Proposal of Factors for Multicriteria Appraisal of Performance of Car Repair Shop Employees

2014 ◽  
Vol 708 ◽  
pp. 312-317
Author(s):  
Michal Tkáč ◽  
Dušan Malindžák
Keyword(s):  
Performance Appraisal ◽  
Human Factor ◽  
Repair Shop ◽  
Financial Reward ◽  
Hierarchic Structure ◽  
Appraisal Method

The motivation factor of individual employees of a car repair shop working at various levels has an extraordinary impact on fast and reliable completion of car repair orders. The human factor plays an irreplaceable role in the process of implementing repairs, and respective and adequate qualification and corresponding appraisal method are very important. The performance appraisal of employees of a car repair shop and their financial reward and salary are very closely correlated. The article is focused on the proposal of motivators and their hierarchic structure for multicriteria performance appraisal of the car repair shop employees.

scholarly journals Ranking and selecting the best performance appraisal method using the MULTIMOORA approach integrated Shannon’s entropy

2018 ◽  
Vol 12 (1) ◽  
Author(s):  
Abteen Ijadi Maghsoodi ◽  
Gelayol Abouhamzeh ◽  
Mohammad Khalilzadeh ◽  
Edmundas Kazimieras Zavadskas
Keyword(s):  
Performance Appraisal ◽  
Shannon’S Entropy ◽  
Shannon's Entropy ◽  
Appraisal Method

scholarly journals Performance appraisal method for rural infrastructure construction based on public satisfaction

PLoS ONE ◽  
2018 ◽  
Vol 13 (10) ◽  
pp. e0204563
Author(s):  
Chuan Chen ◽  
Yibin Ao ◽  
Yan Wang ◽  
Jiayue Li
Keyword(s):  
Performance Appraisal ◽  
Rural Infrastructure ◽  
Appraisal Method

scholarly journals Decision Support System Employee Performance Appraisal Method Using TOPSIS

2020 ◽  
Vol 2 (2) ◽  
pp. 307-312
Author(s):  
Tri Benny Febrian ◽  
Agustina Simangunsong
Keyword(s):  
Decision Making ◽  
Decision Support ◽  
Decision Support System ◽  
Performance Appraisal ◽  
Support System ◽  
Employee Performance ◽  
Final Decision ◽  
The Board Of Directors ◽  
Appraisal Method ◽  
Quantitative Descriptive

Employee performance is the level of achievement of an employee of a particular task that is influenced by internal and external factors of the company where the employee works. Employee performance is influenced by many factors including competency, attendance, loyalty and length of work. The purpose of this study is to create and design a Decision Support System (SPK) for evaluating employee performance using the TOPSIS method and applying the method to employee performance evaluation SPK. TOPSIS is a decision-making method that has multiple criteria or criteria. This type of research is a quantitative descriptive method that presents methods and research objects based on numbers. The study population was 42 employees at PT Catur Karya Sentosa and used as many as 4 employees as research samples and data were collected by interview method. The results showed that the calculation of employee performance using the TOPSIS algorithm runs well and efficiently and can be done every month so as to minimize or even eliminate the employee performance appraisal method subjectively. Ranking taken from the results of this method is the final result after the calculation of positive and negative ideal solutions as consideration of the final decision making by the board of directors.

Is Distributional Appraisal More Effective than the Traditional Performance Appraisal Method?

2005 ◽  
Vol 21 (3) ◽  
pp. 165-172 ◽  
Author(s):  
Shaul Fox ◽  
Aharon Bizman ◽  
Anat Garti
Keyword(s):  
Performance Appraisal ◽  
Interrater Agreement ◽  
Team Members ◽  
Software Company ◽  
Measures Of Agreement ◽  
Appraisal Method ◽  
Traditional Performance

Abstract. This study compared the distributional appraisal method (DAM) with the traditional appraisal method (TAM) on seven criteria reflecting appraisal effectiveness: Four interrater agreement measures, calculated by Cronbach's formulas, and three measures of differentiation: Ratee and dimension differentiation, and leniency. The study took place in a software company, where 45 participants, working in teams, rated all their team members on eight dimensions, both by DAM and TAM. DAM mean scores exhibited stronger agreement than TAM scores on two Cronbach's interrater agreement measures - stereotype accuracy and differential accuracy. High inverse correlations were found between measures of agreement and differentiation. The study demonstrates that DAM and TAM differ in their effectiveness and that criteria for rating effectiveness may be inversely related.

scholarly journals Human factor in professional activity of aviation maintenance specialists as an element of flight security

2021 ◽  
Vol 258 ◽  
pp. 10021
Author(s):  
Liudmila Dotsenko ◽  
Inna Kariaka ◽  
Serhii Yahodzinskyi
Keyword(s):  
Human Factor ◽  
Professional Competence ◽  
Work Conditions ◽  
Activity Level ◽  
Professional Activity ◽  
Aviation Maintenance ◽  
Motivational Aspect ◽  
Hierarchic Structure ◽  
Professional Requirements ◽  
Personal Level

Target of this article is to consider particularities of human factor influence in professional activity of aviation maintenance specialists. In consequence of theoretic analysis of studying of this problem were discovered preconditions and recent trends of development of human factor at specialists of this activity area as well as were identified structural components of mentioned phenomenon. According to that, the authors made a description of defining characteristics of manifestation of human factor in professional activity of aviation maintenance specialists: psychophysiological particularities of employees, professional requirements for carrying out of this activity and work conditions of those specialists. All this, at the opinion of authors, is one of determinants of human factor manifestation at aviation maintenance specialists. As to the improvement of professional activity level of specialists of this field, following levels of human factor manifestation at aviation maintenance specialists with precise hierarchic structure of its development were identified: sensory-perceptual level (work of human analyzer system), personal level (value-motivational aspect of carrying out of professional activity) and professional level (development of professional competence of personnel). At the basis thereof it was elaborated authors functional three-stage hierarchic model of human factor of aviation maintenance specialists. In order to decrease the risk of mistakes making by specialists during solving professional problems at any level of their committing, it was suggested a number of activities for improvement of human factor in professional activity of aviation maintenance specialists, which are directed to the development of sensory-perceptual, personal and professional levels.

scholarly journals Research on Performance Appraisal Method in Internet-based Working

2021 ◽  
Vol 1815 (1) ◽  
pp. 012003
Author(s):  
Hongze Lu ◽  
Peng Zhao ◽  
Shiwei Liu
Keyword(s):  
Performance Appraisal ◽  
Appraisal Method
Sign in / Sign up

Export Citation Format

Share Document