scholarly journals DEVELOPMENT OF APPRAISAL SYSTEM TO IMPROVE MILITARY OFFICERS PERFORMANCE ASSESSMENT PROCESS

JOURNAL ASRO ◽  
2018 ◽  
Vol 9 (2) ◽  
pp. 18
Author(s):  
Wahyudi Agustiono
Keyword(s):  
Development Process ◽  
Employee Performance ◽  
Assessment Process ◽  
Appraisal System ◽  
Military Organization ◽  
Unique Nature ◽  
Approach Method ◽  
Waterfall Model ◽  
And Control ◽  
The Military

This paper at hand is aimed at describing the experience of developing a decision support system used for assessing employee performance. Taking into account the distinctive nature of the military organization that is rigorous, traditional, hierarchical, controlled, bureaucratic, and conservative; this study shows the complexity and challenges when it comes to design and developing the appraisal system. In view of the unique nature of the military organization in performing the appraisal process, this study sought various methods and techniques that could guide the development process. The experimental results suggest how the waterfall model was useful to guide the development process. In developing the appraisal system, this study shows how the Simple Multi-Attribute Rating Technique (SMART) and Representation Operation Memory and Control aids (ROMC) are useful conception. Finally, this study concludes how the selection appropriate approach, method and techniques contribute is critical to successfully the development of appraisal system, especially in a military organization that is considered as unique

scholarly journals Weighted Product and Its Application to Measure Employee Performance

2018 ◽  
Vol 7 (2.26) ◽  
pp. 102 ◽  
Author(s):  
Nur Aminudin ◽  
Eni Sundari ◽  
Shankar K ◽  
P Deepalakshmi ◽  
Fauzi . ◽  
...  
Keyword(s):  
Decision Support ◽  
Decision Support System ◽  
Performance Appraisal ◽  
Support System ◽  
Employee Performance ◽  
Assessment Process ◽  
Appraisal System ◽  
Weighting Method ◽  
Appraisal Index ◽  
To Come

The decision support system of employee performance index appraisal is a decision support system that can assist decision makers for employee performance appraisal at the Pringsewu district revenue department. As for the purpose of this DSS namely 1. To make decisions in the field of human resources to come, 2. To evaluate the performance of each employee in achieving the target work that has been determined , 3. For improve employee performance in the future. The problems to be solved are: 1. How to change the assessment process that used to still use manual way by computerization. 2. How to apply the progress of change in today's sophisticated technology. In this decision system using Weighted Product (WP) weighting method of WP method is the choice of method on decision support system of employee performance appraisal index at revenue department of Pringsewu district. Weighted product method is a method of completion by using multiplication to attribute attribute rating in which rating must be prefixed with bob ot attribute in question. This decision support system can perform the process of calculating employee performance appraisal so that it can realize a fair assessment based on existing criteria calculations on this system using weighted product weighting (WP) that can produce the best employee performance appraisal system calculation from the highest value of 0.250 to the lowest value of 0.133 . The highest score is the best employee while the lowest score is the worst employee performance. This system can present employee performance appraisal reports quickly and clearly so that more effective and efficient.  

scholarly journals Linkage between Performance Appraisal System and Employee Performance: Does Motivation Moderate?

2019 ◽  
Vol IV (I) ◽  
pp. 39-47
Author(s):  
Muhammad Toseef ◽  
Muhammad Imran ◽  
Ahsan Owais
Keyword(s):  
Performance Appraisal ◽  
Employee Performance ◽  
Sampling Technique ◽  
Target Population ◽  
Assessment Process ◽  
Appraisal System ◽  
Care Family ◽  
Fair Wage ◽  
Appraisal Systems ◽  
Strongly Agree

The concept of performance appraisal came into ideal practice in the 1940s, helping a system to launch merit rating during the era of the Second World War as a fair wage system (Lillian & Sitati, 2011). Lots of research in recent decades have been done on the assessment of results (Bretz et al., 1992; Fisher, 1989). Often, a key aspect of human resource management is the performance assessment process. The target population of the present study consisted of all the employees working in the three private (Multan Medical complex, Care Family and Ibne Sina) hospitals of Multan, Pakistan. The study follows a convenient sampling technique for the determination of sample size and having n=131. Adopted questionnaire of Al-Ghamdi (2011) Verhulp (2006) was used with a 5-point Likert scale starting from 1= strongly agree, 2=agree, 3= uncertain, 4=disagree and lastly 5= strongly disagree. The study findings indicate 63% of the respondents belong to a male category, while on the other hand, 37% of the respondents belong to the female category. The study findings verified the fact that there exists an association between performance appraisal systems and seem to suggest that hospitals are interested in improving their performance through the performance appraisal systems. The findings verified the fact that there exists an association between motivation with employee performance.

The Production and Control of Opportunistic Violence

2020 ◽  
pp. 136-170
Author(s):  
Devorah S. Manekin
Keyword(s):  
Political Violence ◽  
Peer Pressure ◽  
Military Organization ◽  
And Control ◽  
The Military

This chapter shifts the focus of analysis from violence committed professionally to violence that soldiers commit opportunistically. It defines “opportunistic violence” as intentional harm inflicted by combatants that is not planned, ordered, or authorized by military superiors. It also explains how opportunistic violence is carried out by combatants for their own benefit rather than for the benefit of the military organization. The chapter outlines the functions of opportunistic violence that are diverse and include violence for instrumental purposes such as personal enrichment. It describes violence committed for social posturing or due to peer pressure and violence with no apparent purpose that stems from emotional impulses or arbitrary drives. It draws initial parallels between the Israeli case and other contemporaneous cases of counterinsurgency that can illustrate how insights from Israel can improve the understanding of political violence elsewhere.

scholarly journals Considerations Regarding the Auditing of Information Systems

2016 ◽  
Vol 22 (2) ◽  
pp. 273-277
Author(s):  
Marius Milandru
Keyword(s):  
Business Environment ◽  
Internal Auditing ◽  
Military Organization ◽  
Balanced Approach ◽  
Control Evaluation ◽  
And Performance ◽  
Managerial Positions ◽  
High Level ◽  
And Control ◽  
The Military

Abstract At present the approach and application of management within the military organization is marked by the rethinking of managerial positions, scientific breakthroughs and know-how on one hand, and the concern related to the functionality and performance of departments on the other. Such aspects have demonstrated the utmost necessity of an intense and balanced approach to prediction, organization, training, coordination and control-evaluation. In the context of the contemporary globalized business environment, internal auditing has become an essential tool in the leadership of any organization, determining changes and transformations within its constitutive systems (accountancy, decision-making, information, etc.) as well functionality at a high level of performance. The purpose and importance of auditing lies in its stimulation and increase of efficiency within the organization or system it is conducted in, all the more so since it is applied impartially and without compromise, revealing the reality to the leading staff, assuring them that their strategy is correctly applied and that the expected effects in the use of supplies, efficiency and efficacy are the ones predicted.

THE GENDER ASPECT OF ASSURANCE OF DEMOCRATIC CIVIL CONTROL IN THE SECTOR OF SECURITY AND DEFENSE OF THE STATE

2020 ◽  
pp. 32-35
Author(s):  
J. Bobrova ◽  
J. Bobrov
Keyword(s):  
Command And Control ◽  
Armed Forces ◽  
The State ◽  
The Body ◽  
Military Coup ◽  
Equal Rights ◽  
Military Organization ◽  
High Level ◽  
And Control ◽  
The Military

The effective command and control of the Armed Forces of Ukraine and other elements of the defense forces with the aim toachieve the high-level of defense capability of the state which are inextricably related with the appropriate normalization andexercising the practical events of democratic civil control of the military organization of the state.The process of reforming the defense sector is aimed at transforming the system of unified command and control andmilitary command of the Armed Forces of Ukraine. The establishment of a new system of command and control provides for aclear delimitation of authority between the Ministry of Defense and the Armed Forces of Ukraine, the functioning of new typesand branches of troops (forces). Additionally, it is provided for the separation of the functions of planning, generation andimplementation of means and forces within the Armed Forces, and the Ministry of defense has transformed from the body ofmilitary command to the central body of executive authority, responsible for the reform and implementation of the state policy inthe military sphere and the sphere of defense, the military policy in terms of staff, the technical policy and the policy in terms ofdefense purchases etc. One of the major tasks of the Ministry of Defense is the exercise within the framework of authority ofdemocratic civil control of the activity of the Armed Forces of Ukraine, the military-political and administrative command andcontrol of the military organization.The gender equality requires the establishment of equal rights and opportunities for men and women in the matters ofmilitary service, participation in the protection of the state – not only on a legislative but also on a practical level. For a longperiod of time the military profession was solely masculine. It has been related with the significant physical, moral-psychologicalpressure on a human being, the necessity to be firm in overcoming the hard and difficult daily military routine. Currently, the roleof the woman in a society has undergone significant changes. The latter have also touched the military sphere. It is therefore theissue of democratic civil control of the military organization of the state is to be considered through the prism of its genderaspect. For the sole, gender element of this control is the finest measure of its effectiveness, the indicator of absolute control ofcivic society in the military sphere, which assures the accountability of military to civil personnel and totally includes thepossibility of a military coup d’état in a state.

Toxic Leadership in the Military Organization – A Theoretical Approach to Failed Leadership

2020 ◽  
Vol 26 (1) ◽  
pp. 182-185
Author(s):  
Alexandru Baboș ◽  
Raluca Rusu
Keyword(s):  
Cultural Differences ◽  
Theoretical Approach ◽  
Personal Characteristics ◽  
Toxic Leadership ◽  
Military Organization ◽  
The Military

AbstractThe toxic leadership refers to destructive behaviours and leaders’ personal characteristics which cause serious damage to the subordinates and organizations. Still, what is toxic for the military in one country can be good in another one, given the cultural differences. This article wants to emphasize, from a theoretical approach, the main characteristics and effects of toxic leadership within the military organization.

Capability Model of Manage Human Resource And Service Agreement at PT X

2017 ◽  
Vol 4 (1) ◽  
pp. 54-58 ◽  
Author(s):  
Inez Gavrila Wahyudi ◽  
Johan Setiawan ◽  
Wella Wella
Keyword(s):  
Information System ◽  
Human Resources ◽  
Human Resource ◽  
Visionary Leadership ◽  
Assessment Process ◽  
Human Communication ◽  
Level 3 ◽  
Service Agreement ◽  
And Control ◽  
Work Management

This research was made with purpose to measure the capability of human resource and work management in PT. X using COBIT 5.0. In the assessment process, researcher applied 1 domain (align, plan, and organize) with 2 processed, Manage Human Resource APO 07) and Manage Service Agreement (APO 09). Data collection was obtained from the distribution of questionnaires to IT division (there were 127 items of the question and 10 respondents). The result of this research figured out that APO 07 stopped in level 2 with score 82.50 in level 3 and APO 09 ended in level 3 with score 84.10 in level 4. In conclusion, there were still few problems that made human resources in PT X unable to reach level 5. PT.X ought to do audit regularly in deep and holistically.   Keywords— Align Plan and Organize, Capabilities Level, COBIT 5.0, Manage Human Resources, Manage Service Agreement REFERENCES [1] Sumarsono, Sonny. 2003. Ekonomi Manajemen Sumber Daya Manusia. Jakarta: LPFE-UI. [2] Gondodiyoto, Sanyoto. 2003. Audit Sistem Informasi (Pendekatan COBIT). Bekasi : Mitra Wacana Media. [3] ISACA. 2013. COBIT 5 A Business Framework for the Governance and Management of Enterprise IT. USA : Enterprise GRC Solution Inc. [4] ISACA 2013. COBIT 5 for Information Security. USA : Enterprise GRC Solution Inc. [5] Arbie, E. 2000. Pengantar Sistem Informasi Manajemen, Edisi ke-7. Jakarta : Bina Alumni Indonesia. [6] Arikunto, Suharsimi. 2006. Metodelogi Penelitian. Yogyakarta : Bina Aksara. [7] Arikunto, Suharsimi. 2010. Prosedur Penelitian Suatu Pendekatan Praktik. Jakarta : Rineka Cipta. [8] Davis, Chris, Mike Schiller, & Kevin Wheeler. 2011. IT Auditing Using Controls to Protect Information Assets, 2nd Edition. English : Mc Graw Hill. [9] Follet, Mary Parker. 1999. Visionary Leadership and Strategic Management. MCB University Press. Women in Management Review Volume 14. Number 7.Gondodiyoto, Sanyoto. 2003. Audit Sistem Informasi (Pendekatan COBIT). Bekasi : Mitra Wacana Media. [10] Hasibuan,M. 2003. Manajemen Sumber Daya Manusia. Jakarta: PT. Bumi Aksara. [11] Hasibuan,M. 2003. Organisasi dan Motivasi. Jakarta: PT. Bumi Aksara. [12] Herzberg, Frederick. 2006. Perilaku Organisasi Edisi 10. Yogyakarta: Andy. [13] Jogiyanto. 2005. Sistem Teknologi Informasi. Yogyakarta : Andi Offset. [14] ISACA. 2012. COBIT 5 Enabling Processes. USA : Enterprise GRC Solution Inc. [15] ISACA. 2003. Audit and Control of Information System. USA : Enterprise GRC Solution Inc. [16] Kusumah, Wijaya dan Dwitagama Dedi. 2011. Mengenal Penelitian Tindakan Kelas. Jakarta : PT Indeks. [17] Littlejohn, Stephen W. 1999. Theories of Human Communication, 6th Ed. Belmont CA : Wadsworth Publishing. [18] Muhyuzir T.D. 2001. Analisa Perancangan Sistem Pengolahan Data, Cetakan kedua. Jakarta : PT Elex Media Komputindo. [19] O’Brien, James A. 2010. Management Information System (11th Edition). New Jersey: Pearson Prentice Hall. [20] O’Brien, James A. 2005. Pengantar Sistem Informasi: Perspektif Bisnis dan Manjerial (12th Edition). Jakarta: Salemba.

RELATIONSHIPS BETWEEN COMMAND, MANAGEMENT, AND COMMUNICATIONS. TO CONTINUE IN DIFFERENT DIRECTIONS OR TO REMAIN IN SAME FIELD

2018 ◽  
Vol 28 (6) ◽  
pp. 1887-1891
Author(s):  
Todor Kalinov
Keyword(s):  
Data Exchange ◽  
Content Management ◽  
System Structure ◽  
Power Comparison ◽  
Long Distance ◽  
Military Alliances ◽  
Military Systems ◽  
Military Command ◽  
And Control ◽  
The Military

Management and Command253 are two different words and terms, but military structures use them as synonyms. Military commanders’ authorities are almost equal in meaning to civilian managers’ privileges and power. Comparison between military command and the civilian management system structure, organization, and way of work shows almost full identity and overlapping. The highest in scale and size military systems are national ministries of defense and multinational military alliances and coalitions. Military systems at this level combine military command structures with civilian political leadership and support elements. Therefore, they incorporate both military command and civilian management organizations without any complications, because their nature originated from same source and have similar framework and content. Management of organizations requires communication in order to plan, coordinate, lead, control, and conduct all routine or extraordinary activities. Immediate long-distance communications originated from telegraphy, which was firstly applied in 19th century. Later, long-distance communications included telephony, aerial transmitting, satellite, and last but not least internet data exchange. They allowed immediate exchange of letters, voice and images, bringing to new capabilities of the managers. Their sophisticated technical base brought to new area of the military command and civilian management structures. These area covered technical and operational parts of communications, and created engineer sub-field of science, that has become one of the most popular educations, worldwide. Communications were excluded from the military command and moved to separate field, named Computers and Communications. A historic overview and analysis of the command and management structures and requirements shows their relationships, common origin, and mission. They have significant differences: management and control are based on humanities, natural and social sciences, while communications are mainly based on engineering and technology. These differences do not create enough conditions for defragmentation of communications from the management structures. They exist together in symbiosis and management structures need communications in order to exist and multiply their effectiveness and efficiency. Future defragmentation between military command and communications will bring risks of worse coordination, need for more human resources, and worse end states. These risks are extremely negative for nations and should be avoided by wide appliance of the education and science among nowadays and future leaders, managers, and commanders.

Sign in / Sign up

Export Citation Format

Share Document