Assessing TBI clients' work adjustment skills: The Work Performance Assessment (WPA).

1988 ◽  
Vol 33 (4) ◽  
pp. 213-220
Author(s):  
Frank D. Lewis ◽  
Suki Hinman ◽  
Richard T. Roessler
Keyword(s):  
Performance Assessment ◽  
Work Performance ◽  
Work Adjustment

Assessing TBI clients' work adjustment skills: The Work Performance Assessment (WPA).

1988 ◽  
Vol 33 (4) ◽  
pp. 213-220
Author(s):  
Frank D. Lewis ◽  
Suki Hinman ◽  
Richard T. Roessler
Keyword(s):  
Performance Assessment ◽  
Work Performance ◽  
Work Adjustment

Employee Performance Assessment at PG-TK Diamond Kids School Using the Analytical Hierarchy Process Method

2021 ◽  
Vol 11 (02) ◽  
pp. 26-32
Author(s):  
Hery Sunandar
Keyword(s):  
Performance Assessment ◽  
Analytical Hierarchy Process ◽  
Work Performance ◽  
Employee Performance ◽  
Complete Data ◽  
Complex Problems ◽  
Hierarchy Process ◽  
Process Method

The problem of work performance at the foundation has not been maximally measured, only a review of achievements based on an assessment that is considered not perspective because it is not based on accurate points from employees. Regarding solving complex problems based on employee assessments, foundation leaders need to be careful to collect more detailed, accurate, and complete data. Therefore, it is necessary to have a program that can analyze the work and achievements of employees at the foundation. So one of the ways to analyze the assessment is the Analytical Hierarchy Process.

scholarly journals PERANCANGAN SISTEM INFORMASI SASARAN KINERJA PEGAWAI DI UNIVERSITAS NEGERI PADANG

2019 ◽  
Vol 7 (2) ◽  
pp. 150
Author(s):  
Fauzi Rahman ◽  
Efrizon Efrizon
Keyword(s):  
Information System ◽  
Performance Assessment ◽  
Performance Appraisal ◽  
Work Performance ◽  
Employee Performance ◽  
Civil Servants ◽  
Work Behavior ◽  
Work Outcomes ◽  
Target Information ◽  
And Training

To produce employees who have the ASN profession, there is a need for ASN guidance. As a first step in conducting coaching, an assessment of the performance of the ASN is needed. This assessment will later be used as material for consideration for promotion, placement in position, transfer, education and training, and consideration in remuneration payments. The work performance assessment of Civil Servants is carried out systematically, with emphasis on the level of achievement of employee work targets or the level of achievement of work outcomes that have been prepared and agreed upon between Civil Servants and Appraisal Officials. The performance appraisal of civil servants themselves has two elements of assessment, namely the first from the Employee Work Target (SKP) and the second from Work Behavior. The problem that occurs is that the assessment of work performance is difficult because not all ASNs in the Universitas Negeri Padang environment keep a diary properly. In addition, the problems that often occur are diaries that are manually created require a lot of paper and ink, this is considered not economical and efficient and when archived there is a possibility of being scattered or lost. From the problems mentioned above, an employee performance target information system was developed at Universitas Negeri Padang. With this application, it can facilitate ASN in preparing and filing SKP, making daily notes, and simplifying employee performance appraisals.Keywords: Development, Information Systems, SKP, Universitas Negeri Padang.

CHALLENGES TO MADE VALUES-BASED COMPETENCE MODEL FOR AMBULANCE PERSONNEL

2019 ◽  
Vol 4 ◽  
pp. 112
Author(s):  
Gundega Dambe ◽  
Dzintra Atstāja
Keyword(s):  
Performance Assessment ◽  
Emergency Medical Service ◽  
Work Performance ◽  
Medical Service ◽  
Professional Competence ◽  
Care Ethics ◽  
Competence Model ◽  
Ambulance Personnel ◽  
Assessment And Evaluation ◽  
Management Staff

The purpose of this paper is to clarify and analyse the understanding of the values for Ambulance personnel, to compare and integrate it with the system of competencies used in the performance assessment and evaluation of professional competence. The results of State Emergency Medical Service ambulance personnel’s survey in the 2018 are analysed in the research. The results obtained Ambulance personnel’s different understanding of the importance of organization's values and its impact in management, staff attitude and work performance. The results of the survey have showed that Ambulance personnel has contradictive understanding of system of values. Their personal values are respect, compassion, care, ethics, honesty, trust, however for their professional work they recognise teamwork, professionalism, safety, etc. as very important values.   

Design Of Teller Performance Assesment Application Using Fuzzy Logic With Sugeno Method

2021 ◽  
Vol 12 (2) ◽  
pp. 46-49
Author(s):  
Jhonson Tanadi
Keyword(s):  
Fuzzy Logic ◽  
Performance Assessment ◽  
Performance Indicators ◽  
Work Performance ◽  
Performance Parameters

The teller performance assessment used by several banks still uses performance parameters that cannot be measured properly. Fuzzy logic using the Sugeno method can be applied to evaluate more measurable performance parameters. This paper describes the design of a teller performance assessment application in a fuzzy logic-based bank using the Sugeno method. As parameters for performance indicators, 4 parameters were chosen: time discipline, behavior attitude, work performance, and achievement from the teller. The output of the application is the performance value of the assessment object (teller) which can be used for further needs.

scholarly journals ARSITEKTUR SISTEM INFORMASI PENILAIAN KINERJA PEGAWAI DI LINGKUNGAN BKD PROVINSI JAWA BARAT DENGAN METODE RATIONAL UNIFIED PROCESS

2018 ◽  
Author(s):  
Yuda Syahidin
Keyword(s):  
Information System ◽  
Performance Assessment ◽  
Work Performance ◽  
Civil Servant ◽  
Object Oriented Programming ◽  
Assessment Process ◽  
Computer Application ◽  
Design System ◽  
Programming System ◽  
Unified Process

This research aimed to know the design System Architecture of civil servant work performance assessment information system using at Badan Kepegawaian Daerah West Java Province. The research method that used in this research is using qualitative method which the data technique collection was done by observation, interview and library study that got related with subject. This system that was running is a new system of assessment that uses Sasaran Kerja Pegawai/SKP. There are some problems such as the process of assesment was using a simple computer application and database that not integrated each other. Therefore, in the result of assessment has a stack of data. The solution given to fix the existing system was building a software named civil servant work performance assessment information system. This system was built to easy the assessment process and saving the result of assessment. The design of the system was using Rational Unified Process (RUP) method and the equipment used with object oriented programming system. Keywords: performance assessment, Rational Unified Process, Sasaran Kerja Pegawai (SKP).

scholarly journals PENERAPAN SISTEM PENILAIAN PRESTASI KERJA PEGAWAI NEGERI SIPIL DI KANTOR REGIONAL III BADAN KEPEGAWAIAN NEGARA

Asy-Syari ah ◽  
2018 ◽  
Vol 20 (1) ◽  
pp. 85-96
Author(s):  
Bina Danny R. Gani
Keyword(s):  
Human Resources ◽  
Performance Assessment ◽  
Work Performance ◽  
Objective Assessment ◽  
Civil Servant ◽  
Working Time ◽  
Assessment Process ◽  
Regional Office

Penilaian prestasi kerja PNS wajib dibuat dan disusun oleh seluruh PNS, dengan penilaian sasaran kerja pegawai (SKP) dari empat aspek yaitu aspek kuantitas, aspek kualitas, aspek waktu, dan aspek biaya. Dalam implementasinya ditemukan ketidakobjektifan yang akan berpengaruh terhadap kenaikan pangkat PNS. Tujuan tulisan ini adalah untuk menggambarkan penilaian prestasi kerja di Kantor Regional III Badan Kepegawaian Negara serta kendala dan langkah-langkah yang dapat diambil dalam mengatasi kendala yang ditemui. Pada kantor regional tersebut ditemukan bahwa penilaian prestasi kerja PNS sudah objektif untuk aspek aspek kuantitas, aspek kualitas, dan aspek perilaku kerja; dan belum objektif untuk aspek waktu dan aspek biaya. Kendala dalam aspek waktu meliputi satuan waktu yang digunakan dan karakteristik dari uraian tugas yang berbeda untuk setiap jabatan PNS.Keyword: Penilaian Prestasi Kerja, Sasaran Kerja Pegawai, Perilaku Kerja, Kenaikan Pangkat PNSAbstractWork performance assessment is required and must be arranged by every civil servant, consists four aspects of employee work target which are quantity, quality, working-time and cost. In its application, there are subjectivity in time and cost aspects evaluation, which will affect the civil servant. This paper describes the work performance assessment at the Regional Office III of State Human Resources Institution including their efforts to overcome problems  that raised in the assessment process. The results shows that the work performance assessment was executed in objective manners in each aspect excluding working-time and costs aspects, since the applied working-time is different for each civil servant type of job. Whilst in the costs aspect, minimal score was given due to low target achievement. For this reason, there is a demand to improve related regulation in formulating the time and costs aspects evaluation, in order to make a more objective assessment for all civil servant in every level.Keyword: work performance assessment, employee work target, employee behaviour,  civil servant promotion

Sign in / Sign up

Export Citation Format

Share Document