The effective management of individual/team performance is a crucial requirement to ensure that organisational goals are attained. This requires accurate data regarding the performance levels of individuals/teams. Therefore there is a need for a standardised and formal performance management system. An effective performance management system is the centre of an integrated HR system that feeds into a variety of processes and systems such as career planning, rewards, training and development, promotions, and disciplinary decisions. Despite the importance of performance management, most organisations find it difficult to implement, manage and sustain performance management systems and processes effectively. The focus of this study is on appraising the performance management practices in the offices of the Department of Labour in three provinces: Gauteng, Limpopo and Mpumalanga. The results indicate problems with the practices in areas such as alignment, fairness, measuring commitment, systems integrity, and the performance management culture. Recommendations were made to address these issues and improve the effectiveness of the system / Human Resource Management / M. Tech. (Human Resource Development)

Purpose – The purpose of this study is to find the organizational practices in place for the performance evaluation of temporary employees and how that varies from permanent employees. Method – The study takes an inductive and interpretive approach to find out the unknown practices. The study is conducted over 7 respondents from different organizations split between recruitment agencies and client organizations and represents practices maintained by both set of industries. Findings – The study identifies low standardization in performance evaluation and discusses the variance from literature over the subject matter. Also a model is drawn based on the amalgamation of literary review and empirical results. Implications – The study presents variance in the processes for temporary employees and the prime areas where the variance occurs. For the organizations to have fair and just performance management system and for equality towards temporary employees, these issues must be addressed. Limitations – Cultural practices are not taken into consideration and literature might be based on different cultural practices than the respondents country and for a wholesome study, more respondents might be needed.

O Transtorno de Déficit de Atenção e Hiperatividade (TDAH) é o distúrbio neuropsiquiátrico mais comum da infância e está entre os mais prevalentes entre escolares. O TDAH é uma condição genético neurológica, muitas vezes manifestada cedo na vida do portador, porém somente no início da escolaridade os sintomas tornam-se perceptíveis, podendo apresentar, em sua história acadêmica, o fracasso escolar, determinado por alterações na entrada da informação. Tanto o processo diagnóstico quanto o tratamento do TDAH são complexos, não só pelo caráter dimensional dos sintomas de desatenção e/ou hiperatividade, mas também pela alta frequência de comorbidades apresentadas pelos pacientes. O tratamento dos sintomas de TDAH pode melhorar a habilidade de priorizar estímulos relevantes, a memória operacional (de trabalho), o armazenamento e a recuperação do material aprendido. Atualmente, já é possível a aplicação de procedimentos de avaliação que possibilitam aos pesquisadores a verificação do uso de habilidades do processamento fonológico, como a Consciência Fonológica, a Memória de Trabalho e a Nomeação Rápida em populações de leitores proficientes ou com alterações no processo de aprendizagem na leitura. O processamento fonológico refere-se à informação fonológica recebida auditivamente, que está diretamente relacionada ao desenvolvimento da linguagem oral e da linguagem escrita em um sistema de escrita alfabética. Tendo em vista a complexidade da aprendizagem e os crescentes problemas educacionais brasileiros, percebe-se a importância deste estudo. Por meio da aplicação de instrumentos eficazes, capaz de abranger as várias habilidades envolvidas na aquisição e desenvolvimento da leitura e escrita, esteestudo busca auxiliar a avaliação e direcionar intervenções para essa população. O objetivo do presente estudo foi comparar o desempenho da leitura e escrita, assim como também os aspectos subjacentes ao desenvolvimento da leitura e escrita em escolares com TDAH e escolares com desenvolvimento típico. Participaram deste estudo 30 escolares de ambos os sexos, sendo 15 com diagnóstico de TDAH (Grupo Experimental) e 15 escolares com desenvolvimento típico (Grupo Controle), pareadas quanto ao gênero, idade cronológica, escolaridade, tipo de escola (pública ou particular). Os escolares de ambos os grupos foram submetidos à avaliação da leitura, escrita e processamento fonológico, mais especificamente a Consciência Fonológica, Acesso ao Léxico e Memória de Trabalho. Para análise estatística foram utilizados Testes t de Student e Teste não-paramétrico Mann Whitney, adotando-se o nível de significância de 5% (0,05). Os resultados evidenciaram significância na avaliação da leitura, escrita e processamento fonológico. Foi possível observar que os escolares com TDAH apresentaram um desempenho inferior nas habilidades de leitura e escrita e nos aspectos subjacentes a essas habilidades quando comparadas a crianças com desenvolvimento típico. / The Attention Deficit Hyperactivity Disorder (ADHD) is the most common neuropsychiatric disorder of childhood and among the most prevalent among students. The ADHD is a genetic neurological condition often manifested early in life of patients, but only in early schooling symptoms become noticeable, and may present in their academic record, school failure, determined by changes in input information. Both the process diagnosis and treatment of ADHD are complex, not only by the dimensional chacacter of the symptoms of inattention and/ or hyperactivity, but also by the high frequency of comorbidities presented by patients. The treatment of ADHD symptoms may improve the ability to prioritize relevant stimuli, working memory, the storage and retrieval of learned material. Currently, it is possible to apply assessment procedures that enable researchers to check the use of phonological processing skills such as phonological awareness, the working memory and rapid naming of proficient readers in populations or changes in the learning process in reading. The phonological processing refers to phonological auditory information received which is directly related to the development of oral and written language in an alphabetic writing system. Given the complexity of learning and growing Brazilian education problems, realizes the importance of this study. Throught the application of effective tools, able to cover the various skills involved in the acquisition and development of reading and writing, this study seeks to help assess and guide interventions for this population. The aim of this study was to compare the performance of reading and writing, as well as aspects underlying the development of reading and writing in children with ADHD and children with typical development. The study included 30 student of both sexes, 15 with ADHD (experimental group) and 15 students with typical development (control group), matched for gender, chronological age, education, type of scholl (public or private). The students of both groups were assessed for reading, writing and phonological processing, specifically phonological awareness, rapid naming and working memory. For statistical tests were used t Student test and nonparametric Mann- Whitney test, adopting a significance level of 5% (0,05). The results showed significance in the assessment of reading, writing and phonological processing. Is was observed that students with ADHD underperformed in the skills of reading and writing aspects underlying these skills when compared to students with typical development.

A presente pesquisa discute o uso de avaliação de desempenho em prefeituras municipais. Nas últimas décadas reformas administrativas em diversos países têm orientado organizações do setor público a adotarem novas práticas em busca de eficiência. Foi feita análise de conteúdo da legislação sobre plano de carreira e avaliação de desempenho para carreiras de administração geral em prefeituras de 35 municípios dos estados de São Paulo e Minas Gerais com população superior a 50 mil habitantes. A análise traz evidências de que a influência de tais reformas administrativas em governos locais no Brasil pode ser limitada. Os sistemas de avaliação de desempenho na maioria dos casos observados não fazem associação do mérito do funcionário ao atingimento de metas individuais e de equipes para progressão na carreira. / This research discusses the performance appraisal use in municipalities. In recent decades administrative reforms in many countries have guided public sector organizations to adopt new practices in pursuit of efficiency. We conducted a content analysis on the career planning and performance appraisal laws for city hall\'s administrative staff from 35 municipalities (more than 5 thousand inhabitants) in São Paulo and Minas Gerais states. The analysis provides evidences for consider as limited the influence of such administrative reforms on local governments in Brazil. Performance appraisal systems generally do not associate employee merit with individual or team targets achievement as career advancement criteria

O Transtorno de Déficit de Atenção e Hiperatividade (TDAH) é o distúrbio neuropsiquiátrico mais comum da infância e está entre os mais prevalentes entre escolares. O TDAH é uma condição genético neurológica, muitas vezes manifestada cedo na vida do portador, porém somente no início da escolaridade os sintomas tornam-se perceptíveis, podendo apresentar, em sua história acadêmica, o fracasso escolar, determinado por alterações na entrada da informação. Tanto o processo diagnóstico quanto o tratamento do TDAH são complexos, não só pelo caráter dimensional dos sintomas de desatenção e/ou hiperatividade, mas também pela alta frequência de comorbidades apresentadas pelos pacientes. O tratamento dos sintomas de TDAH pode melhorar a habilidade de priorizar estímulos relevantes, a memória operacional (de trabalho), o armazenamento e a recuperação do material aprendido. Atualmente, já é possível a aplicação de procedimentos de avaliação que possibilitam aos pesquisadores a verificação do uso de habilidades do processamento fonológico, como a Consciência Fonológica, a Memória de Trabalho e a Nomeação Rápida em populações de leitores proficientes ou com alterações no processo de aprendizagem na leitura. O processamento fonológico refere-se à informação fonológica recebida auditivamente, que está diretamente relacionada ao desenvolvimento da linguagem oral e da linguagem escrita em um sistema de escrita alfabética. Tendo em vista a complexidade da aprendizagem e os crescentes problemas educacionais brasileiros, percebe-se a importância deste estudo. Por meio da aplicação de instrumentos eficazes, capaz de abranger as várias habilidades envolvidas na aquisição e desenvolvimento da leitura e escrita, esteestudo busca auxiliar a avaliação e direcionar intervenções para essa população. O objetivo do presente estudo foi comparar o desempenho da leitura e escrita, assim como também os aspectos subjacentes ao desenvolvimento da leitura e escrita em escolares com TDAH e escolares com desenvolvimento típico. Participaram deste estudo 30 escolares de ambos os sexos, sendo 15 com diagnóstico de TDAH (Grupo Experimental) e 15 escolares com desenvolvimento típico (Grupo Controle), pareadas quanto ao gênero, idade cronológica, escolaridade, tipo de escola (pública ou particular). Os escolares de ambos os grupos foram submetidos à avaliação da leitura, escrita e processamento fonológico, mais especificamente a Consciência Fonológica, Acesso ao Léxico e Memória de Trabalho. Para análise estatística foram utilizados Testes t de Student e Teste não-paramétrico Mann Whitney, adotando-se o nível de significância de 5% (0,05). Os resultados evidenciaram significância na avaliação da leitura, escrita e processamento fonológico. Foi possível observar que os escolares com TDAH apresentaram um desempenho inferior nas habilidades de leitura e escrita e nos aspectos subjacentes a essas habilidades quando comparadas a crianças com desenvolvimento típico. / The Attention Deficit Hyperactivity Disorder (ADHD) is the most common neuropsychiatric disorder of childhood and among the most prevalent among students. The ADHD is a genetic neurological condition often manifested early in life of patients, but only in early schooling symptoms become noticeable, and may present in their academic record, school failure, determined by changes in input information. Both the process diagnosis and treatment of ADHD are complex, not only by the dimensional chacacter of the symptoms of inattention and/ or hyperactivity, but also by the high frequency of comorbidities presented by patients. The treatment of ADHD symptoms may improve the ability to prioritize relevant stimuli, working memory, the storage and retrieval of learned material. Currently, it is possible to apply assessment procedures that enable researchers to check the use of phonological processing skills such as phonological awareness, the working memory and rapid naming of proficient readers in populations or changes in the learning process in reading. The phonological processing refers to phonological auditory information received which is directly related to the development of oral and written language in an alphabetic writing system. Given the complexity of learning and growing Brazilian education problems, realizes the importance of this study. Throught the application of effective tools, able to cover the various skills involved in the acquisition and development of reading and writing, this study seeks to help assess and guide interventions for this population. The aim of this study was to compare the performance of reading and writing, as well as aspects underlying the development of reading and writing in children with ADHD and children with typical development. The study included 30 student of both sexes, 15 with ADHD (experimental group) and 15 students with typical development (control group), matched for gender, chronological age, education, type of scholl (public or private). The students of both groups were assessed for reading, writing and phonological processing, specifically phonological awareness, rapid naming and working memory. For statistical tests were used t Student test and nonparametric Mann- Whitney test, adopting a significance level of 5% (0,05). The results showed significance in the assessment of reading, writing and phonological processing. Is was observed that students with ADHD underperformed in the skills of reading and writing aspects underlying these skills when compared to students with typical development.

Made available in DSpace on 2016-04-28T20:19:09Z (GMT). No. of bitstreams: 1 2006-Edival Dan Junior.pdf: 825404 bytes, checksum: 886fcc294103766d329a2552875c3e61 (MD5) Previous issue date: 2006-02-11 / This work aimed to analyze the managers and employees opinions about the gains and the effectiveness of the Sistema de Gerenciamento de Pessoal - GDP (Petrobras human performance appraisal system) after four years used as a tool to implement the enterprise s strategies and to provide with information others Humans Resources process. The methodology used was a case study, by a qualitative and quantitative research on Petrobras, aiming to verify the opinions about the alignment between the individuals and the macro-targets (Mission and Vision). The work s structure has been set to identify traps and fails on human performance appraisal process. The bibliographic research have been done aiming to identify, by a comparative analyze, the different aspects and points of view of known Human Resource authors besides the opinions of the Strategic research authors. As result of this bibliographic research, it has been verified that a programmed application of a performance appraisal may contribute for strategies implementation, making competitive advantages for the company. As case study result, it was verified that the managers and employees believe is an important tool to Petrobras. However, GDP s use can be improved. It was verified, also, managers and employees identify the alignment between the individual s activities and the company s strategic objectives, reflecting the unfolding Petrobras objectives. / O presente trabalho teve como objetivo analisar as opini?es dos gerentes e dos empregados da Petrobras quanto ? efici?ncia e os ganhos gerados pelo Sistema de Gerenciamento de Pessoal (GDP) ap?s 4 anos da utiliza??o do mesmo como ferramenta para a implementa??o das estrat?gias da empresa e como gerador de subs?dios para processos de Recursos Humanos. A metodologia utilizada foi um estudo de caso atrav?s de uma pesquisa qualitativa e quantitativa aplicada na Petrobras, visando verificar as diversas opini?es dos gerentes e empregados quanto ao processo de avalia??o de desempenho e quanto o alinhamento dos indiv?duos com os macro-objetivos da organiza??o (Miss?o e Vis?o). A estrutura??o das justificativas e cr?ticas abordadas pelos respondentes pretendeu identificar pontos fortes, falhas e armadilhas na aplica??o do processo na empresa, sugerindo solu??es e melhorias para o alcance das metas planejadas. A revis?o bibliogr?fica buscou identificar, atrav?s de uma an?lise comparativa, os diferentes aspectos e pontos de vista de renomados autores da ?rea de Recursos Humanos e confront?-las com as opini?es dos autores da ?rea de Estrat?gia, objetivando formar uma cr?tica quanto ao processo. Verificou-se, confrontando as opini?es dos autores, que uma aplica??o criteriosa e programada pode contribuir para a implanta??o das estrat?gias, gerando vantagens competitivas para a empresa. Como resultado do estudo de caso, verificou-se que os gerentes e empregados da Petrobras acreditam que o GDP ? importante para a empresa, mas que sua utiliza??o pode ser melhorada. Constatou-se que os gerentes e empregados identificam o alinhamento entre suas atividades individuais e os objetivos da empresa, refletindo o desdobramento das metas organizacionais.

Performance appraisal has been well established as an important management tool for improving individual and organisational performance, and has attracted considerable research interest over the past fifty years. Many previous studies of performance appraisal have been conducted either in laboratory settings, or have tended to focus narrowly on raters and/or the appraisal process, or of necessity have excluded from consideration the group dynamics prevalent in large organisations. Additionally, although it has long been recognised that the purpose of performance appraisal can affect ratings, little appears to have been done in situ on performance appraisal as a part of a complex personnel management system. One consequence of this approach has been a degree of uncertainty on the utility of laboratory and other findings to working appraisal systems. Moreover, previous examinations have focused on civilian organisations even though military organisations have an equally long history of using performance appraisal for a range of purposes. Using a sample (N = 577) of senior air force officers from three adjacent rank levels, this study examined the relationships between performance appraisal rating leniency, the perceived causes of leniency, and two personnel selection processes based on appraisal data. Rating leniency was perceived to be widespread, and was found to be associated with a lack of confidence (or mistrust) in several aspects of the performance appraisal system and related officer selection processes. While officer groups did not show any practically significant differences in perception of the prototype of the ideal commander (the leader), raters used a range of prototypes for estimating officers' promotion potential and suitability for command. Officers from one employment specialisation tended to stand apart in their view of the appraisal system and personnel selection processes, and the lower ranking officers surveyed tended to be more critical of the performance appraisal system and selection processes than were the higher ranking officers. In terms of selection process outcomes, 21.7% of officers were not satisfied with the management and leadership style of their commander, and officers at the lower organisational levels were found to be significantly (p<.005) more satisfied with their commander that those at the highest level. Satisfaction was found to be predicted by a multiple regression equation (R2=.72, p<.001), with the elements of the equation reinforcing the importance of a human-relations orientation for effective leaders. This study suggests that the behaviour of a working performance appraisal system can be predicted by established theory and that a model of system effectiveness may be possible, embracing rating errors, rating format, reliability factors (such as dyadic quality and period of observation), criterion validity of the appraisal instrument, and rater trust in the system. Additionally, this study suggests that upwards appraisal may be a useful input to the process for selecting leaders, if only to indicate which appraisal dimensions are perceived by subordinates to be important.

<p>Author: Nilsson Linda</p><p>Title: Appraisal talk- new ideals and new forms</p><p>The purpose of this study was to examine the concept of the appraisal talk. More specifically its aim was to find out more about the function and the meaning of the appraisal talk, for the organization, managers and co-workers point of view, and if there was any specific method applied. Two of the central questions were: How did the managers and co-workers describe the function and the meaning of appraisal talks? Were there any differences or similarities of the respondent’s point of view, depended of their position in the organization? The method of analysis was qualitative with a critical reflective approach. The study was based on interviews with three managers and four co-workers, in the public service of elderly care in Kalmar municipality. A central finding of the study is that the implementation of the appraisal talk is a tool for the organization to make effectiveness, but also to create a meaningful atmosphere. It seems to depending on the respondent’s position in the organisation. The managers use a solution focused work method in the appraisal talk.</p>

For many companies, especially the ones that are knowledge-intensive such as consulting companies or service delivery firms, it has been increasingly popular to organize the employees in so called self-managing teams. These teams have proven to increase efficiency as they reduce overhead costs by not having the need of being supervised by a manager. These teams should handle the daily work tasks by themselves as well as make decisions, handle the teams’ development in line with company desires, and work towards greater performance. Furthermore, the teams need to structure the performance management and be able to handle all the activities that are included within that process. Performance management is a process that is designed to improve the overall performance at the company. Activities within the process include goal setting, performance feedback and performance appraisals. All these activities should help the company with structuring a way of getting the right input for giving the suitable rewards to their employees. The team will always be influenced by different factors that will affect the team: both from within the team and from the organization as a whole. Therefor, the purpose of this thesis was to investigate how external factors (within the organization but outside the team) and internal factors have an impact on the self-managing teams within knowledge-intensive companies, and how well they can perform the performance management activities. To be able to answer the purpose, a case study was made at the IT-consulting company Findwise AB. A year ago (Spring 2011), the three development teams at the Stockholm office got organized in more permanent teams. They saw a need of structuring their daily work and therefor they implemented the agile working method Scrum at the office, a working method focusing on iterative and incremental development.  They started to operate more self-managed and a lot of the responsibilities that had been managed outside the team were now integrated towards the team. This fall (2012), the Team Leaders in each team will begin to take over the responsibility for parts of the performance appraisal process, a performance management activity that previously was done by an external manager outside the team.  Furthermore, the team should to a greater extent than before, handle other performance management activities, such as setting goals and giving performance feedback. The case study showed that the following external factors have an impact on the executing of performance management activities within the self-managing teams: external leaders and the information systems. Furthermore, the group beliefs and meeting organizational objectives, roles and responsibilities, and team composition were internal factors that had an impact. During the analysis, it became clear that things that were found in the empirical data collection also affected how effective the performance management activities were executed within the teams. The external factors were the internal processes at the company, which refers to the fact that the team members also have responsibilities outside the team, and the external Project Leaders, which refers to that the teams sometimes uses Project Leaders for the customer projects that are not held permanent within the team. A new internal factor that was found was the various working methods that were used between the development teams. The recommendations given to the case company included the need of setting clear goals that are tangible, as well as having attainable goals connected to a carrier plan. Furthermore, the study showed a need of implementing performance feedback sessions were input from all relevant stakeholders, inside and outside the company, could be gathered. / För många företag, speciellt de som är kunskapsintensiva så som företag inom konsultsektorn eller tjänstesektorn, har det blivit allt mer populärt att organisera de anställda i självorganiserande team. Dessa team har visat sig öka produktiviteten då de minskar overheadkostnader genom att de inte har ett stort behov av att kontrolleras av en ledare eller chef. Dessa team ska kunna hantera dagliga aktiviteter själva och ta de beslut som krävs inom gruppen, men även se till att teamet utvecklas i linje med organisationens önskemål, samt att de arbetar för att ständigt öka prestationen inom gruppen. Dessutom måste teamen arbeta med målstyrningsprocessen och se till att de kan hantera alla de aktiviteter som finns inom denna process. Målstyrning, eller verksamhetsstyrning, är ett samlingsnamn för en process som underlättar möjligheten för ökad prestation inom ett företag. Aktiviteter som ingår inkluderas av målsättning, prestationsfeedback och utvärdering. Dessa aktiviteter kan tillsammans underlätta för organisationen att skapa en struktur som kan ge input för att kunna ge rätt belöning till företagets anställda. Teamen som ska arbeta med dessa aktiviteter kommer alltid influeras av olika faktorer som påverkar hur väl de kan arbeta som ett självgående team och ha möjlighet att arbeta effektivt med tidigare nämnda målstyrningsaktiviteter. Dessa faktorer kan innefatta påverkan internt inom teamet, men även påverkan utanför teamet men inom organisationen. Detta examensarbete hade därför som syfte att studera hur externa faktorer (inom organisationen men utanför teamet) och interna faktorer har en inverkan på självorganiserande team i kunskapsintensiva företag, samt hur detta i sin tur påverkar hur väl de kan utföra målstyrningsaktiviteterna.  För att kunna besvara syftet gjordes en fallstudie på IT-konsultföretaget Findwise AB. Under våren 2011 började de tre utvecklingsteamen på företagets kontor i Stockholm organisera sig i mer permanenta team. De såg ett behov av att få en bättre struktur på det dagliga arbetet och implementerade därför den agila arbetsmetoden Scrum på företaget som går ut på att arbeta inkrementellt där utvecklingslösningarna utförs iterativt. Detta ledde till att teamen började arbeta allt mer självständigt och många av de ansvarsområden som tidigare legat utanför teamen integrerades nu mot teamen. Hösten 2012 kommer teamledarna för varje team börja ta över ansvaret för delar av utvärderingsprocessen, en målstyrningsaktivitet som tidigare har utförts av olika externa ledare utanför teamet. Tanken är även att teamen ska utföra flertalet av de övriga målstyrningsaktiviteterna inom teamet, så som målsättning och ge feedback. Fallstudien visade att de externa ledarna i organisationen samt företagets informationssystem var externa faktorer som hade en inverkan på utförandet av målstyrningsaktiviteterna inom självorganiserande team. Studien visade även att delade värderingar inom gruppen och möjligheten att nå organisationens mål, roller och ansvarsområden samt gruppsammansättning var interna faktorer som hade en påverkan. Under arbetets analysfas upptäcktes även att faktorer som hittades i det empiriska materialet även det hade en påverkan på hur effektivt målstyrningsaktiviteterna kunde utföras inom teamet. Nya externa faktorer som påträffades var så kallande interna processer, vilket syftar till att de anställda i många fall har ansvarsområden utanför teamet, samt att teamen ibland använde sig av externa projektledare under utförandet av kundprojekt. En ny intern faktor som påträffades var att teamen påverkades av att de redan nu hade börjat utveckla olika arbetsmetoder inom gruppen. Studien avslutades med att ge rekommendationer till fallföretaget med information om att de behövde sätta klara och konkreta mål som på ett tydligt sätt gick att koppla till en karriärs- eller utvecklingsplan för individen. Dessutom visade studien på ett behov av att implementera feedbackmöten på team och individnivå där input kunde hämtas från samtliga intressenter inom företaget samt från de externa kunderna.

Author: Nilsson Linda Title: Appraisal talk- new ideals and new forms The purpose of this study was to examine the concept of the appraisal talk. More specifically its aim was to find out more about the function and the meaning of the appraisal talk, for the organization, managers and co-workers point of view, and if there was any specific method applied. Two of the central questions were: How did the managers and co-workers describe the function and the meaning of appraisal talks? Were there any differences or similarities of the respondent’s point of view, depended of their position in the organization? The method of analysis was qualitative with a critical reflective approach. The study was based on interviews with three managers and four co-workers, in the public service of elderly care in Kalmar municipality. A central finding of the study is that the implementation of the appraisal talk is a tool for the organization to make effectiveness, but also to create a meaningful atmosphere. It seems to depending on the respondent’s position in the organisation. The managers use a solution focused work method in the appraisal talk.