Staff Performance Evaluation Research Articles

Development and implementation of real-time staff performance monitoring and evaluation system based on Global Positioning System (GPS)

This work presents the development and implementation of a Real-Time Staff Performance Monitoring and Evaluation System (RT-SPMES) using Global Positioning System (GPS) technology. In line with the dynamism of the workplace, due to rapid changes in technology, existing staff performance appraisal systems have fallen short of expectations due to their manual nature. Hence, the need arises for a more robust approach to monitoring and evaluating employee work performance. To achieve this, this work carried out an exhaustive review of existing performance evaluation methods within the academic and a conceptual architecture was developed. A real-time monitoring and evaluation system was developed, using PHP programming language, Hyper Text Markup Language and Cascading Styles Sheet. The system is hosted on Azure Cloud infrastructure. Through sufficient testing of the developed system developed in this work, it was asserted effectively monitors employee performance in real-time, paving the way for an objective appraisal process devoid of bias and manipulation.

СОВРЕМЕННЫЕ МОДЕЛИ УПРАВЛЕНИЯ ПЕРСОНАЛОМ ОРГАНИЗАЦИЙ

The personnel management of organizations is included in the management system. In the modern conditions, use of the various personnel technologies and personnel management models aimed at fuller realization of the labor and creative potential in order to achieve the common economic good and meet the personal needs of employees is becoming relevant in global management practice. When choosing the personnel management model, the management of organizations is guided by the level of humanistic development of society, the principles underlying organizational culture, the level of development of the technological base of organizations, and trends towards the success of their project development. The purpose of the scientific article is to summarize knowledge and practices about modern models of the personnel management. The methodology of scientific research is based on the study of the principles, techniques and methods of building modern models of the personnel management, corresponding to optimal combination with the field of activity of organization. The methods of the modern personnel management models represent the comprehensive program of their efficiency in the prevailing economic conditions based on analytical data on the parameters of application to various situations. HR management models of organizations are nothing more than strategies or approaches that organizations apply to optimize the work of their staff, including aspects such as hiring, training, performance evaluation, motivation and retention of staff. The main results of the scientific research are based on evaluation of analysis of generalized data on existing modern models of the personnel management, and their implementation in activities of organizations. The path of development that the theories of the personnel management have taken demonstrates the constant increase in influence of the human factor on organization of the labor processes. To ensure effective interaction at all levels, complex models of the personnel management of organizations are used.

Impact of Strategic Management on Effective Implantation of Organisational in Public Sector Organisations in Zambia – A Literature Review

The purpose of this conceptual paper is to describe and contextualize the important, but yet under reported phenomenon, strategic management, and its role on effective implementation of organisational change in Zambia’s public sector organisations. The author used extensive review of literature that encapsulates the key issues around public sector strategic management elements such as strategic planning, resource management and evaluation and control. This paper significantly contributes to the theoretical aspects as regards public sector strategic management. The paper argues that strategic management is critical for improving organisational performance as it forms a basis for resource allocation, performance evaluation, and recruitment of suitable staff and wide range of other management tasks.

Отношение преподавателей вузов к системам оценки деятельности научно-педагогических работников

This article summarizes the results of a survey and semi-structured interviews of Russian university teachers regarding the systems of performance evaluation of research and teaching staff and their effectiveness. The results of the study revealed that university teachers have a positive attitude to the methods of stimulating research and teaching staff performance applied in higher education. At the same time, the degree of teachers’ satisfaction and evaluation of systems’ effectiveness directly depend on the specifics of their application in a particular higher education institution. The results of the study confirm the overall trend towards increasing importance of scientific components in the performance evaluation of research and teaching staff at universities. The results can become a prerequisite for the development of new criteria for ensuring the effectiveness of social and labor relations with university teachers.

OUT-OF-SCHOOL EDUCATION AS AN OBJECT OF PUBLIC AND ADMINISTRATIVE INFLUENCE

The article examines extracurricular education as an object of public-management influence. It was revealed that in the process of functioning of extracurricular education institutions, there are problems related to its availability and quality, as well as regulation by state and non-state organizations. It was determined that despite the difficult conditions of organizing the functioning of extracurricular education institutions, they act and help in ensuring psychological balance, organizing meaningful leisure time, and developing the creative abilities of children and student youth. Due to the fact that some of the educational institutions are located in the occupied territory, some are in the partially occupied territory, some of them have organized work with their pupils in a remote format. In addition, after-school education institutions of Ukraine are actively working to create conditions for the availability of out-of-school education for children who have found themselves in difficult life circumstances due to the war. It was revealed that the management of the educational activities of out-of-school education institutions is carried out through the state centers of out-ofschool education, which, to help the employees of these institutions, create electronic pages on their websites, where they post relevant normative, informational and reference materials regarding the involvement of children in quality and meaningful leisure time. The expediency of considering certain aspects of the study of extracurricular education as an object of public-management influence, such as the history and trends of the development of extracurricular education in Ukraine, is substantiated; the role of state and non-state organizations in the formation and regulation of extracurricular education; factors affecting the availability and quality of extracurricular education. It was concluded that extracurricular education is an important element of the education system, which ensures the development and selfre as an object of public management activity is important for determining the direction of its further development, the management of extracurricular education requires a comprehensive approach that takes into account various aspects of this sphere, such as financing, quality standards, programs and materials, scientific and methodological support, training and staff training, monitoring and performance evaluation.

O-034 Staff and patient evaluation of fertility staff performance during sharing bad news conversations.

Abstract Study question What are fertility staff and patients’ evaluation of staff performance during sharing bad news (SBN) conversations? Summary answer In positive SBN conversations, staff and patient ratings of staff performance are similarly good, but in negative SBN conversations patients’ ratings are lower than staff’s. What is known already Bad news, defined as news that negatively alters patients’ view of their future, happens at all stages of fertility care. Fertility staff perceive SBN among the biggest challenges of their job. 47% of patients express staff could improve bad news delivery. SPIKES is an evidence-based protocol that has shown promise in guiding SBN in fertility care via breaking the task in six steps: Setting the scene, evaluating patients’ Perception, getting patients Invitation, sharing Knowledge, addressing Emotions, and Summarizing and planning future care. Knowledge about how staff perform during SBN conversations and which factors are associated with performance is lacking. Study design, size, duration Two cross-sectional mixed-methods online surveys were distributed to staff (via ESHRE) and patients (via charities, social media). Inclusion criteria for staff were working at a fertility clinic and SBN at least once a month and for patients being 18 years of age and having had a SBN conversation with staff in past two months. 334 staff and 345 patients clicked survey links, of which 217 staff and 222 patients completed it (65% and 64% completion). Participants/materials, setting, methods Dependent variable was staff SBN performance across SPIKES steps, measured with CARE (empathy) and the Breaking Bad News Assessment Schedule (other steps). Independent variables were actor (staff, patient) and overall evaluation of the SBN conversation (positive, negative). Factors assessed related to staff and patients’ background (e.g., gender, age), fertility care context (e.g., patients: parental status, treatment stage, staff: role, burnout, time pressure, SBN training), and SBN conversation (e.g., patients: person vs remotely, alone vs accompanied). Main results and the role of chance Crosstabs of actor and evaluation showed a higher proportion of staff (85%) than patients (67%) evaluated the SBN conversation as positive (Χ2(1) = 38.863,P<.001). MANOVA investigating differences in staff’s SBN performance according to actor and overall evaluation revealed significant effects of actor (Hotelling’s Trace T = .236,F(388,6) = 15.279,p<.001,η2p = .191), overall evaluation (T = .344,F(388,6) = 22.233,p<.001,η2p = .256), and their interaction (T = .127,F(388,6) = 8.243,p<.001,η2p = .113). Follow-up ANOVAs showed the same pattern for all SPIKES steps: in positive SBN staff and patient ratings of staff performance were similar (∼4 from 1 = poor/not at all to 5 = excellent/completely), but in negative SBN patients’ ratings were lower than staff’s (∼2.5 vs 4, η2p ranged .160[Setting] to .289[Perception]). Among staff, physicians and nurses tended to rate their SBN performance better than embryologists across all SPIKES steps except Knowledge and Emotions (β ranged .166[Invitation] to .312[Perception]). Reporting ≥1 burnout symptom was associated with worse performance in Emotions (β = -.168,P = .049), time pressure was associated with worse performance in Perception (β = -.185,P = .019), and having attended SBN training with better performance in Setting (β = .295,P<.001). Patients who were alone during the SBN conversation rated staff SBN performance worse than patients who were accompanied in all SPIKES steps (β from -.154[Summary] to -.403[Setting]). Patients with children rated staff performance in Setting (β = .156,P = .015), Emotions (β = .158,p = .031), and Summary (β = .142,p = .048) better than childless patients. Limitations, reasons for caution Online data collection attracted mostly UK patients while staff were from all over the world. SBN performance was reported and not based on behavioral observation, though based on sound questionnaires that evaluate different aspects of performance. Wider implications of the findings Staff and patients agree about what good SBN conversations are, but patients are more critical of bad SBN conversations. Staff SBN performance seems more a function of the context in which news are shared than of actors’ background. SBN training can support staff recognizing bad SBN conversations and improving performance. Trial registration number not applicable

Implementation of a Database System to Evaluate Staff Work Performance

Performance evaluation gives a manager advance way of determining employee salary increase, promotion, training needs, transfers, job termination, reassignment e.t.c. In performance evaluation process, an employee is judged based on pre-defined objectives and criteria that were agreed on by employer and employee in order to ascertain the workflow of the employee. The primary objective of this study is to implement a database system for staff performance evaluation for Geecoms Integrated Services Ltd. The methodology adopted in the design of this work is rapid application development (RAD) model, which is an incremental software process model that emphasis a short development cycle of 60-90 days. Its approach to software development put less emphasis on planning and more emphasis on process. ASP.Net technology was used in combination with VB.Net programming language for the frontend design. Moreover, every robust system requires a backend for proper storage and maintenance of records. In this system, Microsoft Access database was used for the backend design. MS Access was chosen in order to avoid compatibility issues of systems not being able to meet system requirements. In the database design, tables where created to hold related records as well as implementation of table normalization. Primary key was used to create table relation in the database to make data manipulation as easy as possible. Judging from the efficiency and effectiveness of the system accomplished in this work; is therefore recommended organization managers should adopt this technology as it will ensure successful performance evaluation and bring great change in the system

An implementation model on staff employment, performance evaluation and financial results in industrial enterprises

Purpose- The personnel involved in the factors of production in economic enterprises operating for the purpose of producing goods and / or services; The process of determining the wages and salaries to be received together with the need for training and career planning by being regularly evaluated every year differs in terms of businesses. The common denominator of the environment of trust and efficiency is the sense of justice that the employees will feel towards the enterprise. One of the main parameters in ensuring the justice environment is the career planning/promotion of the employees and the realization of the salaries and wages they will receive in accordance with objective criteria. The aim of this study is to examine the methods and approaches used in the application of these criteria in industrial processes and to introduce the application model. Methodology- In this study, the application model of multinational companies inspired by Peter Drucker's management by objectives method, the application of the operating budget of various enterprises, job descriptions, staff qualifications, target determination, final evaluation and operating wage increase rates to the personnel in the management application were examined. Findings- The results obtained, The highest increase rate was determined by the board of directors of the enterprise and the differences were defined according to the success grades of the employees; It shows that the decisions of the board of directors of human resources are reflected to the personnel by applying a program and by taking the evaluations of the relevant manager. Conclusion- The application of the model introduced in the research makes it possible to optimize primarily the business objectives as well as the employee objectives. All evaluations regarding the personnel are made depending on the objective conditions, and the consent of the personnel is sought in the decision processes.For future studies, the effects of these applied methods on employees' perception of organizational justice can be examined. Keywords: Personnel employment, performance-based payment, industrial enterprises, finance, management JEL Codes: M10, M12, G10

Benchmarking Analysis of Occupational Standards for The Malaysia’s National Occupational Skills Standard (NOSS) Approach Towards New-Collar Jobs Era

Malaysia National Occupational Skills Standard (NOSS) is a document that underlines and specifies competencies needed by a skilled worker who is gainfully employed in Malaysia for an occupational area and level, and pathway to achieve the competencies. NOSS is developed by industry practitioners and skilled workers based on occupational needs and career structure in particular occupational area. NOSS is used as a guideline in preparing learning equipment and materials development, as a training analysis, and could be used as assessment materials. Meanwhile, in the working environment, NOSS is used as a guide for recruitment, career development, and staff performance evaluation. As the government agency that's responsible for formulating, promoting, and coordinating strategies and skills training programs, Department of Skills Development (DSD) has enforced the use of NOSS as a basis in developing instructional training materials for skills training in Malaysia. Approaching the New-Collar Jobs era, a revision of the NOSS is needed to ensure the competencies are in line with the dynamic change in the job structure. This study analyzed the occupational standards in the benchmarking countries and their approach on new collar jobs. We found that Malaysia is in-line with the other benchmarking countries in approaching new collar job era and could also adopt some of the other approaches by the benchmarking countries.

Subjective Assessment of the Effective Contract Impact in Universities on Improving the Indicators of Lectures` Research Work

Article shows the results of a sociological survey aimed at studying the opinion of the teaching staff on the impact of an effective contract on improving the research work indicators in universities in Russia and Belarus. The survey analyzes foreign and Russian evaluation of academic staff performance. A cross-sectional (single-point) study was the design. The focus of research was the academic staff of educational institutions that went over to an effective contract (Northern State Medical University, Russia) and without the implementation of an effective contract (Tobolsk Pedagogical Institute named after D. I. Mendeleev (branch) the University of Tyumen, Russia; National Institute for Higher Education and Belarusian State Pedagogical University named after Maxim Tank, Belarus), the overall number of respondents is 395. A semi-structured questionnaire created by the National Research University Higher School of Economics was used as a tool for sociological research. The study showed that both study groups are aware of an effective contract purpose and criteria evaluation frequency. Respondents from universities without an effective contract receive information from the Internet and have overestimated expectations of the future income level. Respondents of both groups underlined the importance of determining the greatest weight in calculating incentive payments for publication and grant activity, participation in scientific conferences. When implementing an effective contract, not all lecturers are ready to fulfill the criteria for research work, but they note the positive effect of its implementation on the indicators of scientific activity. In the group of respondents without an effective contract, one third expressed doubts about the significant impact of the implementation of an effective contract on improving the performance of research work. This article will be useful to the management of universities when calculating weighting coefficients according to indicators and criteria for evaluating the activities of the teaching staff for the appointment of incentive payments. An interesting study in the future may be a comparison of subjective assessments obtained in universities without an effective contract, and after its implementation in the same universities.

The impact of teaching from home during the covid-19 pandemic on the student evaluations of female academics

Student Evaluation of Teaching (SET) results play an important role in academic staff performance evaluation, but also in promotion processes. However, there is much evidence to suggest that the SET used in most universities across the Anglosphere has traditionally penalised female academics. As universities manage the recovery phase of the COVID-19 pandemic, they will also need to take into account the effect of remote teaching on the validity of student evaluation data. Given SET are critical to promotion success, it is important to then understand the gendered effect of remote teaching on student evaluations. We aimed to evaluate how intrusions of family life, academics’ home environment and competence with remote teaching technology of female academics were viewed by students and if there were noticeable differences in SET data. We analysed 22,485 SET data over 2019 (pre-COVID, face-to-face teaching) and 2020 (COVID-lockdowns, remote teaching) for female and male academics, matched with student gender, in the multidisciplinary First Year College at Victoria University, Melbourne Australia. Our results showed that there were no differences in the score ratings for teacher gender. However, the qualitative data showed that whilst overall there were overwhelmingly positive comments for both male and female teachers, there was an increase in the negative comments on teaching style by male students toward their female teachers during remote teaching and overall more comments relating to attitude. We speculate that this would have a negative impact on the confidence of teaching-intensive female academics hindering their leadership aspirations and career progression in academia.

‘He who pays the piper calls the tune’: university key performance indicators post COVID-19

ABSTRACT This paper is analytical and primarily focuses at the individual academic level. It examines the drive for academics to meet narrowly defined key performance indicators that is potentially leading to sub-optimal outcomes such as universities diverging from acting for the wider betterment of society and reduced quality of teaching and learning. This trend has been exacerbated by the COVID-19 crisis. For example, a heavy reliance on online learning has potentially reduced student engagement where these programmes have not been designed and implemented well. If academic performance is primarily judged by research outcomes, but academics face increasing expectations around developing high-level, online teaching materials, then this creates a tension for them. Turning to the ways forward, universities need to develop staff performance evaluation systems that re-orientate towards a broader set of indicators of success, and academics need more input into the performance indicators that are cascaded down to them.

Evaluasi kinerja staf UPT perpustakaan UNJA menggunakan analisis diskriminan

UPT Library UNJA is a Service Unit whose duties and functions are closely related to science, education, and development, especially in managing and providing various literacy, references, information, and documentation. The performance of its management staff strongly influences the management system of the UNJA Library UPT. Ideally, the performance measurement of UPT Library staff can refer to the applicable ISO standards. However, a more comprehensive performance evaluation based on the specifics and factors that affect the performance of UPT UNJA staff and the classification of staff performance evaluation is critical. UPT Library Staff Performance Evaluation based on ISO 11620: 2014 Document concludes that staff performance is good. On the other hand, the application of discriminant analysis of the performance of the Jambi University Library UPT staff analyzed 15 variables with Performance Quality as a variable consisting of two categories, namely Good and Very Good. The Stepwise Method in Discriminant Analysis reduces several independent variables so that the most significant variables in this analysis are the ability to make decisions (X6), Honesty (X8), Initiative in the line of Tasks (X9), and Skill Problem Solver (X11).

Policy options to increase motivation for improving evidence-informed health policy-making in Iran

BackgroundCurrent incentive programmes are not sufficient to motivate researchers and policy-makers to use research evidence in policy-making. We conducted a mixed-methods design to identify context-based policy options for strengthening motivations among health researchers and policy-makers to support evidence-informed health policy-making (EIHP) in Iran.MethodsThis study was conducted in 2019 in two phases. In the first phase, we conducted a scoping review to extract interventions implemented or proposed to strengthen motivations to support EIHP. Additionally, we employed a comparative case study design for reviewing the performance evaluation (PE) processes in Iran and other selected countries to determine the current individual and organizational incentives to encourage EIHP. In the second phase, we developed two policy briefs and then convened two policy dialogues, with 12 and 8 key informants, respectively, where the briefs were discussed. Data were analysed using manifest content analysis in order to propose contextualized policy options.ResultsThe policy options identified to motivate health researchers and policy-makers to support EIHP in Iran were: revising the criteria of academic PE; designing appropriate incentive programmes for nonacademic researchers; developing an indicator for the evaluation of research impact on policy-making or health outcomes; revising the current policies of scientific journals; revising existing funding mechanisms; presenting the knowledge translation plan when submitting a research proposal, as a mandatory condition; encouraging and supporting mechanisms for increasing interactions between policy-makers and researchers; and revising some administrative processes (e.g. managers and staff PEs; selection, appointment, and changing managers and reward mechanisms).ConclusionsThe current individual or organizational incentives are mainly focused on publications, rather than encouraging researchers and policy-makers to support EIHP. Relying more on incentives that consider the other impacts of research (e.g. impacts on health system and policy, or health outcomes) is recommended. These incentives may encourage individuals and organizations to be more involved in conducting research evidence, resulting in promoting EIHP.Trial registrationNA.

Significance of training, monitoring and assessment of malaria workers in achieving malaria elimination goal of Malaria Elimination Demonstration Project

BackgroundThe Malaria Elimination Demonstration Project (MEDP) maintained a workforce of 235 Village Malaria Workers (VMWs) and 25 Malaria Field Coordinators (MFCs) to conduct disease surveillance, case management, IEC/BCC activities, capacity building, and monitoring of vector control activities in 1233 villages of Mandla, a high malaria endemic district of Madhya Pradesh in central India.MethodsThe induction training was conducted for 3 days on malaria diagnosis, treatment, prevention, and ethics. All trainings were assessed using a pre and post-training assessment questionnaire, with 70% marks as qualifying threshold. The questionnaire was divided into three thematic areas viz. general knowledge related to malaria (KAP), diagnosis and treatment (DXRX), and vector control (PVC).ResultsIn 2017, the project trained 330 candidates, followed by 243 and 247 candidates in 2018 and 2019, respectively. 94.3% candidates passed after a single training session. Almost all (95%) candidates showed improvement in knowledge after the training with 4% showing no effect and 1% showing deterioration. Progressive improvement in scores of 2017 cohort was seen along with significant improvement in performance of candidates in 2019 after the introduction of systematic monitoring and ‘shadowing’ training exercises.ConclusionThe project has successfully demonstrated the value of recruitment of workers from the study area, outcome of training, and performance evaluation of field staff in malaria elimination programme. This careful strategy of recruitment and training resulted in a work-force that was capable of independently conducting surveillance, case management, vector control, and Information Education Communication/Behaviour Change Communication (IEC/BCC). The learnings of this study, including the training modules and monitoring processes, can be used to train the health delivery staff for achieving national goal for malaria elimination by 2030. Similar training and monitoring programmes could also be used for other public health delivery programmes.

The role of information and communication technology in the developing human resource management A case study of faculty and staff affairs at the Najran University "

The study aims to identify the uses of information and communication technology to support the shift in the practice of the affairs of faculty members and employees at the Najran University towards electronic management, and to know the availability of an infrastructure for information and communication technology necessary to implement the use of human resources managementelectronically. The findings chow that: 1) there is full clearness for the importance of e-HRM at different managerial levels, 2) the availability of sufficient infrastructure at (ICT) Centers that could be used to start the changing process to e-Management in general and to e-HRM specifically, and 3) Full support by university leaders to the changing process to the administrative e- Management. Finally, the results show the misuse of some services related to human resources management electronically such as: Electronic tests in the recruitment process, Evaluation of staff performance electronically, the identification training needs electronically

ETHICAL LEADERSHIP AND STAFF INNOVATIVE BEHAVIOUR IN NIGERIA

This study investigated ethical leadership and staff innovative behaviour in Nigeria. The aims of this study are to find out the relationships that exist among ethical leadership and staff innovative behaviour. This study also seeks to find the level of practice for the parts in ethical leadership and staff innovative. Quantitative research design was adopted in the study. Sample of 350 participants were randomly selected from the sample university in line with Research Advisor (2006), table of determining sample size of known population. Pearson correlations and linear regression analysis were used to analyze the collected data. The findings show that leadership integrity, power sharing and fairness positively and significantly correlated with staff innovative behaviour. The result also shows that staff innovative behaviour can be influenced by ethics behaviour of academic leaders. In order to improve staff innovative behaviour and development of universities, academic leaders must demonstrate high standards of professional conduct, encourage an open and transparent culture, develop framework that will encourage staff to work together irrespective of their race, gender, religion or age, as well as demonstrate effective fairness in terms of unbiased evaluation of staff performance. If all these are put in place, staff innovative behaviour (self-efficacy, knowledge sharing, and idea generation) will be achieved.

Analysis of Supply Chain Performance in Oil Industry through Lean Thinking

In the competitive market, firms and productive addition to the organization and internal resources, to manage and monitor resources and related elements outside the organization needs to have. This process is known as supply chain. Also, due to the changes that occurred today in administration and production systems, tools and techniques developed and applied their frequency. Lean thinking is considered one of the most important, refers to the organization can complete the process without wasting resources or spend fewer resources, more production, is achieved. The aim of this study was to determine the measures and criteria of evaluation of supply chain performance using lean thinking in Abadan Oil Refining Company. A sample of 403 people from the refinery managers and staff selection and performance evaluation based on the Balanced Scorecard questionnaire developed to assess supply chain performance based on lean thinking were distributed among them. Verification of the data by SPSS and LISREL structural equations were tested. The results showed that the financial perspective, the perspective of coordination and customer satisfaction has a positive and significant impact on supply chain performance from the perspective of coordination between the greatest impact on improving supply chain performance.

Identification and evaluation of human errors esing human factor analysis and classification system based on fuzzy hierarchy theory: a case study in the cement industry

Introduction: Human factors studies have shown that about 80% of the root causes of major accidents have effected on safety, the environment or ergonomics are related to the human error. The purpose of this study was to identify human errors using the HFACS method and the FAHP theory in cement industry. Methods: The present study was a retrospective study carried out in one cement industry of fars provience. At first, the RCA analysis of 95 incidents occurred during the past six years was prepared. Then, by integrating the human factors analysis and classification system technique) HFACS( and the theory of fuzzy analytic hierarchy process) FAHP( by 4 safety engineers of the factory was analyzed. Results: The results of this study showed that the highest errors were related to the first level with the weight of 0.272, that was, the errors caused by unsafe acts, at this level of the subgroup of "skill-based error" with the weight of 0.269, the 2nd level of the sub-group of "industrial environment" with the weight of 0.155 , the 3rd subgroup of "inadequate supervision" with the weight of 0.352 and the 4th sub-category of "resource management" with the weight of 0.393 had the highest impact on the levels. Conclusion: The results show that errors have various causes, including individual, activity, situational, and organizational errors that require careful planning and management to eliminate or reduce these errors. This error reduction, according to safety expert theory, health and environment of the cement plant, including the promotion and effectiveness of staff training, safety guidelines, improvement of staff performance monitoring, identification, evaluation and elimination of high-risk risks, improvement of management and equipment systems, changing safety attitudes, as well as enhancing safety attitudes. Awareness can help reduce the likelihood of human error in the organization.

An Automated Implementation of Academic Staff Performance Evaluation System based on Rough Sets Theory

The essence of evaluating employees’ performance in any tertiary institution is to realize the goals of the institution by measuring the contribution of each employee. Effective human resource evaluation is paramount to the development of any organization. An automated method is needed to remove the limitations and facilitate the duties of human resource management. In this paper, rough set theory, a mathematical technique that deals with vagueness and uncertainty of imperfect data analysis is adopted for the evaluation of academic staff profile for promotion, grants and other academic purposes. The entire appraisal process of academic staff was translated into a web-based application where every user can fill, edit, update, and submit the annual performance evaluation report form. The indiscernible property of rough set approach is a unique factor in assessing every academic staff under the department and faculty/school by the head of department and dean respectively. With this, the system generates an information table handling all the necessary conditions for promoting academic staff and the corresponding decisions taken. A model for rating publications was proposed to reduce the sentiments involved in manual rating. Reports were generated as output of each evaluation procedure. One hundred (100) dataset of academic staff of the Federal University of Technology, Akure, Nigeria was used in the experiment to evaluate the performance of the system. The results of the system obtained score were compared with the institution standard and it was found that the system scores were above standard, the average precision of the system shows 60% effectiveness which showed that the proposed system is efficient for academic performance evaluation process.