CASE STUDY – PROMOTION BLUES

2016 ◽  
Vol 6 (2) ◽  
Author(s):  
Rambir Singh Rathee
Keyword(s):  
Performance Appraisal ◽  
Traditional Method ◽  
Area Of Concern

Performance appraisal has always been an area of concern among employees. Though it is used as motivational tool but if not handled properly also leads to sense of dissatisfaction. The case discussed was of Hindustan Bank who used traditional method of performance appraisal which led to development of various grievances..

scholarly journals Performance Management for Growth: A Framework Based on EVA

2021 ◽  
Vol 14 (3) ◽  
pp. 102
Author(s):  
Mihaela Brindusa Tudose ◽  
Valentina Diana Rusu ◽  
Silvia Avasilcai
Keyword(s):  
Statistical Analysis ◽  
Performance Management ◽  
Performance Appraisal ◽  
Business Performance ◽  
Reference Model ◽  
Corporate Sustainability ◽  
Economic Value ◽  
Value Added ◽  
Research Perspectives

Some of the constructs in the field of performance management are intuitive or not empirically validated. This study provides a data-driven framework for measuring and improving the performance through synchronized strategies. The ultimate goal was to provide support for increasing business performance. Empirical research materializes in an exploratory case study and a statistical analysis with econometric models. The case study revealed that a company can improve its performance, even in periods of growth, being characterized by consistent investments. The statistical analysis, performed on a restricted sample of companies, confirmed the results that were provided by the case study. The measurement of performance was made by capitalizing on financial and non-financial data precisely to intensify the interest for corporate sustainability. The obtained results, contrary to previous research that showed that economic value added (EVA) is negatively influenced by the increase in invested capital, open up new research perspectives to find out whether, at the industry level, performance appraisal that is based on EVA stimulates the development of a business’s economic capital. The research has a double utility: scientific (by providing an overview of the state of the art in the field of performance management) and practical (by providing a reference model for measuring and monitoring performance).

Performance Appraisal – A Source of Employee’s Motivation: A Case Study of Educational Institute of Karachi

2021 ◽  
Vol 6 (1) ◽  
pp. 60-68
Author(s):  
Bushra Jauhar ◽  
Masood Hassan ◽  
Muhammad Asad Ullah ◽  
Imam Uddin ◽  
Shouvik Sanyal
Keyword(s):  
Performance Appraisal ◽  
Sampling Technique ◽  
Teaching Staff ◽  
Educational Institute ◽  
Research Findings ◽  
Appeal Process ◽  
Future Direction ◽  
The Impact ◽  
Shed Light

The organizational success is largely depending on its employees; they are considered as vital assets for any organization. Therefore, the management should know how to appraise them so that they can get the desired results. The current study aims to investigate the impact of performance appraisal on employee’s motivation in an educational institute of Karachi. The population of interest was permanent faculty, visiting faculty and non-teaching staff of the ABC institute which was selected through convenience sampling technique. A survey of 56 employees was conducted with the help of a questionnaire based on close ended items on a 5-point Likert scale ranging from strongly agrees to strongly disagree. For data analysis, SPSS was used to check the reliability test, descriptive statistics and regression analysis. The research findings provided the insights regarding the impact of performance appraisal on employees’ motivation and showed a positive significant impact. The more satisfied employees are by their appraisals, the more motivated and committed they would be. Moreover, the study also shed light for future direction by keeping in view the respondents concern regarding biasness free rating, feedback and appeal process. The educational institutes should come up with better strategies in order to build trust among employees by providing fair appraisal solely based on their performance.

The Journey From Development to Appraisal

2019 ◽  
pp. 327-342
Author(s):  
Tracy M. Maylett
Keyword(s):  
Performance Management ◽  
Performance Appraisal ◽  
Performance Measures ◽  
Past Performance ◽  
360 Feedback ◽  
Objective Performance ◽  
Objective Performance Measures ◽  
Performance Appraisal Process ◽  
Measures Of Performance

This case study describes an initiative to change a long-standing performance management process at a large manufacturing facility within General Mills that emphasized the attainment of objective performance measures (the “what” of performance) to one that also included the “how” of goal achievement. The organization embarked on a 3-year pilot evaluation of the use of 360 Feedback as a possible solution to replace or supplement their traditional single-source (supervisor) performance appraisal process. The two systems ran in parallel using 140 randomly selected employees. Results showed little correlation between the what measures of performance from the traditional appraisals and the how data collected using the 360 Feedback, supporting the view that job performance should be viewed as requiring both aspects of evaluation, using different methods of assessment. Ultimately, the organization maintained both systems but integrated 360 Feedback into the traditional appraisals as well, creating complementary processes that looked “forward” (development) and “past” (performance).

Prioritizing the actions to be undertaken in health and safety at work: case study region of Tiaret

2020 ◽  
Vol 62 (3) ◽  
pp. 267-275
Author(s):  
Rabeh Kharzi ◽  
Rachid Chaib ◽  
Ahcene Akni
Keyword(s):  
Corporate Culture ◽  
Traditional Method ◽  
Health And Safety ◽  
Management Style ◽  
Study Region ◽  
Content Type ◽  
Know How ◽  
Work Accidents ◽  
The Right

Purpose This paper aims to clarify how is a project managed and how are its objectives achieved? In this manner, prioritize the points to be treated, the tasks to be performed and the solutions to be applied in a given space of time. From now onward, each stakeholder has its own requirements and expectations. Yet, in the end, you have no choice but to list the priority points. Moreover, note that each company, each service and each team is unique. As well as each individual is equally important. Design/methodology/approach Agile approaches, especially the MoSCoW method, were used. This tool is very practical and very simple to implement to set priorities for the actions to be performed. Selecting a tool that is easy to understand and easy to use has the advantage of helping to build consensus around prioritizing requirements, particularly in health and safety at work or even to establish a culture of safety at the workplace. This positive corporate culture is at the heart of sustainable development and the success of occupational health and safety institutions. Findings Therefore, with 51,500 work accidents recorded in 2016, it seems essential to know how to adapt and give one’s management style to one’s environment. Its the key to success! To reach these objectives, the progress of the manager is to supervise his collaborators. For this, it is necessary to know how to make choices, make decisions, ideally the right ones. It is much less common to list the features that are unwanted to be integrated. Thinking in this manner makes it possible to approach the project from a different perspective; thus, it makes it possible to obtain a much more targeted list of tasks and requirements compared with a more traditional method, i.e., the results of this work. Originality/value Capacity to know how to make choices, make decisions, ideally the right ones, especially in health and safety at work. On the other hand, it is not possible to deal with everything in a project. The manager, with a very simple tool easy to implement, manages to supervise his employees and achieving these goals in the company and obtain a list of tasks and requirements much more targeted compared to a more traditional method.

Line management involvement in performance appraisal work

2020 ◽  
Vol 42 (3) ◽  
pp. 818-844
Author(s):  
Daniel Tyskbo
Keyword(s):  
Performance Appraisal ◽  
Local Context ◽  
Line Managers ◽  
Content Type ◽  
Local Adaptations ◽  
Hr Practices ◽  
Hr Managers ◽  
Line Management ◽  
Management Involvement

PurposeTwo research questions are asked in this paper: RQ1. How does line management involvement in PA work unfold in practice? RQ2. How does line management involvement contribute toward any divergence arising between intended and implemented PA work?Design/methodology/approachAn in-depth case study from a multi-actor perspective based on interviews with HR managers, line managers and employees, and organizational documents.FindingsThe findings illustrate how line managers faced three types of complexities during implementation, i.e. dilemmas, understandings, and local adaptations. These jointly contributed to a divergence arising between the PA as intended and the PA as implemented. This divergence became associated with how line management involvement was restricted to the local context and the initial stages of the PA process, highlighting how HR practices can contain both devolved and non-devolved elements.Originality/valueWe respond to calls for more in-depth qualitative studies of how line managers are involved in HR work; this is done specifically by conceptualizing the complexities line managers face in practice when implementing HR practices. As such, we add to the understanding of HR practices as relational and social in nature. We also contribute to the processual understanding of HRM by highlighting how HR practices can contain both devolved and non-devolved elements. By stressing the limitations of binary conceptualizations of HR devolution, we add to the understanding of HR devolution as more complex and multifaceted than traditionally assumed.

scholarly journals Metamorphic Testing Integer Overflow Faults of Mission Critical Program: A Case Study

2013 ◽  
Vol 2013 ◽  
pp. 1-6 ◽  
Author(s):  
Zhanwei Hui ◽  
Song Huang ◽  
Zhengping Ren ◽  
Yi Yao
Keyword(s):  
Collision Avoidance ◽  
Traditional Method ◽  
Property Testing ◽  
Testing Methods ◽  
Metamorphic Testing ◽  
Testing Method ◽  
Safety Property ◽  
Mission Critical ◽  
Collision Avoidance System

For mission critical programs, integer overflow is one of the most dangerous faults. Different testing methods provide several effective ways to detect the defect. However, it is hard to validate the testing outputs, because the oracle of testing is not always available or too expensive to get, unless the program throws an exception obviously. In the present study, the authors conduct a case study, where the authors apply a metamorphic testing (MT) method to detect the integer overflow defect and alleviate the oracle problem in testing critical program of Traffic Collision Avoidance System (TCAS). Experimental results show that, in revealing typical integer mutations, compared with traditional safety property testing method, MT with a novel symbolic metamorphic relation is more effective than the traditional method in some cases.

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