Performance Appraisal Process Research Articles

Design of DSS The Best Employee Performance Using Analytical Hierarchy Process UML Based

Employees are a highly needed human resource. In order to achieve the desired goals, the agency conducts the best performance appraisal of employees. The Analytical Hierarchy Process method is a method for determining criteria and choice alternatives, followed by calculating the eigenvector value and testing its consistency. The application of analytical hierarchical analysis of the best employee performance appraisal process, where the results of this assessment can encourage every employee to give the best performance to the agency. The best employee performance decisions are made at the ambalutu village hall office. There are several criteria for performance appraisal, namely communication skills, honesty, cooperation, and person. Analysis method analytical hierarchy process where each criterion will be assessed in pairs comparison with other criteria to get priority value. In this study the results of the ratio were 0.07, which means that the assessment was consistent because it was less than 0.1, so the percentage of communication values was 40%, honesty 34%, cooperation 17% and personal 10%.

Factors Affecting the Effectiveness of Employees’ Performance Appraisal in Private Hospitals in Malaysia

Many organizations conduct performance appraisal to evaluate their employees’ productivity and performance. Effective performance appraisal leads to accurate reviews and thereafter some compensation for the employees who have performed and contributed to their organizations. An effective performance appraisal process is necessary to ensure accurate performance appraisal outcomes. In year 2016, the number of private hospitals in Malaysia is recorded higher than the public hospitals where 216 as compared to 153 (Ministry of Health Malaysia, 2013). Seeing that the healthcare standards demand is high in the private sectors, it is crucial to align employees’ standard of performance with the organizational standards, especially through effective performance appraisal which able to keep track of employees’ performance standard. This study examines the factors affect the effectiveness of employees’ performance appraisal in private hospitals in Malaysia. The factors are performance appraisal process which included planning, controlling and decision making, level of trust, perceived fairness and level of communication. Research questionnaires were distributed to selected private hospitals’ employees to get the relevant data. Data collected were further analyzed using Statistical Package for the Social Science (SPSS) software to find out the results. The results show that only two factors which are performance appraisal process and perceived fairness have significant effect on effectiveness of performance appraisal. The results of the study can be implied by the human resource managers to improve on the significant factors that can affect the performance appraisal system.Keywords: Performance Appraisal, Trust, Perceived Fairness, Communication, Employees.

Design of Management Information System for Employee Performance Appraisal Using Service Oriented Architecture (SOA) Method

Information Technology and Information Systems are able to assist the performance appraisal process and assist decision-making by the management of an organization. Bank BTN Bogor Branch Office itself has carried out the performance appraisal process for employees every quarter, semester and annually every year. The performance appraisal process uses the key performance indicator method using several indicators, where the assessment is carried out by superiors to subordinates after a performance target has been set by the Central Bank BTN Office. The performance appraisal process takes quite a long time because the accountant has to collect every performance appraisal result from each work unit. In addition, the ongoing system has another weakness, namely that it cannot be monitored via the dashboard in real time by the Management division which aims to assist in decision making in finding top talent. This study designed a Management Information System for employee performance appraisal at Bank BTN Bogor Branch Office which is designed for 2 levels of management, namely middle level management and bottom level management. The design of this SIM includes 3 stages, namely the data collection method, the Rapid Application Development (RAD) system development method and the Service Oriented Architecture (SOA) method. The application of SOA is used so that communication between systems can run smoothly without being hindered by different platforms. The results of the SIM design in the form of a mockup that functions as an assessment system and monitoring media for employee performance with several features in it both mobile and website. Then there are several additional features in designing a mobile-based information system, namely employee performance which aims to see top talent candidate employees.

Stacked KNN with hard voting predictive approach to assist hiring process in IT organizations

Effective candidates screening is critical for any IT firm as it impacts the future growth and productivity of that firm. Currently majority of these firms follow a manual approach of hiring employees which is more prone to errors and time consuming. Prime purpose of the research is to develop an intelligent predictive model to decide upon candidate’s suitability for an applied It based job. A sample size of 13,168 instances with 19 attributes of job seekers data are used for study. An ensemble predictive meta model approach is presented in the research where a stacked KNN (K-Nearest Neighbours) algorithm combined with hard voting approach is employed. The idea is to use a single unified predictive model in place of separate classification models by considering the predicted class with maximum votes against each class label. The proposed approach comprises two functional modules. ‘Stacked KNN Learner Module’ involves the use of five variants of KNN which include 1-NN, 3-NN, 5-NN, 7-NN and 9-NN. Individual prediction of the job seeker data from these variants of KNN algorithm are input to the ‘Hard Voting Ensemble Predictive unit’ which eventually aggregates majority of predicted class votes determined for each class label to generate the final output predicted class label on basis of maximum votes. The developed ensemble meta model is successfully implemented using python programming language and its performance evaluation is done using various metrics. The implemented model generated a 96.96% prediction accuracy rate. The specificity, sensitivity and f-score value recorded was 96.36%, 96.06% and 96.26% respectively. Mean Absolute Error (MAE) and Root mean Square Error (RMSE) value observed with our proposed meta model was 0.0048 and 0.0102 respectively. A comparative analysis of the proposed model was done by varying the data sample size and it gave a consistent performance throughout. It was observed that proposed ensemble model gave an impressive 96.96% mean accuracy rate and the overall performance of other variants was consistent. Performance of proposed meta model was also compared with some existing techniques like C.45, CART and K-Means. It outperformed other techniques in terms of accurately predicting the class label of candidates applying for job. This ensemble meta model can be of great help for growing IT firms and assist the organization unit in hiring right and deserving candidates in future. Proposed work can act as a decision making framework in multi sector units with enormous work force to streamline performance appraisal process thereby enabling in hiring right people for right job.

E-commerce company strategic management system based on balanced scorecard with Computer Aid

Strategic budget management is an emerging enterprise management tool oriented to corporate strategic goals. It can guarantee the efficient cooperation between various departments of the enterprise on the basis of comprehensive planning of the limited resources of the enterprise. The application of the Balanced Scorecard in the e-commerce company’s strategic management system can guarantee the improvement of the effectiveness of the enterprise’s strategic management system. This paper starts from the strategic planning process of the strategic management system based on the balanced scorecard, the construction of the group management and control model and the group’s strategic support system with computer aid, the KPI indicator system in the strategic management system based on the balanced scorecard and the strategy based on balanced scoring. The implementation of the performance appraisal process was analyzed.

The power circuits, the duality of controls and performance appraisal: evidence from a Sri Lankan private university

Purpose: The study investigates the impacts stemming from the interplay between episodic, dispositional and systemic power circuits through which organisational agents influence or transform the coercive and enabling aspects ingrained in the performance appraisal process in a university setting. Research methodology: The paper uses a single case study method based on a private university. Data was collected using interviews, documentary evidence and observations. Results: We found that coercive controls become dominance over enabling controls of performance appraisal as an outcome of the ongoing implicit struggle between internal agents who pursue diverse interests and power relations in the private university setting. Limitations: As the research is directed towards the selection of in-depth inquiry of specific setting infused with culture, values, and ideology, it might cause to diminish the researcher’s analytical objectivity and independence of the research. Contribution: The study suggests that the realizing of power remained with the agent’s discretion within day-to-day interrelations. Therefore, the agents’ power relations are significant in deciding the intensity of dual controls in the performance appraisal practice.

Role of Performance Appraisal System and Its Impact on Employees Motivation

The general objective of the study is to determine the role of performance appraisal and its impact on employee. The study is guided by the following specific objectives: to establish the extent to which performance appraisal process affects employee motivation, to determine the extent to which appraisers affect staff motivation and to determine the challenges in appraising employee performance. The study adopted descriptive research design. The population of interest consists of 120 employees of Service Industry in Nepal. Data is collected using structured questionnaires and additional qualitative data is collected using the reference from the questionnaire and the objectives of the study. The data is analysed using statistical tools such as frequency distribution, percentages and Pearson correlations. Data is presented using tables and charts. The research findings suggest that regular assessment of performance leads to employee motivation. Performance appraisal rating can be considered as a technique that has a positive effect on work performance and employee motivation. Employees may be motivated if the appraisal process is based on accurate and current job descriptions. On the challenges of performance appraisal on employee motivation established that some managers tend to be liberal or strict in their rating of staff which may affect the employees’ motivation. The manager’s ability to address the skills gaps can have a significant impact on the employee’s motivation. Regular ratings may affect the performance and motivation of the employees. Fair assessment of the employee’s performance may enhance their motivation.

The Impact of Performance Evaluation and Reward System on the Employee Performance in the State Electricity Sector in Sri Lanka

Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations This research was developed with the aim of investigating how the employee performance has been effected by the performance appraisal process and rewards. Literature review paved the way to expand the selected variables, namely performance appraisal process, rewards and employee performance. A thorough study was done to find out what were the sub variables used by previous researches. Accordingly, some of them were selected on the basis of appropriateness for the selected context. Sub variables selected for performance appraisal process are perceived accuracy and perceived fairness. Perceived fairness was further divided as perceived distributive fairness, procedural fairness and the interactional fairness. Rewards were quantitatively measured using sub variable intrinsic rewards and extrinsic rewards. After studying several previous research models, it was decided to add motivation as a moderating variable to the relationship between performance appraisal process, rewards and employee performance. The population of the selected context is approximately 16,000. This research used a self-administered questionnaire as primary data collecting method and a literature review as the secondary data collection method. The reliability of the data set was tested calculating Cronbach's alphavalue and the sample adequacy was tested using Kaiser-Meyer-Olkinvalue. Then the regression analysis was done to test four hypotheses and Hayes Process Macro in SPSS was used to test the moderation impact. Results shows that there is a significant positive relationship between performance appraisal and employee performance as well as rewards and employee performance.

Functioning of the system for evaluating the effectiveness of international technical assistance: the experience of the European Union and the world's leading countries

The authors of the article study the foreign experience of the administrative and legal organization of systems for evaluating the effectiveness of international legal assistance (ITA). The article notes that the definition of international technical assistance in different countries is interpreted differently. States, at the national level, establish their own definitions of the concept, which may differ in content and characteristics. It is established that the assessment of the effectiveness of the use of ITA has the ultimate goal to ensure its better use. Both ITA donors and recipients are interested in this. The largest ITA donors have been identified as Japan, the United States, and the European Union. Each of these donors has its own system for evaluating the effectiveness of the ITA provided. In the study of the model for evaluating the effectiveness of the US ITA, the key role of the United States Agency for International Development (USAID) was highlighted. The Agency itself has developed tools to monitor the assistance provided, implements analysis programs, publishes reports, and conducts training among its employees. In Japan, the Ministry of Foreign Affairs of Japan and the Japan International Cooperation Agency (JICA) have been found to be the central policy-makers in Japan. These bodies issue regulatory regulations on which the performance appraisal process is based, analyze experience, conduct training, and publish reports on their official websites. In the Japanese model for assessing the effectiveness of the provision and use of ITA's, the key features are assessing the usefulness of the assistance provided in terms of Japan's diplomatic interests. It was found that a characteristic feature of the evaluation system of the European Union is the functioning of the Regulatory Control Council, which reviews and improves the legislation in the field of ITA. The article establishes the relationship between national legal systems and global standards for assessing international assistance. It is established that the donors of the ITA, for the organization of the system of evaluation of its effectiveness, use as a basis the Quality Standards for evaluation, which are developed by the Development Assistance Committee (DAC) at the Organization for Economic Cooperation and Development (OECD).

APPLICATION OF DIGITTAL TECHNOLOGIES IN PERFORMANCE APPRAISAL

Performance appraisal is one of the most important parts in human resource management. Perormance appraisals are used when taking impornat decisions regarding employee’s work conditions, including promotions, termination, and rewards. Developmental uses of appraisal, which are geared toward improving employees’ performance and strengthening their job skills, include providing feedback, counseling employees on effective work behaviors, and offering them training and other learning opportunities. If done effectively, performance appraisal can be the key to developing employees and improving their performance. How do modern digital technologies apply to the process of performance appraisal? To answer this question is the purpose of our report. It will be organized as follows: Introduction, Chapter I – Measuring Performance, Chapter II - Application of Modern Digital Technologies in Conducting Performance Appraisal, Conclusion.

Impact and Analysis of Performance Appraisal on Employee’s Motivation and Its Effects on Employee Retention in Banking Sector in COVID-19

One of the core principals of Human Resource Management is Performance Appraisal and it basically is a win-win situation in both aspects because employee gains benefits in terms of rewards, bonuses and management targets and objectives are fulfilled. In this research we have analyzed performance in keeping in view of Management. For this purpose, we have conducted an empirical study of the staff members keeping in view of banking sector and data has been collected through questionnaire. We have established the relation between performance appraisal and work motivation which depends on performance appraisal types used in Banking sector and transparency of the process of performance appraisal, which is carried out are merely shared to employees only rating and appraisal letter is disseminated so therefore it impacts a downfall on employee engagement and employee gets demotivated if appraisal cycle is not conducted transparently which results in turn over. We have studied different performance methods which are implemented in organizations and tried to generate a new appraisal method keeping in view of COVID-19 and modern changes implemented in current era. We have reached out a point that employee should be educated about performance appraisal method so that it can be more effective and plays a positive role in building future leaders and increase organization profitability and maintain a healthy culture in an organization. Modern Banking has been digitalized and transformed in current era where technology plays a vital role and people get benefited in their homes due to advancement and current pandemic situation which arises it is important that smart work should be implement in combination of working from home and physical presence of employees so that organization work can be easily be done and more customer can be facilitated. We have reached at a point that employee training and education shall be prevailed related to digitalization and shall be aware about his JD and KPI’s respectively so that his appraisal can be done in an effective way which results in employee retention and organization profitability. It is concluded that combination of 360 degree appraisal and Human Resource Cost Accounting method shall be implemented as a new appraisal methodology which can be successful in keeping employee retention and playing a positive role in organization goals and objectives. If employees are not involved in financial benefit of an organization in that case we have to convert impact of his performance which results in achieving organizational goals and objectives.

A Study on the Self Appraisal Technique Use as a Performance Appraisal Tool

The paper aims at studying the significance of Self Appraisal Technique use as a Performance Appraisal Tool. The paper will deal with the self appraisal technique as a tool in the performance appraisal technique and how it impacts the employee as well as the organization. The purpose of the paper also extends to the barriers that the employee and organization face when assessing a self appraisal form and when the employee writes in the form. The paper also highlights the biasness and the duplicity that can arise during this process. The study reveal that self appraisal technique has a huge impact on the process of performance appraisal process and helps the employee is self evaluating himself and to improves his skills accordingly. The paper also reveals that employee satisfaction increases as a result of the self appraisal form and this in turn leads to greater productivity from the employee. Self appraisal also has negative sides such as employee sometimes mark them very high as a result of which organization could make a wrong assessment regarding employees and in turn could promote less capable employees.

Проектування комп’ютерної системи для оцінювання конкурентоспроможності ІТ-підприємства

  IT-products and services are an integral part of modern life. Every year, new IT-companies appear on the market, striving to provide quality IT services and products, but only a minority of them can stay in a highly competitive market. Competitiveness is the criterion that most fully reflects the efficiency of any economic entity, including IT-companies. That is why assessing the competitiveness of an IT-enterprise is a necessary condition for the development of a mechanism for comprehensive assessment of competitiveness indicators. The basis of the study is to establish the nature, advantages and disadvantages of existing methods for assessing the competitiveness of enterprises operating in the IT-field. The study attempts to develop a computer system for assessing the competitiveness of such enterprises, taking into account their technological and economic specifics through the prism of tools to increase the competitiveness of IT-enterprises. A sustainable increase in the competitiveness of an IT-enterprise can be ensured only if the long-term, continuous and progressive improvement of all determinants of competitiveness, ie on the basis of an integrated approach. The aim of the study is to develop a conceptual scheme of a computer system for diagnosing the competitiveness of an IT-enterprise in order to increase the efficiency of its operation in modern conditions. following the algorithm of competitiveness assessment and choosing a method based on a comprehensive assessment, you can get really reliable information about the state of the IT-enterprise and already apply the proposed methods of improving competitiveness. A computer system based on a subject area model, a competitiveness assessment algorithm based on a comprehensive assessment, can be used to solve the problem of assessing the competitiveness of an IT-enterprise. The computer system will issue a finite set of recommendations to the decision maker (DM) on the appropriateness of the impact of competitiveness factors on performance. DM should use such a system as a means of partially automating a complex performance appraisal process.

An Integrated Conceptual Model of 360-Degree Performance Appraisal and Candidate Forecasting Using Adaptive Neuro-Fuzzy Inference System

360-degree evaluations are popular performance appraisal method that involves evaluation input from multiple levels within the firm as well as external sources. However, subordinate can be bias the ratings. The performance appraisal process is far from accurate and objective, sometimes resulting in rating errors. This article proposes an approach to minimizing subjective judgement in the effective employee evaluation in the existence of the multi-factor competency-based measures in a hierarchical structure using ANFIS and ANOVA algorithm. This study supports the ideas that the best MSE (0.0056) calculation is achieved by Using Adaptive Neuro-Fuzzy Inference System (ANFIS) with ANOVA selection features. The method suggested helps Human Resource (HR) managers to make more objective decisions for put right man on right time. The predicting behavioural competencies of employees to make investment in human development more effective. It is also a change in the decision-making concept of Human Resource Development (HRD) from feelings about the decision based on more information.

Implementasi Kebijakan Sabilulungan Sistem Penilaian Kinerja Pegawai (SASIKAP) di Lingkungan Pemerintah Kabupaten Bandung

The urgency of performance assessment in ASN management has led to innovations in employee performance assessment based on information technology. This article aims to describe the implementation condition of Sabilulungan Employee Performance Assessment System (SASIKAP) policy as a technology-based performance assessment instrument for the State Civil Service Apparatus (ASN), from various aspects such as policy, implementation and the environment. This is related to the phenomenon that there are still employees who do not fill out the application themselves, the inconsistency between individual work targets and organizational work targets and the lack of optimal performance monitoring and appraisal processes by appraisers. The authors use a descriptive qualitative method and examines the four locus of Regional Apparatus which have different characteristics and conditions in Bandung Regency Government. The authors found that: SASIKAP policy standards and objectives have been listed in the form of Bandung Regent Regulation Number 18 of 2019 and its technical guidelines; Human resources and infrastructure in Bandung Regency Government has supported the operationalization of SASIKAP; Communication between organizations and implementation activities is running properly; there is an executing agent that makes SASIKAP easier to operate; The economic, social and political environment supports the implementation of SASIKAP policies; and The implementation of SASIKAP policy has generally been responded positively by ASN within the Bandung Regency Government.

EMPLOYEE PERCEPTION AND PERFORMANCE APPRAISAL: AN EVALUATION OF SELECTED DEPOSIT MONEY BANKS IN PORT HARCOURT

Performance Appraisal system represents a major tool for most of the organizations to evaluate various aspects of their employees. Despite the prominence of the organizational phenomenon, very limited research is done in Nigerian organization in this area .To analyses the perception of employees regarding the performance appraisal system implementation, the Deposit Money Banks in Port Harcourt, Rivers state are selected due to the reported high rate of staff turnover. In order to analyze the perception of employees regarding the new system and its implementation, 33 item questionnaires consist of 4 independent and one dependent variables was distributed among 150 employees who were acquainted with the Performance appraisal procedure. The study employed four measures of performance appraisal which are Procedural justice, Goal setting, feedback and Pay for performance and one criterion variable, the employee perception towards these performance appraisal process. The instrument used was a 5 point Likert scale questionnaire. Factor analysis and regression analysis was done through the Statistical Package for Social Sciences version 25.The result shows the process was implemented as per organization guidelines to the overall satisfaction of employees. There are however some areas of improvement which have been noted in the conclusion. The results and outcome are in line with international published data. KEYWORDS: Employee Perception, Performance Appraisal, Procedural Justice.

Analysis and Design of Decision Support System for Employee Performance Appraisal with Simple Additive Weighting (SAW) Method

The decision support system (DSS) for employee performance appraisal is a decision support system used in the employee performance appraisal process at PT. Surya Toto Tbk. Currently, the employee performance appraisal process still done manually (paper-based) so that the reports produced were not real-time. From the existing problems, this research aimed to analyze and design a decision support system according to the existing criteria using the Simple Additive Weighting (SAW) method to be able to develop into a Web-based DSS. The method used began with communication with management, especially the perpetrators of employee performance appraisals. Furthermore, planning, the process of data collection, analysis, design, and finally making reports carried out. The conclusion of this study provided a suggestion to use the criteria that had given two more criteria. By giving weights and calculations carried out for three employees, the value obtained for employee C got the highest score (0.98) followed by employee B, and the lowest score (0.85) was employee A.

Analisis dan Desain Sistem Pendukung Keputusan Penilaian Kinerja Pegawai dengan Metode Analytical Hierarchy Process (AHP)

The decision support system (DSS) for employee performance appraisal is a decision support system used in the employee performance appraisal process at PT. Surya Toto Tbk. Currently, the employee performance appraisal process is still done manually (paper based) so that the reports produced are not real time. From the existing problems, this research aims to analyze and design a decision support system according to the existing criteria using the Analytical Hierarchy Process (AHP) method with the aim of being able to be developed into a Web-based DSS. The method used begins with communication with management, especially the perpetrators of employee performance appraisals. Furthermore, planning, data collection process, analysis, design and finally making reports are carried out. The conclusion of this study provides a suggestion for the addition of subcriteria from the existing criteria. After calculating with AHP, the value that appears for the work outcome criteria (A) on the quantitative subcriteria A11 with a score of 0.123, qualitative A12 with a score of 0.033, delivery A13 with a score of 0.024 and Implementation of SOP A14 with a score of 0.018. The score is for a very good value (BS).

Development and Validation of Performance Appraisal Scale (PAS-HSSTs) for Higher Secondary School Teachers

A study was conducted to develop the research instrument for evaluating the Performance Appraisal System (PAS) at public higher secondary schools in Punjab. Data were collected from the three divisions total (N=900) male and female teachers of public schools using a multi-stage sampling technique. The questionnaire was founded on the factors elaborated in the Performance Evaluation Report (PER), National Professional Standards (NPS) for teachers. This scale is extended to evaluate the satisfaction of the teachers with the performance appraisal process. The factors taken from PER are classroom management, quality of teaching, motivation, teamwork, and punctuality, whereas Awareness, Satisfaction with PAS, Dissatisfaction with PAS, and Need for Improvement were added by the researchers to evaluate the PAS process. Performance Appraisal Scale for higher secondary school teachers (PAS-HSSTs) contained 57 items. The experts' opinion was sought to check for content validity, and a pilot study was performed with 300 teachers from public higher secondary schools. The reliability coefficient (Cronbach alpha) of the instrument was .866 for the pilot and .883 for final data. Structure Equation Modelling (SEM) was used for the validation of the instrument (PAS-HSSTs) using Confirmatory Factor Analysis (CFA). The factor loadings of all items used in the scale were well above the threshold value 0.35. The SEM results indicated that Fit indices for PAS resulted in an acceptable model fit.

Supervisor-subordinate relationships and employee performance appraisals: a multi-source investigation in Croatia

PurposeThe purpose of this paper is to empirically examine supervisor-subordinate relationships and their impact on performance appraisal in Croatia. Specifically, we were interested in examining how supervisor-subordinate relationships impact subordinate perceptions of performance evaluation and the subordinate's reactions to the performance evaluation.Design/methodology/approachThis paper uses matched data from a sample of supervisors and subordinates (n = 53) in a leading organization in the hospitality industry in Croatia, as well as objective performance appraisal data to examine the impact of supervisor-subordinate relationships on subordinate reactions to performance appraisal.FindingsThe key findings of this study include (1) supervisor trustworthiness determines the quality of their relationship with subordinates and leads to interpersonal liking, and (2) supervisor-subordinate relationship quality has a significant impact on subordinate reactions to performance appraisal process and outcomes.Research limitations/implicationsThe overall sample size (n = 53) of this study is small, and limits our ability to make generalizations beyond a point. Also, since the sample included only Croatian individuals, the findings maybe an artifact of the fact that they all hold similar values. Future studies should examine these relationships in supervisor-subordinate dyads comprised of individuals of different cultural backgrounds.Practical implicationsSupervisors should attempt to have high quality relationships with most, if not all, subordinates, as this would lead to higher acceptance of the performance appraisal process, which can impact future performance. Also, trustworthiness is closely related to the subordinate's perception of the quality of relationship he/she shares with the supervisor.Originality/valueThis is the first known paper to empirically study performance appraisal processes and relationships in Croatia, which also included both supervisor and subordinate perspectives.