Rater training is important for various human resource activities. The proposed symposium highlights contemporary research on rater training in different arenas such as performance appraisal, job interviews, and foreign language testing. New and emerging trends in rater training research and practice will also be discussed.

Despite Landy and Farr’s (1980) highly influential call for a moratorium on rating format research over 30 years ago, recent research continues to show that rating format design can influence rating quality. This symposium brings together a group of scholars who will share their research and expertise on this topic.

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薪俸制度的良窳，不僅影響優秀人才的延攬和保持，更與人員士氣和績效的提升有密切相關。因此，美國聯邦政府師法民營企業實施績效薪俸(Pay for Performance)制度之成效，於一九七八年文官改革法，針對一般俸表第十三至十五職等的管理人員與監督人員創設功績俸制度(MPS)，摒棄過去自動晉俸的調整薪俸方式，改依工作績效決定加薪數額，期能激勵人員士氣與績效，進而提昇組織生產力。 　　本論文旨在探討美國聯邦政府施行功績俸制度之情形，採取文獻分析法，首先檢視支持與反對功績俸制度的相關理論，其次針對美國聯邦政府實施功績俸制度之過程和內容，作一有系統的介紹，並綜理其施行結果，檢討其成敗關鍵，進而說明有效實施該制的要件。 　　本研究結果發現，功績俸制度和其後在一九八四年改革之績效管理與獎賞制度(PMRS)所強調的「依功論酬」概念頗佳，也得到員工的支持，但是大部分的實際研究均指出，兩制並未能達成改進組織生產力的目標。績效評估的困難與基金不足的問題，乃是影響制度成敗的兩大關鍵因素。值得一提的是，儘管一連串的功績俸計畫成效不佳，但是聯邦政府仍不願放棄該一理念，反而積極檢討將該制擴大的可能性。 　　最後，除了對功績俸制度提出改進建議外，並探討該制在我國政府機關的適用性問題，以及歸納政府機關施行績效薪俸制度之原則以供參考。

在研究旨在探討教育視導績效評估的模式，據以評估教育視導的績效；進而比較分析視導制度、視導組織、視導人力、視導經費、視導角色及視導方式在視導效能、學生表現及工作漢足上的差異；並探求有效預測視導績效的變項，期能尋求教育視導革新的途徑，以改進視導工作，提升教育的品質。 本研究採用問卷調查法，以自編「臺灣省教育視導績效評估量表」，分視導人員及學校人員兩部分，進行施測。受試者包括台灣省及各縣市教育視導人員126人，問卷回收率達98.41%，高級中等學校406人，問卷回收率達95.07%，國民中學448人，問卷回收率83.92%，及國民小學896人，問卷回收率78.90%。回收問卷經統計分析，獲得以下結論： 一、不同視導制度在國民中學工作滿足上有極顯著差異。以駐區視導為主、分科視導為輔者比駐區視導為主、職合視導為輔者獲得更高的滿足。兩種不同的視導制度在視導人員及國民小學的視導績效上則未達顯著水準。 二、不同視導目標取向在國民小學的工作滿足上有顯著差異，亦即教育政策取向優於非教育政策取向。兩種不同的視導目標取向在視導人員及國民中學的視導績效上亦未達顯著水準。 三、不同視導組織結構在國民小學的視導績效上有顯著差異，亦即非正式化取向在視導效能、學生表現及工作滿足等方面，均優於正式化取向。兩種不同的視導組織結構在視導人員及國民中學的視導績效上未達顯著水準。 四、不同視導人員年齡在國民小學學生表現及教師工作滿足上有顯著差異，亦即視導人員年齡愈小，學生表現及教師工作滿足愈佳。其他視導人員的人口變項對於視導人員及國民中學的視導績效上沒有達到顯著水準。 五、不同視導旅費在視導人員工作滿足上有顯著差異。視導旅費愈充裕，視導人員的滿意度愈高。視導旅費充裕與否也會影響國民中學學生表現及教師的工作滿足。 六、不同視導角色在國民中學的工作滿足上有顯著差異，亦即溝通取向比領導角色在國民中學的工作滿足，但在視導人員及國民小學的視導績效上沒有達到顯著水準。 七、不同視導方式在視導人員、國民中學及國民小學的視導績效上沒有達到顯著水準，亦即不論民主式或權變式均不造成顯著差異。 八、不同公文效率在視導人員的工作滿足及國民小學的視導效能和工作漢足有顯著差異。公文效率高，工作滿足也愈高。 九、教育廳視導人員比縣市視導人員更有自信心，較能表現人性化的特質，工作滿意度也較高。 十、高級中學學校的視導績效優於國民小學，國民小學的視導績效也優於國民中學。 十一、各績學校人員的視導績效，主任優於教師，校長也優於教師。視導績效顯現於行政層面，惟教學層面則不甚顯著。 十二、視導的背景變項、輸入變項及歷程變項對於視導效能、學生表現及工作滿足有交互關係。在各類變項的因素中，視導旅費、視導組織結構、視導制度、視導人員素質及公文效率對於視導績效頗具影響。 綜觀本研究的發現與結論，研究者提出教育視導革新竹建議，俾供各級機關及學校斟採行： 一、對教育行政機關的建議：（一）塑造視導人員的新形象，（二）延攬優秀視導人員，（三）實施分科及分及視導制度，（四）運用臨床（診斷式）視導技術，（五）結合教學輔導網，（六）建立績效評估制度，（七）建立教育品質管理系統，（八）強化視導人員的培育與進修制度，（九）增加視導經費及（十）提高公文處理效率。 二、對學校的建議：（一）擴大校務參與的層面，（二）實施同儕輔導，（三）推展校內教師進修計畫，（四）貫徹「有教無類、因材施教」的辦學理念，（五）加強學生行為之輔導，（六）改進校務評鑑及（七）激勵教育工作熱忱。 三、對省政府的建議：（一）設置縣市政府教育局督學室，（二）調整縣市政府教育局視導人員編制，（三）訂定省、縣市視導人員的任用基準，（四）暢通視暢人員的升遷管道及（五）改善視導人員的工作環境。 四、對中央機關的建議：（一）修訂教育人員任用條例，（二）建立視導人員績效本位的考績制度，（三）建立視導人員的酬償制度，（四）提高視導人員的職等及權限及（五）舉辦視導人員高等考試。

<p><strong>Bakgrund: </strong>Den största delen av den vuxna befolkningen befinner sig i arbetslivet och därför är arbetsplatsen en viktig arena i arbetet med att förbättra folkets hälsa. I verksamheters systematiska arbetsmiljöarbete finns verktyget medarbetarsamtal som syftar till att öka förståelsen för organisationens uppgift samt att ge medarbetaren ett större handlingsutrymme. <strong>Syfte: </strong>Att studera chefers och medarbetares upplevelser av hur arbetsmiljö och livsstilsfrågor diskuteras och behandlas i medarbetarsamtalet. <strong>Metod: </strong>Fyra fokusgrupper genomfördes med chefer och medarbetare från proAros olika verksamheter. <strong>Resultat: </strong>Mål, strategier, utveckling samt en enad riktning av verksamheten diskuterades som viktiga delar i medarbetarsamtalet. Tydligt ledarskap, stöd och uppmuntran, delaktighet, det egna ansvaret samt hur mål och krav är anpassade för den rådande situationen var faktorer som upplevdes påverka medarbetarsamtalet. Gällande arbetsmiljö diskuterades främst hur trivseln i arbetslaget var och hur samarbetet fungerade. Gällande livsstilsfrågor diskuterades friskvård, det egna ansvaret för sin hälsa samt balansen mellan arbetsliv och privatliv. <strong>Slutsats: </strong>Den fysiska arbetsmiljön är fortfarande av betydelse för de anställdas hälsa då proAros verksamheter till större delen består av människobehandlande yrken med påfrestande arbetsbelastningar. Frågan om att hitta balans är viktig för den arbetsrelaterade hälsan och bör därför göras mer medveten. Det promotiva hälsoarbetet bör därför integreras även i medarbetarsamtal.</p> / <p><strong>Background: </strong>The majority of the adult population is present in working life and the workplace is therefore an important setting in the efforts to improve public health. In the organizations’ day-to-day work to improve the work environment it is possible to use performance appraisal that aims to increase the understanding for the organization’s commissions and to increase the employees’ participation. <strong>Aim: </strong>To study directors and coworkers experiences about how work environment and lifestyle are discussed and managed during performance appraisal. <strong>Method: </strong>Four focus groups where performed with directors and co-workers from different units at proAros. <strong>Result: </strong>Objectives, strategies, development, and a united direction in the organization were discussed as important for performance appraisals. Leadership, support and encouragement, participation, the own responsibility and how objectives, demands are adjusted to the existing situation were factors that were experienced to influence performance appraisal. Concerning the work environment was the comfort in the team and how the cooperation worked the foremost subjects that were discussed. Concerning lifestyle were the organisation’s health work, the responsibility for your own health and the balance between working life and leisure time discussed. <strong>Conclusion: </strong>The physical work environment is still important for the employees’ health as the units of proAros to a great extent consist of human services with a high workload. The question of how to find a balance is important for the work related health and therefore should the awareness of it be enlarged. The health promoting work should therefore also be integrated in performance appraisals.</p>

Bakgrund: Den största delen av den vuxna befolkningen befinner sig i arbetslivet och därför är arbetsplatsen en viktig arena i arbetet med att förbättra folkets hälsa. I verksamheters systematiska arbetsmiljöarbete finns verktyget medarbetarsamtal som syftar till att öka förståelsen för organisationens uppgift samt att ge medarbetaren ett större handlingsutrymme. Syfte: Att studera chefers och medarbetares upplevelser av hur arbetsmiljö och livsstilsfrågor diskuteras och behandlas i medarbetarsamtalet. Metod: Fyra fokusgrupper genomfördes med chefer och medarbetare från proAros olika verksamheter. Resultat: Mål, strategier, utveckling samt en enad riktning av verksamheten diskuterades som viktiga delar i medarbetarsamtalet. Tydligt ledarskap, stöd och uppmuntran, delaktighet, det egna ansvaret samt hur mål och krav är anpassade för den rådande situationen var faktorer som upplevdes påverka medarbetarsamtalet. Gällande arbetsmiljö diskuterades främst hur trivseln i arbetslaget var och hur samarbetet fungerade. Gällande livsstilsfrågor diskuterades friskvård, det egna ansvaret för sin hälsa samt balansen mellan arbetsliv och privatliv. Slutsats: Den fysiska arbetsmiljön är fortfarande av betydelse för de anställdas hälsa då proAros verksamheter till större delen består av människobehandlande yrken med påfrestande arbetsbelastningar. Frågan om att hitta balans är viktig för den arbetsrelaterade hälsan och bör därför göras mer medveten. Det promotiva hälsoarbetet bör därför integreras även i medarbetarsamtal. / Background: The majority of the adult population is present in working life and the workplace is therefore an important setting in the efforts to improve public health. In the organizations’ day-to-day work to improve the work environment it is possible to use performance appraisal that aims to increase the understanding for the organization’s commissions and to increase the employees’ participation. Aim: To study directors and coworkers experiences about how work environment and lifestyle are discussed and managed during performance appraisal. Method: Four focus groups where performed with directors and co-workers from different units at proAros. Result: Objectives, strategies, development, and a united direction in the organization were discussed as important for performance appraisals. Leadership, support and encouragement, participation, the own responsibility and how objectives, demands are adjusted to the existing situation were factors that were experienced to influence performance appraisal. Concerning the work environment was the comfort in the team and how the cooperation worked the foremost subjects that were discussed. Concerning lifestyle were the organisation’s health work, the responsibility for your own health and the balance between working life and leisure time discussed. Conclusion: The physical work environment is still important for the employees’ health as the units of proAros to a great extent consist of human services with a high workload. The question of how to find a balance is important for the work related health and therefore should the awareness of it be enlarged. The health promoting work should therefore also be integrated in performance appraisals.

Human Resources Management (HRM) is a crucial part of every organization as it dealswith a vital resource: human capital. In the past 10 years, HRM has been going througha transformation adopting technological tools to improve its performance. Paauwe,Farndale and Williams (2005) said that “the HRM function is subject to radical anddramatic change because of the implications of web- based organizing”(p. 3). The combinationof information technology (IT) tools in HRM processes has been named “electronicHuman Resources Management” (e-HRM). E-HRM strives to implement all theoperational activities that HRM is concerned with, with the help of technological toolsin a fast and accurate way. The purpose of this thesis is to identify and explain the outcomesthat multinational corporations experience by using relational e-HRM.In this thesis, we chose to have a qualitative approach, gathering empirical resultsthrough in-depth, semi- structured interviews. A frame of reference that complementedour purpose was created based on previous e-HRM research. After gathering our findings,we analyzed the information using the theoretical framework. In the analysis wecompared our theory to the findings, in order to answer our research questions and fulfillour purpose.To conclude, we identified that the interviewed companies make use of e-recruitment, etrainingand e-performance appraisal in their HR processes. The most significant outcomeswere the increase of speed in processes, standardization, elimination of distanceconstraints and possibilities for data archiving. It is important to mention that in order toachieve better results, companies must combine e-HRM with face-to-face interaction.Lastly, it was discovered that apart from bringing positive outcomes, it is difficult to sayif e-HRM is effective because there are no concrete ways of measuring it.

Performance management is a process through which employees‟ performance is evaluated in order to reward such performance that meets the required standards, and to develop employees who fail to attain the required expectations. The overall organisational performance hinges on the effectiveness with which a performance management system is developed and implemented. The current study focuses on the extent to which performance management is effectively developed and implemented at the City of Johannesburg Metropolitan Municipality and the correlation that this has with service delivery. To achieve this objective a number of research questions and objectives were posed and formulated in chapter one. The hypotheses for the study are: a well-designed performance management system with well thought out practices and procedures can improve the delivery of services in the City of Johannesburg; and a well-designed performance management system with well thought out practices and procedures cannot improve the delivery of services in the City of Johannesburg. In order to validate the hypotheses, the structured questionnaires on the performance management system and service delivery were compiled. A questionnaire for employees consisted of close-ended questionnaire statements and open-ended questions. Another questionnaire with only close-ended questionnaire statements was issued to residents to elicit responses on service delivery by the City of Johannesburg. Frequency analysis, which lends itself to correlation analysis, of employees‟ responses and residents‟ feedback was conducted. The correlation analysis between employees‟ responses to performance management system and residents‟ responses to service delivery was conducted using the Pearson Correlation. The findings of the study are: Growth and Development Strategy and the Integrated Development Plan (IDP) are not adhered to in the daily operations in the municipality. Managers and subordinates set objectives jointly but are, however, not participants in the evaluation of the municipality’s performance. The employees of the municipality are aware of the existence of the performance management system but it is applied only to more senior officials. Employees and managers are not involved in the evaluation of the municipality‟s performance. Training does not capacitate employees to work effectively with the Balanced Scorecard. The information technology architecture is not supportive of the implementation of the performance management system. Key performance areas were found to lack uniformity in the municipality and therefore created „silos‟ in the municipality. The key performance indicators are developed without the involvement of the communities, including employees, especially at the lower level of management. The critical success factors are understood by employees and are linked to major tasks and job responsibilities. Tax and rates accounts are issued in time. Tax and rates accounts are inaccurate. The municipality does not maintain street lights regularly. The municipality does not maintain sewage systems regularly. There is no relationship between the performance management system and service delivery. The recommendations for improving the performance management system were made and the researcher developed an appropriate model of performance that is oriented to effective service delivery. / Thesis (PhD (Public Management and Governance))--North-West University, Vaal Triangle Campus, 2013

Studien syftar till att undersöka medarbetarsamtal utifrån ett chefsperspektiv och studien intresserar sig för vilka effekter cheferna upplever att samtalet generar i verksamheten och hur de använder sig av samtalet i utveckling av verksamheten. Metoden är kvalitativ och utgörs av åtta stycken semistrukturerade intervjuer, där individer med personalansvar fick möjlighet att berätta sina upplevelser och erfarenheter av samtalet samt reflektera runt dess betydelse utifrån deras position i organisationen. Resultatet visar att medarbetarsamtalet är en tids- och energikrävande insats för cheferna som ibland måste ställa sin fritid till förfogande. Dialog och social kompetens lyfts fram som nyckelfaktorer för ett bra samtal och deltagarna i studien förlitar sig på sin upparbetade erfarenhet och känner en trygghet i sin yrkesroll vid genomförandet av samtalet. Denna studie bidrar till djupare kunskap om chefernas upplevelse av medarbetarsamtalet och dess potential som styrverktyg inom organisationer och kan medverka till framtida forskning som ett komplement till studier rörande medarbetarnas upplevelse. Studien visar att det även kan vara av intresse att via observationer av samtalet undersöka hur väl det praktiska genomförandet stämmer överens med chefens intentioner om verksamhetsutveckling. / This study aims to examine employee review, based on a manager perspective with an interest in what effects leaders' experience it is generating, and how they use the employee review in the development of their organization. The method used in this study is qualitative and comprises eight semi-structured interviews, in which individuals with personnel responsibility where given the opportunity to share their comprehension off and experience from the phenomenon employee review, and its importance based on their position in the organization. The result shows that the employee review is a time and energy-intensive effort for the managers who sometimes have to make their spare time available for the task.Dialogue and social skills are highlighted as key factors for a good conversation, and the participants in the study relies on their self-generated experience and feel confident in their professional role in the implementation of employee review. This study contributes to deeper knowledge of the managers' experience regarding the employee review and its potential as an organizational management tool, and can contribute to future research as a complement to studies regarding the employees' experience. The results shows that it may also be of interest to study employee reviews through observations of the interview, how well the practical implementation is in line with the manager's intentions on business development.