employers and employees. The significance of teachers' motivation in driving productivity underscores the importance of establishing objective assessment criteria for evaluating their job performance. The complexity of work performance judgments necessitates a multifaceted approach to assessment aimed at enhancing the credibility of the evaluation process. Furthermore, feedback from both immediate supervisors and colleagues emerges as a valuable tool in fostering the professional development of teachers. This paper sheds light on the interplay between performance appraisal, motivation, and teachers' job performance, offering valuable insights for educators, administrators, and policymakers. Keywords: Performance, appraisal, motivation, teachers, job performance, assessment, feedback

Decision Support System for Teacher Performance Assessment Using the Weighted Product Method

The quality of teachers can be seen from the results of their performance assessment whether they have increased or vice versa. Therefore, an objective performance appraisal system is needed, in addition to reviewing performance results, the assessment system can also be a reference for determining the best teacher, so that teachers are more motivated in teaching. In making decisions on teacher performance evaluation at Pelita Insani Special Schools, they still experience problems when the process is done manually and the assessment system is less objective. So we need a Decision Support System that can produce the best alternative, can be done automatically and objectively. Practitioners This study produced a web-based decision support system that can provide alternative decision-making for school principals based on teacher performance results. By using the Weighted Product method. There are six criteria, namely: learning planning, implementing learning, assessing learning outcomes, training and guiding, additional assignments, and developing professional activities, then processed with data on teacher performance results with this method and produces teacher rankings which can be recommendations for decision making for school principals

JOB SATISFACTION RELATIONSHIP WITH TURNOVER INTENTION

This study aims to determine the relationship between job satisfaction and turnover intention at Ummi Hospital This type of research is quantitative and descriptive with an associative method which aims to see how much job satisfaction (X) has on turnover intention (Y) at Ummi Hospital. The population in this study were all employees with a total of 628 people, the sample was taken using the Slovin formula, and a sample of 268 people was obtained. This study uses quantitative methods with a questionnaire as a research instrument. The data analysis technique uses the help of data processing using the help of data analysis software. The results showed that the job satisfaction variable was significantly related to the employee turnover intention variable. This can be seen from the p-value of the relationship between job satisfaction and turnover intention = 0.000 which is smaller than the p-value = 0.05. It can be concluded that there is a relationship between the level of job satisfaction and turnover intention. Based on the results of the study, the researchers suggested that UMMI Hospital give more attention to improving supervision through activities of guidance, direction, observation, motivation and evaluation of employees, an objective performance appraisal system, and also creating a conducive work environment, to further increase employee job satisfaction.

Performance Assessment Analysis in Selecting The Best Employees Maintenance Department in PT. PJB UBJOM PLTU Tanjung Awar - Awar with Analytical Hierarchy Process (AHP) Method

PT. Pembangkit Jawa-Bali (PJB) is a company engaged in the electricity supply service business. PT. PJB also has another business unit, namely the Operation & Maintenance Service Business Unit (UBJOM) which provides operation and maintenance services for power plant units, one of which is PT. PJB UBJOM PLTU Tanjung Awar - Awar. PT. PJB UBJOM PLTU Tanjung Awar - Awar won the trust of PT. PLN to handle the performance of the Operation & Maintenance of power plants for the Energy Diversification Acceleration Program (PPDE) with a capacity of 2 x 350 Mega Watt (MW). PT. PJB UBJOM PLTU Tanjung Awar - Awar consists of 5 departments, namely the Operations Department, the Maintenance Department, the Engineering Department, the Logistics Department and the Finance and Administration Department. In an effort to improve the quality of good human resources, so as to increase the productivity of a company. In order for the quality of employees to be maintained and improved, the company needs to conduct an employee performance appraisal in the form of selecting the best employees where employee performance can be appreciated by the company in order to achieve mutual progress. By using the Analytical Hierarchical Process (AHP) method as a suggestion in the objective performance appraisal so that the rank-ing7 criteria for staff judgments from the highest to the lowest are Discipline with a weighted value of 0.424, then Personality with a weighting of 0.290, Work Results with a value weight of 0.175, and Work Relationships. with a weighted value of 0.111. It was found that the order of staff with the greatest value was Rank 1: Trio Arta, Rank 2: Teguh Indra, Rank 3: Ade Wahyu, and Rank 4: Nizar Setiawan. So that the best staff selected in the Maintenance Department at PT. PJB UBJOM PLTU Tanjung Awar-Awar

PENINGKATAN PERSEPSI KARYAWAN TERHADAP OBJEKTIVITAS PENILAIAN KINERJA MENGGUNAKAN METODE BARS DAN MBO

The performance appraisal system in a company has an important role in achieving the target of achieving a job. Employee job satisfaction with the performance appraisal system depends on the level of employee perceptions of the performance appraisal system that applies to their workplace. This research was conducted in a company PT.X which is engaged in the BOPP film industry. The performance appraisal system in the company, based on employee perceptions, is still not effective. Here, the researcher attempted to design a performance appraisal system using the BARS and MBO methods. This research was conducted by means of field surveys, literature studies, and FGDs. The BARS and MBO methods are able to assess employee performance. Where in this method it creates unclear and measurable performance standards, there is no maximum feedback on the performance of employees, often the assessment is subjective, besides the assessment is carried out once a year so that it causes management to experience difficulties in monitoring. In addition, the company only dominantly assesses work activities and behavior, without assessing the work performance of each employee. Whereas here, the company should have carried out an objective performance appraisal, by having clear and measurable assessment standards and being able to provide feedback on employee performance achievements. Thus, researchers recommend using the BARS and MBO methods in the performance appraisal process. This aims to meet the company's needs for employee performance appraisals.

Stakeholders' Perspectives on Strategies for the Recruitment and Retention of Primary Health Care Employees in Qatar: A Qualitative Approach.

This study explores the recruitment and retention conditions influencing primary health care (PHC) human resources for health (HRH) in Qatar and suggests strategies for their improvement. A qualitative design employing semistructured key informant interviews with PHC stakeholders in Qatar was utilized. Key interviewees were originally recognized, and snowball sampling was used to identify additional interviewees until reaching saturation point. Interview scripts were transcribed and then analyzed thematically using the Nvivo software package. Thematic analysis precipitated a number of themes. Under recruitment, the centrality of enhancing collaboration with academic institutions, enhancing extrinsic benefits, and strengthening human resources recruitment and management practices. Dedicated support needs to be provided to expatriate HRH especially in regard to housing services, children schooling, and streamlining administrative processes for relocation. Findings revealed that job security, continuous professional development, objective performance appraisal systems, enhanced job transparency, and remuneration are key retention concerns. The study provides a number of recommendations for the proper recruitment and retention of HRH. Health planners and decision makers must take these recommendations into consideration to ensure the presence of a competent and sustainable HRH in the PHC sector in the future.

Performance Appraisal-Management by Objective and Assessment Centre

Problem statement: Two methods for performance appraisal that are discussed in this study and they are Management By Objective (MBO) and Assessment Centre techniques. Employees are appraised for several reasons, the most important of which is to realize the best use of human resources and to plan for future needs; reward and punishment are secondary. Assessment Centre evaluation or appraisal is valuable because it allows a candidate to concentrate on the task at hand. Approach: The literature review and arguments were conducted to provide a systematic discussion of the study. Results: In Management by Objective performance appraisal, employees are obliged to deal with overcoming empirical challenges. In Assessment Centre Appraisal, the different outcomes for particular tasks can be evaluated and management can assess employees' relative proficiencies in terms of these tasks. In both forms, consistency in criteria is crucial, for purposes of comparison and standardization. Where comparisons are made with other employees, the criteria need to be parallel for employees at similar levels of responsibility. Conclusion: Differences between organizational cultures will impact on the way that assessment results are received under MBO performance appraisal as well. The outcomes that employees achieve in the tasks provided for appraisal purposes may involve different levels of risk, even within firm guidelines. In the assessment centre, the candidate is separated from colleagues. To make comparative rating assessments, effective MBO will incorporate objective criteria. At times, MBO will be useful in judging change over time for employees performing fairly routine work.

Human Resource Management in Bangladesh Civil Service: Constraints and Contradictions

This paper deals with the organization and management of human resource functions within the Government of Bangladesh. More specifically, it examines and analyzes the current limitations of and future challenges to human resource management in Bangladesh civil service. It demonstrates that despite a few attempts made at reforming and modernizing the civil service during past decades, traditional policies and practices continue to dominate its internal management. The current approach suffers from a multitude of anomalies and deficiencies including the lack of human resource planning, inappropriate staffing policy, discriminatory system of promotion, erratic postings and transfers, absence of any objective performance appraisal system and irrational reward structure. These deficiencies combined with bureaucratic corruption and increasing incidence of politicization adversely affect the quality and performance of civil service. They also pose a great challenge for the future in that they stifle the flowering of merit, professionalism and integrity in the public service.

Empower staff with praiseworthy appraisals.

Use a consistent and objective performance appraisal process to empower employees.

Semi-autonomous planning using linear programming in the Chilean General Treasury

The Chilean General Treasury is the governmental institution that, among other functions, is in charge of collecting debts from taxes, credits, and fees. Until now the central office in Santiago has performed the planning, which has caused inefficiencies due to the lack of knowledge of the local realities of 35 offices across the country. In order to allow for more independence, and yet not lose control, we develop a system in a spreadsheet that allows each office to perform its own planning. The system consists of a multi-period linear program that considers a combination of parameters that depend on each region. The primal optimal variables provide the production goals for each period that allow an objective performance appraisal, while the dual variables allow comparing the marginal benefit of allocating additional resources to the different offices.