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  • About
  • The Global ETD Search service is a free service for researchers to find electronic theses and dissertations. This service is provided by the Networked Digital Library of Theses and Dissertations.
    Our metadata is collected from universities around the world. If you manage a university/consortium/country archive and want to be added, details can be found on the NDLTD website.
1

To what extent does FSD department's performance appraisal system reduce information asymmetry between principals and agents

徐文良, Chui, Man-leung. January 2008 (has links)
published_or_final_version / Politics and Public Administration / Master / Master of Public Administration
2

Evaluating HKU's performance review and staff development system: a principal-agent perspective

潘安妮, Poon, On-ni, Anny. January 2008 (has links)
published_or_final_version / Politics and Public Administration / Master / Master of Public Administration
3

What is competence?: a case study on the effect of competence on the performance of the banking industry

Lam, Kar-shin, Cindy., 林嘉善. January 1998 (has links)
published_or_final_version / Business Administration / Master / Master of Business Administration
4

360-degree assessment system: its application in Hong Kong.

January 1999 (has links)
by Chan Sau-Wing. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1999. / Includes bibliographical references (leaf 133). / ABSTRACT --- p.ii / TABLE OF CONTENTS --- p.v / Chapter / Chapter I. --- INTRODUCTION --- p.1 / Chapter II. --- ACADEMIC REVIEW ON 360 DEGREE ASSESSMENT SYSTEM … --- p.3 / "What is ""360 Degree Assessment System""?" --- p.3 / Scope of Usage --- p.3 / Raters --- p.4 / Scoring --- p.4 / The Advantages of Using the 360-Degree Assessment --- p.6 / "Comprehensive, Balanced Feedback" --- p.6 / Insight into Management Style --- p.6 / Reduce Biases and Discrimination --- p.7 / Effective Identification of Developmental Needs --- p.7 / Customer Service Focus --- p.8 / Higher Staff Involvement and Motivation --- p.8 / Disadvantages of the System --- p.10 / Tension between Supervisors and Subordinates --- p.10 / Truthfulness of Assessment --- p.10 / Survey Fatigue --- p.10 / Resistance from Staff --- p.11 / Increased Pressure on Self-Concept --- p.11 / Factors for Success as Suggested by Scholars and Researchers --- p.12 / Staff Involvement --- p.12 / Assessment on Relevant Aspects --- p.13 / Proper Training to Users --- p.13 / Professional Feedback and Follow-up Action --- p.13 / Confidentiality --- p.14 / Gradual Implementation --- p.14 / Use of Assessment Results --- p.14 / The Application of 360-Degree Feedback System in United States --- p.16 / Applications in Hong Kong - Survey by Saville & Holdsworth Hong Kong Ltd --- p.18 / Chapter III. --- RESEARCH ISSUES AND METHODOLOGY --- p.20 / Chapter IV. --- WHAT CAN THE 360-DEGREE ASSESSMENT RESULTS TELL US? -A Results Analysis Case Study --- p.22 / Brief Introduction --- p.22 / Scope of Data for Analysis --- p.23 / Analysis Methodology --- p.23 / Observations --- p.23 / Overall Comparison --- p.24 / Comparison by Gender --- p.24 / Comparison by Country --- p.24 / Comparison by Function --- p.25 / Comparison by Competency --- p.25 / Conclusion --- p.26 / Chapter V. --- CASE STUDIES ON USERS' OPINIONS --- p.27 / Case Study One --- p.27 / Brief Introduction of the Company and the History of the System --- p.27 / About the Current System --- p.27 / Opinions from the Human Resource Representative --- p.30 / Survey on Users' Opinions --- p.30 / Case Study Two --- p.43 / Brief Introduction of the Company and the History of the System --- p.43 / About the Current System --- p.43 / Opinions from the Human Resource Representative --- p.45 / Survey on Users' Opinions --- p.45 / Case Study Three --- p.59 / Brief Introduction of the Company and the History of the System --- p.59 / About the Current System --- p.59 / Opinions from the Human Resource Representative --- p.60 / Survey on Users' Opinions --- p.60 / Chapter VI. --- OVERALL OBSERVATIONS AND ANALYSIS ON FINDINGS IN ALL THREE COMPANIES --- p.70 / "User Information, Understanding and Training" --- p.70 / Time-efficiency and Effectiveness --- p.70 / Adequacy of Observations --- p.71 / Narrative Description and Supporting Examples --- p.71 / Appraisers' Honesty in Assessment --- p.71 / Confidence in Assessment Truthfulness --- p.72 / Communication and Relationship Enhancement --- p.72 / Anonymity --- p.72 / Ipsative Scoring and Normative Scoring --- p.72 / Feedback --- p.73 / Developmental Purpose vs. Performance Management --- p.73 / 360-Degree System vs. Traditional Appraisal --- p.73 / Analysis by Demographic Characteristics --- p.73 / Chapter VII. --- SURVEY ON NON-USERS --- p.81 / Profile of the Respondents --- p.81 / Responses from Non-Users --- p.82 / Chapter VIII. --- FINDINGS AND CONCLUSION --- p.87 / Chapter IX. --- LIMITATIONS --- p.90 / APPENDIX --- p.91 / BIBLIOGRAPHY --- p.133
5

An evaluative study on the new performance appraisal system for inspectorate grade officer in the Hong Kong Customs & Excise Department

Mak, Hoi-wan, Walter, 麥凱雲 January 2004 (has links)
published_or_final_version / Public Administration / Master / Master of Public Administration
6

A review of performance appraisal methods and two case studies in Hong Kong.

January 1991 (has links)
by Chun Yerk-Lan Evelyn. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1991. / Includes bibliographical references (leaves 135-136). / ABSTRACT --- p.ii / TABLE OF CONTENTS --- p.iv / LIST OF TABLES --- p.vii / LIST OF FIGURES --- p.ix / LIST OF APPENDICES --- p.x / ACKNOWLEDGMENTS --- p.xii / Chapter / Chapter I. --- INTRODUCTION --- p.1 / Objective of Study --- p.1 / Scope of Study --- p.2 / Company Background --- p.2 / Maersk Hong Kong Limited --- p.2 / Printed Circuits International (Hong Kong) Limited --- p.3 / Data Source --- p.4 / Definition of Performance Appraisal --- p.4 / Purposes of Performance Appraisal --- p.5 / Controversial Issues Associated with Performance Appraisal --- p.6 / Types of Performance Appraisal Methods --- p.7 / Non-judgemental Performance Measures --- p.7 / Judgemental Performance Measures --- p.7 / Brief Review of Common Types of Performance Appraisal Methods --- p.8 / Chapter II. --- PERFORMANCE APPRAISAL SYSTEM -MAERSK HONG KONG LIMITED - --- p.9 / History of Performance Appraisal System --- p.9 / Procedures of the Performance Appraisal Exercise --- p.9 / The Appraisers and the Appraisees --- p.11 / Steps of the Appraisal Exercise --- p.11 / Uses of the Performance Appraisal --- p.12 / The Performance Appraisal Form - The Format --- p.13 / The Appraisal Process - The Rating Scale --- p.14 / The Type of Appraisal --- p.15 / Difficulties in Administering the Appraisal Exercise --- p.15 / The Central Tendency Effect --- p.16 / The Extreme Values Usage Pattern --- p.17 / The Percentage Distribution of Scores --- p.18 / Strictness and Leniency in Applying the Rating Scale --- p.18 / Relative Scoring Pattern of the Different Dimensions --- p.19 / Staff Reaction Towards the Performance Appraisal Exercise - Some Appraisers' Viewpoint --- p.20 / Chapter III. --- PERFORMANCE APPRAISAL SYSTEM -PRINTED CIRCUITS INTERNATIONAL (HONG KONG) LIMITED - --- p.23 / History of Performance Appraisal System --- p.23 / Procedures of the Performance Appraisal Exercise --- p.24 / The Appraisers and the Appraisees --- p.26 / Steps of the Appraisal Exercise --- p.26 / Uses of the Performance Appraisal --- p.27 / The Performance Appraisal Form - The Format --- p.27 / The Appraisal Process - The Rating Scale --- p.28 / The Type of Appraisal --- p.30 / Difficulties in Administering the Appraisal Exercise --- p.31 / The Central Tendency Effect --- p.31 / The Extreme Values Usage Pattern --- p.32 / The Percentage Distribution of Scores --- p.33 / Strictness and Leniency in Applying the Rating Scale --- p.34 / Relative Scoring Pattern of the Different Dimensions --- p.35 / Staff Reaction Towards the Performance Appraisal Exercise - Some Appraisers' Viewpoint --- p.35 / Chapter IV. --- CONCLUSIONS AND RECOMMENDATIONS --- p.36 / Design of the Systems --- p.38 / Maersk Hong Kong Limited --- p.39 / Printed Circuits International (Hong Kong) Limited --- p.39 / Problems of the Performance Appraisal Practices --- p.40 / Job-Relatedness and Job Relevancy of Appraisal Criteria --- p.40 / Room for Subjective Judgement --- p.41 / Low Discriminatory Power --- p.41 / Quality of Performance Review Session --- p.42 / Recommendations --- p.42 / Limitations --- p.45 / TABLES --- p.47 / FIGURES --- p.73 / APPENDICES --- p.75 / BIBLIOGRAPHY --- p.135
7

Performance appraisal: an effective communication tool in the total quality process for an Amer[i]can company in Hong Kong.

January 1994 (has links)
by Wong Yuen-yee Grace. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1994. / Includes bibliographical references (leaves ). / ABSTRACT --- p.i-ii / TABLE OF CONTENTS --- p.iii-iv / Chapter / Chapter I. --- INTRODUCTION --- p.1 / Chapter II. --- METHODOLOGY --- p.4 / Official Documents --- p.4 / Interviews --- p.5 / Personal Observations --- p.7 / Chapter III. --- THE SETTING: HAVI GROUP (FAR EAST) LP --- p.8 / Perseco Asia-Pacific --- p.9 / Performance Designs --- p.10 / HAVI Food Services (Hong Kong) Ltd --- p.11 / BDP Asia-Pacific --- p.12 / HAVI Group Services --- p.13 / Current Staff of the Hong Kong Headquarter --- p.14 / Chapter IV. --- TOTAL QUALITY IN HAVI GROUP (FAR EAST) LP --- p.15 / History of TQP Development in the Far East Div --- p.16 / Awakening --- p.16 / Active --- p.18 / Definition of Total Quality --- p.2l / Total Quality as in the Employees' Eyes --- p.24 / Chapter V. --- PERFORMANCE MANAGEMENT IN HAVI GROUP (FAR EAST) LP --- p.28 / Performance Appraisal --- p.29 / Reward System --- p.34 / Training and Development --- p.38 / Chapter VI. --- REVIEWING THE PERFORMANCE APPRAISAL IN HAVI GROUP (FAR EAST) LP --- p.39 / Work of the Performance Review Task Force in 1993 --- p.40 / Continuing the Review in 1994 --- p.43 / Chapter VII. --- COMMENTS AND RECOMMENDATIONS --- p.46 / Performance Appraisal --- p.47 / For Managers --- p.48 / For General Staff --- p.50 / Common Aspects --- p.51 / Reward System --- p.53 / Training and Development --- p.57 / Chapter VIII. --- CONCLUSION --- p.59 / BIBLIOGRAPHY --- p.60-61 / APPENDICES --- p.62
8

An evaluation of the appraisal system on branch managers of the Bank of China group.

January 1991 (has links)
by Chiu Yun-ming, Leung Ka-chun. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1991. / Bibliography: leaves 143-145. / ABSTRACT --- p.ii / TABLE OF CONTENTS --- p.iii / LIST OF EXHIBITS --- p.v / LIST OF APPENDIXES --- p.vi / ACKNOWLEDGEMENTS --- p.vii / CHAPTER / Chapter I. --- INTRODUCTION --- p.1 / The Performance Appraisal --- p.1 / The Importance of Appraisal System --- p.2 / The Effective Characteristic of the Appraisal System --- p.3 / The Problems for an Effective Appraisal System --- p.5 / The Significance of the Study --- p.7 / Study Object --- p.8 / Objective of the Study --- p.10 / Target of the Study --- p.11 / Scope of the Study --- p.12 / Methodology --- p.13 / Chapter II. --- THE CURRENT APPRAISAL SYSTEM --- p.17 / Bank of China (BOC) Group Background --- p.17 / The Organisation Structure of BOC Group --- p.19 / Common Methods of Appraisal --- p.29 / The Current Appraisal Method in BOC Group --- p.33 / The Appraisal Procedures --- p.38 / The Final Adjustment Process --- p.40 / Limitations of the Current Appraisal System --- p.41 / Opinion Research on Branch Manager --- p.43 / Chapter IV. --- PROPOSED APPRAISAL SYSTEM FOR BRANCH MANAGER --- p.47 / The Basic Framework of the New System --- p.47 / The Amendment of the Appraisal Factor --- p.48 / The Amendment of the Rating Method of Appraisal Factors --- p.50 / The Method of Measurement of Branch Performance --- p.53 / The Advantages of the New Appraisal System --- p.63 / Problem in Implementing the New System --- p.66 / Chapter V. --- CURRENT BRANCH PERFORMANCE MEASUREMENT METHOD --- p.68 / Availability of Management Information in the Computer Systems --- p.69 / Management Information Not Available in the Current Systems --- p.70 / Description of Current Branch Performance Evaluation Method --- p.72 / Disadvantages of Current Branch Performance Measurement Method --- p.76 / Chapter VI. --- AMENDMENTS OF THE MANAGEMENT ACCOUNTING SYSTEM --- p.81 / Transfer Pricing Analysis --- p.81 / Cost and Revenue Allocation Systems Analysis --- p.90 / Standard Costs Applications --- p.103 / Budget Planning Process --- p.108 / The Branch Profit and Loss Statement under the New Scheme --- p.116 / Chapter VII. --- INTEGRATION OF THE PROPOSED APPRAISAL SYSTEM AND THE CURRENT COMPUTER SYSTEM --- p.119 / Appraisal Factors to be Measured by Computer --- p.119 / Suggestions on the Change of Computer Systems --- p.121 / Chapter VIII. --- RECOMMENDATIONS --- p.123 / APPENDIXES --- p.127 / BIBLIOGRAPHY --- p.143

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