The X factor that can help to motivate Generation Y

2015 ◽  
Vol 23 (1) ◽  
pp. 32-34 ◽  
Author(s):  
S.S. Sreejith
Keyword(s):  
Information Technology ◽  
Performance Evaluation ◽  
Evaluation System ◽  
Evaluation Criteria ◽  
Recognition System ◽  
Information Technology Workers ◽  
Content Type ◽  
Performance Evaluation System ◽  
Evaluation Systems ◽  
Effective Performance

Purpose – Explains why performance evaluation designed for manufacturers is inappropriate for information technology organizations. Design/methodology/approach – Underlines the distinctiveness of the information technology workforce and provides the basis for an effective performance- evaluation system designed for these workers. Findings – Highlights the roles of consensus and transparency in setting and modifying evaluation criteria. Practical implications – Urges the need for a fair and open rewards and recognition system to run in parallel with reformed performance evaluation. Social implications – Provides a way of updating performance evaluation systems to take account of the move from manufacturing to information technology-based jobs in many developed and developing societies. Originality/value – Reveals how best to recognize, reward and assess the performance of information technology workers.

scholarly journals Performance Evaluation and Application of Banking Industry Based on Equator Principles

2020 ◽  
Vol 214 ◽  
pp. 02055
Author(s):  
Yutong Tang ◽  
Yan Zhou
Keyword(s):  
Performance Evaluation ◽  
Social Responsibility ◽  
Evaluation System ◽  
Banking Industry ◽  
Performance Evaluation System ◽  
Evaluation Systems ◽  
Equator Principles ◽  
Set Up ◽  
Corporate Social ◽  
Bank Performance Evaluation

With the deterioration of the global natural and social environment, people have begun to pay attention to the fulfillment of corporate social responsibility, and banks as special financial institutions are no exception. In 2003, the emergence of the Equator Principle became the basic criterion for the banking industry to fulfill its social responsibility. Under such a social trend, China’s banking industry proposed a “green credit” policy in 2007, but it is still far from the equatorial principles introduced internationally. Therefore, how to accelerate the pace of China’s banking industry entering the Equator Bank is a question worth considering. We need to set up a bank performance evaluation system based on the equator principle to promote the development of the equator principle in China’s banking industry, which is also the focus of this article. In this paper, through the study of the practice of the Equator Principles at home and abroad, a set of performance evaluation systems for the banking industry based on the Equator Principles is established. The Industrial Bank is used as an example to apply this evaluation system.

scholarly journals Comparison of corporate governance, strategy, control and performance e valuation systems before and after privatization

2016 ◽  
pp. 99
Author(s):  
Gloria Cuevas-Rodríguez ◽  
Jaime Guerrero-Villegas ◽  
Ramón Valle-Cabrera
Keyword(s):  
Corporate Governance ◽  
Performance Evaluation ◽  
Evaluation System ◽  
Firm Strategy ◽  
Performance Evaluation System ◽  
Evaluation Systems ◽  
Before And After ◽  
Governance Strategy ◽  
And Performance ◽  
System Designs

The aim of this paper is compare corporate governance and firm strategy before and after privatization. The design of control and performance evaluation systems in the pre and post-privatization periods is compared so that it can be understood in relation to the changes observed at a high corporate level (corporate governance and firm strategy). We carry out various case studies on five privatized Spanish companies. The results support several conclusions. First, the variables that are traditionally related to greater board independence in monitoring do not undergo variation after privatization. Second, the interests of the firms’ new ownership have an impact on firm strategy after privatization. Finally, control and performance evaluation system designs clearly align with firm strategy after privatization.

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

The Impact of Information Technology on the Performance Evaluation System of Scientific Research in Universities

2014 ◽  
Vol 672-674 ◽  
pp. 2269-2271
Author(s):  
Dong Shi Feng ◽  
Shuo Yang
Keyword(s):  
Information Technology ◽  
Performance Evaluation ◽  
Evaluation System ◽  
Evaluation Method ◽  
Scientific Research ◽  
Colleges And Universities ◽  
Performance Evaluation System ◽  
The Impact ◽  
Information Technology Impact

This paper expounds the content of performance evaluation system of scientific research in colleges and universities and how the information technology impact on it. It emphatically discusses the scientificity of the evaluation method and sums up the characteristics of performance evaluation system of scientiflc research based on information technology.

scholarly journals How Does Procedural Fairness Affect Performance Evaluation System Satisfaction? (Evidence from a UK Police Force)

2013 ◽  
Vol 15 (3) ◽  
pp. 231 ◽  
Author(s):  
Sholihin Mahfud
Keyword(s):  
Performance Evaluation ◽  
Empirical Evidence ◽  
Evaluation System ◽  
Procedural Fairness ◽  
Police Force ◽  
Survey Method ◽  
Performance Evaluation System ◽  
Evaluation Systems ◽  
Police Organizations

This paper investigates whether, and if so, how procedural fairness affects performance evaluation system satisfaction in a UK Police Force. Employing a survey method with samples of detective inspectors and detective chief inspectors with significant managerial responsibilities in a UK Police Force, this study finds that procedural fairness affects performance evaluation system satisfaction. Further analysis reveals that the effect of procedural fairness on performance evaluation system satisfaction is mediated by trust. This study provides empirical evidence on how procedural fairness affects performance evaluation system satisfaction. The results of this study may benefit the designer of performance evaluation systems in police organizations. 

Is performance evaluation gendered for behavioural dimension?

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rachana Chattopadhyay
Keyword(s):  
Performance Evaluation ◽  
Evaluation System ◽  
Interactional Justice ◽  
Gender Stereotype ◽  
Experimental Conditions ◽  
Content Type ◽  
Performance Evaluation System ◽  
Customer Care ◽  
Performance Dimensions ◽  
And Performance

PurposeResearches have already pointed out the linkage between pro-male bias and performance evaluation system. The main aim of this study is to understand how far different dimensions of performance measures are susceptible to gender stereotype.Design/methodology/approachTwo separate experimental researches were designed to understand whether the performance assessment is purely based on objective criteria or it is governed by the gender stereotype. Two different performance dimensions of assessment were considered in this study as follows: interactional (behavioural) and procedural. 129 customer care managers from four metro cities of India voluntarily participated in this experimental research and played the role of performance evaluator. These managers were placed in different experimental conditions related to different combinations of gender and justice variations (interactional or procedural).FindingsThis study reveals that in violation of behaviour-based performance norm (interactional justice norm), female employees were rated less favourably than male employee both in terms of performance rating and reward recommendation by the managers, but it is not in case of procedural justice violation.Originality/valueThis article has experimentally proved how gender stereotype can distort the performance evaluation of behavioural dimension.

scholarly journals Developing a Professional Performance Evaluation System for Pre-Service Automobile Repair Vocational High School Teachers in Taiwan

2018 ◽  
Vol 10 (10) ◽  
pp. 3537 ◽  
Author(s):  
Ming-Jenn Wu ◽  
Chi-Yo Huang ◽  
Yu-Sheng Kao ◽  
Yeou-Feng Lue ◽  
Liang-Chu Chen
Keyword(s):  
Teacher Education ◽  
Performance Evaluation ◽  
Focus Group ◽  
Evaluation System ◽  
Research Effort ◽  
Evaluation Criteria ◽  
Professional Standards ◽  
Professional Performance ◽  
Performance Evaluation System ◽  
Group Meetings

Educational quality is one of the most important factors for having well-trained human resources that support the productivity, competitiveness, and economic growth of a nation. Teachers have always played dominant roles in ensuring education quality. Thus, teacher education is becoming ever more important. However, scholars have long warned about the ineffectiveness of teacher preparation. Indeed, a significant gap still exists between current pre-service teacher education and ideal training. Thus, a new professional performance evaluation system for pre-service teachers will be very helpful in resolving long-term public dissatisfaction with schools. To resolve this problem, developing a performance evaluation system that contains professional standards, performance evaluation criteria, and a precise performance evaluation mechanism is essential to guarantee the highest teacher quality in Taiwan. The authors designed a two-stage research effort for a professional performance evaluation system for Taiwanese pre-service teachers of automobile repair. In the first stage, the Delphi method is introduced to develop pre-service teachers’ professional standards and key evaluation criteria using two iterations of Delphi processes and 14 iterations of focus group meetings based on experts’ opinions. In the second stage, a professional performance evaluation and review mechanism for pre-service teachers is developed using focus group meetings to collect opinions from six vocational education experts. The final performance evaluation system will enhance the quality of pre-service teachers in vocational high schools and serve as a useful model for other countries and economies.

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