Research on Performance Appraisal Method of Grass Roots Staff in the Perspective of Complex Big Data

Employee performance is the level of achievement of an employee of a particular task that is influenced by internal and external factors of the company where the employee works. Employee performance is influenced by many factors including competency, attendance, loyalty and length of work. The purpose of this study is to create and design a Decision Support System (SPK) for evaluating employee performance using the TOPSIS method and applying the method to employee performance evaluation SPK. TOPSIS is a decision-making method that has multiple criteria or criteria. This type of research is a quantitative descriptive method that presents methods and research objects based on numbers. The study population was 42 employees at PT Catur Karya Sentosa and used as many as 4 employees as research samples and data were collected by interview method. The results showed that the calculation of employee performance using the TOPSIS algorithm runs well and efficiently and can be done every month so as to minimize or even eliminate the employee performance appraisal method subjectively. Ranking taken from the results of this method is the final result after the calculation of positive and negative ideal solutions as consideration of the final decision making by the board of directors.

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Is Distributional Appraisal More Effective than the Traditional Performance Appraisal Method?

European Journal of Psychological Assessment ◽

10.1027/1015-5759.21.3.165 ◽

2005 ◽

Vol 21 (3) ◽

pp. 165-172 ◽

Cited By ~ 2

Author(s):

Shaul Fox ◽

Aharon Bizman ◽

Anat Garti

Keyword(s):

Performance Appraisal ◽

Interrater Agreement ◽

Team Members ◽

Software Company ◽

Measures Of Agreement ◽

Appraisal Method ◽

Traditional Performance

Abstract. This study compared the distributional appraisal method (DAM) with the traditional appraisal method (TAM) on seven criteria reflecting appraisal effectiveness: Four interrater agreement measures, calculated by Cronbach's formulas, and three measures of differentiation: Ratee and dimension differentiation, and leniency. The study took place in a software company, where 45 participants, working in teams, rated all their team members on eight dimensions, both by DAM and TAM. DAM mean scores exhibited stronger agreement than TAM scores on two Cronbach's interrater agreement measures - stereotype accuracy and differential accuracy. High inverse correlations were found between measures of agreement and differentiation. The study demonstrates that DAM and TAM differ in their effectiveness and that criteria for rating effectiveness may be inversely related.

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Proposal of Factors for Multicriteria Appraisal of Performance of Car Repair Shop Employees

Applied Mechanics and Materials ◽

10.4028/www.scientific.net/amm.708.312 ◽

2014 ◽

Vol 708 ◽

pp. 312-317

Author(s):

Michal Tkáč ◽

Dušan Malindžák

Keyword(s):

Performance Appraisal ◽

Human Factor ◽

Repair Shop ◽

Financial Reward ◽

Hierarchic Structure ◽

Appraisal Method

The motivation factor of individual employees of a car repair shop working at various levels has an extraordinary impact on fast and reliable completion of car repair orders. The human factor plays an irreplaceable role in the process of implementing repairs, and respective and adequate qualification and corresponding appraisal method are very important. The performance appraisal of employees of a car repair shop and their financial reward and salary are very closely correlated. The article is focused on the proposal of motivators and their hierarchic structure for multicriteria performance appraisal of the car repair shop employees.

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