Performance Appraisal

PurposeTo measure marketing performance in a holistic sense.Design/methodology/approachTo augment the prevailing customer relationship marketing paradigm, a holistic stakeholder relationship marketing paradigm is proposed in which holistic marketing performance is reflected in the delivery of long‐term economic, social, and environmental value to customer, employee, supplier, community, and shareholder stakeholders of a business in order to enhance sustainable financial performance. Present stakeholder attitudes are measured in a stakeholder performance appraisal within a stakeholder relationship marketing model, as timely, early warning signals of future stakeholder behaviour and concomitant future business performance.FindingsStakeholder performance appraisal results to date indicate that a holistic stakeholder relationship marketing orientation that incorporates triple bottom line philosophy significantly enhances business financial performance beyond that achieved by a customer ...

Considerable attention has been given to the identification of key drivers of Employee engagement and its linkage to the financial results. For this purpose following study is an endeavor to investigate the Factors Persuading Employee Engagement and Linkage of EE to Personal & Organizational Performance in banking sector of Pakistan. A quantitative approach based survey in form of close ended structured Five Point Likert-scale questionnaires was designed and used to implore the response. The data collected from 250 employees in Private commercial banks of Pakistan was analyzed through structural Equation Modeling and independent sample t-tests using AMOS/SPSS software. Outcome epitomizes that following factors influence the Employee Engagement which are: Decision Making / Co-ordination, Employee Performance Appraisals, Performance Reward Systems, Employee Involvement, Training and Career Development, and Human Resource Practices. The results show that there is significant relationsh...

Data Mining is focused on deriving knowledge from multiple data formats using intelligent analytics techniques. Data mining is a field having various techniques that converts the raw data into useful information in various research fields. There are two primary goals for data mining prediction and description. Prediction involves fields or variables in the data sets to predict unknown or future values of other diseases possibilities. On the other hand description involves finding of pattern describing the data that can be present in knowledge base provided for disease prediction. We can predict diseases like hepatitis, Lung cancer liver disorder, breast cancer or heart diseases, diabetes etc, it helps in finding the patterns to decide future trends in medical field. We can use in finding the knowledge and prediction, detection of Dengue as well.

This study was conducted to investigate the contribution of Technical and Vocational Education and Training (TVET) to the job performance of graduates in Bushenyi District, Uganda. The study specifically aimed to: (1) assess the quality of instruction provided in TVET institutions; (2) examine the job performance of TVET graduates employed in various sectors; and (3) establish the relationship between the quality of instruction and job performance. These objectives were guided by the growing demand for competent graduates who are equipped with both technical and soft skills necessary for a dynamic workforce. A mixed-methods research design was adopted, combining both quantitative and qualitative approaches. Data were collected from 300 TVET graduates, 132 TVET employers through structured questionnaires, and from 8 selected employers using interview guides. Quantitative data were analyzed using descriptive statistics. Quantitative data analysis revealed that the mean score for quality of instruction was 3.92 while the mean score for job performance was 4.06, indicating above-average ratings in both domains and Pearson correlation analysis, while qualitative data were analyzed thematically to complement and explain the numerical results. The use of both methods enhanced the validity and depth of the findings. The findings revealed that most graduates acknowledged the usefulness of TVET training, particularly in developing technical skills, communication, and workplace adaptability. Employers confirmed that while graduates demonstrated competence in practical tasks, there were gaps in leadership, decision-making, and familiarity with modern industry technologies. A strong positive correlation was established between the quality of instruction and job performance (r = 0.709, p < 0.000), indicating that improvement in training quality significantly contributes to better job performance outcomes among graduates. The study concluded that TVET institutions in Bushenyi District are playing a crucial role in preparing graduates for the workforce, but the effectiveness of their instruction varies. While many graduates are well-grounded in basic technical work, limited industry exposure and inadequate emphasis on soft skills continue to affect overall job performance. Therefore, enhancing instructional quality and aligning it with industry needs is essential for increasing the employability and productivity of TVET graduates. The study thus, recommended that TVET institutions revise their curricula to reflect current industry practices, expand internship and apprenticeship programs, and strengthen collaboration with employers. These strategies will ensure that TVET graduates are more holistically prepared to meet the expectations of a competitive and evolving job market.

Measuring teacher performance is an important part of the educational management control process, both public and private education organizations. However, because the nature and characteristics of public education sector organizations differ from those of the private sector, such performance must be measured and reported in the form of a performance report. There are also differences in the emphasis and orientation of performance measurement. The objectives of the performance appraisal in the public sector are: Knowing the level of achievement of educational organizational goals, providing learning facilities for educational personnel, improving the performance of education personnel for the next period, providing systematic consideration in making decisions about giving rewards and punishments to educational personnel, motivating educational staff, creating accountability for educational organizations.

There has been a shift in the field of evaluation from the traditional monitoring and evaluation approach towards impact assessment approach in which the main target of evaluation is the measurements of final effect of a project. The suggested developed system for impact assessment will help assessing whether HEEP goals are being achieved over time. It will focus on the steps that are needed to evaluate the final impact of HEEP on the promotion and improvement of higher education. The handbook will outline the different steps that we need to follow in order to carry out the impact assessment. These steps will begin by the framework matrix which contains the goals, specific objectives and the expected outcomes together with the indicators needed for their measurement. The next section highlights the way, through which selection of indicators to measure is specified. The most appropriate study design and sampling selection procedure will then be explained. Methods and tools for data collection, all steps of implementation, data presentation, reporting and dissemination will all be presented. Finally, we will end by the ways to be used to ensure sustainability. The developed sequential model is a dynamic model that allows us to move back and forth and to work in several steps simultaneously. In short, the suggested system for impact assessment of HEEP will identify whether these projects accomplished what they intend to accomplish. The operational manual will help guide, those who are going to use it, through the process. It will describe all steps in full details: the team, methods, tools needed to implement the system, data presentation and report writing. The system was tested in Zagazig Unversity over two phases. All the implementation steps were carried out. Testing of validity and reliability of the developed matrix, indicators, tools were all carried out. The findings will be presented in a separate report. Project design: The collaborative and systematic identification and prioritization of problems and opportunities and the planning of solutions and ways of assessing project outcomes, which together will promote fundamental and sustainable change in target populations and institutions. Project designs formulate and describe five elements -inputs, activities, outputs, effects and impacts.

Retention of the employees is considered to be a rapidly emerging concept in the modern era as its one of the major challenges for management of workforce. A lot of variables compel employees in the banking sector to decide if they wish to retain in their present organization or not. These could be the salary, job security and other benefits including growth, special rewards, job trainings, recognition, etc. It is important for the employers to know and understand all the factors which make the employees leave an organisation. Only then they would be able to have efficient retention of the employees. The HR department should formulate a well effective plan for retention so that reasons for leaving the organisation may be addressed. Thus, it's important to update these strategies and methods regularly. Rewarding the employees is also a good way to motivate the employees. Within an organisation, apart from their salary, it's important to also make provisions for incentives and benefits to individuals and also to reward their good performance.

Professional development of faculty members is an emerging concept in developing countries. It has been embraced quickly in developed nations unlike developing and under developing nations. The major purpose of this paper is to explore various perceived issues and challenges to professional development of faculty members and to provide suggestions to improve such emerging problems. This paper provides suggestions and recommendations for the universities where professional development practices have not yet started or have been started but facing some problems. Author has explored various perceived issues and challenges highlighted by prior studies that have further served as basis to design structured questionnaire and semi-structured interview questions for this study. Four renowned universities of Punjab were selected from which sample of 108 respondents were chosen for data collection. Data has been analyzed by taking simple means and standard deviations through SPSS. The findings of this paper reveal that the issue that is most alarming and has got lowest mean score is granting rewards and incentives and level of satisfaction of faculty members to professional development programs. Author has provided various recommendations as to conduct proper need assessment before training, to properly plan quality training programs and take input of trainees as well, to increase grants and funds for training, to create positive working environment for teachers, to train the trainers, to provide financial and non financial benefits to trainees and to properly scheduling training programs. This study could be beneficial for policy makers, managers and administrators of universities who could device better policies and practices to promote quality teaching in institutes. [Anam siddiqui, Hassan Danial Aslam, Hafiz Muhammad Farhan, Mehrdad Jalalian. Perceived issues and challenges to professional development of faculty members in tertiary academic institutes of Punjab, Pakistan.

Previous researchers have paid significant attention to the effect of employees’ perceived fairness on organizational commitment. However, only few have specifically examined the employees’ perceived fairness on the performance appraisal system practiced in the organizations. Drawing upon the Equity Theory and Social Exchange Theory, this study specifically investigated the relationship between employees’ perceived fairness of performance appraisal (procedural justice, distributive justice, and interactional justice) and their commitment towards organization. The instruments used to measure the variables have been adapted from the previous researchers. A pilot study has been carried out in determining the suitability of the instrument and the research. This research used the probability sampling technique that is simple random sampling. Out of 155 questionnaires that have been distributed to the non-executive employees in Malaysia’s oil and gas industry, only 108 have been completed...

This article refers to the mapping, classification and ultimately the interaction and necessity of synthesizing performance evaluation methodologies and the impact of evaluation on the hierarchical structure. Evaluation and hierarchical structure constitute two fundamental factors of organizational efficiency. Through the presentation-analysis of applied evaluation practices, it is examined how these factors contribute to efficiency and decision-making. Initially, the theoretical framework governing performance evaluation and administrative hierarchy is analyzed, with references to organizational models and the "bureaucracy" phenomenon, which approaches structural "rationalization" and continues to be a key component of modern management in the EU.

The main purpose of performance appraisal in organizations is, or should be, to improve the engagement, learning process and progress of the employees and to align individual with team and organizational performance. However, performance appraisal can also be interpreted as an instrument of normalization, discipline and surveillance. This study thus aims to explore and discuss the complex schema of intrinsic and extrinsic objectives of performance appraisal system of the Portuguese public organizations (SIADAP -Performance Evaluation Integrated System). We have developed an exploratory and qualitative case study to capture appraisers and appraises perceptions. The data were analyzed in light of foucauldian theories. According to the qualitative data, namely the discourses of the appraisers and their subordinates, the SIADAP is seen as an instrument of control and dominance that aims to introduce political rationalities, limiting the career progression of the employees. Though some key points of Foucault's perspective were identified, foucauldian framework revealed some limitations to capture all the complexity inherent to performance appraisal. This study opens new perspectives about the SIADAP and can be of major importance as far as political reflection about performance appraisal in public organizations is concerned.

Leadership development is essential for long-term success in the evolving banking sector. Yet, traditional reviews often overlook leadership potential by focusing only on financial results. This study explores how integrating Leadership Readiness Assessment (LRA) into appraisals can support leadership pipeline growth and succession planning, highlighting which benefits banking professionals value most. Thirty senior managers are chosen from three private banks in Bhavnagar, Gujarat, participated. Using T-Test, Multiple Regression, and the Friedman Test, the study assessed views on LRA inclusion. Reliability was confirmed with Cronbach's Alpha (≥0.7). Managers favoured Leadership Readiness Assessment, especially for succession planning and leadership growth resulting into long term organizational sustainability.

The focus of this paper and significance of the topic is to evaluate green human resource development (Green HRD) practices, and also discuss the greening of human resource development (HRD) subsystems. The greening of HRD subsystems help employees and organizations to engage in environmental management and performance, which helps to mitigate against the impact from climate change, global warming, and environmental degradation. The methodology applied for the study was through the review of several literature on Green HRD, HRD, ADKAR model, green practices in academic institutions, hotel and manufacturing industries. Literature on selected countries with green policies was also retrieved. Published academic articles and other online sources accessed were from 2001 to 2022. The findings from the study revealed that through the features of ADKAR model (green awareness, green desire, green knowledge, green ability, and green reinforcement), the four subsystems of HRD (green training a...

Everyday human beings are faced with situations they should choose among different alternatives by means of reasoning and mental processes when solving a problem. Many of these decision problems are under uncertain environments including vague, imprecise and subjec- tive information that is usually modeled by linguistic information due to the use of natural language and its relation to mental reasoning pro- cesses of the experts when expressing their judgments. In a decision pro- cess multiple criteria can be evaluated which involving multiple experts with different degrees of knowledge. Such process can be modeled by us- ing Multi-granular Linguistic Information (MGLI) and Computing with Words (CW) processes to solve the related decision problems. Different methodologies and approaches have been proposed to accomplish this process in an accurate and interpretable way. In this paper we propose a useful Decision Analysis Framework to manage this kind of problems by using the Extended...

When solving a problem, human beings must face situations in which they should choose among different alternatives by means of reasoning and mental processes. Many of these decision problems are under uncertain environments including vague, imprecise and subjective information that is usually modeled by fuzzy linguistic approach. This approach uses linguistic information or natural language words and its relation to mental reasoning processes of the experts when expressing their assessments. In a decision process multiple criteria can be evaluated which involving multiple experts with different degrees of knowledge. Such process can be modeled by using Multi-granular Linguistic Information (MGLI) and Computing with Words (CW) processes to solve the related decision problems. Once decision makers (experts) provided their opinions, it is necessary to combine all these opinions to obtain a single overall result that can be interpreted. An aggregation operator allows accomplishing this objective calculating a global value in different ways. In this paper we study the use of aggregation operators in multi-criteria decision-making processes comparing them and obtaining conclusions about their use in our framework. Furthermore, we propose a new aggregation operator taking into account the criteria importance to evaluate the alternatives, and then an illustrative example shows its outcomes.

Leadership has a close relationship with work, because the success of the leader in encouraging others to successfully achieve company goals depends very much on the ability of the leader to create a leadership style that is suitable for each worker and subordinate so that they can focus on working to achieve brilliant work. Purpose of this research was Leadership Style Training Intervention on the Perception of Work Performance Appraisal in Managers at Bank Bri Regional Office Padang through the questionnaire method, it is hoped that the author can get a specific and comprehensive picture and provide an overview of the Leadership Style Training Intervention on the Perception of Work Performance Appraisal in Managers at Bank BRI Padang Regional Office. Method data analysis was carried out by comparative test through a paired sample t test approach. Democratic leadership style is a leadership style that produces the highest job performance perception score compared to job performance...

This study examined the relationship between human resource career development practices and retention of teachers in secondary schools in Rubabo County, Rukungiri District, Uganda. The objectives of the study were to establish the relationship between employee performance appraisal, staff training practices, promotion practices and retention of teachers in secondary schools in Rubabo County Rukungiri District. The study adopted the correlational research design on a sample of 153 using a self-administered questionnaire. Data were analysed using quantitative data analysis methods namely; descriptive statistics that were frequencies, percentages and means, and inferential analyses that were correlation and regression analyses. Descriptive analysis revealed that teacher retention, performance appraisal, training practice and promotion were moderate. Regression analysis revealed that training had a positive and significant influence on the retention of teachers but employee performance appraisal and promotion practices had a positive but insignificant influence on the retention of teachers. Therefore, it was concluded that training was a pre-requisite for promotion retention of teachers. However, employee performance appraisal and promotion in the schools were weak to influence the retention of workers. It was thus recommended that the government of Uganda and schools' authorities provide teachers with opportunities for training. Still, the Education Service Commission, headteachers and foundation bodies which are responsible for the promotion of teachers should reform the promotional practices in order to provide higher chances of promotion since promotion was almost nonexistent. In addition, school headteachers should implement an effective performance appraisal system because it was low in schools. student satisfaction and their educational development (Tehseen & UlHadi, 2015). Teacher turnover harms student learning, institutional memory is lost and resources are wasted on the hiring process . Teacher attrition is costly both for a nation's budget and for the social and academic outcomes of its citizens . The education sector of Uganda

Employee performance appraisal is one part of human resource activity, to maintain the quality and performance of its employees. Satya Wacana Christian University (SWCU) has also implemented the system, especially for its non-academic employees. The Employee Assessment Process in SWCU has been done by filling out a DP3 form manually, based on the evaluation from the supervisor. The manual assessment process takes a lot of time, because of how many employees need to be evaluated and the lack of objectivity in the assessment. Hence, this research is being done with a purpose to map out and implement a web-based performance assessment information system for the employees, which can then be used to assess those employees’ performance using a computerized system. This research is done to design an information system of performance assessment by applying Technique for Others Reference by Similarity to Ideal Solution (TOPSIS) method so that the assessment process can be done more objective...

En el contexto de crisis económica que padece nuestra sociedad, el presente artículo aborda la necesidad y conveniencia de implantar en la gestión de los recursos humanos del sector público técnicas de evaluación del rendimiento individual, con el fin de lograr mayor eficiencia. Tras un estudio de la herramienta de evaluación del rendimiento en la empresa privada, el análisis profundiza en las posibilidades y limitaciones que la implementación de dicha técnica tiene en el sector público, con detenimiento en la referencia que el Estatuto Básico del Empleado Público realiza a la evaluación del rendimiento. Para finalizar se sugieren líneas futuras de investigación en este terreno.

Background: Shortage of human resources is a major problem facing Malawi, where more than 50% of the population lives in rural areas. Most of the district health services are provided by clinical health officers specially trained to provide services that would normally be provided by fully qualified doctors or specialists. As this cadre and the cadre of enrolled nurses are the mainstay of the Malawian health service at the district level, it is important that they are supported and motivated to deliver a good standard of service to the population. This study explores how these cadres are managed and motivated and the impact this has on their performance. A quantitative survey measured health workers' job satisfaction, perceptions of the work environment and sense of justice in the workplace, and was reported elsewhere. It emerged that health workers were particularly dissatisfied with what they perceived as unfair access to continuous education and career advancement opportunities, as well as inadequate supervision. These issues and their contribution to demotivation, from the perspective of both management and health workers, were further explored by means of qualitative techniques. Focus group discussions were held with health workers, and key-informant interviews were conducted with members of district health management teams and human resource officers in the Ministry of Health. The focus groups used convenience sampling that included all the different cadres of health workers available and willing to participate on the day the research team visited the health facility. The interviews targeted district health management teams in three districts and the human resources personnel in the Ministry of Health, also sampling those who were available and agreed to participate. The results showed that health workers consider continuous education and career progression strategies to be inadequate. Standard human resource management practices such as performance appraisal and the provision of job descriptions were not present in many cases. Health workers felt that they were inadequately supervised, with no feedback on performance. In contrast to health workers, managers did not perceive these human resources management deficiencies in the system as having an impact on motivation. A strong human resource management function operating at the district level is likely to improve worker motivation and performance.

This study aims at examining the implications of performance appraisal on the overall performance of the organisation. Empirical evidences emerging from previous studies from developed countries have left much to do on developing countries. There is a major gap in the relevant literature on developing countries which this research tries to fill especially as it relates to Nigerian organisations. Survey research design was used with the application of probability sampling technique in selecting our case study organisations and respondents. Primary data were collected through questionnaire. Data were analysed through descriptive statistics while regression and analysis of variance were used to test our hypotheses. It was discovered that performance appraisal system impacts corporate performance positively and recommendation was made that these organisation should continuing period performance appraisal of their employees. Keywords: Performance appraisal, Organisations performance, Org...

The aim of this research was to find the relationship of human resource management practices and Perception of performance among employees of selected small and medium enterprises in the Kingdom of Bahrain by studying the status of human resource management practices in terms of career planning, compensation and benefits, performance appraisal, training and development, and employee relations and then study the level of Perception of performance in small and medium entrepreneurship in the Kingdom of Bahrain in terms of productivity, flexibility and quality. Employee performance plays a major part in any organization, it is important to increase the productivity of employees; the population of the research are employees of small and medium enterprises in the Kingdom of Bahrain. A simple random sampling was used. The questionnaire was distributed to employees and then the data converted to excel sheet and then analysed using statistical package for social scientists (SPSS). The result shows there is a relationship between independent variables (statues of human resource management practices on employees' performance) and dependent variable (level of Perception of performance).

Human resource management is being acknowledged as an important factor in the success of organisations and the quality of services provided in the dynamic Indian banking industry of today. With an emphasis on employees' perspectives and real-life experiences, this research examines HR policies and procedures at a subset of India's public and private sector banks. Workers' opinions matter greatly for gauging the success of policies, procedures, and organisational structures in the service sector since they constitute the foundation of the business. The primary objective of this study is to compare and contrast the public and private sectors' approaches to human resource management in terms of strategy, messaging, and execution. Relatedly, we want to find out how workers feel about the company's methods of hiring and staffing, as well as their prospects for professional growth, performance reviews, pay rates, advancement opportunities, and benefits. The comparison of HR procedures in the two industries is another target. In contrast to the highly competitive, market-oriented setting in which private banks operate, public sector banks are often subject to rules imposed by the government. One hundred and twenty-five workers from different public and private bank branches in India were asked to fill out a structured questionnaire in order to gather primary data. Workers at these financial institutions praised stability but voiced annoyance with bureaucratic red tape, lack of flexibility, and sluggish adoption of new procedures. Private banks, on the other hand, placed a premium on training programs, professional advancement prospects, and performance reviews based on actual performance. On the other hand, private bank workers often complained about long hours, stress, and difficulties striking a balance between work and personal life. HR strategies have a substantial impact on employee dedication and how they view the organization's success, according to SEM results.

Performance appraisal is a systematic process used to evaluate employee contributions objectively and measurably, and it serves as the basis for strategic decisions such as promotions, training, and rewards. At UPTD Puskesmas Kosambi, performance evaluations for Non-Civil Servant (Non-ASN) staff were previously conducted manually and focused solely on attendance, which did not reflect overall performance. One commonly used method in performance appraisal is Simple Additive Weighting (SAW), known for its simplicity and ease of implementation. However, SAW has limitations in handling complex multicriteria data and is sensitive to weight changes. As a stronger alternative, this study applies the MOORA (Multi-Objective Optimization on the Basis of Ratio Analysis) method, which offers a more systematic and objective approach. MOORA can normalize data, adjust weights, and generate final rankings that are more stable and fair. The system was built using five main criteria: attendance, service quality, timeliness of monthly reports, number of patient complaints, and lateness. The implementation results show that the system can automatically calculate preference values. The bestperforming employee was Anis Julainti (0.3848), followed by Siti Khodijah (0.1948) and Ayu Fatmawati (0.1853), while the lowest score was recorded by Muhamad Hasim (0.1094). This system proves effective in producing objective and transparent performance evaluations and can be used as a basis for decision-making within the Puskesmas.

This study sought to establish the extent to which graduates of higher education (HE) institutions in Botswana, focusing on a selected higher education institution, were satisfied with their employment, that is, their job designations, job specialisation, and whether they intended to remain in their existing jobs for long. These variables were assessed from a career concept perspective. Relevant literary sources, focusing on aspects of the career concept and career motives, leading to career success hence career satisfaction, were consulted to form the theoretical foundation for the study. The study adopted the quantitative methodology and case study design where the selected HE institution was chosen as a case study for in-depth investigation. The questionnaire was used as the data collection instrument. Data gathered from the questionnaire was analysed using statistical software known as Statistical Package for Social Sciences (SPSS). The results of the study revealed that the gra...

With the evolvement of technology there are remarkable intervention in to all segments of the society, especially industries which are more vulnerable towards cost and innovation. With all other discipline Human Resources Management could recognized as one which more exposed to the technological interventions which is known as move out of traditional manual human resources management activities into electronic based automated mechanism called e-HRM. E-HRM brings in many benefits to organisations. Some of these benefits are, improved efficiency in managing the most valuable asset in any organisation - people, reduce cost, reduce duplication of work etc. One key human resource activity which has given the prominence in streamlining is E-performance appraisal. Such application has driven organisations to believe avoidance of complexity and contemplation of the biasness in practice to inculcate good governance in concern.This research attempting to explore extent of acceptance in relation to e-performance appraisal in the Sri Lankan apparel sector organisations. Due to death of the studied conducted in local context, finding would be much beneficial for organisations in the given sector to stimulate the organisational participants to embrace e-performance appraisal more smooth manner. Research being organised with reference to the deductive approach with respect of social sciences. Survey strategy being utilise with the distribution of pre-tested questionnaire among the executive who represents leading apparel sector organisations in Sri Lanka. Data being analyse using SPSS software with respect of ANOVA and correlation analysis. ANOVA analysis utilize to recognize possible barriers such as user satisfaction, technology competency, top management support, user support and insecurity/trust, on the other hand clarity of e-performance appraisal goals have no concern for the acceptance of e- performance appraisals in apparel sector organisations in Sri Lanka. Further correlation analysis revealed that there is a significant level of relationship between insecurity and trust on the acceptance of e-performance appraisals. To avoid prospective limitations future research could organised with reference to technology readiness of the apparel sector to embrace e-performance appraisals.

© 2017 IJSRST | Volume 3 | Issue 7 | Print ABSTRACT Information technology industry is completely based on thinking and innovative skills of the employees this industry outputs are based on creative abilities of the employees. In such prominent and highly intellectual ability based IT industry it is needed to manage employees performance in order to retain talented employees. In this regard organizations put their efforts to increase employee job performance and employees feedback on commitment towards organizational goals. Employee performance appraisal practices used to evaluate employees capacity and capability because these practices directly linked to organizational performance.

Despite the extensive work carried out by sales researchers regarding the influence of organizational citizenship behaviors (OCB) on significant individual and organizational outcomes, it is still of interest to address new research questions and support previous results with samples from different organizational settings and other countries. Researchers have also identified the need to thoroughly investigate relationships between different antecedents of extra-role behaviors. In this study, we intend to test a two-part model. The first part of the model assumes that a salesperson's OCB is determined by Person-Organization fit and that this relationship is mediated by the salesperson's job satisfaction and organizational commitment. The second part examines the impact that such behavior may have on the supervisor's rating of the salesperson's performance. Data collected from 122 salesperson-supervisor dyads from 35 firms confirmed that Person-Organization fit has a positive effect on OCB due to the effect it has on the salesperson's job satisfaction. The results also verified the positive effect of OCB on the supervisor's evaluation of the sales agent's performance, both directly and indirectly, through the impact OCB had on the supervisor's fondness of the salesperson. Certain implications of this study, as well as directions for future research, are also addressed.

ICQER theory predicts this material is a near-ambient superconductor, whereas conventional science regards it as a probable solid-state electrolyte or hydrogen storage medium; it will be fascinating to see its real-world performance.  Furthermore, it appears that in that scenario too, it would also be a win-win situation if it turns out to be true, based on current science.

The selection of outstanding students at higher education institutions is often subjective and lacks standardization. STIE XXX faces similar issues, including the absence of weighted assessment standards, difficulties in data processing, lack of systematic historical documentation, and limited transparency in evaluation. This study aims to implement a decision-making system for selecting outstanding students using the Simple Additive Weighting (SAW) method supported by Microsoft Excel. The SAW method ranks students based on eight assessment attributes: attendance, assignment scores, class participation, assignment quality, teamwork skills, communication skills, material comprehension, and attitude and ethics. This research employs a quantitative approach with a case study at STIE XXX. The results show that the SAW method can produce objective rankings, simplify data processing, and improve transparency in assessment. Microsoft Excel proves to be an effective, simple, fast, and practical supporting tool. This research is expected to serve as a reference for lecturers and study programs in developing a fairer and more measurable student evaluation system. For further development, it is recommended to integrate the SAW method with other techniques such as AHP or Fuzzy, as well as to develop a web-based system to enhance accuracy, flexibility, and scalability.

This research aims to uncover the effects of banking sector personnel's perceptions regarding the strength of human resources management practices on their organizational-based self-esteem and their responses to changes. The study was conducted with the participation of 182 employees working in various banks operating within Aydın Province, utilizing a survey technique. The responses provided by the survey participants were evaluated using SPSS software, and the results were analyzed. As a result of the research, it was found that the relationship between the perceived strength of the human resource management system, organizational-based self-esteem, and employees' responses to change, which are the operational variables of the research, had positive and significant effects at various levels. According to the findings, the perceived HRM system strength had a statistically significant effect on employees' reactions to change in the partial intermediary variability of the organization-based self-esteem. In this study, which was conducted for white-collar employees working in banks, it was understood that employees' perceptions of human resource system strength had positive effects on their organizational-based self-esteem and their reactions to change. Human resources activities that are aligned with the organization's goals, transparent, and implemented with consensus at the organizational level have a positive influence on employees' competence, value, and cooperative behavior. These results contribute to reinforcing positive attitudes among employees when organizational changes are implemented. In this context, it is believed that this research will fill an important gap in the field.

Human Resource Management is the most crucial element that ensures the systematic operations of any organization. This study highlights the importance of HRM in universities as to why the HR department needs improvement. Education attributes to the personality improvement, skill development, and progress of any organization. It defines the attitude and approach of any individual toward economic, social, and personal matters. Thus, any compromise on the management of educational institutions means we are putting the organization's future at stake. This study employs a survey technique using a close-ended questionnaire. The data has been collected randomly selected sample of 502 employees of three higher education institutes of Karachi. This paper discusses the implication of some of the HR policies and practices (training and development, performance evaluation, and career growth) on the performance of public sector universities. The finding indicates that HR practices are not properly implemented in higher education institutes. This ignorance leads to the disengagement of employees. The study ends up with some policy recommendations for the higher education institutes of Karachi to improvise their HRM practices.

This  study  examines  the  influence  of  work-life  balance  and  compensation  on  employee  performance, focusing  on  50  part-time  student  employees  at  Suweger  Indonesia  in  Surabaya.  Respondents  were  selected through  purposive  sampling,  targeting  individuals  balancing  academic  and  work  responsibilities. The  analysis utilized  the  Partial  Least  Square  (PLS)  method  and  revealed  that  compensation  significantly  and  positively influences employee performance, indicating that improved compensation boosts performance. Meanwhile, work-life  balance  shows  a  positive  but  statistically  insignificant  effect.  These  results  highlight  the  dominant  role  of compensation in improving employee performance, complemented by the contribution of work-life balance.

The objectives of this study are: (1) to analyze the motivation of elderly individuals to remain employed in the agricultural sector; (2) to examine the simultaneous and partial effects of elderly health, work experience, age, and income outside the agricultural sector on the working hours of the elderly in agriculture; and (3) to analyze the moderating role of income outside the agricultural sector in the relationship  between  elderly  health  and  the  working  hours  of  elderly  individuals  in  the  agricultural sector  in  Buduk  Village,  Mengwi  District.  This  study  employed  a  quantitative,  associative  approach conducted  in  Buduk  Village,  with  a  sample  size  of  100  elderly  individuals  aged  60  and  above.  The sampling  method  used  was  non-probability  sampling,  includingaccidental  sampling,  snowball sampling,  and  purposive  sampling  techniques.  Data  were  collected  through  observation,  structured interviews, and in-depth interviews. The data were analyzed using moderation regression analysis and processed with the assistance of SPSS software. The results of the study indicate that: (1) the primary motivation  for  elderly  individuals  to  continue  working  is  the  absence  of  others  to  manage  their agricultural  land;  (2)  the  variables  of  elderly  health,  work  experience,  and  incomeoutside  the agricultural  sector  have  a  negative  and  significant  effect  on  the  working  hours  of  the  elderly  in agriculture,  while  the  age  variable  has  a  negative  but  insignificant  effect;  (3)  income  outside  the agricultural  sector  serves  as  a  pseudo-moderating  variable  in  the  relationship  between  elderly health and their working hours in the agricultural sector in Buduk Village. The implications of these findings highlight the need for policies that support improving the quality of life of the elderly and empowering them economically through alternative income sources that do not rely heavily on physical labor.

Performance management issues in the local water companies, which is called PDAM, in Indonesia are often encountered such as slow service in serving public needs and complaints. In 2013, the performance of PDAMS was categorized as unhealthy with a total performance value of 2.50 (ranging from 2.2 to 2.8). This research aims to analyze performance evaluations of Badan Pendukung Pengembangan Sistem Penyediaan Air Minum as a performance appraisal body of PDAM and what kind of factors influencing the performance through the PDAM performance assessment technical guidelines. The approach used in this paper is quantitative with descriptive research. The data collection of this research is a literature study. The results show that the greater the NRW level and the employee ratio, the worse the PDAM performance. For other indicators identified as having positive causality because of the greater the value, the better the performance value.Keywords: Public Service, Performance Management, Perf...

I dedicate this research project to my wife Serah Nduku for inspiration, understanding, encouragement and invaluable support, throughout the study period. I also dedicate this to my parents Benedict and Regina for laying the basic educational foundation that has enabled me reach this far and to my friends for all the support and prayers. iii ACKNOWLEDGEMENT Am highly indebted to the Almighty God for the life and energy in Undertaking this research project of the Masters course I am also personally grateful to Dr Stephen Muathe, my supervisor, who inspired my interest in the project. This academic exercise could not have been accomplished without his unstinted co-operation and guidance. I am thankful for his cooperation, guidance, understanding and sympathies on the presentation of the material and for his excellent and timely feedback. I highly appreciate Dr Kiruthu for his encouragement and intellectual and technical inputs in writing the project in his capacity as department chairman I pay utmost gratitude to my dear wife, Nduku for immense support and encouragement I cannot forget to recognize the support from The General Secretary of CAA, Rev. Captain Richard Mayabi, for his patience and support during the entire course. I will be forever indebted to my Lordship, The Rt. Rev. Joseph Mutie Kanuku, the 1st Bishop ACK Makueni Diocese, Cn, Yen. Francis Matui and Yen Ngovi for their Solomon's counsel, advice, inspiration and encouragement even beyond this research project. I once again express my sincere thanks to all those directly and indirectly associated with me in this effort for the unflinching co-operation and courtesies

Abstrak Penelitian ini bertujuan untuk menganalisis pengaruh penilaian kinerja dan pengembangan kompetensi terhadap motivasi kerja dengan pengembangan karir sebagai variabel mediasi di Bank Indonesia. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei. Hasil penelitian menunjukkan bahwa penilaian kinerja dan pengembangan karir berpengaruh positif dan signifikan terhadap motivasi kerja, sementara pengembangan kompetensi tidak memiliki pengaruh signifikan secara langsung terhadap motivasi kerja. Selain itu, pengembangan karir memediasi pengaruh penilaian kinerja dan pengembangan kompetensi terhadap motivasi kerja secara signifikan. Temuan ini menyoroti pentingnya integrasi antara sistem penilaian kinerja, program pengembangan karir, dan pengembangan kompetensi untuk memaksimalkan potensi pegawai serta meningkatkan motivasi kerja di Bank Indonesia.

Performance appraisal is also known as performance rating, performance evaluation, employee assessment, performance review, merit rating. Performance appraisal which is a part of human resource management, is a process of assessing the level of performance of its employees in an organisation. In other words, performance appraisal is the process by which an employee’s contribution to the organization during a specified period of time is assessed.

Purpose -This study is the maiden attempt to understand the effect of specific human resource practices (HRPs) on employee retention (ER) with the mediation of job satisfaction (JS) and moderation of work experience (WE) and job hopping (JH) in the context of the textile industry. Design/methodology/approach -This study adopted a quantitative methodology and applied quota sampling to gather data from employees (n 5 365) of leading textile companies in India. The conceptual model and hypotheses were tested with the help of Partial Least Squares-Structural Equation Modelling (PLS-SEM). Findings -The findings of a path analysis revealed that compensation and performance appraisal (CPA) have the highest impact on JS followed by employee work participation (EWP). On the other hand, EWP had the highest impact on ER followed by grievance handling (GRH). The study revealed that JS significantly mediates between HRPs like CPA and ER. During Multi-group analysis (MGA) it was found that the importance of EWP and health and safety (HAS) was more in employee groups with higher WE, but it was the opposite in the case of CPA. In the case of JH behavior, the study observed that EWP leads to JS in loyal employees. Similarly, JS led to ER, and the effect was more pronounced for loyal employees. Originality/value -In the context of the Indian textile industry, this work is the first attempt to comprehend how HRPs affect ER. Secondly, it confirmed that JS is not a guaranteed mediator between HRPs and ER, it could act as an insignificant, partial or full mediator. Additionally, this study establishes the moderating effects of WE and JH in the model through multigroup analysis.

Purpose The objective of the study is to investigate whether the performance appraisal system used is in Majan Electricity Company, (Oman), measures the employees’ performance accurately and to ensure motivation and satisfaction of its employees. Design/methodology/approach  The study was conducted with 106 employees from all the departments of the main office of the company located at Sohar, who were selected on stratified random sampling basis and were contacted through a well-defined questionnaire.  Findings The study reveals that even if there is a problem with the accuracy of performance appraisal system in measuring the performance accurately, or due to rater error in the evaluation process, the employees’ performance appraisal is not affected by them and has got positive impact on employees’ motivation and satisfaction. Practical Implications The study demonstrates that there is a strong association between the (i) performance appraisal system and (ii) motivation of the emplo...

The success and failure of any organization depends on the quality of its human resource management practices. The general objective of this study is to establish the influence of human resource management practices on employee performance in public publishing firms in Kenya. Specifically, the study sought to determine the effect of recruitment on employee performance in public publishing firms in Kenya, to establish the effect of training on employee performance in public publishing firms in Kenya, to establish the effects of compensation on employee performance in public publishing firms in Kenya and to determine the effect of performance appraisal on employee performance in public publishing firms in Kenya. The study used a descriptive research design. The study was conducted in public publishing firms in Kenya. There were only two public publishing firms in Kenya; Kenya Literature Bureau (KLB) and The Jomo Kenyatta Foundation (JKF). The target population was 326 permanent staff of the two public publishing institutions. The study involved the senior management and staff of the public publishing institutions. The study used primary data collected using questionnaires. The data was analyzed by a regression analysis to determine the influence of HRM practices on employee performance. Pearson correlation statistical technique and regression analysis was applied on the data. The study concluded that staff recruitment has a significant effect on employee performance in public publishing firms in Kenya. In addition, the study concluded that staff training has a significant effect on employee performance in public publishing firms in Kenya. Further, the study concluded that employee compensation has a significant effect on employee performance in public publishing firms in Kenya. The study also concluded that performance appraisal has a significant effect on employee performance in public publishing firms in Kenya. From the results, this study recommended that the management of public publishing firms in Kenya should adopt effective staff recruitment practices to enhance employee performance. Further, the management of public publishing firms in Kenya should ensure regular staff training to equip them with the required skills. In addition, the management of public publishing firms in Kenya should ensure competitive salaries to their employees to enhance retention of employees.

This paper presents a novel approach to monitoring Electric Vehicle (EV) charging ecosystems, crucial for assessing their condition parameters. Leveraging sensor on the development of predictive models for battery and charging station conditions, particularly concerning voltage levels and associated variables. The core contribution lies in the design and implementation of tailored explicitly for Battery Management Systems (BMS). Unlike existing proposals, this system is founded upon a set of fundamental requirements that distinguish its design and functionality. Notably, it introduces a vari scheme for assessing the State of Health (SOH), enabling the prediction of battery degradation and facilitating fault detection within EV systems.

The hotel industry in Kenya has been experiencing turnover crises over the years. Studies have been conducted on employee turnover and retention but further investigation is needed on talent retention strategies. This study adopted the descriptive research design whose purpose was to look into talent retention strategies as well as the reasons for adoption of these strategies other than turnover. The findings indicated that there is a mix of strategies that have been adopted in the hotel industry in Kenya; the most used being competitive remuneration. In addition, the major reason for the adoption of the strategies, other than turnover, is the stiff competition experienced in the industry. Further studies could be useful to try and look into solutions to high level of job insecurity in the industry.

Purpose: The research empirically investigates the effect of human resource management
practices (HRMP), consisting of recruitment and selection, reward as well as recognition,
training, performance appraisal (PA) and career development on affective commitment (AC)
among employees working for micro, small and medium enterprises (MSME) in Tirupur, the
commercial hub of India. This study develops a better understanding of employer–employee
exchange relationships by drawing on the theoretical framework of social exchange theory.
Design/methodology/approach: A structured questionnaire was employed to conduct survey
based research on 210 personnel, comprising managers, supervisors and employees. A
questionnaire that used a set of 35 pre-existing items was adapted from prior studies to
measure each latent variable, with slight alterations to fit the Indian context. It was then
analysed with SMART PLS and the Statistical Package for the Social Sciences (SPSS), which
included descriptive statistics, analysis of variance and structural equation modeling.
Findings/results: The findings established a substantial positive association between AC and
component-by-component evaluation of HRMP. In comparison, career advancement was
observed to be the most important predictor of AC, followed by reward and recognition.
Practical implications: Micro, small and medium enterprises are the fastest-growing revenue
generating and job-creating sector. Therefore, well-designed and executed HRMP in these
organisations will nurture AC by lowering turnover besides absenteeism, while improving
employee performance. This research will be extremely useful to stakeholders in any emerging
nation who seek to expedite their organisation’s development by strengthening human
resource competencies.
Originality/value: This study is unique in the context of developing countries, as the impact
of HRMP on AC in MSME has not been well addressed. The author’s contribution extends to
the scant literature available on MSMEs.

My promoter, Prof. G.M. Steyn for her patience, guidance and ever encouraging spirit. You have been my inspiration and persistently carried light of hope throughout this study, thanks Prof., God bless you!!! • My sincere thanks to the principals, SMTs and educators and this study would not have been possible if it were not for the friendly cooperation. • To my family go my sincerest thanks for their love, support, motivation and encouragement.

Buku ini membahas manajemen sumber daya manusia (MSDM) dari perspektif Islam, menggali konsep-konsep dasar yang membentuk praktik MSDM yang sesuai dengan ajaran Islam. Dimulai dengan latar belakang dan tujuan penulisan, buku ini memberikan pandangan komprehensif mengenai prinsip-prinsip utama MSDM dalam Islam, serta perbandingan dengan pendekatan konvensional. Setiap bab membahas topik penting, seperti perencanaan dan rekrutmen SDM, pelatihan dan pengembangan kompetensi berbasis nilai Islam, serta evaluasi kinerja dengan menekankan konsep muhasabah dan keadilan. Buku ini juga memperkenalkan sistem kompensasi dan kesejahteraan yang adil serta menerapkan prinsip-prinsip Islam dalam hubungan industrial dan resolusi konflik, yang menjadi landasan utama dalam membangun lingkungan kerja yang harmonis dan produktif. Selain itu, buku ini menyoroti pentingnya kepemimpinan dan etika dalam MSDM Islami, dengan membahas ciri-ciri kepemimpinan yang sesuai dengan nilai-nilai Islam dan dampaknya terhadap organisasi. Etika kerja dalam Islam, serta pengaruh spiritualitas dalam dunia kerja, dibahas secara mendalam untuk memberikan wawasan tentang bagaimana prinsip-prinsip tersebut dapat diterapkan dalam manajemen SDM. Buku ini juga mengulas peran teknologi dalam era digital dan tantangan globalisasi yang mempengaruhi MSDM. Penulis menyarankan strategi adaptasi nilai Islam dalam digitalisasi untuk memastikan bahwa praktik MSDM tetap relevan dan efektif di tengah perubahan zaman. Akhirnya, buku ini menyimpulkan bahwa penerapan MSDM berbasis Islam tidak hanya memberikan solusi dalam pengelolaan SDM yang beretika dan adil, tetapi juga dapat menjadi jalan bagi pengembangan organisasi yang berkelanjutan. Dengan menggali nilai-nilai Islam dalam konteks manajemen SDM, buku ini menawarkan alternatif yang kaya akan wawasan bagi organisasi yang ingin memperkuat integritas dan keberlanjutan jangka panjangnya. Penulis berharap buku ini dapat menjadi referensi penting bagi praktisi, akademisi, dan pemimpin organisasi yang ingin mengintegrasikan prinsip-prinsip Islam dalam manajemen sumber daya manusia.

The study was on relationship between human capital development and job performance of business educators in tertiary institution in Ekiti state. Three research questions were raised and three hypotheses were formulated and tested at 0.05 level of significance. The study adopted correlational survey research design. The population of the study comprised 40 lecturers in business education and Office Technology and Management departments from three Universities and Federal Polytechnic, Ado Ekiti respectively. All the lecturers were used since the population was manageable. The instrument used was a questionnaire titled Human Resources and Job Performance Questionnaire (HRJPQ). The instrument was given to experts in Business Education for content and face validity. The internal consistency of the instrument was ascertained using Cronbach alpha with a Coefficient value of 0.89. The findings revealed that there was a high positive relationship between training and business educators’ job...