This dissertation thesis is focused on employee job performance motivation and development. The theoretical part of this thesis was analysed current scientific knowledge in the field of human resources management, performance management and motivation which was further verified practically by a questionnaire survey in a particular company, which is a local branch of an international organization. The questionnaire survey was designed to allow comparison with the market. Based on these findings have been identified weaknesses that were found in practice while applying the concept of performance management. Analysis of survey and available resources were the basis for the creation of a new model of motivating approach to staff development within the application of the concept of performance management. This model has been applied in practice, particularly in the company, which carried out a questionnaire survey. By mentioned above, the objective of the dissertation thesis was filled.

This master thesis is focused on employees evaluation system / performance management in adidas ČR s.r.o. The important part of the thesis is the description of the system's design and analysis of its current functioning. Apart from the method of description also the personal interviews (with company`s managers) and the on-line questionaire (for the employees) were used to identify the biggest areas for improvement and to propose steps leading towards it. Results of this thesis represent the guidelines and ways to make the evaluation system in adidas ČR s.r.o. better functioning and more efficient.

Appointment no-shows are a problem in healthcare organizations. It is important that appointment intake and scheduling processes are effective in both meeting client needs and efficient in meeting organizational business requirements. This study examined baseline levels of appointment keeping in a not-for-profit medical/behavioral pediatric services clinic, analyzed existing administrative processes, introduced additional appointment keeping reminders, and presented systematic, performance management tutorials for clinic employees. Results indicate an increase in percentage of appointments kept and a decrease in appointment lag time.

Philosophiae Doctor - PhD / Performance management processes in the South African public service are often perceived and implemented in isolation from other organisational and management policies, strategies, systems and processes. The central problem addressed in this study concerns the lack of integration of different aspects of performance management into a coherent system. This problem affects motivation and performance of staff.This study provides an overview of the broad field of performance management and specifically focuses on public service integrated performance management systems. One of the main objectives of this study is to identify performance management challenges from an integrated perspective and to develop potential solutions for these challenges.In order to achieve this objective, a literature review and data collection processes were conducted, which served as the foundation on which the research was based. The qualitative research methodology was chosen as it allows for interpretative research and a holistic approach to the research process, which ensures the best way of representing and addressing the complexities of integrated performance management systems and motivation within the context of the public sector. Seventy-six respondents, mainly senior and middle managers from various national and provincial government departments, participated in the study.The fieldwork results identified major strengths, weaknesses and proposed suggestions for the improvement of the existing performance management systems in the public service. Results were analysed, interpreted, discussed and incorporated into the recommendations. Contrary to some negative public perceptions and anecdotal evidence of poor public service performance management, the majority of senior managers in government departments are satisfied with the overall quality, value for money, relevance, appropriateness and simplicity of the process. Integration of various subsystems of performance management system is facilitated by policy initiatives such as cooperative governance and intergovernmental relations. One of the major areas of dissatisfaction is the time required for conducting the performance management process, which is often seen as a last minute compliance exercise. The performance management system has become an isolated activity, not linked to organisational strategy and processes. Additional major weaknesses of the performance management system are identified in the areas of the reward system, design of the system, objectivity of performance judgement, lack of skills and leadership support in the implementation process, communication,and monitoring and evaluation processes.The study recommends that performance management has to be approached from an integrated perspective. The process of the design of performance management must include a thorough consultation with major stakeholders.The implementation of the system has to be supported and driven by top leadership and management. The change management process should be supported by a proactive communication strategy and it should be managed strategically and by competent staff. A reward system that distinguishes high from mediocre performance should be put in place. Programmes must be implemented to ensure high levels of staff motivation. Monitoring and evaluation mechanisms must be put in place to ensure implementation of sustainable performance management systems. These recommendations led to the design of an integrated performance management system.The study concludes that integrated performance management, as a multidisciplinary methodology related to organisational strategy, structure,culture, systems and processes, should be regarded as a critical tool for improving motivation and performance of individuals, teams, departments and the public service as a whole.

The master thesis deals with the performance evaluation of the selected company according to the multi-criteria model START PLUS. Based on the assessment of key performance indicators in individual areas a scoring is created in order to identify strengths and areas for improvement. The last chapter of this thesis is dedicated to proposal of concrete measures and recommendations to increase the performance of the analyzed company.

This diploma thesis focuses on the evaluation of the performance of the selected company with the help of a multi-criteria model START PLUS. The whole thesis is divided into four fundamental parts that are intertwined. The first part deals with the objectives set and the chosen methodology of this thesis. The theoretical block explains the basic concepts and conventional and unconventional approaches to performance measurement. In the analytical part, the company is characterized, and a complex analysis is carried out based on the chosen model, which results in the identification of strengths and opportunities for improvement, as well as in the point assessment in the studied areas. Based on these findings, real measures are created in the design part, which should contribute to the increase the performance of the company.

abstract: Many core modern multiprocessor systems-on-chip offers tremendous power and performance optimization opportunities by tuning thousands of potential voltage, frequency and core configurations. Applications running on these architectures are becoming increasingly complex. As the basic building blocks, which make up the application, change during runtime, different configurations may become optimal with respect to power, performance or other metrics. Identifying the optimal configuration at runtime is a daunting task due to a large number of workloads and configurations. Therefore, there is a strong need to evaluate the metrics of interest as a function of the supported configurations. This thesis focuses on two different types of modern multiprocessor systems-on-chip (SoC): Mobile heterogeneous systems and tile based Intel Xeon Phi architecture. For mobile heterogeneous systems, this thesis presents a novel methodology that can accurately instrument different types of applications with specific performance monitoring calls. These calls provide a rich set of performance statistics at a basic block level while the application runs on the target platform. The target architecture used for this work (Odroid XU3) is capable of running at 4940 different frequency and core combinations. With the help of instrumented application vast amount of characterization data is collected that provides details about performance, power and CPU state at every instrumented basic block across 19 different types of applications. The vast amount of data collected has enabled two runtime schemes. The first work provides a methodology to find optimal configurations in heterogeneous architecture using classifiers and demonstrates an average increase of 93%, 81% and 6% in performance per watt compared to the interactive, ondemand and powersave governors, respectively. The second work using same data shows a novel imitation learning framework for dynamically controlling the type, number, and the frequencies of active cores to achieve an average of 109% PPW improvement compared to the default governors. This work also presents how to accurately profile tile based Intel Xeon Phi architecture while training different types of neural networks using open image dataset on deep learning framework. The data collected allows deep exploratory analysis. It also showcases how different hardware parameters affect performance of Xeon Phi. / Dissertation/Thesis / Masters Thesis Engineering 2019

This study investigated how educators experience the peer observation component of the Integrated Quality Management System (IQMS), a quality and performance management system that was introduced into South African schools in 2005. The extent to which the Integrated Quality Management System has contributed to the development of schools in their entirety has been largely unchartered. The objective of this dissertation was to investigate the perceived experiences of educators concerning the peer observation component of the Integrated Quality Management System. A qualitative research paradigm was employed in order to gather data for this study. Semi- structured interviews were conducted with educators; data collected from the interviews was compared and integrated with data collected from the documentsthat were studied. The data gathered was analyzed using the theory of collegiality in order to explore how educators experience peer observation as a component of the IQMS during its implementationas well as what impact it had on collegiality The findings revealed that teachers are given an opportunity to select their peers during peer observation implementation which, however, leads to an inconsistent and subjective allocation and rating of scores in order to get a 1% pay progression. The study found that the peer observation part of the IQMS is an effective tool for teachers‟ development as it helps them identify areas that need to be developed in order to improve on their teaching practice. The study‟s findings also revealed that if favourable conditions for peer observation are created, peer observation enhances collegiality among teachers. / Dissertation (MEd)--University of Pretoria, 2017. / Education Management and Policy Studies / MEd / Unrestricted

MPH / Department of Public Health / See the attached abstract below

DEd (Educational Management) / Department of Educational Management / There has been greater demand for more accountability, results-based culture and enhanced effectiveness of programmes and services globally. The education sector has not been spared by this wave either and hence teacher effectiveness and instructional quality have risen to the top of the educational policy agenda. It is important therefore that effective teaching must be assured and teacher evaluation is a key means of providing that assurance. To date, most studies on the teacher appraisal system in Zimbabwe have focused on the perceptions and attitudes of the teachers towards the evaluation process, and at the same time the implementation challenges. Little has so far been done to determine the effectiveness of the teacher performance evaluation system in Zimbabwe. This study consequently sought to evaluate the effectiveness of the teacher performance evaluation system in Kwekwe district of Zimbabwe. The study was premised on the pragmatic philosophical worldview and hence the mixed method approach was adopted. The convergent parallel mixed method design was used. Data was collected using individual face to face semi structured interviews and a 5 point Likert scale questionnaire. Documentary review was done prior to the development of the research instruments as a way of ensuring relevance of the data collection instruments. The study was underpinned by the self-developed RADPS conceptual framework on performance evaluation system effectiveness. Stratified purposive sampling technique was used to select ten secondary schools for the quantitative strand and four for the qualitative strand. The quantitative sample was composed of 292 teachers and the qualitative sample was composed of 12 participants constituting of 4 teachers, 4 heads of departments and 4 schools heads. Quantitative data was analysed using the SPSS version 25 while the qualitative data was analysed using ATLAS ti. 8. The key findings of the study were that: the performance evaluation system was imposed and accordingly there was no buy in; there was inadequate budgetary support thereby rendering the introduction of the system mistimed; teachers as key stakeholders were excluded from the design process and hence there was no ownership; and ultimately, relevance of the system was questioned. It was also revealed that the evaluation process is merely a compliance exercise with erratic and discontinuous monitoring and supervision through the evaluation cycle. The findings from the study imply the following: policy formulation should be participatory and inclusive; readiness assessment should be conducted before introducing a new programme; a programme should be pilot tested; evaluation process should be monitored by external officials; the process should be consequential and the system should be continuously monitored and reviewed for relevance and validity. / NRF