TOPSIS Method for Chinese College Teacher Performance Appraisal System with Uncertain Information

2011 ◽  
Vol 3 (6) ◽  
pp. 59-64 ◽  
Author(s):  
Xiaofei Li ◽  
Dong Li
Keyword(s):  
Performance Appraisal ◽  
Teacher Performance ◽  
Uncertain Information ◽  
Topsis Method ◽  
Appraisal System ◽  
College Teacher ◽  
Performance Appraisal System

Based on Balance Scorecard to Make Teacher Performance Appraisal in College

2011 ◽  
Vol 201-203 ◽  
pp. 2456-2459
Author(s):  
Li Li Zhao ◽  
Zhuo Ping Wu
Keyword(s):  
Performance Appraisal ◽  
Balanced Scorecard ◽  
Teacher Performance ◽  
Appraisal System ◽  
Balance Scorecard ◽  
Special Group ◽  
Performance Appraisal System ◽  
College Development

Teacher performance appraisal in college is important to stimulate teachers’ motivation and promote college development. Teacher is a special group in society, based on the several appraisal principles, to make reasonable performance appraisal system of them. It can strengthen staff construction in college and make significance to its development. This paper brings Balanced Scorecard to evaluate teachers’ performance, and follows equality principle to make comprehensive teacher performance appraisal in college.

Effectiveness of the North Carolina teacher performance appraisal system

1989 ◽  
Vol 3 (1) ◽  
pp. 79-106 ◽  
Author(s):  
Dennis C. Stacey ◽  
David Holdzkom ◽  
Barbara Kuligowski
Keyword(s):  
North Carolina ◽  
Performance Appraisal ◽  
Teacher Performance ◽  
Appraisal System ◽  
The North ◽  
Performance Appraisal System

scholarly journals PENILAIAN KINERJA KARYAWAN MENGGUNAKAN METODE TOPSIS

JURTEKSI ◽  
2021 ◽  
Vol 7 (3) ◽  
pp. 333-340
Author(s):  
Sukamto Sukamto ◽  
Yanti Andriyani ◽  
Kiki Wahyuni
Keyword(s):  
Performance Appraisal ◽  
Employee Performance ◽  
Performance Appraisals ◽  
Assessment Criteria ◽  
Topsis Method ◽  
Appraisal System ◽  
Communication Management ◽  
Performance Appraisal System ◽  
Or Organization

Abstract: The Employee’s performance appraisal is something that must be done by the company or organization to be able to evaluate the company's development. Permata Hati Duri Hospital conducts employee performance appraisals every month. This study aims to create an employee performance appraisal system that can facilitate the hospital when evaluating employee performance. The assessment criteria used are competence, professionalism, communication, management and friendliness with. This research uses TOPSIS method, PHP and MySQL programming as database. The sample used is 10 employees. The final result obtained in the system is the result of ranking employee.            Keywords: employee performance appraisal; topsis.  Abstrak: Penilaian kinerja karyawan adalah hal yang harus dilakukan oleh perusahaan atau organisasi untuk dapat mengevaluasi perkembangan perusahaan. Rumah Sakit Permata Hati Duri melakukan penilaian kinerja terhadap karyawan pada setiap bulannya. Penelitian ini bertujuan membuat sistem penilaian kinerja karyawan yang dapat memudahkan pihak rumah sakit saat melakukan penilaian kinerja karyawan. Kriteria penilaian yang digunakan adalah kompetensi, profesionalisme, komunikasi, manajemen dan keramahan dengan. Penelitian ini menggunakan metode TOPSIS, pemograman PHP dan MySQL sebagai database. Adapun sampel yang digunakan adalah 10 karyawan. Hasil akhir yang didapatkan pada sistem berupa hasil perangkingan nilai karyawan. Kata kunci: penilaian kinerja karyawan; topsis.

The relationship between performance appraisal system and employees' voice behavior through the mediation-moderation mechanism

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Khalid Rasheed Memon ◽  
Bilqees Ghani
Keyword(s):  
Performance Appraisal ◽  
Psychological Empowerment ◽  
Vital Role ◽  
Voice Behavior ◽  
Perceived Fairness ◽  
Appraisal System ◽  
Empowering Leadership ◽  
Content Type ◽  
Performance Appraisal System ◽  
The Relationship

PurposeThe purpose of this study is to investigate and articulate the performance appraisal process as a tool, used for the development of voice behavior through the fostering of trustworthiness and empowering culture in the organization.Design/methodology/approachData has been collected through survey instruments, filled by employees and their coworkers. The study proposes and tests a new model based on the relationship between performance appraisal and voice behavior through the moderation-mediation mechanism. Data analysis has been performed using SEM through SMART PLS 3.FindingsResults show that a strong and positive relationship exists between performance appraisal and voice behavior through the mediating variable of psychological empowerment. The moderators, empowering leadership and perceived fairness have played vital role in boosting psychological empowerment and strengthening the relationship with performance appraisal.Research limitations/implicationsThe study presents the performance appraisal system as one of the antecedents of employees' voice behavior generated through psychological empowerment (mediator) and perceived fairness and empowering leadership (moderators) since the appraisal system is to be implemented through the leader.Originality/valueThe study presents a unique and innovative idea while it tries to explore and measure the different effects/impacts of the relationship between performance appraisal and voice behavior.

Sign in / Sign up

Export Citation Format

Share Document