Personnel Performance Evaluation Research Articles

Relationship Between Personnel Management Skill And Happiness Index Among Lecturers At Higher Education Institutions In Henan Province, China

The teaching profession has become one of the most stressful jobs, which has a negative impact on the performance of lecturers and their sense of well-being. The main purpose of this study is to investigate the influence of factors related to personnel management skills on the happiness index of teachers in colleges and universities. Teachers’ well-being can promote efficiency, create a positive work climate, and help achieve organizational goals and objectives. By analysing teachers’ happiness index, organizations can guarantee the sustainability of their operations.
 The method of this study focuses on the main quantitative methods and studies the relationship between personnel management, personnel training, personnel welfare, personnel performance evaluation, and the teacher happiness index. The survey was conducted among 300 participants to obtain sufficient data for analysis. These data were subjected to descriptive analysis, correlation analysis, and regression analysis with SPSS.
 It was observed that there is a strong positive correlation between personnel management and the happiness index. In order to improve the lecturer’s happiness, there is need for personnel performance appraisal. The result indicates that there is positive relation between personnel training and lecturers' happiness index. The interconnectedness among the factors influencing each other has been verified through these statistical tests. The Pearson correlation values for each of the predictors were positive with happiness index. Thus, it is evident that to improve happiness index among the lecturers, it is important to have personnel management skills.

Research on Optimization Strategies of Employee Performance Management in K Engineering Company

This article takes employees of K Engineering Company in Guizhou Province as the research object, and uses literature research, interview, and questioning methods The questionnaire survey method and empirical research method are used to analyze the current implementation status of performance management in K Engineering Company, identify the main problems in its performance management, and finally propose specific and feasible optimization plans for the identified problems. This article adopts data from a questionnaire survey conducted on employees of K Engineering Company, and through empirical analysis of the company's strategic policies and development goals, it is found that there are several problems in the performance evaluation of K Engineering Company employees, such as unreasonable setting of evaluation indicators during the performance goal setting stage, and inconsistency between performance management and job positions; In the performance monitoring and coaching stage, there are problems with a single performance monitoring method and a mere formality in performance coaching; In the execution stage of performance appraisal, there are problems such as ineffective performance appraisal methods, unfair company performance appraisal, and low participation of company performance appraisal employees; In the feedback stage of performance application, there are issues such as the lack of established performance communication and feedback channels, the insignificant incentive effect of employee performance management, and low satisfaction with the application of employee performance evaluation results. Analyze the reasons for the problems in employee performance management of K Engineering Company, propose an optimization plan for performance evaluation of relevant personnel, and optimize performance evaluation indicators, content, cycle, feedback and application of performance results, I hope that the research in this article can provide assistance to K Engineering Company in terms of performance management system, and can provide guidance for K Engineering Company Contribute to high-quality development.

Guidelines for Evaluating the fair Performance of Personnel in the Manufacturing and Service Business Sector

Purpose: This study aimed to investigate a fair method for evaluating employee performance in the manufacturing and service sectors. Theoretical framework: This research past concepts and theories that the researcher was able to summarize the guidelines for fair performance evaluation of personnel in the business sector have four components as follows: Evaluation Method, Support Factor, Assessor Characteristics and Data Insight. Design/methodology/approach:The study developed into a structural equation model and conducted as qualitative research with in-depth interviews with nine experts. Tools for quantitative research were created, and a group discussion with 11 qualified participants was held to reach a consensus on the model's certification. Survey information from a questionnaire administered to 500 business owners or executives in charge of manufacturing and services was used for quantitative research. And hierarchical linear multiple regression using SPSS and Structural Equation Modeling (SEM) technique was used to test the study hypotheses. Findings: The study adopts a confirmatory factor analysis to develop the structural equation model through data collection from in the manufacturing and service sectors, in Thailand Research, Practical & Social implications: The study which enables employers to operate smoothly by receiving benefits or profits according to the objectives of that enterprise. It is achieved when the commandant and subordinates can work together effectively and achieve peace in the industry. Originality/value: This study provides andoffersan academic reduce the turnover rate of employee and fair performance of personnel the manufacturing and service sectors in Thailand.

COMPARATIVE ANALYSIS ON DECISION CRITERIA FOR PORT PERSONNEL USING HYBRID ANALYTICAL HIERARCHY PROCESS (H-AHP)

The demand for talented labor to serve the maritime logistics, particularly in port operations, is growing as the industry expands globally. This requires professional competency in terms of manpower and skills that must be developed effectively. Furthermore, considering the harm done to the industry from the COVID-19 pandemic, capable professionals in port management are a crucial part to reviving the business and its long-term growth and viability. This study explores the criteria for the needed talent from the perspective of port logistics experts using the following multicriteria decision making (MCDM) approaches: Analytical Hierarchy Process (AHP), Technique for Order of Preference by Similarity to Ideal Solution (TOPSIS) and Preference Ranking Organization System Method for Enrichment Evaluation (PROMETHEE). The objective of this study is to identify the important criteria for personnel performance evaluation in the port marine logistics industry. In order to determine the performance evaluation framework for personnel performance evaluation, the study uses the AHP method to calculate the weightage of the criteria. The highest weightage is Work Attitude (0.560), followed by Job Performance (0.298) and Work Ability (0.120). Lastly, in order to identify the suitable hybrid MCDM approaches for personnel performance evaluation in the port marine logistics industry, three different MCDM approaches (AHP, TOPSIS and PROMETHEE) were used and the results show that the AHP is the best MCDM method to rank the personnel in the port industry by obtaining the highest Kendall’s Tau coefficient of 0.619.

Using The Analytic Hierarchy Process For Store Manager Selection: A Real Case Study

In today's competitive work environment, it is important for managers to have personnel who can move the company forward and adapt to changes as quickly as possible. Selecting the most suitable personnel has a great influence on the development of the company as well as on the motivation of the personnel. For this reason, the frequently encountered problem of personnel evaluation is a significant one. In this problem, the performance of the personnel is compared and evaluated considering the criteria set. Therefore, the personnel evaluation problem is a multi-criteria, decisionmaking problem. In this study, the personnel performance evaluation problem within Lanse Company was solved using the Analytic Hierarchy Process(AHP), a multi-criteria decision-making method. The criteria that are effective in personnel selection were determined through a literature review and interviews with the owner of the company and the Human Resources Team (HRT). Considering these criteria, a hierarchical model was constructed, and pairwise comparisons were made to obtain judgments. As a result of the pairwise comparisons, the most suitable person for the position of store manager was identified among the six employees working at Lanse. The results were presented to the decision maker in the form of a report. The validity and applicability of the findings were confirmed by the decision maker.

How Can Personnel Performance Evaluation Systems Be Improved?

In the same way that it is difficult for individuals to develop a way of evaluating themselves, it is also difficult for organizations and their employees to develop a perfect way of evaluating the performances of their personnel. As such, research on this is still actively being carried out at present, and the personnel performance evaluation methods continue to evolve from the methods that have been developed through research. Discussed in this article are measures of improving personnel performance evaluation. The existing performance evaluation theories and pitfalls are discussed and presented, and the public organizations in South Korea are analyzed to derive practical improvement measures and to improve the personnel performance evaluation methods they are currently employing. The five factors of effectiveness can be considered to encompass the emotional and cognitive responses of the employee, and to cover both the human and the impersonal aspects of evaluation as well as tool usability. Based on the results of the study, a personnel performance evaluation improvement plan was formulated, as presented in this article. It is hoped that this study will be able to make several academic contributions and that the proposed personnel performance evaluation improvement measures will prove useful.

QUALIFLEX method for evaluating human factors in construction project management with Pythagorean 2-tuple linguistic information

The overall quality evaluation of operation personnel helps contain site safety accidents, in this study, we proposed a combination of the Pythagorean 2-tuple linguistic fuzzy set and qualitative flexible multiple criteria (QUALIFLEX) method to evaluate comprehensive quality of operation personnel in engineering projects, Pythagorean 2-tuple linguistic fuzzy numbers to express decision makers’ evaluation on each scheme with original QUALIFLEX approach to decision making process. In the end, an example of the performance evaluation of operation personnel in the engineering project is provided to test the applicability and practicability of the method, comparison analysis for further elaboration.

Research on human performance evaluation model based on neural network and data mining algorithm

In order to effectively evaluate personnel performance, a distributed data mining algorithm for spatial networks based on BP neural wireless network is proposed. In the cloud computing environment, an excavator is used to construct multiple input multiple output spatial network data, analyze the data structure, and perform redundant data compression of massive data through time-frequency feature extraction. Combined with the adaptive matching filtering method, the characteristics of the data are matched. The spatial frequency feature extraction method is used to locate the features of the multiple-input multiple-output spatial network data. In order to improve the accuracy of data mining, the BP neural network is used to classify and identify the extracted data features to achieve the optimization of data mining. A wireless sensor network is a wireless network composed of a large number of stationary or moving sensors in a self-organizing and multi-hop manner. It cooperatively senses, collects, processes, and transmits the information of the perceived objects in the geographical area covered by the network and finally puts these The information is sent to the owner of the network. This algorithm improves the accuracy of personnel performance evaluation, simultaneously establishes a hierarchical analysis and quantitative evaluation model for the performance of government managers, and adjusts the results of hierarchical statistical analysis on government administrators as needed. The performance evaluation and optimization of government administrators were introduced. The empirical analysis results show that the method has higher accuracy for government managers’ performance evaluation, higher efficiency of big data processing, and better integration.

СОВЕРШЕНСТВОВАНИЕ МЕТОДА ОЦЕНКИ ПЕРСОНАЛА В НЕФТЕГАЗОВОЙ ОТРАСЛИ

The problem of human resource management is becoming more and more urgent every year, since highly qualified personnel, a well-organized labor process ultimately directly affect the competitiveness of products, their low cost and high quality. The proper use of human resources is one of the factors determining the effectiveness of an organization. But, before using it, you need to properly evaluate it. The aim of this work is to study the theoretical principles and develop practical recommendations for improving the personnel assessment system for the oil and gas industry using the example of Bashneft-Retail. An annual mass assessment of personnel will be conducted to assess the effectiveness and value of the work of the organization’s employees. The bonus component and promotion of the employee’s career ladder will depend on the result of the assessment. It will improve the efficiency and effectiveness of the employee’s work, will give an impetus to his development and unlocking potential. As a result of the annual mass assessment of employees, the organization can obtain objective data on the available human resources, and will be able to build a clear and focused training and development system individually for each employee. Each employee will be able to get feedback and see the prospects for their further development, while significantly increasing their motivation. The introduction of the proposed model for improving the personnel performance evaluation system increases the interest of employees in the results of their work and the effectiveness of the organization as a whole. This article analyzes the effectiveness of the annual mass assessment of personnel, the mechanism for its implementation, as well as the practical use and analysis of the expected effect after applying the proposed procedure. A theoretical analysis was carried out, the rationale for the use of the annual mass assessment of personnel and suggestions for its improvement in relation to the oil and gas industry. It analyzes the theoretical foundations of personnel assessment and the study of its key methods, as well as the existing methods for the effectiveness of employees of Bashneft.

IMPLEMENTATION OF WEIGHTED PRODUCTS IN THE MAKING OF A HEALTHY HUMAN RESOURCE ASSESSMENT SYSTEM FOR PUBLIC HEALTH CENTERS

The performance evaluation of medical personnel at the Public Health Center is a form of government efforts to improve health service providers for the community. To realize these goals, the government, through the Minister of Health's Decree number 857/MENKES/SK/IX/2009 concerning performance evaluation of Health Human Resources. The implementation of human resource performance appraisal has been carried out so far, only by recording personal data individually, so that the data gap has an opportunity to be engineered by someone. Determining the performance of health human resource performance with excellent performance, the Decision Support System is using by the Weighted Product (WP) method, where this method is very suitable for the selection of various alternatives that depart from the determination of the weight of each assessment criteria. With the decision of the optimal weight by the Head of the Community Health Center, this method began to formulate a weight matrix to used as an exponential factor for each medical staff's compatibility rating. The program output obtained, it turns out not much different compared to manual calculations — testing by examining the program outputs with manual counts. Although there are slight differences between the two results, the difference is tiny, ranging from 0.001 to 0.002. But because the main goal of the decision support system is to get the best ranking of alternatives.

How Behavioral Economics Should Shape the Navy’s New Evaluation System

The United States Navy’s most recent strategy document, A Design for Maritime Superiority 2.0, calls for the modernization of its own personnel management system to help maintain America’s competitive advantage over near peer adversaries in an increasingly complex global security environment. Additionally, the document commits the service to a performance evaluation transformation intended to emphasize meaningful, frequent, and timely feedback. Behavioral insights can and should play an integral role in bolstering the efficacy of the Navy’s new personnel performance evaluation system. After first examining what exactly makes performance appraisal effective, this paper will present the shortcomings of the Navy’s outgoing legacy performance evaluation system and provide an overview of the current proposed performance evaluation transformation. Then, behavioral science-backed recommendations will be made to limit the impacts of decision errors and biases, improve rating accuracy, and ensure reactions to appraisal-derived feedback are positive and productive.

A Decision Support System Suggestion in Academic Personnel Performance Evaluation

Üniversiteler eğitim düzeyinin son kademesi olup, bilim ve teknoloji alanlarındaki faaliyetleri ile özgün ve lider bir üniversite olmayı amaçlarlar. Elbette ki bu amaca ulaşmanın en büyük gerekliliği, bilimsel yetkinliğe sahip akademik personel sayısıdır. Bir akademik personelin yetkinliği ise farklı ölçüt sistemleri ile değerlendirilmektedir. Üniversitelere atanma ve yükseltme, doçentlik ve akademik teşvik gibi ölçüt sistemleri akademik personelin akademik geçmişine bakarak; yayınlarını, makalelerini, bildirilerini, kitap ve kitap bölümlerini, verdiği derslerini, lisans ve lisansüstü tez danışmanlıklarını, ödüllerini, üyeliklerini, idari görevlerini, projelerini, araştırmalarını, atıflarını, sergilerini vb. birçok çalışmasını içermektedir. Fakat buradaki ölçütler ve ölçütlerin değerlendirilme puanları üniversiteden üniversiteye farklılık göstermektedir. Ölçütler genel olarak akademik başarı ve yayın kriterlerinden oluşmakta iken personelin daha önce post-doktora yapıp yapmadığını veya daha öncesinde kaç yıllık bir akademik geçmişe sahip olduğunu dikkate almamaktadır. Bu çalışmada ise üniversitelerin mevcut atama ve yükseltme yönergeleri incelenerek tüm ölçütler çıkartılmış ve bu ölçütlerin değerlendirilmesi için oluşturulan karar destek sistemi önerisi (KDS) sunulmuştur. KDS aracılığıyla her üniversite kendi ölçüt sistemine göre parametre değerlerini girip puanlamaları görerek; üniversite, fakülte veya bölüm bazında sıralamalar yapabilecektir. Aynı zamanda her öğretim elemanı kendisinin her bir alandaki puanını diğer bölüm veya kişilere göre durumunu analiz edebilecektir. Tüm bunların yanı sıra Türkiye’deki tüm yükseköğretim kurumları da diğer kurumlar içerisinde kendi pozisyonunu değerlendirme imkânı olacaktır. Ayrıca akademik personelin performans ölçümüne etki edecek tüm verilerin toplanması ile hem değerlendirmenin eksik yanları kapatılacak olup hem de tüm akademik personelin özgeçmişlerinin yayınlanması sağlanacaktır.

FORMATION OF MODERN INCENTIVE SYSTEM FOR MANAGERS IN THE CONTEXT OF EUROPEAN INTEGRATION PROCESSES

The article is devoted to the research of issues of the formation of the modern system of evaluation of effectiveness and motivation of managers and workers of an enterprise in the context of European integration processes in Ukraine. The object is theoretical and practical foundations of creating an efficient motivational profile of an organization with the help of formation of the modern system of employee efficiency analysis and formation of an individual system of employee motivation at the enterprise based on research of incentive systems of developed countries and EU countries. The main research objectives are established: determination of key priorities for the formation of the system of valuation and motivation; formation of an algorithm and economic and mathematical model of the system of evaluation and motivation of personnel efficiency, zoning of boundary priorities and formation of a matrix of opportunities, formation of an effective system for improving the system of personnel motivation and evaluation, and a model of the system of improvement of personnel motivation means. Methodology. The conducted comparative analysis of various motivation systems existing in the EU countries and the most developed countries allowed developing a hypothesis about the necessity to form a more effective system of personnel evaluation and motivation that would correspond to general European values and criteria. A model of motivation is proposed that is developed on the basis of the Management Functional Assessment Model (MFAM), which is elaborated by researchers of Sheffield Hallam University (Great Britain) and the company “IVA Consulting Group”. MFAM is based on six main management functions: Forecasting/Planning, Organization, Motivation, Control, Coordination, and Communication. Its main advantages are the evaluation by three parameters: personnel loyalty; personnel performance; company’s attractiveness in the labour market, information about which is available in free and convenient access. Evaluation of the enterprise management system based on the functional model (MFAM) is carried out by questionnaire method. Questions of the express evaluation questionnaire are divided into five groups according to model criteria. By an obtained mathematical model, analytical indicators, and grading scale, we define zones of effectiveness where enterprise management is taking place and build a matrix of opportunities for development of enterprise efficiency. Result. The research conducted confirms the methodology’s efficiency, its uniqueness, and instrumental suitability. Based on experimental calculations, the algorithm of formation of performance evaluation system is determined, gradients and limits of the enterprise development are identified, the matrix of opportunities is formed, directions to improve the system of personnel motivation and evaluation are formed, and the model of the system for improving personnel motivation means is developed. Results of the enterprise personnel performance evaluation according to the developed system of indicators gave a possibility for managers of the company: to make a separate generalized profile of the appropriate group of the most successful co-workers; to form profiles of ideal co-workers, which are built given the idea of the leadership about the optimal combination of motivating factors, and to form effective directions for improving the motivation system.

Establishment and application of scientific research personnel performance evaluation system based on research resource planning

Objective To explore the establishment and application of scientific research personnel performance evaluation system based on Research Resource Planning (RRP). Methods Establish the index system and weight coefficient of scientific research personnel performance evaluation system by Delphi Method and Analytic Hierarchy Process. The evaluation system is applying for tailored scientific research personnel training according to the analysis of current development status of young researchers. Results Scientific research personnel performance evaluation system, based on the indicators of research capacity, research outcome and research platform is established and applying for personnel training, personnel assessment and incentive policy-making. Conclusions The evaluation system based on RRP can objectively reflect the current situation of the development of scientific research personnel, which plays an important role in promoting the sustainable development of scientific research personnel. Key words: Scientific research personnel performance evaluation system; Research resource planning; Personnel training mode

Recognizing Factors Affecting Manpower Productivity Based on Kano Model

The main purpose of this study was to recognize, classify and determine priority of factors affecting human resource productivity in Chaharmahal and Bakhtiari Province Electricity Distribution Company using Kano model. This study is applied and is descriptive-survey research that is done cross-sectional. Sample size was estimated as 92 personnel of Chaharmahal and Bakhtiari Province Electricity Distribution Company using Morgan Table. Classified random sampling was used in order to select sample and distribute questionnaires. Questionnaire stability was calculated as 0.89 using Cranach's alpha method. Descriptive statistics, single sample Kolmogorov–Smirnov test and Friedman test. Over all, the obtained results prove that 15 out of 11 noticed factors are one- dimensional, 2 are indifferent and 2 are attractive factors. Personnel performance evaluation, meritocracy and performance feedback have first, second and third priority.

Employee performance evaluation: a fuzzy approach

PurposeManagers encounter many decisions that require the simultaneous use of different types of data in their decision‐making process. A critical decision area for managers is the performance evaluation of personnel, whether individually or as a member of a team. Performance evaluation is critically essential for the effective management of the human resource of an organization and evaluation of staff that help develop individuals, improve organizational performance, and feed into business planning.Design/methodology/approachPerformance evaluations require and often involve disparate types of information that are vague, incomplete, objective, and subjective. This paper proposes a performance evaluation system of employees considering various performance evaluation criteria using fuzzy logic. The main task in the proposed approach involves determining the performance indices of employees considering their respective performance in various qualitative and quantitative evaluation criteria and then selecting the best employee who holds highest performance index comparing all the indices.FindingsA model is developed for any kind of organization where performance evaluation is significantly important for staff motivation, attitude and behavior development, communicating and aligning individual and organizational aims, and fostering positive relationships between management and staff. Fuzzy control is used to determine the overall performance index by combining results of the performance in selected criteria and provided it in numerical values which will undoubtedly ensure convenience of the concerned human resource personnel during performance rating calculation.Originality/valueThis is the first time, a performance evaluation model is developed using fuzzy approach for any kind of organization where performance evaluation is significantly important for staff motivation, attitude and behavior development, communicating and aligning individual and organizational aims, and fostering positive relationships between management and staff.

Personnel Performance Evaluation Systems in Non-profit Academic Multinational Institutions: The American University in Bulgaria and The Catholic University of Korea

Human resources management in government-funded non-profit multinational academic institutions face unique challenges in strategic planning. Different national stakeholder constituencies may pursue their respective aims through these organizations in return for organizational use of the former's political influence capabilities to obtain additional financing. Constituencies with a particular national political interest may have representation through embership on the executive board of the organization as academic institutions seek to globalize. The tensions from interaction of differing constituency political objectives may be in conflict with academic ideals regarding faculty participation in shared governance due to the varying degree of political sensitivity perceived with these various interests. A consequence may be the reduction of the role of faculty representational input into institutional strategic human resources management. Established academic institutions aiming to increase the representation of expatriates among their faculty will likely face less difficulty in integrating international staff into personnel evaluation processes as part of human resources management strategic planning.

English

The main purpose of this study is to enhance internal benchmarking by the use of 360° feedback approach. Therefore, internal benchmarking has been developed for personnel's performance evaluation. The study has been conducted in AT Pipe Company. Statistical population includes personnel of the sales department and customers and data has been gathered by questionnaire. Descriptive and inferential statistics and radar diagrams have been used for data analysis based on 360° approach. Respectively, improvements have been made and then, similar analysis has been done. The results imply that the proposed approach can be applied effectively in evaluation and improvement of personnel performance. Also, according to the empirical results, job competency of the studied personnel has been improved.

An extended group decision-making model for personnel performance evaluation

Appraisal of employee performance is among the most controversial management practices. Although many organisations have implemented formal procedures for evaluating their employees, the level of dissatisfaction with this process among both managers and employees has remained high. In this paper, the personnel performance evaluation is seen as a group decision-making problem. Accordingly, personnel will be assessed from different aspects (top-down, bottom-up and peripheral manner of appraisal, as well as the information from the viewpoints of employees themselves). This paper implements group TOPSIS and Borda methods for personnel performance evaluation based on assessors’ viewpoint weights for heterogeneous group decision-making. The introduced methods have been used in the empirical study, and the results have been analysed.

FAIRNESS AND JUSTICE OF THE PROCEDURES FOR THE PROMOTION SYSTEM BY RECOMMENDATION IN GOVERNMENT ORGANIZATIONS: A CASE STUDY OF TAIWANESE POLICE OFFICERS

ABSTRACT Significant difference emerges between the spirit of the recommendation system, (the idea to strictly prevent from redundancy, select genuine talents, and make up for the incompleteness in regulations involving personnel management, performance evaluation and seniority computation), and the reality. This paper is to analyze the activity of recommendation by taking the promotion system by recommendation applicable to the police officers above the middle class in Taiwan area as example. Its purpose is to explore the reliability of recommendation, find out the factors affecting promotion, and the conditions pertain to promoters and beyond them. Besides, it investigates into personnel's response to this system. The results will be of benefit to personnel managers and administrators, within these police and public department organization and business in provision of useful guidelines for human resource management.