scholarly journals Performance Appraisal of Human Resources in University Libraries --Taking the Library in Jiangxi University of Science and Technology as an Example

2013 ◽  
Author(s):  
Jiezhu Nie ◽  
Qiuwen Huang ◽  
Ganghua Zhang
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Science And Technology ◽  
University Libraries

Business strategy, performance appraisal and organizational results

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Alberto Bayo-Moriones ◽  
Jose Enrique Galdon-Sanchez ◽  
Sara Martinez-de-Morentin
Keyword(s):  
Firm Performance ◽  
Human Resources ◽  
Performance Appraisal ◽  
Competitive Strategy ◽  
Management Practices ◽  
Robust Regression ◽  
Innovation Strategy ◽  
Content Type ◽  
The Impact ◽  
Developmental Performance

PurposeThe purpose of this study is to analyze how the design of performance appraisal is influenced by the competitive strategy of the firm. Then, this paper examines if the alignment between appraisal and strategy impacts firm performance.Design/methodology/approachThe study sample includes 258 Spanish firms in the manufacturing and services sectors. This information was gathered through questionnaires addressed to the CEO and the senior human resources manager. Several econometric models are estimated, using robust regression analysis and including a set of relevant control variables.FindingsA positive relationship is found between an innovation strategy and developmental performance appraisal. A cost strategy has a negative impact on the adoption of developmental performance appraisal. The findings also confirm that firms with a quality strategy and developmental appraisal have higher performance. In addition, firms adopting an innovation strategy and administrative appraisal enjoy higher return of equity.Research limitations/implicationsFuture research should analyze the dynamics of the relationships between appraisal, strategy and performance to rule out the flaws of cross-sectional data. Another potential extension is the analysis of the interactions of the design of other human resources management practices with both competitive strategy and firm performance.Practical implicationsFirms can improve performance by aligning performance appraisal design with strategy. Those with an innovation strategy should choose administrative appraisal, and those competing on quality should focus on developmental appraisal.Originality/valueThis paper compares the theoretical recommendations on performance appraisal for different competitive strategies, what firms actually do, and the impact that the alignment between appraisal and strategy has on firm performance.

scholarly journals Efektifitas Keputusan Manajemen Dalam Penilaian Kinerja Karyawan Menerapkan Metode Weigthed Product (WP)

2020 ◽  
Vol 4 (3) ◽  
pp. 612
Author(s):  
Tri Widayati ◽  
Nugroho Sumarjiyanto Benedictus Maria
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Government Agencies ◽  
Private Companies ◽  
Quality Of Work ◽  
The World ◽  
A Company ◽  
Business And Management

Performance appraisal of employees is an important thing to do by government agencies and private companies. It is useful to see, monitor the level and quality of work given by an employee to his company in order to create a company that is able to achieve the goals of each company by starting to do evaluation of HR (Human Resources) because in the business and management world says that a great company is a company that is able to manage its human resources. In employee performance appraisal, each company has their own way and certainly different in the actual practice of employee performance appraisal activities must be done properly and fairly as possible to eliminate social gaps in the world of work and reduce the occurrence of errors in granting an assessment of the performance of each each company employee and the results obtained after employees are given an assessment of their performance are expected to grow and influence the level of loyalty given by employees to the company and foster high self-motivation for the progress of the company itself. In evaluating employee performance, there are several tools that can be used, one of which is a decision support system that will process some of the criteria set by the company using the Weighted Product (WP) method

scholarly journals Monitoring the Tools of Financial Support Available to Young Researchers in Russia

2020 ◽  
Vol 15 (3) ◽  
pp. 356-409
Author(s):  
Elena Zharova ◽  
Elizaveta Agamirova
Keyword(s):  
Human Resources ◽  
Russian Federation ◽  
Financial Support ◽  
Science And Technology ◽  
Annual Reports ◽  
Main Element ◽  
Research Development ◽  
Research Activities ◽  
The Russian Federation ◽  
Young Researchers

Introduction. Human resources potential is one of the most important tools for achieving the objectives included in the key programme documents for the development of science and technology in the Russian Federation and the main element in the research and development resources of the state. Human resources potential is fundamentally made up of researchers employed in science and technology, including young researchers. Even though in recent years the government of Russia has been paying a lot of attention to developing mechanisms to attract and support young researchers in the sciences, we are still seeing a decline in their number, including in the number of researchers aged 39 or younger. The article presents the findings of tools for monitoring the financial support available to young researchers, recipients of scholarships and grants from the president of Russia, as well as grants provided by key research foundations. Monitoring Tools. The main monitoring tool is formal logic methods such as classification, analysis, synthesis, deduction, and induction. The monitoring was conducted using the materials published on the official websites of research foundations, the annual reports of said foundations, as well as other information in the public domain. The monitoring covered 42 foundations and 8 federal regulatory acts. The subject of the study was the financial tools for supporting young researchers, specifically the grants and scholarships of the president of the Russian Federation and major research foundations such as the Russian Research Foundation, the Russian Foundation for Basic Research, the Foundation for Assistance to Small Innovative Enterprises, and the Skolkovo Foundation, as well as state-funded programmes aimed at supporting young researchers; the findings of the monitoring are summed up in consolidated tables. Results. The support system for grant recipients spans all age categories of young researchers. Meanwhile, federal programmes offer a broader range of assistance to students, postgraduate students, and young researchers than to candidates and doctors of sciences. The most common types of assistance are grants and scholarships, while prizes are not as common. Regional and industrial foundations for assisting research, development, and innovation only function in some regions of the Russian Federation. Programmes aimed at supporting research activities are offered by regional and industry foundations through their official websites and are widely varied (the most common offerings include competitions, training programmes, organisation of conferences, exhibitions, forums, as well as special prizes and grants). Conclusion. Thus, the article provides information about the existing system of grants aimed at providing support and assistance to young researchers; the article also offers some information about the conditions, amounts, and timeframe for the provision of the scholarships and grants from the President of the Russian Federation; there is also a review of the tools for assisting young researchers in the context of such recipients’ status, as well as the forms and types of assistance (including for young researchers) provided by industry and regional foundations for research, development, and innovation.

scholarly journals Peningkatan Mutu Sumber Daya Manusia Lembaga Pendidikan Isalm Berbasis Sustainable Development Goals Di Yayasan Pendidikan Anak Saleh Kota Malang

2021 ◽  
Vol 5 (1) ◽  
pp. 182
Author(s):  
Anwar Sa'dullah ◽  
Triyo Supriyatno
Keyword(s):  
Early Childhood ◽  
Early Childhood Education ◽  
Human Resources ◽  
Primary School ◽  
Performance Appraisal ◽  
Rapid Development ◽  
Descriptive Analysis ◽  
Childhood Education

The dynamics of the development of educational institutions in Indonesia cannot be stopped, let alone limit the rapid development of institutions. Not a few institutions have closed down due to the lack of interest in the community to send their children to school. The problem basically concerns the quality of the institution, especially human resources who play a role as the subject or manager of the institution. For quality institutions, it is certain that they will not be displaced by global developments and the demands of the community for quality education. The research method of this article is qualitative research with a descriptive analysis approach. This type of research is a case study with a multi-case design considering the choice of two research institutions even though one shelter, namely early childhood education and primary school Anak Saleh Malang City. The results showed that early childhood education has four strategies in improving the quality of human resources, including: training, professional development, career development, and performance appraisal. One of the four strategies has the theme of developing human resources through workshops on the responsibilities of employees in schools and families. Meanwhile, the Saleh Children Primary School has three strategies for developing human resources, namely: monitoring, evaluation and follow-up. Among the three strategies, one of the activity designs is the awarding of employees through employee and teacher months including the involvement of parents in follow-up programs. Keywords: Quality, Human Resources, SDGs, Saleh Children

Artificial Intelligence in Human Resource Practices With Challenges and Future Directions

2022 ◽  
pp. 222-230
Author(s):  
Himani Saini ◽  
Preeti Tarkar
Keyword(s):  
Artificial Intelligence ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Science And Technology ◽  
Future Directions ◽  
Smart System ◽  
Advanced Technologies ◽  
The Future

Artificial intelligence is a branch of science and technology that has been used effectively over the decades in various fields, and now it has become an indispensable part of organizational practices as it is one of the leading technologies in the current era, and now there is an emerging trend of applying AI technologies within the businesses. The central necessity of human resource management is also majorly based on technological approaches as it became a potential need for any human resources department to perform its role in the development of the whole organization. Technologies based on AI are and will be the smart system of the future and it's also changing the processes of human resource management by making it more dependent on advanced technologies. Through the chapter, the researcher will get to know the artificial technologies being practiced in HR practices and explore the probable and potential of technicality of AI in HRM and also the challenges associated with AI in HRM and its future possibilities.

An Empirical Analysis on the Influence Factors of Industry Flow of Shaanxi Province Science and Technology Human Resources

2014 ◽  
Vol 700 ◽  
pp. 701-704
Author(s):  
Cheng Jun Wang ◽  
Huan Jia
Keyword(s):  
Human Resources ◽  
Field Survey ◽  
Science And Technology ◽  
Influence Factors ◽  
Multiple Linear Regression Model ◽  
Shaanxi Province ◽  
Gender Education ◽  
Professional Degree ◽  
Residential Moves ◽  
Technology Talent

Based on the field survey data,statisticsing and analysising the influence factors of industry flows of science and technology human resources in Shaanxi Province by using multiple linear regression model and Logistic regression model.The results show that: enterprise promotion chance, industry development ability, family factors and change lifestyle these four factors promote or weaken the effect on the flow of talent directly;Age,working ability,professional degree are the constitute factors influencing science and technology talent flow;However, the influence of gender, education, welfare and residential moves is not significant for industry flow of science and technology human resources.

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