The thesis deals with the evaluation of workers in a particular organization. The aime is to optimize the ongoing assessment processes and to design the complex evaluation system for the entire enterprise. An analysis of the current evaluation processes was conducted, as well as interviews and consultations with the personalist and other employees. The practical part contains the result of the investigation and the specific draft of the evaluation forms. The conclusion is the summary of the results and it also evaluates how the objectives were met. The conclusion deals with the possibilities of using the proposed system in practice.

Node downtime and failed jobs in a computing cluster translate into wasted resources and user dissatisfaction. Therefore understanding why nodes and jobs fail in HPC clusters is essential. This paper provides analyses of node and job failures in two university-wide computing clusters at two Tier I US research universities. We analyzed approximately 3.0M job execution data of System A and 2.2M of System B with data sources coming from accounting logs, resource usage for all primary local and remote resources (memory, IO, network), and node failure data. We observe different kinds of correlations of failures with resource usages and propose a job failure prediction model to trigger event-driven checkpointing and avoid wasted work. We provide generalizable insights for cluster management to improve reliability, such as, for some execution environments local contention dominates, while for others system-wide contention dominates.

Submitted by Maria Medeiros (maria.dilva1@ufcg.edu.br) on 2018-09-11T14:21:25Z No. of bitstreams: 1 KATIANA DINIZ DE ALMEIDA -DISSERTAÇÃO (PROFIAP-CCJS) 2016.pdf: 2832078 bytes, checksum: 22c66bd622c5c43370f8cf7ab30f8d20 (MD5) / Made available in DSpace on 2018-09-11T14:21:25Z (GMT). No. of bitstreams: 1 KATIANA DINIZ DE ALMEIDA -DISSERTAÇÃO (PROFIAP-CCJS) 2016.pdf: 2832078 bytes, checksum: 22c66bd622c5c43370f8cf7ab30f8d20 (MD5) Previous issue date: 2016-05-11 / As pessoas são o fundamento da construção de um serviço público mais efetivo, que responda às necessidades da sociedade. A Gestão do Desempenho, por sua vez, é considerada um elemento central no processo de transformação da Administração Pública, mesmo diante da evidência que o conceito de desempenho e meritocracia não integram profundamente a matriz cultural brasileira, é preciso investir na mudança desta realidade pelo seu potencial em garantir melhores resultados àqueles que financiam os serviços públicos, ampliando os valores democráticos da sociedade. Esta pesquisa teve como objetivo analisar o Sistema de Avaliação de Desempenho do Instituto Nacional do Seguro Social - INSS e sua relação com o desempenho institucional, tendo adotado, portanto, a estratégia de estudo de caso. Para coleta de dados, procedeu-se a pesquisa documental e de dados primários, tendo sido aplicado um survey aos Gestores das Seções Operacionais de Gestão de Pessoas (SOGP), atores relevantes neste processo, visando identificar suas percepções em relação ao processo desenvolvido no INSS, ao método utilizado e aos usos das informações geradas pelas Avaliações de Desempenho. A amostra contemplou 43 (quarenta e três) respondentes. Os resultados apontam para o esgotamento do sistema de Avaliação de Desempenho Individual, que além de apresentar fragilidades metodológicas, é invalidado por aspectos culturais, tendo em vista o amplo impacto financeiro da gratificação por desempenho na remuneração dos servidores. Estes fatores invalidam seu propósito, pois 99,4% dos servidores obtém a pontuação máxima na Avaliação de Desempenho. Além disso, as informações geradas não têm sido úteis para prover capacitações, nem a aplicação de pessoal de forma mais efetiva. A avaliação de desempenho institucional, com base no indicador Idade Média do Acervo – IMA, representa um elevado êxito para o INSS, que somada ao Plano de Ação, ambos iniciados em 2009, e ao atendimento programado pela Central 135 e canais remotos, iniciado três anos antes, contribuíram para redução de 60% dos estoques de processos no primeiro ano de sua implementação e a uma melhoria sustentável desde então. No entanto, a administração focada nos resultados tem reduzido os investimentos no desenvolvimento humano e no futuro da organização, as oportunidades de capacitação presencial, consideradas mais efetivas pelos servidores, tem sido reduzidas. A proposta de melhoria apresentada contempla uma reformulação no método de avaliação e critérios da Avaliação do Desempenho Institucional e Individual, com foco na produtividade individual, acompanhamento sistemático, melhoria da comunicação e reconhecimento do mérito, além da gestão criteriosa das baixas performances. / People are the foundation of building a more effective public service that responds to society's needs. The Performance Management, in turn, is considered a central element in the process of transformation of the public administration. Even in the face of evidence that the concept of performance and meritocracy are not deeply integrate the Brazilian cultural matrix, we must invest in changing this reality for their potential to ensure better results to those that finance public services, expanding the democratic values of society. This research aimed to analyze the Performance Evaluation System of the National Institute of Social Security - INSS and its relation to the institutional performance, having adopted, so the case study strategy. To collect data, we proceeded to the desk research and primary data and applied a survey to people managers, relevant stakeholders in this process to identify their perceptions of the developed process INSS, the method used and the uses of the information generated by Performance Appraisals. The sample included 43 (forty-three) respondents. The results point to the exhaustion of the Individual Performance Evaluation system, which besides presenting methodological weaknesses and is invalidated by cultural aspects, in view of the broad financial impact of the bonus for performance in the wages of employees, in fact 99.4% of the civil servants get the highest score in the Performance Evaluation. In addition, the information generated have not been helpful to provide training, nor enforcement personnel more effectively. The evaluation of institutional performance, based on the indicator Idade Média do Acervo – IMA (middle age of backlog), is a high success for the INSS, which added to the Action Plan, both initiated in 2009, and service set by the Central 135 and remote channels, started three years earlier, contributed to a 60% reduction of inventory processes in the first year of implementation and a sustainable improvement since then. However, the administration focused on results has reduced investments in human development and the future of the organization, classroom-training opportunities, considered more effective by civil servers has been reduced. The presented improvement proposal includes a redesign of the evaluation method and criteria of Institutional and Individual Performance Evaluation, focusing on individual productivity, systematic monitoring, improved communication and recognition of merit, as well as careful management of low performance.

nÃo hà / O trabalho tem como objetivo propor um modelo diagnÃstico que permita avaliar o alinhamento entre os indicadores de resultados organizacionais e os indicadores de desempenho das pessoas. O pressuposto à de que a concepÃÃo de um modelo dessa natureza à factÃvel, desde que se consiga representar quantitativamente e de uma maneira simplificada essa relaÃÃo. A princÃpio, foi feita revisÃo bibliogrÃfica sobre os fundamentos da gestÃo estratÃgica, avaliaÃÃo de desempenho organizacional e de pessoas, sistemas e mÃtodos de avaliaÃÃo de desempenho. ApÃs a revisÃo bibliogrÃfica e com base nas premissas dos sistemas e modelos pesquisados, elaborou-se o modelo diagnÃstico organizacional para o cargo de gerente de unidade, tendo sido empreendida pesquisa de campo, com o objetivo de testar o modelo em trÃs instituiÃÃes financeiras pÃblicas da cidade de Fortaleza. O modelo à composto por cinco nÃveis, denominados dimensÃes, perspectivas, subdimensÃes, itens de verificaÃÃo e desdobramentos. Percebeu-se que a ferramenta à sensÃvel Ãs trÃs dimensÃes do modelo proposto, alÃm de constatar-se a sua viabilidade e utilidade para o processo decisÃrio. Observou-se a necessidade de se adaptar os itens de verificaÃÃo aos cargos em anÃlise, conforme as caracterÃsticas de cada espaÃo ocupacional, sendo essa condiÃÃo primordial para que o modelo proposto traduza a realidade das empresas e facilite o processo decisÃrio. A relevÃncia do sistema de pesos tambÃm foi abordada, com sugestÃes de modificaÃÃo do sistema em consonÃncia com as estratÃgias de cada organizaÃÃo que vier a adotar o modelo proposto.

This paper inspired by simulation by Artificial Neural Networks (ANNs) applied recently for evaluation of phonics methodology to teach children "how to read". A novel approach for teaching a mathematical topic using a computer aided learning (CAL) package applied at educational field (a children classroom). Interesting practical results obtained after field application of suggested CAL package with and without associated teacher''s voice. Presented study highly recommends application of a novel teaching trend based on behaviorism and individuals'' learning styles. That is to improve quality of children mathematical learning performance.

Thesis (M. Ed. (Educ. Psych.)) -- Central University of Technology, Free State, 2013 / Learners who demonstrate inappropriate, anti-social, and/or disruptive behaviours are becoming more prevalent. School personnel are dealing with disruptive behaviours that occur more frequently and that affect staff and learners’ performance. According to Farrell, Meyer, Sullivan and Kung (2003) this prevalence of disruptive behaviour and underperformance in secondary schools is posing a threat to education in South Africa and learners struggle with problems that predispose them to long-term negative outcomes. As children become adolescents, they experience a variety of physical, emotional and interpersonal changes while simultaneously transitioning from elementary to middle school. If the transition is stressful and the climate of the school appears unwelcoming, low self-esteem, a decline in academic achievement and inappropriate behaviour problems may follow (Wagerman & Funder, 2007).Escalating concern regarding disruptive behaviour in schools has led to intensified efforts to understand its causes and consequences, and to identify effective practices and strategies to reduce its occurrence. It is against this backdrop that the researcher attempts to determine the cognitive and social well-being of adolescents regarding emotional intelligence in the Lejweleputswa school district. The research followed a mixed method approach, using the sequential explanatory triangulation type; where questionnaires were completed by secondary school learners followed by interviews with teachers from conveniently selected secondary schools in the Lejweleputswa district of the Free State. The Literature study showed that factors such as learning, intelligence and emotional intelligence were associated with cognitive and social well-being of secondary schools learners. The following data collection instruments were used to gather information regarding the topic. For the quantitative study, a closed ended questionnaire was developed and utilised by one hundred and seventy four (174) learners. For the qualitative part, semi-structured interviews were conducted with ten (10) teachers. By using COSOC, the three-way ANOVA and T-test, the seven hypotheses of the study were tested and the findings indicated that there is a significant relationship between and within the independent variables being; gender, grade and residential with regard to cognitive and social emotional intelligence. This study will reveal what aspects of education practices are viewed as helpful as well as areas needing improvement. It will also give insight into whether selected schools are using proactive strategies and techniques demonstrated in the research as being the most effective in terms of changing inappropriate behaviour and underperformance.

No description available.

For over two decades, mathematicians and cryptologists have evaluated and presented the theoretical performance of Elliptic-curve scalar point-multiplication in projective geometry. Because computation in projective domain is composed of a wide array of formulations and computing optimizations, there is not a comprehensive performance comparison of point-multiplication using projective transformation available to verify its realistic efficiency in 64-bit x86 computing platforms. Today, research on explicit mathematical formulations in projective domain continues to excel by seeking higher computational efficiency and ease of realization. An explicit performance evaluation will help implementers choose better implementation methods and improve Elliptic-curve scalar point-multiplication. This paper was founded on the practical solution that obtaining realistic performance figures should be based on more precise computational cost metrics and specific computing platforms. As part of that solution, an empirical performance benchmark comparison between two approaches implementing projective Elliptic-curve scalar point-multiplication will be presented to provide the selection of, and subsequently ways to improve scalar point-multiplication technology executing in a 64-bit x86 runtime environment.

The design of incentive compensation plans is critical to a company’s success. This study develops and validates a theoretical model to examine how incentive contract framing affects effort. This study uses an experiment to observe the effect of the manipulation of incentive contract frame and the presence or absence of principal discretion in performance evaluation on effort. The results of the experiment show that when principal discretion in performance evaluation is absent, penalty contracts induce greater effort than bonus contracts. The results of the experiment also demonstrate that the interaction of principal discretion in performance evaluation and contract frame influences how agents view the perceived fairness of their incentive contract. Specifically, principal discretion in performance evaluation increases perceived fairness under a penalty contract but not under a bonus contract. This study also extends prior research by documenting that perceived fairness explains how incentive contract frame affects trust and effort.

International Telemetering Conference Proceedings / October 17-20, 1994 / Town & Country Hotel and Conference Center, San Diego, California / During the recent years of small satellite space access missions, the trend has been towards designing low-cost ground control centers to maintain the space/ground cost ratio. The use of personal computers (PC) in combination with high speed transputer modules as embedded parallel processors, provides a relatively affordable, highly versatile, and reliable desktop workstation upon which satellite telemetry systems can be built to meet the ever-growing challenge of the space missions today and of the future. This paper presents the feasibility of cost effective, high performance ground systems and a quantitative analysis and study in terms of performance, speedup, efficiency, and the compatibility of the architecture to commercial off the shelf (COTS) tools, and finally, introduces an operational high performance, low cost ground system to strengthen the insight of the concept.