What do we have faith in? – a comparative study on trust and performance appraisal practices in French and German MNE-subsidiaries

2021 ◽  
pp. 1-28
Author(s):  
Sabine Jentjens ◽  
Inju Yang
Keyword(s):  
Comparative Study ◽  
Performance Appraisal ◽  
And Performance ◽  
Mne Subsidiaries

scholarly journals Performance Appraisal of the Employees of Local Private Manufacturing Enterprises in Bangladesh

2008 ◽  
pp. 75-82
Author(s):  
Dr. Nargis Akhter
Keyword(s):  
Comparative Study ◽  
Performance Appraisal ◽  
Training Needs ◽  
Private Business ◽  
Manufacturing Enterprises ◽  
Business Enterprises ◽  
And Performance ◽  
Single Technique

The present study attempts to focus on the performance appraisal practice of the employees of local private manufacturing enterprises in Bangladesh. The researcher found that some enterprises use combined techniques to evaluate performance of the employees and some use single technique. Maximum of the enterprises provide feedback to the employees regarding their performance and all the enterprises use the results of the appraisals for taking decisions regarding confirmation of job, identification of training needs, promotion potential and salary increases of the employees. Maximum of the employees are ‘neither satisfied nor dissatisfied’ with the performance appraisal practice of their enterprises. The researcher recommends further study in this area to cover the performance appraisal practice of local private manufacturing enterprises after 1997 and to evaluate the performance appraisal practice of the employees of local private manufacturing enterprises in Bangladesh. The author also recommends a comparative study between the performance appraisal practice of local private business enterprises of Bangladesh and performance appraisal practice of multinational business enterprises.

The Future of Performance Ratings: Collected Thoughts From Six Emerging Scholars

2016 ◽  
Vol 9 (2) ◽  
pp. 334-337
Author(s):  
Andrew M. Bleckman ◽  
Sarah N. Guarino ◽  
Wesley Russell ◽  
Eileen C. Toomey ◽  
Paul M. Werth ◽  
...  
Keyword(s):  
Performance Appraisal ◽  
Work Performance ◽  
Performance Ratings ◽  
Final Examination ◽  
Next Generation ◽  
General Survey ◽  
The Future ◽  
And Performance ◽  
Appraisal Processes

During the fall 2015 semester, I (i.e., the last author of this response) taught a doctoral seminar on performance appraisal. Although this course was a general survey of research and theory regarding work performance and performance appraisal processes and methods, we also talked extensively about the value of performance ratings to organizations, raters, and ratees. It was indeed serendipitous that this focal article came out when it did. As part of the final examination requirements (and, admittedly, as a pedagogical experiment), I asked the six PhD students in this course (i.e., the first six authors of this response) to read and respond to the Adler et al. (2016) debate regarding the relative merits of performance ratings. To highlight the perspectives of this next generation of industrial and organizational psychologists, I have collected here various representative comments offered by each of these emerging scholars on this issue.

HR analytics and performance appraisal system

2017 ◽  
Vol 40 (6) ◽  
pp. 684-697 ◽  
Author(s):  
Anshu Sharma ◽  
Tanuja Sharma
Keyword(s):  
Conceptual Framework ◽  
Performance Management ◽  
Performance Appraisal ◽  
Appraisal System ◽  
Improve Performance ◽  
Content Type ◽  
Organizational Settings ◽  
Employees Satisfaction ◽  
Management Area ◽  
And Performance

PurposeThis paper aims to explore the role of human resource (HR) analytics on employees’ willingness to improve performance. In doing so, the paper examines issues related to the performance appraisal (PA) system which affect employees’ willingness to improve performance and how HR analytics can be a potential solution to deal with such issues. Design/methodology/approachThe paper develops a conceptual framework along with propositions by integrating both academic and practitioner literatures, in the field of HR analytics and performance management. FindingsThe paper proposes that the use of HR analytics will be negatively related to subjectivity bias in the PA system, thereby positively affecting employees’ perceived accuracy and fairness. This further positively affects employees’ satisfaction with the PA system, which subsequently increases employees’ willingness to improve performance. Research limitations/implicationsThe paper provides implications for both researchers and practitioners in the performance management area for improving employees’ performance by applying HR analytics as a strategic tool in the PA system. It also provides implications for future researchers to empirically test the conceptual framework in different organizational settings. Originality/valueThe paper offers insights into how the use of HR analytics can deal with issues of subjectivity bias in the PA system and positively affects employees’ willingness to improve performance.

scholarly journals Analisis Proses Pengendalian Mutu dalam Pelaksanaan Standar Pelayanan Minimal (SPM) di Instalasi Farmasi RS Keluarga Sehat

2017 ◽  
Vol 5 (1) ◽  
pp. 35-42
Author(s):  
LIa Alfa Rosida ◽  
Sudiro Sudiro
Keyword(s):  
Quality Control ◽  
Performance Appraisal ◽  
Control Process ◽  
Control Group ◽  
Pharmacy Staff ◽  
Quality Performance ◽  
Quality Control Process ◽  
Performance Report ◽  
Report Data ◽  
And Performance

The indicator achievement of minimum service standard (MSS) for the accuracy of distributingdrugs in Pharmacy Unit of Keluarga Sehat Hospital has not been achieved, even the incidence ofthe distributionerror from 2013 to 2016 continues to increase. The purpose of this researchwas to analyze the quality control process in the implementation of MSS in Pharmacy Unit of Keluarga Sehat Hospital. This was a qualitative research, with research subject 3pharmacy officers and 3 people of pharmacy management services.Data collectedby in-depth interview and observation of pharmaceutical performance report data and analysed by content analysis. The result of the research showed that the evaluation of pharmacy staff performance has not been implemented, because there is no performance appraisal indicator yet. Comparison was done only by comparing reports with general target, medical support manager double job resulted in no feedback to Pharmacy Unit, and so it has not supported the implementation of MSS. The Improvement of performancehas not been implementedand has notfound the concept of improvement. The new management will attempt to conduct a comparative study, including pharmacy installation into the Quality Control Group (GKM) or Problem Solving for Better Health (PSBH), find the cause of the problem and develop the policy. It can be concluded that the quality control of the MSS in the Pharmacy Unit still not going well and need to be improved especially related to quality performance appraisal and performance improvement based on the SOP.

scholarly journals Performance Comparison Of Shunt Rf Mems Switches

2021 ◽  
Vol 12 (5) ◽  
pp. 596-606
Author(s):  
S Girish Gandhi, I Govardhani, M Venkata Narayana, K Sarat Kumar
Keyword(s):  
Comparative Study ◽  
Insertion Loss ◽  
Return Loss ◽  
Rf Mems ◽  
Switching Time ◽  
Performance Comparison ◽  
Mems Switches ◽  
Mems Switch ◽  
Rf Mems Switches ◽  
And Performance

This is an attempt to compare three different shunt configured RF MEMS switches which offers a choice for applications in satellite and antennas. Advanced RF communication domain demands for design and modeling of RF MEMS switch which provides extremely reduced pull-in voltage, better isolation, low insertion loss, and with greater reliability. The proposed work manages with comparison of design modeling and performance of three different shunt configured RF MEMS switches. The proposed shunt configured RF MEMS switches are designed with different dimensions with different meandering techniques with perforations on beam structure helps in reducing the amount of voltage required for actuation of switch which is known as pull-in voltage. Comparative study of three different RF MEMS switches which involves in conducting electromechanical analysis are carried out using COMSOL multi physics tool and electromagnetic analysis are carried out using HFSS tool. Moreover the comparative study involves in comparing the values of pull-in voltage, switching time and capacitance, stress, insertion loss, return loss and isolation of three different RF MEMS switches. Proposed first switch model derives pull-in voltage of 16.9v with the switching time of 1.2µs, isolation of 47.70 dB at 5GHz and insertion loss of 0.0865 dB and return loss of 41.55 dB. Proposed second switch model derives pull-in voltage of 18.5v with the switching time of 2.5µs, isolation of 37.20 dB at 8GHz and insertion loss of 0.1177 dB and return loss of 38.60 dB. Proposed third switch model delivers pull-in voltage of 18.75v with the switching time of 2.56µs, isolation of 44.1552 dB at 8GHz and insertion loss of 0.0985 dB and return loss of 42.1004 dB.

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