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Service Rating Used in Manufacturing Plants of Dallas County, TexasFreeland, Donald Keith 06 1900 (has links)
This study is an effort to review and compare the qualities of service ratings currently being used in the manufacturing plants of Dallas County, Texas, with the recommended qualities for service ratings as set forth in the sources available in the North Texas State Teachers College Library. Also, individual service ratings selected from the group under study will be compared to each other and discussed in detail.
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An analysis of the effects of race and gender in scoring extension agent performance standardsWolford, Anne Kinsel January 1985 (has links)
The Virginia Cooperative Extension Service is considering a set of procedures to evaluate agent performance. In an attempt to help this consideration process, this study was undertaken to investigate the standards of the Performance Review, Analysis and Planning (PRAP) system. Adaptations of the FRAP system have been utilized by Extension organizations in other states. However, validation procedures have not been conducted by those states.
Because of the history and concerns of the Cooperative Extension Service in Virginia, this research effort focused on the effects of race and gender in assessing the level of performance described in the PRAP standards and the relevancy of the standards to the job of an Extension agent. Also studied were the effects of program area, position, and employment location of the rater.
Both quantitative and qualitative methodologies were used in the study. The sample for the quantitative portion of the study consisted of the Virginia Extension field staff population. An eighty-three percent (83%) instrument return rate was experienced. The qualitative portion involved twelve field interviews with agents in two of the six Extension administrative districts.
The PRAP standards were found to be relevant to the job duties and responsibilities of Extension agents in Virginia. Furthermore, no significant differences were found by program area, position, or geographic location of employment. Significant statistical differences were found by gender and race. Qualitative evidence was found to support the race differences, however, differences by gender were not found in the qualitative data. / Ed. D.
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Development and evaluation of a self instructional module on the use of the critical incident techniqueDameron, Julieanne. January 1979 (has links)
Call number: LD2668 .T4 1979 D34 / Master of Science
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Interpersonal affect and performance ratings in work teamsKwan, Siu-on., 關兆安. January 2009 (has links)
published_or_final_version / Psychology / Doctoral / Doctor of Philosophy
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An evaluative study on the new performance appraisal system for inspectorate grade officer in the Hong Kong Customs & Excise DepartmentMak, Hoi-wan, Walter, 麥凱雲 January 2004 (has links)
published_or_final_version / Public Administration / Master / Master of Public Administration
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ORGANIZATIONAL FAIRNESS IN PERFORMANCE APPRAISAL SYSTEMS: CROSS CULTURAL COMPARISON OF SAUDIS AND AMERICANSGadir, Shakil Ahmed Ghulam January 1986 (has links)
No description available.
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Subjectivity in the Performance Appraisal System of a Data Processing CompanyBierstedt, Sheryl Ann 08 1900 (has links)
An attempt was made to determine the presence of subjectivity in the appraisal system of a data processing company. Ninety-one clerks were given individual performance ratings by their supervisors, including an overall rating and ratings on seven performance dimensions. A multiple regression performed on these data resulted in a set of empirical weights. Supervisors were also asked to rank the relative importance of each of the seven dimensions to the clerk job. The mean rankings were regarded as apparent weights. A comparison of the empirical and apparent weights led to the conclusion that supervisors were not rating their employees according to what they said was important for successful performance, thus introducing an element of subjectivity into the system.
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Implementation of the performance management system in the Gauteng Department of Agriculture and Rural DevelopmentLemao, Dineo January 2016 (has links)
A research report submitted to the faculty of Commerce, Law and
Management, University of the Witwatersrand, in partial fulfilment of
the requirements for the degree of Master of Management (in the field
of Governance and Public Leadership)
2015 / The performance management system was introduced in the South African
public service with the intention to continuously manage performance by
setting performance objectives, reviewing past performance, assessing
current performance, improving poor performance, determining recognition
and reward for good performance, and assisting with career planning.
Research has revealed that although the performance management system
has been implemented in government departments it has not achieved
expected results. This study was undertaken as an attempt to investigate
the factors leading to the challenges in implementing the performance
management system in the Gauteng Department of Agriculture and Rural
Development.
To achieve this, semi-structured interviews were conducted with employees
at different levels as well as a former trade union leader who was involved
in the process of developing the Gauteng Provincial Government Policy on
Performance Management and Development. Internal documents of the
Department were also analysed. The themes identified led to a richer
understanding of the factors affecting the implementation of the
performance management system.
The research findings indicate that although there is an understanding of
performance management in the Department, implementation remains a
challenge. The analysis of the responses indicated a great dissatisfaction
with the current system. A few of the reasons are that not all managers show
commitment towards the performance management system; some
managers are not fair in the manner in which they conduct performance
assessments and distribute rewards; it has failed to link performance
outcomes to rewards in a meaningful manner; there is not much emphasis
placed on personal and career development; and there are no measures
put in place by supervisors to address employees who do not achieve the
set performance targets.
It is concluded that there is an urgent need for government to address the
challenges experienced with the system, as at the moment, it is not meeting
the objectives it was intended to meet. / MT2017
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The effects of perceived environmental uncertainty, information asymmetry and evaluative style on compensation scheme: an agency study in China.January 1993 (has links)
by Zhou Jun. / Includes "Chinese version of the questionaire". / Thesis (M.B.A.)--Chinese University of Hong Kong, 1993. / Includes bibliographical references (leaves 43-45). / ABSTRACT / TABLE OF CONTENTS / ACKNOWLEDGEMENT / CHAPTER / Chapter I. --- INTRODUCTION --- p.1 / Chapter II. --- DEVELOPMENT OF PROPOSITIONS --- p.7 / Chapter III. --- METHODOLOGY --- p.19 / Chapter IV. --- DATA ANALYSIS --- p.25 / Chapter V. --- RESULTS --- p.30 / Chapter VI. --- DISCUSSION AND CONCLUSION --- p.34 / APPENDICES / BIBLIOGRAPHY
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Executive performance appraisal of the Hong Kong banking industry: research report.January 1979 (has links)
by Cho Kwok-kuen, Wan Yee-yin [and] Wong Tin-yue. / Abstract also in Chinese. / Thesis (MBA)--Chinese University of Hong Kong. / Bibliography: l. 140-143.
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