Appraisal System Research Articles

Determinants of Patient Delay among Women with Carcinoma Breast.

The aim of the study was to estimate the delay in seeking treatment among women with carcinoma of breast and determine the factors associated with delay. This was a hospital-based cross-sectional survey among 330 women attending the radiotherapy department of a tertiary care center in South India. Socio-clinical variables, duration of delay and reasons for the delay were collected by semi-structured interviews. Patient delay was assessed in categories of appraisal and illness time and system delay in diagnosis and treatment time. The probability of associated factors for the delay was estimated by logistic regression analysis. The mean age of the patients was 54.7 yrs. 86.8% of participants had delays in seeking treatment. 33.5% had a presentation/patient-related delay with three months cut-off and 12.4% had a system delay with a one-month cut-off. In multivariate analysis, history of previous breast lump OR= 2.69 (95% CI 1.06-6.83), knowledge regarding breast cancer OR=3.96 (95% CI 1.37-11.42), referral hospital OR=4.91 (95% CI 1.66-14.57), type of medical doctor visited first OR=4.43(95% CI 2.06-9.53) and appraisal time OR=2.01(95% CI 1.06- 3.81) were statistically significant. Patient delay is significant and there are preventable factors contributing to the delay in seeking treatment for breast cancer.

The review of organization commitment: the effects of performance assessment, career planning, and employee’s participations

<span lang="EN-US"> Much empiric research had been conducted on the antecedents of employee organizational commitment. However, there is still less research hate xamines the effect of HR management praxis, such as performance appraisal systems, career planning systems, and employee participation on organizational commitment. In this study,the purpose of this research is to know the impact of these three variables in explaining employee work commitments in the banking sector in West Java. Based on a survey of 98 employees in 20 private banks in West Java, this study uses regression analysis, correlation analysis, and G-test to test hypotheses. The results showed that the performance appraisal system, career planning system and employee participation significantly influence employee work commitment. This result also indicates that the levelof organizational commitment of employees in the private banking sector in West Java islow. Therefore, this study suggests that for employees to be genuinely committed to theirwork, companies must make objective efforts in managing performance appraisals, career planning, and employee participation to ensure effective implementation and to achieve expected results. <br /></span>

Penilaian Kinerja dan Perilaku Inovatif di Era Digital

In the digital competitive environment, the ability of organizations to innovate more than ever is the key to competitive advantage. One way to address this increased pressure for innovation is to leverage the ability of employees to generate new ideas and use these as building blocks for new and improved products, services, and work processes. This study draws on a process-based approach to HRM (Bowen and Ostroff, 2004) suggesting that HRM practices may have a signaling effect, to answer the following research question: which specific characteristics of performance appraisal are more likely to be perceived as promoting innovation in individuals at work? To address this issue, we conducted a survey of 865 employees working in large multinational companies operating in digital sectors or industries with the potential to go digital. We collected data on the main characteristics of the performance appraisal system adopted by the company where the respondents work, as perceived by the employees themselves. We also collected data on respondents' overall perception that performance appraisal encourages innovative work behavior (IWB). Then, we employ logit analysis to examine the relationship between data on the performance appraisal system and performance appraisal effectiveness data as a driver of IWB. Our results reveal that, compared to informal feedback, formal performance appraisals are more likely to reduce the perception that performance appraisals promote individual innovation and creativity at work. In addition, we find that in employee perceptions performance appraisals that focus on achieving a predetermined quantitative outcome are more likely to influence IWB positively than assessments that focus on the predetermined skills exhibited by employees performing their jobs. However, performance appraisals focused on new competencies developed by employees have a positive perceived impact that is even stronger than results-oriented appraisals. Together, these results advance our understanding of how organizations should evaluate employees in the digital age

The Analytical Hierarchy Process (AHP) for Best Employee Selection: Reward Implementation Strategy in Government Agencies

Reward is a strategy for empowering employees as human resources to achieve the bureaucratic reform target, namely creating civil servants' human resources with integrity, neutrality, competence, capability, professionalism, high performance, and prosperity. An appreciation of the award is giving the title of the best employee to ASN (Civil Servants), who have the best performance and achievement. Generally, the superior carries out the employee appraisal system, which is often subjective. The Office of Religious Research and Development Ministry of Religious Affairs Semarang has implemented an assessment of the best employee based on peer assessment. The article aimed to describe and discuss the process of evaluating and selecting the best employees at the Office of Religious Research and Development in Semarang. This study used a quantitative approach through the Analytic Hierarchy Process (AHP). The respondents were 38 civil servants at the Office of Religious Research and Development Semarang, consisting of 9 administrative and 29 research personnel. The findings showed that the application of AHP succeeded in selecting the two best employees, consisting of one person from the administrative staff and one from the research staff. The assessment of employees is relatively objective because a rather large number of colleagues carry it out. AHP is likely to be applied in government agencies because it is flexible, easy to understand, and can solve complex problems. Also, AHP can be used by nongovernmental institutions.

Analisis Penilaian Kinerja Karyawan pada PT. La Vida Herculon

Performance appraisal of employees is one important aspect in human resource management within a company. An effective performance appraisal process can provide significant benefits, such as identifying employees' strengths and weaknesses and measuring individual contributions to company goals. PT La Vida Herculon has implemented employee performance appraisal as one instrument to measure employee performance. This study involves observation, interviews, and analysis of the existing performance appraisal process in the company. The research also refers to current theories and practices in human resource management and performance appraisal to support the analysis and recommendations presented. The hope is that this research can provide a deeper understanding of employee performance appraisal at PT La Vida Herculon and make a positive contribution to the development of a more effective and relevant performance appraisal system aligned with the company's needs. With an increased understanding of the importance of effective performance appraisal, PT La Vida Herculon can create a more productive work environment, motivate employees to develop, and enhance overall company goal achievement. Through this research, it is expected to provide useful information for PT La Vida Herculon in improving the employee performance appraisal system and achieving competitive advantage in this increasingly competitive industry.

Effect of Performance Appraisal System on Teachers' Performance—Work motivation as a mediating variable

Effect of Performance Appraisal System on Teachers' Performance—Work motivation as a mediating variable

Rancangan Sistem Informasi Penilaian Kinerja Karyawan Berbasis Proses Bisnis

Employee performance appraisal is one that must be considered by a company in order to support employee performance evaluation and business processes that occur within the company. The process of identifying and evaluating the level of HR excellence can be obtained through a performance appraisal process. One of them is in a company engaged in the financial planning service industry, PT. My finances, which are still guided by manual Self Appraisal assessment for complete the performance appraisal process. This is the background of the author so that a business process-based employee performance appraisal design is made to make performance appraisals more effective and efficient. This research is a descriptive qualitative research that provides an overview of the company's internal conditions and describes the design of an employee performance appraisal system in accordance with the current performance appraisal process. The data validity technique used is triangulation technique to test credibility. In designing a business process-based performance appraisal system, there are three main processes, namely the input stage, the process stage and the output stage. The result of this research is the design of an employee performance appraisal system based on a business process that is objective, effective, efficient and avoids repetition of work. So that the HRD team can focus on maximizing the design of training programs for the development of my Financial HR in order to advance and support the company's growth.

Sistem Pendukung Keputusan Penilaian Kinerja Pegawai dengan Metode Multi Attribute Utility Theory

Employees are very important for an agency. It can be said that employees are the driving force of the institution. For this reason, the good and bad performance of employees can affect the progress of the business. Likewise with the Naila store, employee performance is an important thing considering employees will always be in direct contact with customers. However, the process of evaluating employee performance which is carried out manually is deemed ineffective, causing decisions that require employee performance appraisal as a reference to be less precise. Therefore, this study aims to create a decision support system for evaluating employee performance that can be taken into consideration for decision making related to employees. This web-based system will use the multi attribute utility theory method in calculating employee performance. This system will calculate employee performance based on several criteria, namely attendance, quality, quantity, discipline and attitude. These criteria will have a weight according to the importance of the criteria. The value of the employee data on each of the criteria entered will be searched for the utility value by calculating the normalization of the matrix, which is then multiplied by the weights per criterion and ends by adding up all the results. This employee performance appraisal system will present data from the calculation of the multi attribute utility theory method according to the ranking of the largest va

The Electronic Records Appraisal Approach: A Case Study of the Construction Education and Training Authority

In terms of the National Archives and Records Service of South Africa Act (NARSSA) (Act No. 43 of 1996), no record (regardless of form or medium) under custody of public entities shall be disposed of without the approval of the National Archivist. The National Archivist issues disposal authorities in enforcing this portion of the Act, which arise from the appraisal process as outlined in the 2002 policy guidelines. Whilst it is evident that NARSSA is not coping in the area of electronic records appraisal, it is critical for public entities such as the Construction Education and Training Authority (CETA) to have alternative measures in place. The purpose of this study is to evaluate electronic records appraisal approaches implemented by CETA. This qualitative study utilised interviews and document analysis to obtain data from participants purposively selected and various documents such as annual reports, strategic plans, and policies. The study established that CETA does not have a specific systematic approach to appraise electronic records, which is problematic for the organisation as it preserves everything regardless of its importance or value. The study recommends that CETA should benchmark with other organisations with sound and good electronic records appraisal systems with a common view to improve its current approach to electronic records appraisal.

Human Resource Development Oriented Performance Appraisal System in Armed Police Force, Nepal

Human Resource Management (HRM) involves managing and developing the workforce, while Human Resource Development (HRD) optimizes performance, fosters growth, and aligns HR practices with employee needs. Performance Appraisal (PA) is vital for HRD, identifying strengths, development areas, fostering growth, and optimizing organizational performance. The research employed a descriptive design with a sequential explanatory method, gathering quantitative data from 74 and qualitative data from 25 respondentsout of 1741 officers in the Armed Police Force, Nepal (APF). Both descriptive and inferential statistics were used to examine the quantitative data as well as thematic analysis was executed for the qualitative analysis to study the performance appraisal system in the APF focusing on its alignment with HRD principles. The study reveals that the APF has an HRD climate and is oriented towards HRD principles in its performance appraisal system. However, significant improvements are needed to enhance the system's effectiveness and fairness. The study further highlights the importance of the monitoring on performance appraisal process and linking performance appraisal results with other HRD mechanisms for a comprehensive HRD-oriented PA system. The research suggests implementing training for appraisers, improving performance review frequency, and incorporating potential appraisal, adopting a more systematic and objective evaluation system to foster a fair and growth-oriented appraisal environment. These findings have significant applications for enhancing the PA system and promoting HRD within the organization since the study emphasized the importance of a strong monitoring system, regular feedback, and potential appraisal to foster an HRD-oriented appraisal process, ultimately promoting employee growth and organizational development.

Current Situation and Countermeasures of Human Resource Management in Mongolian Enterprises

Human Resource Management (HRM) plays a vital role in any national enterprise. The purpose of this thesis is to analyse the current situation of human resource management in Mongolian enterprises and to propose corresponding countermeasures to promote the development and enhance the competitiveness of the enterprises. Through the investigation and study of human resource management in Mongolian enterprises, it is found that Mongolian enterprises have some problems in human resource planning, employee recruitment and selection, employee training and development, performance evaluation and compensation and benefits. Based on these problems, this thesis proposes countermeasures to improve human resource management in Mongolian enterprises, including: establishing a sound human resource planning system, strengthening the process of employee recruitment and selection, enhancing the level of employee training and development, optimising the performance appraisal system, and rationally designing the compensation and benefit system. By adopting these countermeasures, Mongolian enterprises can better utilise the role of human resources and improve the overall operational efficiency of the enterprises.

General intelligence, personality traits, and motivation as predictors of performance, potential, and rate of advancement of Royal Navy senior officers

ABSTRACT This paper assesses the impact of general intelligence, as well as specific personality traits, and aspects of motivation, on performance, potential, and advancement of senior leaders. A questionnaire survey was conducted on the full population of 381 senior officers in the Royal Navy with an 80% response rate. Performance, potential, and rate of advancement were established direct from the organization’s appraisal system; intelligence, personality traits and motivation were assessed, at the time of the study, using the Verify G+ Test, Occupational Personality Questionnaire, and Motivation Questionnaire. Findings suggest differences in motivation are more important than differences in general intelligence, or personality traits, in predicting assessed performance, potential within, and actual rate of advancement to, senior leadership positions. This is a rare example of a study into very senior leaders, validated against both formal appraisal data and actual rates of advancement. As a consequence of this study the Royal Navy has started to use psychometric-based assessments as part of the selection and development of its most Senior Officers.

Multidimensional performance assessment, government competition and ecological welfare performance.

Improving the efficiency of converting natural resources into social benefits is an important issue for sustainable development in today's world. Based on this background this paper applies the super-efficient SBM model with non-expected output to measure the ecological welfare performance (EWP) of Chinese provinces from 2005-2019, and explores the relationship between government competition and EWP under different assessment systems. The research results show that government competition under economic performance assessment is self-interested and short-sighted, which can negatively affect ecological welfare performance in the current period as well as in the next four years. In contrast, government competition under the environmental assessment system promotes EWP in both the current and long term, balancing short-term and long-term benefits. The results of the spatial GMM found that government competition under economic performance appraisal can deteriorate EWP in local as well as surrounding areas, but government competition under the environmental assessment system can achieve an increase in local ecological welfare performance and the spillover effect is not significant. To alleviate the limitations of a single appraisal system, this paper incorporates both economic and ecological appraisals into the multidimensional appraisal system. When the weights of both are between 1:9 and 3:7, the government competition under multidimensional performance appraisal can promote both current and longer-term EWP, and achieve its own ecological welfare performance without affecting the surrounding areas.

PENGARUH SISTEM PENILAIAN KINERJA DAN KEPUASAN KERJA TERHADAP TURNOVER INTENTION

Analysis of the intention to change jobs carried out by employees in an organization based on performance appraisal systems and job satisfaction is the goal of this study. There are several factors that play a significant role in influencing employee retention and organizational stability. That factor is the performance appraisal system and job satisfaction. Understanding the relationship between these factors can assist organizations in designing effective human resource management strategies. Researchers chose a survey method with a quantitative approach. The technique of obtaining the sample in this study was carried out randomly based on various departments in the related organization. The data collection uses a specially designed questionnaire so that the involvement of the performance appraisal system variables, job satisfaction and turnover intention can be measured. Statistical software can help to analyze the data which uses multiple regression analysis. This study found that the performance appraisal system has a significant and negative effect on turnover intention. This shows that the better the performance appraisal system implemented in the organization, the lower the employee's intention to change jobs. In addition, the negative and significant effect of job satisfaction is real on turnover intention. Jobs that can provide a sense of satisfaction for employees, the intention to change jobs is also lower. Through this research, for organizations the factors that influence turnover intention can be better understood. These findings can be used by organizations to improve performance appraisal systems and improve the factors that affect job satisfaction so as to reduce employee turnover rates

The Impact of Effective Performance Appraisal on Employee Productivity

Performance appraisal is a process in which employees are evaluated based on their work performance and productivity. An effective performance appraisal system can have a significant impact on employee productivity, job satisfaction, and overall organizational performance. Research studies have shown that effective performance appraisal systems lead to increased employee motivation, job satisfaction, and engagement. Employees who receive regular feedback and are aware of their strengths and weaknesses tend to be more productive and focused on achieving their goals. Furthermore, an effective performance appraisal system provides a platform for employees to communicate their concerns and aspirations to their supervisors. This communication helps to build a better relationship between employees and their managers, which in turn promotes a positive work culture. Moreover, an effective performance appraisal system helps organizations to identify the training needs of their employees. This identification leads to a more targeted and effective training program that enhances employee skills, knowledge, and productivity. In conclusion, an effective performance appraisal system is a critical tool for enhancing employee productivity. It provides employees with regular feedback, promotes better communication between employees and managers, and identifies training needs. Organizations that implement an effective performance appraisal system tend to have more engaged and productive employees, leading to increased organizational performance.

The nexus between institutional framework and employee performance in Tanzania’s maritime sector

Employee performance has been a critical theme which has received global attention in the mainstream literature of public sector governance. In developing countries, the need for employee performance is backed up by public dismay on declining public sector performance. Some of the causes attributed to low performance are the meagre resources allocated to the public sector and the existing formal rules and regulations which mould the behaviour of employees. So far, the existing informal social rules which also regulate the behaviour of employees have received little attention. This article is therefore set to explore the relationship between the formal institutional framework, the informal social rules and the availability of resources on one hand, and employee performance within Tanzania's maritime sector on the other. Accordingly, the study adopted a mixed approach with a case study of the Tanzania Port Authority in Dar es Salaam. To this end, a stratified simple random sampling technique was used to get a sample of 318 respondents for a questionnaire and a purposeful sampling technique was used to get a sample of 30 respondents for in-depth interviews. Quantitative data were analysed through descriptive statistics of employee performance variables and interviews were analysed through a thematic approach to get in-depth information concerning the influence of formal and informal institutions and resources on employee performance. The study found that employees’ performance behaviour at Dar es Salaam port authority is regulated by formal system such as the Open Performance Review and Appraisal System and informal channels of communication. The formal rules define the targets to be reached by each employee but the informal social rules and the resources provide the conditions to achieve the predetermined target. Points for practitioners Public managers should be aware that employee performance in the public sector is a function not only of formal rules and regulations in place but also of the availability of resources and the informal social rules which set the conditions and influence the way public officials perform their daily duties and responsibilities in the public office.

An Unaccepted Official Quora: The Process of Guiding Online Youth Opinion by the Chinese Communist Youth League

Abstract: With reference to an online platform, Qingnian zhisheng, under the auspices of the Chinese Communist Youth League, this article focuses on the process by which the Chinese government guides the public opinions of young netizens. An authoritarian performance appraisal system was adopted to command and monitor the construction and promotion process of local agencies in a top-down and hierarchical approach. Under the increasingly strict appraisal requirements, the widening contradiction between state ideology and young netizens' demands has added a burden to grassroots bureaucrats' workload and eventually forced them to deviate from the original policy objective of online youth opinion guidance by fabricating performance appraisal data.

Teacher Appraisal Systems of Critical Incidents Experienced in Iranian EFL Classroom Context

<p><em>This study sought to solicit, through the Geneva Appraisal Questionnaire (GAQ), Iranian EFL teachers’ emotional experiences and their ensuing control and authority practices. In so doing, a total of forty university instructors in Iran were recruited to participate in the study by filling in the instruments, of which thirteen were returned back. The content analysis of the data was quantitatively and qualitatively done to pinpoint the frequency of the occurrences of the emotional events and to scour the teachers’ feelings, behaviors, and reactions to the encountered situations. The data gleaned from both female and male teachers in this study disclosed the recalling of the negative events more than the positive ones. The teachers’ reservations and expectations and the lack of dexterity to confront the unprecedented behaviors were witnessed to be the main causes of experiencing negative emotions. However, the teachers’ commiseration and empathetic teaching styles were reported as the reasons for their experiences of positive feelings. The results of this study may have some practical implications and suggestions for language teacher education.</em></p>

A Study on Employee Absenteeism Jeppiaar Milk Product Pvt Ltd., Tiruvannamalai

The study entitled “A STUDY ON EMPLOYEE ABSENTEEISM” The main objective of the study is to identify the effectiveness of the performance appraisal system of JEPPIAAR MILK PRODUCT PRIVATE LIMITED The study was undertaken with the sample of 70 which are chosen Random sampling Method; the data collected were analyzed with the help of percentage and chi-square analysis. It was observed from the analysis that most of the respondents were aware of the performance appraisal system and has the favorable opinion about the company current system of performance appraisal. The study was concluded suggesting further improving in the providing system.

A Study on the Effectiveness of Existing Performance Appraisal System at Keerthi Agarbathi Works in Annasagaram,Tirupattur

This study aims to examine effectiveness of performance appraisal system. Performance appraisal has increasingly become part of a more strategic approach to integrating HR activities and business policies and may now be seen as a generic term covering a variety of activities through which organizations seek to assess employees and develop their competence, enhance performance and distribute rewards. The purpose of this study was to examine the performance appraisal. To obtain results, descriptive statistics and chi-square techniques are applied to data collected from 100 respondents. The result of the study shows that overall performance appraisal system is high rated by its respondent. Respondents are highly satisfied with their work. The recommendations were provided based on the research finding and analysis.