scholarly journals Developed Web-based System for Performance Evaluation based on Balanced Scorecard Model: Case Study in Ethiopian Organizations

2018 ◽  
Vol 11 (4) ◽  
pp. 219-229
Author(s):  
WORKU MEKONNEN TESSEMA
Keyword(s):  
Performance Evaluation ◽  
Balanced Scorecard ◽  
Evaluation System ◽  
Individual Performance ◽  
Model Case ◽  
Web Based ◽  
Performance Evaluation System ◽  
Major Activity ◽  
Activity Performance

In this research a developed web–based balanced scorecard performance evaluation system proposed for the case study of Ethiopian organizations and supports both English and Amharic languages. The system incorporates evaluations of individual performance (both in activity and behavior), major activity performance, objective performance, perspective performance, unit/ department performance, and the organization/institute as a whole based on time, cost, quality and quantity. Object oriented software engineering and ASP.NET 4.0 platform is employed to develop the system. Reviewing the overall results from the usability test, questionnaires and interviews, it is concluded that all production and extensive public service providing organizations prefer to use the implemented application but other organizations comparatively didn’t want to use it as it seems it doesn’t facilitate their daily duties. But the overall functionality of the system is being agreed by the users.

Performance Appraisal Systems, Productivity, and Motivation: A Case Study

2002 ◽  
Vol 31 (2) ◽  
pp. 141-159 ◽  
Author(s):  
Bonnie G. Mani
Keyword(s):  
North Carolina ◽  
Performance Evaluation ◽  
Performance Appraisal ◽  
Evaluation System ◽  
Performance Evaluation System ◽  
Reliable Performance ◽  
Appraisal Systems ◽  
East Carolina University

One would expect a valid, reliable performance evaluation system to give employees and managers data about employees' strengths and needs for development. If these data are used to reinforce employees' strengths and to plan and provide developmental assignments in areas of need, then one might also expect improvements in morale, motivation, and productivity. This paper explores employees' and administrators' perceptions of a system with these goals, a system specifically designed to appraise performance of North Carolina “Subject to the Personnel Act” (SPA) employees at East Carolina University. The data show that a large proportion of employees, but no supervisors, are dissatisfied with the system; that neither the number of subordinates nor the time spent evaluating employees under the system affects supervisors' satisfaction with the system; and that employees' perceptions of the fairness of the system is related to trust and satisfaction with their supervisors but not with compliance with the program's procedures. Although various factors motivate employees and supervisors, pay is very important. So the legislature's failure to appropriate funds to reward employees who excel undermines the system's effectiveness. There is a need for further research to explore the relationships between employees' ratings and their race and sex. Introduction

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