The diploma thesis is focused on the employee appraisal and its using in company personnel management. The aim is to analyse the current appraisal which is used in particular company and to offer possible recommendation of its improvement.

Valuation of Kofola, a.s. company to the date of 1. 1. 2009. Determining the firm value by the DCF method with the support of various analysis. Assessment of actual valuation style and methods.

The main task of this diploma thesis is a business valuation of publishing company Egmont s.r.o. in order to find the market value at the date 31. 12. 2009. The main used technique is the DCF Entity method. As an alternative appraisal way the method of comparable companies is used. Chapters contain the strategic analysis of the company, where the trend of the market and company's power of competition are described, follows with the financial analysis including the description of three main financial statements, calculation of financial ratios and bankruptcy evaluation models. The next chapter contains the value generators and financial statements plans. At the end of thesis the final valuation is made, using the selected parameters and the discount rate. The final appraisal could be utilised by a general public of investors.

The target of the diploma thesis is to revise appraisal of employee performance system in specific company and to propose effective solutions in case of any discrepancies. In the theoretical part is defined the meaning and added value of employee appraisal system of performance, its connections to other HR processes, system requirements, contents, methods of appraisal, classification of employee performance, implementation or reimplementation the system to a company. This part of diploma thesis also describes theoretical press of appraisals and highlights the common mistakes. The practical part of the diploma thesis characterizes a specific company, analyzes a current company system of employee appraisal. And based on the results of the analysis describes the system in HR policy according to ČSN EN ISO 9001 a ČSN P ISO/TS 16949. This part links the system to other HR systems e.g. bonus system. The results of the author's work are training for evaluators and new modification of the evaluation forms. Outcome of this diploma thesis are also extensive attachments that provides concrete proposals, which were verified in practice.

As research into the dynamic characteristics of job performance across time has continued to accumulate, associated implications for performance appraisal have become evident. At present, several studies have demonstrated that systematic trends in job performance across time influence how performance is ultimately judged. However, little research has considered the processes by which the performance trend-performance rating relationship occurs. In the present study, I addressed this gap. Specifically, drawing on attribution theory, I proposed and tested a model whereby the performance trend-performance rating relationship occurs through attributions to ability and effort. The results of this study indicated that attributions to ability, but not effort, mediate the relationship between performance trend and performance ratings and that this relationship depends on attribution-related cues. Implications for performance appraisal research and theory are discussed.

Magister Psychologiae - MPsych / It is commonly known that South African society is characterised by high rates of exposure to violence and traumatic events. However, there is a convincing body of knowledge that indicates that a significant proportion of young adults exposed to traumatic events do not develop negative, trauma-related symptoms, but rather adapt in a positive manner

This study aims to better understand tough love as a communication interaction, specifically focusing on defining and understand tough love from a receiver’s perspective. Thirteen respondents between the ages of 18-28 were recruited from a mid-sized Midwestern university. Flexible in-depth interviews were conducted given the exploratory nature of this study. Lazarus’ Appraisal Theory was used as a lens to better understand tough love as a process. Analysis of the data found that emotions in the primary appraisal phase are often negative, with codes such as hurt, angry, and embarrassed arising in the data. The secondary phase demonstrated the intentionality of this message, with respondents understanding the purpose of tough love as encouraging resilience or teaching a lesson. Reappraisals often occurred when respondents realized the message was tough love. Relational factors such as closeness and authority were determinants in whether this message was received positively or negatively.

The objective of this Masters thesis is to improve the quality and the effectiveness of personal work with the attempt on motivation and evaluation employees of the company UNIS, Inc. Based on questionnaires was evaluated current status and suggested changes in motivation and classification system of employees.

This thesis extends the use of artificial neural networks (ANNs) optimisation and training algorithms including the Powell-Beale conjugate gradient (PBCG), scaled conjugate gradient (SCG) and a hybrid system of particle swarm optimisation (PSO) with the traditional back propagation (BP) in mass appraisal as a first attempt. The goal is to verify the comparative performance of ANNs with the traditional hedonic regression and some other modelling techniques including geographically weighted regression (GWR), spatial error model (SEM), spatial lag model (SLM), additive nonparametric regression (ANR), M5P trees and the support vector machines (SVMs). The methodologies are applied to data of 3232 sales transaction of single-family dwellings sold during the period, January 2012 to May 2014 in Cape Town, South Africa. The analysis was done in categories such that the best performing method in each category is selected for a final comparative analysis. The results reveal that semi-log model, SEM, normalised polynomial kernel function support vector machines (NPKSVMs), ANR and the Levenberg-Marquardt trained artificial neural networks (LMANNs) performed best in their respective category. The study also demonstrates the practicability of building hybrid systems in mass appraisal, unfortunately, the hybrid models produces an unexpected results relative to the standalone ANN models. Furthermore, the five best performed models were subjected to three different tests namely, prediction accuracy within the 10 and 20%, model performance and reliability ranking order and lastly explicit explainability ranking order. The final results reveal the LMANNs to outperform the ANR, semi-log, SEM and SVMs in the first two tests, but when the explicit explainability ranking order test which consist of simplicity, consistency, transparency, locational and applicability within the mass appraisal environment was performed, the LMANNs failed the test. The results demonstrate the SEM as the most preferred technique because of its transparency, locational advantage and ease of application within the mass appraisal environment. Furthermore, it is inferred from the findings that having superior predictive power is imperative, but most importantly is whether the model can practically and effectively be used in mass appraisal of properties. The black box nature of the ANNs inhibits the production of sufficiently transparent estimates that appraisers could use to explain the process when required as a defence before a tribunal or in a formal court. This thesis contributes to knowledge as follows: i. Analyse the significance of spatial variation of property prices, with Cape Town, South Africa used as case study; ii. Build a hybrid system of PSO and BP in mass appraisal; iii. Improve the training of ANNs in mass appraisal with SCG and PBCG algorithms; and, iv. Extend the use of GWR, SEM, SLM, SVMs, ANR and log transformation of variables into the South African property market context. / Thesis (PhD)--University of Pretoria, 2018. / NRF CSUR13092648264, Grant No: 90311 / Construction Economics / PhD / Unrestricted

The element of fairness in a performance appraisal system is essential for an organisation. If the system of an organisation is not fair, it may result in an employee being dissatisfied with the appraisal system and this may lead to extremes such as employee attrition. The purpose of the study was to examine educators’ perspectives of fair performance appraisal practices in selected independent schools in Gauteng Province, South Africa. The research approach adopted for the study was qualitative while the research design used was case study. Purposive sampling technique was used in the selection of the sample for this study. The findings of the study revealed that teachers think performance appraisal was conducted properly and the process helps to improve individual teaching output. The HODs believed performance appraisal was conducted in a positive and encouraging manner. The school principals also viewed the appraisal process positively, indicating that the competence of teachers and the quality of teaching and learning taking place in the school are assessed by doing performance appraisals. The different categories of the participants namely, teachers, HODs and principals believed that the process of performance appraisal was quite fair and recommended that there should be other tools for assessing the teachers’ ability. Furthermore, the teachers did not see the appraisal system as unfair, but proposed other effective ways of conducting the appraisal system. According to the HODs, the process is time-consuming and the principals were satisfied with the appraisal process but cautioned that the process would become unfair if bonuses are given to the teachers. In addition, the teachers submitted that the exercise can be unfair if assessment is based on incorrect or inaccurate information. A fair appraisal process is when all parties are open and communicate with one another, constructive and honest feedback is given as well as the use of agreed upon procedures consistently. In conclusion, to improve the effectiveness of performance appraisal practices, fair performance appraisal practices should be given utmost priority. / Dissertation (MEd)--University of Pretoria, 2017. / Education Management and Policy Studies / MEd / Unrestricted