Performance Management at IRD Corporation (B)

2015 ◽  
pp. 1-12
Author(s):  
Vishal Gupta
Keyword(s):  
Performance Evaluation ◽  
Performance Management ◽  
Performance Appraisal ◽  
Evaluation System ◽  
Case Series ◽  
Appraisal System ◽  
Performance Evaluation System ◽  
Design And Implementation ◽  
Performance Appraisal System ◽  
Depth Study

The Performance Management at IRD Corporation case series is designed to be an in-depth study of performance appraisal in the R&D context. The case series can be used as a platform for discussing the rationale of performance appraisal system, system design and implementation, the differences between R&D and other work contexts (manufacturing, services, etc.), and the challenges involved in R&D management. This case revolves around the Chairman of IRD Corp and his dilemmas, providing an insight to the participants into the challenges of performance management and also R&D management. The series highlights the complex dilemmas associated with managing performance and the necessity of having a new performance evaluation system.

Performance Management at IRD Corporation (A)

2015 ◽  
pp. 1-16
Author(s):  
Vishal Gupta
Keyword(s):  
Performance Evaluation ◽  
Performance Management ◽  
Performance Appraisal ◽  
Evaluation System ◽  
Case Series ◽  
Appraisal System ◽  
Performance Evaluation System ◽  
Design And Implementation ◽  
Performance Appraisal System ◽  
Depth Study

The Performance Management at IRD Corporation case series is designed to be an in-depth study of performance appraisal in the R&D context. The case series can be used as a platform for discussing the rationale of performance appraisal system, system design and implementation, the differences between R&D and other work contexts (manufacturing, services, etc.), and the challenges involved in R&D management. This case revolves around the Chairman of IRD Corp and his dilemmas, providing an insight to the participants into the challenges of performance management and also R&D management. The series highlights the complex dilemmas associated with managing performance and the necessity of having a new performance evaluation system.

A. Analisis Sistem Evaluasi Kinerja Karyawan Melalui E-Performance

2019 ◽  
Vol 4 (1) ◽  
pp. 1
Author(s):  
Ika Purwanti ◽  
Rahman .
Keyword(s):  
Performance Evaluation ◽  
Performance Appraisal ◽  
Evaluation System ◽  
Employee Performance ◽  
Appraisal System ◽  
Performance Evaluation System ◽  
Evaluation Systems ◽  
Study Approach ◽  
Performance Appraisal System ◽  
The Impact

The focus of this study is the Analysis of Employee Performance Evaluation Systems Through E-Performance. The purpose of this study is to analyze the employee performance evaluation system through E-Performance at the Badan Kesatuan Bangsa dan Politik Kabupaten Lamongan and identify the impact of its implementation. The research method used in this study is qualitative with a case study approach. The object of this study is Civil Servants at the Badan Kesatuan Bangsa dan Politik Kabupaten Lamongan. Data obtained through direct observation, interviews and documentation. The result shows that the performance appraisal system  through E-Performance provides speed access to Pegawai Negeri Sipil in reporting their performance in the context of employee performance evaluation at the Badan Kesatuan Bangsa dan Politik Kabupaten Lamongan. The performance of Pegawai Negeri Sipil at the Badan Kesatuan Bangsa dan Politik has increased since the implementation of a performance appraisal system through the E-Performance application. This system is monitored directly by their respective superiors so that the results of the evaluation can be directly followed up by their respective superiors. Every civil servant is more eager to do his job so that the performance target can be achieved well. Besides that it makes it easier for leaders to monitor the performance of their subordinates. Keywords: e-performance, employee performance

scholarly journals Practice of EVA-Based Balanced Scorecard in the Construction of Performance Evaluation System

2021 ◽  
Vol 2021 ◽  
pp. 1-8
Author(s):  
Dongwen Xie ◽  
Hui Deng
Keyword(s):  
Performance Evaluation ◽  
Performance Management ◽  
Performance Appraisal ◽  
Balanced Scorecard ◽  
Management System ◽  
Evaluation System ◽  
Performance Management System ◽  
Appraisal System ◽  
The Balanced Scorecard ◽  
Performance Evaluation System

In the current era of new economy, the competition between enterprises is becoming increasingly fierce. In many performance evaluation tools, EVA’s balance sheet scorecard has gradually become a more convenient management tool for organizations to implement strategies. The introduction of a balanced scorecard (if used properly) in the company’s performance evaluation will greatly improve the management efficiency of the organization and play a better role in promoting the enterprise to achieve the best resource allocation. This article aims to analyze the status quo of the EVA balanced scorecard in the performance appraisal system and its implementation in the enterprise through an overview of the relevant concepts and basic theories such as the balanced scorecard, combined with the theory of enterprise performance evaluation, such as the balanced scorecard. And strategic performance evaluation theory and other related theories established a series of effective management methods that match the EVA balanced scorecard. Use performance management system model calculation and performance evaluation system design to study the role of EVA-based balanced scorecard in building the performance evaluation system. Exploring the EVA balanced scorecard through experimental research can not only really improve the shortcomings and problems of the single performance appraisal system used by enterprises but also make it more in line with the company’s strategic development requirements and promote the realization of the strategy. The goal of the company: the experimental results of this paper show that 80% of the company’s operating conditions in the EVA-based balanced points performance evaluation have increased year by year and also confirmed that the EVA performance management system is a future-oriented performance management system.

Study on the Improvement Method of Employees' Performance Evaluation System

2014 ◽  
Vol 926-930 ◽  
pp. 4110-4113
Author(s):  
Chun Xia Hu ◽  
Li Juan Huang
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Evaluation System ◽  
Human Resources Management ◽  
Feedback System ◽  
Appraisal System ◽  
Resources Management ◽  
Performance Evaluation System ◽  
Performance Appraisal System ◽  
Improvement Method

Performance Appraisal is one of the most important parts of Human Resources Management. As a feedback system, it creates communication and intercourse opportunities to the staff. On the base of knowing the executive actuality of the Performance Appraisal system (PAS) in M Company, some methods are used in the research to find out the shortage of the PAS. The process of this research provides a method of designing the more effective PAS.

scholarly journals Teljesítményértékelés a gyakorlatban

2008 ◽  
Vol 3 (1) ◽  
pp. 55-63
Author(s):  
Csilla Juhász
Keyword(s):  
Performance Evaluation ◽  
Performance Management ◽  
Performance Appraisal ◽  
Appraisal System ◽  
Corporate Values ◽  
Performance Appraisal System

Performance management is one of the most important fields of management. For the evaluation of it, I have worked out a questionnary. In this questionnary I studied the importancy and method of performance evaluation. I hope my results may contribute to the reveal of practise of performance evaluation. Based on my examinations I have found that feedback for the employees was that factor, which was considered most important by interviewees at the study of performance appraisal objectives. The performance appraisal system is mainly influenced by corporate values and management. Of the others, the evaluation of tasks performed was highlighted as the most positively appraised factor. The person of the evaluator coincides with ruler manager of the traditional aspect, who may be a direct manager of the workplace or a superior manager. Examinations show that organizations mainly apply traditional systems and think by the traditional aspect.

scholarly journals Performance Appraisal of Employees in IT Industries in Chennai City

2019 ◽  
Vol 8 (4S3) ◽  
pp. 306-308
Keyword(s):  
Performance Evaluation ◽  
Performance Assessment ◽  
Performance Appraisal ◽  
Evaluation System ◽  
Career Guidance ◽  
Present System ◽  
Performance Evaluation System ◽  
Staff Members ◽  
Balanced Assessment ◽  
Chennai City

Performance assessment is a part of career growth. Performance appraisals a required and beneficial process, which offers annual feedback to staff members about job efficiency and career guidance. The performance assessment is envisioned to be a fair and balanced assessment of an employee's performance. This study was primarily focuses to identify the effectiveness performance evaluation system in the organisation. The study will provide the effectiveness of performance assessment used in the organisation and help in improving the system accordingly. The suggestions of the employees are also analysed. The result indicates that effectiveness of performance evaluation in the organisation shows that some improvisation have to be done with the present system. The present system used to measure the performance of the employees is still have to be improved by adding some more attribute.

Design and Implementation of Performance Appraisal System for Foundry Enterprises

2011 ◽  
Vol 291-294 ◽  
pp. 3189-3194
Author(s):  
Lu Chen ◽  
Jian Xin Zhou ◽  
Hong Wang ◽  
Xiao Yuan Ji
Keyword(s):  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Appraisal System ◽  
Valuable Data ◽  
Design And Implementation ◽  
The Past ◽  
Performance Appraisal System ◽  
Accurate Performance ◽  
Manual Methods

Performance appraisal, an effective method for human resource management, is getting increasing attention by more and more foundry enterprises. Traditional manual methods, though laborious and not conductive to the management, have been widely used to appraise employee’s performance in the past years. Most domestic foundry enterprises have achieved a certain extent of informationization, during which lots of valuable data are accumulated, but these data rarely play a significant role in performance appraisal. In order to solve these problems, this paper analyzes the features of performance appraisal methods of these foundry enterprises, then designs and implements a Performance Appraisal System (PAS) based on data integration. PAS is suitable for enterprises at different informationization levels. The aim of PAS is to achieve a more rapid, fair and accurate performance appraisal and help to promote informationization of foundry enterprises.

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