Predicting Employee Performance Research Articles

Data Analytics for Optimizing and Predicting Employee Performance

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

Data-Driven Excellence: A Fusion of Business Analytics and ML for Predicting Employee Performance

Data-Driven Excellence: A Fusion of Business Analytics and ML for Predicting Employee Performance

Unlocking Potential: A Holistic Approach to Predicting Employee Performance with Business Analytics and Machine Learning

Unlocking Potential: A Holistic Approach to Predicting Employee Performance with Business Analytics and Machine Learning

Examining the impact of incentives on employee’s performance: A case study of the Ghana revenue authority in the Northern Region

This study employed a quantitative research design, converting responses into numerical values to mitigate potential biases arising from subjective interpretation. It focuses on the Northern Area offices of the Ghana Revenue Authority (GRA). A total of 120 staff members were considered for the study. A sample size of 92 staff members was selected using a simple random sampling technique. Data was collected through a questionnaire employing a five-point Likert scale. The instrument's reliability was assessed with Cronbach's Alpha (α = 0.784), signifying high reliability. The study's results show a high level of significance (Sig=0.000) for both financial and non-financial incentives, indicating their statistical significance in predicting employee performance. Regression analysis revealed that incentives significantly impact employee performance (Beta = 18.04, p = 0.037). The coefficient (a = 0.672) suggests a strong positive linear relationship, with 32.3% of variance explained by incentives. The adjusted R square (0.641) indicates a robust relationship considering the number of predictors. GRA should offer a mix of both financial and non-financial incentives, tailored to the specific needs and preferences of employees.

High performance work systems and employee performance: the roles of employee well-being and workplace friendship

ABSTRACT Promoting a thriving and productive workforce is a core task for human resource development (HRD) researchers and practitioners. Drawing on the job demands-resources model, this study aims to provide a balanced view of how high performance work systems (HPWSs) influence employee performance through different aspects of employee well-being. Data were collected from 346 employees through a three-wave survey in China. Structural equation modelling was used to test the hypotheses. The results reveal that HPWSs positively predict employee performance through psychological empowerment and negatively predict employee performance through emotional exhaustion. Workplace friendship minimises the positive effect of HPWSs on emotional exhaustion and attenuates the indirect effect of HPWSs on employee performance via emotional exhaustion. This study challenges the prevailing idea that HPWSs can always improve employee performance. It informs HRD researchers and practitioners to dialectically assess the impact of HPWSs and include workplace friendship as an intervention measure to reduce the detrimental outcomes of HPWSs and better promote employee development.

Conceptual model of predicting employee performance through the mediating role of employee engagement and empowerment

PurposeConsidering the importance of employee performance in the changes in state higher education institutions, this study aims to conceptualize the mediating role of employee engagement and empowerment in predicting employee performance.Design/methodology/approachThe study uses a quantitative survey method to collect data from staff members employed in higher education institutions and applies a partial least squares structural equation modeling to analyze the data. In addition, the study performs a systematic bibliometric analysis of contemporary literature on the factors influencing employee performance.FindingsThe study's results confirm employee engagement and empowerment's critical role in improving employee performance. Unexpectedly, the study also has found no supporting evidence of the relationship between work environment and employee performance. Further, the proposed model explains 51.6% of the variance in employee productivity.Originality/valueAmong the theoretical implications of this study are the importance of introducing new and theoretically sound mediators to explain how the relationship between a higher education institution's employee engagement and empowerment and its employees' performance unfolds.

The Influence of the Physical Work Environment, Work Motivation, and Work Discipline on Employee Performance

Employee performance is a measure of an employee either or proficient in completing his work. This research will examine various aspects of proficiency that affects the employee performance in an organization. The purpose of this study was to determine the effect of the physical work environment, work motivation, work discipline and other factors that influence employee performance. In the last two decades the terminology of human resources has been replaced by the terminology of human capital. Thus, organization’s members are no longer considered as a resource, but have shifted as capital or assets of the organization. The volatility of an organization are inseparable from the role of organizational members in realizing organizational goals. Good employee performance will affect the growth and development of an organization. The study critically reviews various aspects that effectively predict employee performance in the organization. Finally, this study proposes a model of the relationship between the physical work environment, work motivation, and work discipline, and the performance of employees in an organization.
 Keywords: physical work environment, work motivation, work discipline, employee performance, and organization

Employee Performance in Terms of Organizational Commitment and Work Motivation: The Mediating Role of Organization Citizenship Behaviors

By using organizational citizenship behavior as a mediation, this study tries to show empirically how employee performance is influenced by organizational commitment and job motivation. Up to 84 workers from Probolinggo City's Food Security, Agriculture, and Fisheries Office served as the study's subjects. Because there were less than 100 people in each sample, the census approach was used for all of them. While data analysis employs path analysis, the data employed are primary data derived from the responses to questionnaires sent to respondents. The findings indicated that employee performance is influenced by organizational commitment and job motivation. Additionally, it was discovered that job motivation and organizational commitment both influence organizational citizenship behavior. Additionally, research has shown that organizational citizenship behavior influences employee performance while also acting as a buffer between organizational commitment and job motivation, and employee performance. The findings of this study suggest that organizational citizenship behavior may be utilized to predict employee performance using independent factors such as organizational commitment and job motivation.

ANALISIS PENGARUH TUNJANGAN KINERJA, PELATIHAN DAN MOTIVASI KERJA TERHADAP KINERJA PEGAWAI PADA DEPUTI BIDANG REHABILITASI DAN REKONSTRUKSI, BADAN NASIONAL PENANGGULANGAN BENCANA

This research was conducted at the Deputy for Rehabilitation and Reconstruction, National Disaster Management Agency. This research aims to examine and analyze the influence of performance allowance, training and work motivation on employee performance at the Deputy for Rehabilitation and Reconstruction, National Disaster Management Authority. t statistic value for performance allowances is 2.026 > t table 1.997, so the conclusion is that performance allowances have an effect on improving employee performance. t statistic value for training is 1.059 < t table 1.997, the conclusion is that training has no effect on improving employee performance. t statistic value for work motivation is 5.240 > t table 1.997, so the conclusion is that work motivation has an effect on increasing employee performance. F statistic value is 24.050 > F table 2.742, the conclusion is performance benefits, training and work motivation simultaneously (together) have an effect on improving employee performance, these three variables can be used to predict employee performance. R Square (coefficient of determination) is 0.522, this condition shows that the effect of performance allowances, training and work motivation in improving employee performance is 52.2 percent, the remaining 47.8 percent is influenced by other factors not tested in this research.

Analysis of Work Loyalty and Work Motivation during the Covid-19 Pandemic on Employee Performance on Delivery Services in Palembang City

This study aims to determine the performance of employees who are influenced by work loyalty and work motivation at the Delivery Service Service in Palembang City during the Covid-19 Pandemic, totaling 40 respondents. Purposive sampling was used in this research sample and a survey was conducted to collect data through a questionnaire with a Likert scale and using multiple regression analysis with a significance level of 5% analysis of the data This study found that work loyalty and work motivation have a positive effect on employee performance with the F value obtained at 6.550 which is greater than F table (3.24), this is also strengthened by the significant level value of 0.004 or the significance obtained is smaller than = 0.05. The results of the t-test of work loyalty show 0.231 > 0.05, which show that work loyalty has no effect on employee performance. The results of the t-test of work motivation show a t-statistic value of 0.004 <0.05, which show motivation partially has a significant influence on employee performance. Thus the multiple regression model can be used to predict employee performance in Delivery Services in Palembang City.

Effect of Transactional Rewards on Employee Performance at Teachers Service Commission, Kenya

Teachers Service Commission (TSC), Kenya, has been implementing performance management besides transactional rewards since 2005 to enhance quality and cost-effective services. Performance management ensures performance quality improvement, while transactional rewards improve the efforts and productivity of employees. However, efficiency and quality of services are low compared to other state corporations, as evidenced by approximately 5000 teachers who visit its head office per month to solve their work-related problems. Literature on employee performance enhancement has focused on total rewards without disaggregating the same to give specific policy recommendations on transactional rewards. This study thus sought to establish the effect of transactional rewards on employee performance at TSC, Kenya. It was anchored on the Expectancy theory and adopted a correlational research design. The study population was 1200 employees, out of which a sample size of 291 was taken. Individual respondents were drawn through the Cluster sampling technique. Primary data were collected using structured questionnaires. Pearson correlation was used to obtain an association between the study variables.In contrast, multiple regressions were used to establish the magnitude and direction of the effect of transactional rewards on employee performance. The study revealed that transactional rewards (B=0.343, p=0.000) significantly and positively predicted employee performance. Thus, TSC Kenya should effect more of them to enhance employee performance. This finding adds value to the existing knowledge of employee performance enhancement strategies and human resource management policy formulations by the TSC.

Horizontal pay dispersion as social context for predicting employee performance outcomes associated with diagnostic‐ versus criterion‐referenced performance feedback

AbstractDespite its recognised centrality as an organisational tool, there are decades of mixed findings relating to the employee performance benefits associated with different forms of performance feedback. The ambiguity present in the literature has been attributed to multiple factors, including feedback purpose and the context within which feedback occurs. Integrating these broad themes, we develop a model expanding the breadth of relevant social context variables to include horizontal pay dispersion. Building from tournament theory, in a field experiment of 267 employees across 22 units, we find improved performance from diagnostic feedback delivered under increasing pay dispersion; however, substantively different patterns emerge for criterion‐referenced feedback. The current findings have implications for both performance feedback research and tournament theory.

The Predictors of Employee Performance in the Face of Rapidly Change During Pandemic Era

Pandemic era has change all of life aspects in the world, including education institutions like universities. Lectures as a central of learning process must play their part on creating globally competitive collage students. One of the impact pandemics era is teaching process become online learning and no longer in campus as previously. The rapidly change requires lecturers to improve their skill at technology, increase their creativity and also must follow the changes. All of the predictor will have an impact to letcures performance. The research methodology used explanatory through four hypothesis testing either direct and mediation effect. The object and population use at study are lecturers at Universitas Bung Hatta, Padang. Purposive sampling use to find the sample with some criteria amd the criteria is who have a working period of > 1 year. the method of sampling in this study used the Slovin formula with 167 samples. STATA 12 wa the analysis technique used in this study. From the data testing, all of the hyphoteses accepted.

Pengaruh Disiplin Kerja Terhadap Kinerja Karyawan Pada PT Kota Jati Furindo Jepara

Organization need to increase their employee performance. Employee performance in company has an important role to improve and advance company’s business. In order to increase their employee performance, organization need to know factors that influence employee performance. Work Dsicipline is one of the important factor that can predict employee performance. This study is aimed to identify the impact of work discipline on employee performance in PT Kota Jati Furindo Jepara. Hypothesis for this research is work discipline has significant effect on employee performance. This research use quantitatve approach. The questionnaire was distributed to 350 employee PT Kota Jati Furindo Jepara and gets 313 useable responses. Using simple regression and decriptive methode, we found that work discipline has significant positive effect on employee performance (0,551). This finding is in line with previous research that work discipline has positive and significant effect on employee performance.

Effect of Employee Management Practices on Employee Performance in Trans Nzoia County Government, Kenya

This paper examines the relationship between human resource management practices and employee performance in Trans Nzoia County government. Despite receiving considerable funds from the National Treasury and other local revenue, underperformance as a problem among employees characterizes most of the county governments in the country; underperformance in the county is depicted by failure to meet set targets, late coming, unjustified absenteeism, and unsatisfactory revenue collection. The paper specifically focused on the influence of compensation and career management practices on employee performance. The paper is an output of a study that was carried out on “human resource management practices and employee performance” in Trans Nzoia County. The study was guided by Human Capital Theory advanced by Theodore Schultz. It employed a correlational survey design. The target population comprised all the102 employees attached to the Department of Public Service Management in Trans Nzoia County. A questionnaire was used to collect primary data. Both descriptive and inferential statistics were used to analyse the collected data. The regression analysis results indicated that both compensation and career management practices (β1= 0.462, P value=0.000<0.05 and β4 = 0.579, P value=0.000<0.05) respectively had a significant positive effect on employee performance. It was concluded that both compensation and career planning affect employee performance. The paper thus, makes contribution to the extant literature regarding relationship between HRM practices and employee performance by establishing that compensation and career management practices are essential in predicting employee performance specifically in Trans Nzoia County government since a similar study had not been conducted in the area. Furthermore, the study recommends that county governments in Kenya should design effective compensation policy that will ensure employees are compensated according to the value they bring to the organization and the market standards, additionally employees should be allowed to embrace career planning prospects in fast tracking their career goal progress, self-management and professional abilities.

Analyzing the Relationship of Work Environment and Quality of Work Life on Employee Performance: The Mediating Role of Organizational Commitment

Employee performance refers to a person's success during a certain period in carrying out tasks compared to various possibilities, such as work standards, targets, goals, and criteria. The employee's performance is affected by the work environment, quality of work-life and organizational commitment. This study aims to analyze the mediating role of organizational commitment in the relationship between work environment and quality of work-life on employee performance. This research uses a quantitative approach through a survey questionnaire on 400 respondents. This study found work environment, quality of work-life and organizational commitment have a significant relationship with employee performance. Also, organizational commitment mediates the relationship between the work environment and quality of work-life on employee performance. Thus, we concluded that organizational commitment plays an essential role in mediating between work environment and employee performance. Also, the work environment and quality of work have significantly predicted employee performance.

Implementing Neural Network on Data Mining To Predicting Key Performance Index From Employee

Employee performance could help the company success to achieve its goals. In this era predicting employee performance is a necessity for companies to gain success. In this research, we presented a prediction of the employee performance index using a neural network. In this study, we are using the Cross-industry standard process for data mining (CRISP-DM) as the base framework for the data mining phase. The neural network classification method is employed to create the prediction model. The result shows that using a neural network could get a confusion matrix at 97.777 percent. This model was then applied to get insight from the performance index that showed a couple of factors is has an important role in employee performance.

The Impact of Transformational Leadership on Motivation and Performance in Selected Public Sector Organizations

Effective Transformational leadership drives an organization’s members to achieve a common purpose. Leaders must influence followers to work to achieve a common vision. Leaders understand their values and the values of their followers. In other to guide and direct behavior. Motivation skills required by managers to impact positively on the performance of employees.
 This study assesses the impact of Transformational leadership on employee motivation and performance. The scope of the study is limited to selected public sector organizations; organizations as; Ghana Standard Authority (GSA), Food and Drugs Authority (FDA) and Environmental Protection Agency (EPA). The sample consisted of employees of the above-mentioned organizations. A total of 69 questionnaires were used for the analysis. The study found that two of the variables of Transformational leadership that is, inspirational leadership and intellectual stimulation have a strong positive and significant impact on employee motivation whiles the other two variables which are charismatic leadership and individualized consideration have a negative impact on employee motivation. Simply put, fifty percent (50%) of Transformational leadership have a positive impact on employee motivation.
 The study also found that charismatic leadership is the best predictor of employee performance than employee motivation. For public sector organizations to obtain highest employee performance and motivation, managers should use inspirational, intellectual stimulation and charismatic leadership styles of transformational leadership.
 For an organization to gain the competitive edge in its respective industry, needs among other things transformational leaders who would use their charisma, inspirational abilities and intellectual stimulation to motive their followers to obtain employee highest performance for the enhancement of a high productivity to achieve the organizational goals.

The interplay between employee development factors and succession planning in predicting employee performance: evidence from retail banks

PurposeThe purpose of this study is to examine how employee development factors directly influence succession planning and indirectly improve employee performance using the tenets of human capital theory. Moreover, whether succession planning enhances employee performance or not?Design/methodology/approachUsing the time-lag method, this study collected data from bank employees and tested the proposed model and hypotheses in Mplus.FindingsThe results from 239 participants highlight that succession planning improves bank employee performance. Employee orientation and training and development are positively linked to succession planning and employee performance. Succession planning mediates the association between employee development factors and employee performance.Practical implicationsThe research assists bank management to promote a learning culture for developing their human resources to realize their organizational goals. The findings exhibit that succession planning generates a pool of skilled and talented employees, which creates a competitive edge for banks having skilled employees and reduces recruitment costs. Banks to save human recruitment costs. Moreover, bank managers can solve the issue of sudden vacant positions and provide excellent customer service.Originality/valueRetaining talented individuals has remained a challenging task for organizations in the current business environment. The research contributes to theoretically and empirically exploring the association between employee development factors (training and development and employee orientation) and employee performance via succession planning to retain talented employees in the organization.

Prediksi Kinerja Pegawai sebagai Rekomendasi Kenaikan Golongan dengan Metode Decision Tree dan Regresi Logistik

Employee performance is one element that greatly determines the quality of an organization, both government and private. Employee performance appraisal has become a routine for most companies. Performance appraisal is required for the process of salary increases, promotions, and demotions. Until this research was carried out, the processing of employee performance appraisal and evaluation at Prasama Bhakti Foundation was still done manually, so that sometimes employee promotions were carried out late or even on an inconsistent basis for each employee. Therefore, it is necessary to group data with the help of machine learning that can help predict the eligibility of an employee to get a promotion based on his performance. Classification is one method for classifying or classifying data that are arranged systematically. Decision tree and logistic regression methods are classification or grouping methods that have been widely used for solving classification problems. In this study, it will be explained how the process of processing employee performance appraisal data starts from data preparation to determine the accuracy of the decision tree model and logistic regression that is formed. The two classification models are used to predict employee performance as a recommendation for employee promotion at the Prasama Bhakti Foundation.