scholarly journals Impact of HR Policies and Practices on Employee Job Satisfaction

2019 ◽  
Vol 2 (2) ◽  
pp. 48-57 ◽  
Author(s):  
Amir Ali
Keyword(s):  
Job Satisfaction ◽  
Performance Evaluation ◽  
Human Resource ◽  
Evaluation System ◽  
Target Population ◽  
Employee Job Satisfaction ◽  
Free Data ◽  
And Performance ◽  
Strongly Agree ◽  
Policies And Practices

Aim - This research highlights the HR policies and practices in terms of compensation and performance evaluation and its impact on employee job satisfaction. This study will fill the gap in the literature by providing information on compensation and performance functions of human resource.  Design - In this research descriptive design is taken in the collection of bias-free data. A sample of 42 respondents was taken into consideration from different management level of PTCL such as top, middle and lower level and the target population of this study was human resource department, management, and administrative staff. To collect the required information closed-ended questionnaire was used and were divided into three part; initially questionnaire identify the demographic factors of the respondents, then highlight the Likert scale options 1 being strongly disagreed and 5 strongly agree.  Findings - In findings of this research we highly recommend the management to have fair and equitable compensation policies and establish performance evaluation system which can reduce to biases at all levels.

A Study on Leagile Supply Chain Model and Performance Evaluation System Based on Lean Agile Theory

2014 ◽  
Vol 635-637 ◽  
pp. 1771-1775 ◽  
Author(s):  
Hui Min Jia ◽  
Kai Chao Yu ◽  
Jin Chang Zhang
Keyword(s):  
Supply Chain ◽  
Performance Evaluation ◽  
Evaluation System ◽  
Operating Mode ◽  
Agile Manufacturing ◽  
Chain Model ◽  
Performance Evaluation System ◽  
Supply Chain Model ◽  
And Performance ◽  
Lean Supply Chain

Leagile supply chain integrates lean supply chain and agile supply chain. In this paper, the theory of lean production and agile manufacturing are compared and analyzed, and then the leagile supply chain model and the performance evaluation system based on DEA are established. Based on the above, this paper provides an example of the evaluation system to verify the operability and effectiveness, which can provide the reference for enterprises to improve operating mode of the supply chain or develop a new leagile supply chain.

SISTEM PENILAIAN PRESTASI KERJA PEGAWAI KOMISI PENYIARAN INDONESIA DAERAH ACEH

2014 ◽  
Vol 1 (2) ◽  
Author(s):  
Said Firdaus
Keyword(s):  
Performance Evaluation ◽  
Job Performance ◽  
Evaluation System ◽  
Individual Evaluation ◽  
The Law ◽  
And Performance ◽  
And Function ◽  
Good Behaviour

Aceh Indonesian Broadcasting Commision is an independent institution and has authority according to the law to manage the running of broadcasting in Aceh. In performing it tasks and function, KPID has been assisted by a secretariat where the personnels are outsourcing staff. To evaluate the performance of staff, KPID carried out performance evaluation system.Performance evaluation system at KPID is in form of individual evaluation where a superior directly evaluate behaviour and performance of his/her subordinates. For behaviour evaluation, the results of evaluation is in form of good, middle, and less good behaviour. While for performance, the results is in form of the achievement of job volume. The results would then be base for the decision of the institution.According to evaluation been done and compared with the theory, it can be concluded that in the staff job performance evaluation within KPID, the system used has been complied with the regulation. It can be seen from the administration of staff job performance evaluation at KPID where the method used was the same as the theory. 

An Analytical Employee Performance Evaluation Approach in Office Automation and Information Systems

2017 ◽  
pp. 324-343
Author(s):  
Maryam Kalhori ◽  
Mohammad Javad Kargar
Keyword(s):  
Performance Evaluation ◽  
Information Systems ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Evaluation System ◽  
Employee Performance ◽  
Office Automation ◽  
Performance Evaluation System ◽  
Evaluation Approach

With the extension of information technology, human resource management has experienced fundamental changes. One of the most important issues in human resource management is performance evaluation. Unlike number of studies in employee performance evaluation, there is a lack for systematic and quantitative approaches. Issues such as incomplete information, subjective and qualitative metrics, and also the difficulty of evaluating the performance are the main problems of this field. Hence, the current study exploits the capabilities of information systems and presents an approach for quantitative and automatic evaluation of employee performance in office automation systems. The results reveal the automatic employee performance evaluation system is a discrete dimension for employee performance evaluation systems.

scholarly journals An Automated Implementation of Academic Staff Performance Evaluation System based on Rough Sets Theory

2019 ◽  
Vol 23 ◽  
Author(s):  
Bolanle Ojokoh ◽  
Victor Akinsulire ◽  
Folasade O Isinkaye
Keyword(s):  
Performance Evaluation ◽  
Human Resource ◽  
Rough Set ◽  
Evaluation System ◽  
Rough Set Theory ◽  
Academic Staff ◽  
Evaluation Procedure ◽  
Rough Sets Theory ◽  
Imperfect Data ◽  
Automated Method

The essence of evaluating employees’ performance in any tertiary institution is to realize the goals of the institution by measuring the contribution of each employee. Effective human resource evaluation is paramount to the development of any organization. An automated method is needed to remove the limitations and facilitate the duties of human resource management. In this paper, rough set theory, a mathematical technique that deals with vagueness and uncertainty of imperfect data analysis is adopted for the evaluation of academic staff profile for promotion, grants and other academic purposes. The entire appraisal process of academic staff was translated into a web-based application where every user can fill, edit, update, and submit the annual performance evaluation report form. The indiscernible property of rough set approach is a unique factor in assessing every academic staff under the department and faculty/school by the head of department and dean respectively. With this, the system generates an information table handling all the necessary conditions for promoting academic staff and the corresponding decisions taken. A model for rating publications was proposed to reduce the sentiments involved in manual rating. Reports were generated as output of each evaluation procedure. One hundred (100) dataset of academic staff of the Federal University of Technology, Akure, Nigeria was used in the experiment to evaluate the performance of the system. The results of the system obtained score were compared with the institution standard and it was found that the system scores were above standard, the average precision of the system shows 60% effectiveness which showed that the proposed system is efficient for academic performance evaluation process.

scholarly journals Mediating Effects of Job Satisfaction and Organizational Commitment between Problems with Performance Appraisal and Organizational Citizenship Behavior

2020 ◽  
Vol 6 (3) ◽  
pp. 64 ◽  
Author(s):  
Khahan Na-Nan ◽  
Suteeluck Kanthong ◽  
Jamnean Joungtrakul ◽  
Ian David Smith
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Performance ◽  
Citizenship Behavior ◽  
And Performance

The objective of this study was to test the developed models with empirical evidence regarding job satisfaction (JS) and organizational commitment (OC) as mediators and influential variables concerning problems with performance appraisal and organizational citizenship behavior (OCB). The sample consisted of 450 employees who worked at the operational level in automobile parts manufacturing companies in the Navanakorn Industrial Estate, Thailand. The study’s instrument was applied from previous research and verified for content validity and reliability before collecting the data. Structural equation analysis of 5000 rounds of bootstrapping was used to examine the model developed from the empirical data and the influence of problem variables in appraising work performance. The developed model fitted well with the empirical evidence. JS and OC were identified as mediators among problem variables in appraising performance and OCB, while problem variables in appraising work performance influenced OCB through JS and OC. Findings from this study expand our knowledge of this field and are useful for effective human resource management and performance appraisal. The developed model explains the phenomena of problems with performance appraisal concerning fairness, JS, OC, and OCB. JS and OC are useful mediators to explain and expand knowledge in human resource management and performance appraisal.

scholarly journals The Influence of Employee Promotion, Upward Downward Communication and Work Environment on Job Satisfaction of PT. Holcim Indonesia, Tbk

2020 ◽  
Vol 10 (1) ◽  
pp. 176
Author(s):  
Albert Yansen ◽  
Yetti Supriyati ◽  
Kadir
Keyword(s):  
Job Satisfaction ◽  
Strategic Planning ◽  
Path Analysis ◽  
Work Environment ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Quantitative Approach ◽  
Survey Method ◽  
Employee Job Satisfaction

This study aims to determine the influence of employee promotions, upward downward communication, and work environment on employee job satisfaction. This research uses a quantitative approach using a survey method (questionnaire).Path analysis is used to analyse the data collected. The population in this study were all employees of PT. Holcim Indonesia, Tbk, who have a working period of 10 years and over, totalling 510 people spread across all plants in Indonesia. The number of samples taken in this study were 225 people who were randomly selected.The results showed that job satisfaction was directly influenced by employee promotions, upward downward communication, and work environment. The study also found that the work environment was influenced by employee promotion and upward downward communication. This study also found that job satisfaction is indirectly influenced by the promotion and upward downward communication through the work environment. Based on these findings it can be concluded that any changes that occur in employee job satisfaction are influenced by employee promotion, upward downward communication, and work environment. Therefore employee job satisfaction, employee promotions, upward downward communication, and work environment can be taken into consideration in making strategic planning for human resource development.

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