Information System Development of Competence-Based Appraisal in Higher Education Institution

2012 ◽  
Vol 1 (1) ◽  
Author(s):  
Mochamad Nurhadi ◽  
Tatik Suryani ◽  
Tjahjani Prawitowati ◽  
Lutfi Lutfi
Keyword(s):  
Higher Education ◽  
Information System ◽  
Human Resources ◽  
Performance Appraisal ◽  
System Development ◽  
Education Institution ◽  
Software Performance ◽  
Validity And Reliability ◽  
Appraisal System ◽  
Performance Appraisal System

The performance appraisal system is considered an important factor for managing human resources in higher education institutions (HEIs). More importantly, when Information System (IS) is utilized for assisting such efforts, it inevitably makes the HEIs more efficient and competitive. This research attempts to integrate performance appraisal using competence-based appraisal (CBA). From this system, the HEIs are supposed to able to manage all activities related to their human resources and carriers. The methodology implemented in this research is by making the software of CBA model (the concept) and then the try out was done to find out both the weaknesses and strengths of the software, and finally the improvement was conducted as well. In addition, the evaluation of these software covers the aspects of validity and reliability testing so that the software are really proved to be completely applicable. The results provide the HEIs with information about both the weaknesses and strengths and therefore the system was made perfect based on such findings. It can be concluded that using CBA in HEIs, all the activities related to human recourses in HEIs can be rated. Thus, this CBA system enables the HEIs to do their human resources appraisal more accurately. Keywords - CBA, software, performance appraisal system (PAS)

scholarly journals The Importance of Organizational Justice, Appraisal Purposes and Employee Satisfaction in Performance Appraisal System in Academic Sector of Pakistan

2020 ◽  
Vol 6 (1) ◽  
pp. 191-200
Author(s):  
Mohammad Hanif Khan ◽  
Altaf Hussain ◽  
Muhammad Asad Khan
Keyword(s):  
Higher Education ◽  
Organizational Justice ◽  
Performance Appraisal ◽  
Human Resource Development ◽  
Human Resource ◽  
Employee Satisfaction ◽  
Education Sector ◽  
Appraisal System ◽  
Performance Appraisal System ◽  
Academic Sector

The purpose of this article is to find out the importance of organizational justice and its types along with employee satisfaction in the performance appraisal system. Data were collected from a sample of 180 respondents who replied their opinions regarding the variables included in the study. This study used SPSS to analyze collected data. The findings of study found a linkage of three kinds of organizational justice with performance appraisal. Also a strong association of employee satisfaction was found with components of organizational justice. The core restriction is that this study provides information limited to only one source, i.e. employees. This paper has practical effects on human resource development as it gives human resource practitioners and also to managers acting as rater of their employees with different ideas and recommendations.  Such ideas and recommendations typify how to maximize the perceived justice of the performance appraisal system in higher education sector of Pakistan. This study will also add some extra knowledge to the stake holders in higher education sector to understand and pinpoint the role of performance appraisal in academic sector.

scholarly journals The Role of Rater Motivation and Training in Effective Performance Appraisal System in Public Sector Universities of Khyber Pakhtunkhwa, Pakistan

2020 ◽  
Vol 6 (1) ◽  
pp. 155-166
Author(s):  
Muhammad Asad khan ◽  
Altaf Hussain ◽  
Mohammad Hanif khan
Keyword(s):  
Higher Education ◽  
Public Sector ◽  
Performance Management ◽  
Performance Appraisal ◽  
Appraisal System ◽  
Rater Training ◽  
Khyber Pakhtunkhwa ◽  
Performance Appraisal System ◽  
Rater Motivation ◽  
And Performance

Performance appraisal is considered to be the most significant element of performance management but often the former involves controversial practices, among other variables influenced by accuracy and effectiveness. However, it is generally understood that performance appraisal system commonly result into positive organizational outcomes, yet the accuracy of the measuring tools is still an arguable issue with more criticisms. The ongoing matters are measured and tested as a case study approach by paying attention on higher education institutions. Since higher education is progressively playing a vital role in economic competitiveness of a country. Aiming to examine the effect of rater motivation and rater training on performance appraisal process in public sector universities of Khyber Pakhtunkhwa, Pakistan and recognized as a critical contribution to organizational and people’s performance. Thus, this study finds the effects and consequences of rater motivation and rater training on performance appraisal system. This study is survey based, 300 questionnaires in total were distributed among the faculty of public sector universities of Khyber Pakhtunkhwa (KP), Pakistan. Out of which 160 were received back recording response rate of 53%. Findings of this study indicate that there was positive and significant relationship between rater motivation and performance appraisal and also between rater training and performance appraisal in public sector universities of Khyber Pakhtunkhwa, Pakistan. The current study offers researchers with the opportunity to search performance appraisal from a new perspective which has never been explored before in a developing country like Pakistan.

Study on the Improvement Method of Employees' Performance Evaluation System

2014 ◽  
Vol 926-930 ◽  
pp. 4110-4113
Author(s):  
Chun Xia Hu ◽  
Li Juan Huang
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Evaluation System ◽  
Human Resources Management ◽  
Feedback System ◽  
Appraisal System ◽  
Resources Management ◽  
Performance Evaluation System ◽  
Performance Appraisal System ◽  
Improvement Method

Performance Appraisal is one of the most important parts of Human Resources Management. As a feedback system, it creates communication and intercourse opportunities to the staff. On the base of knowing the executive actuality of the Performance Appraisal system (PAS) in M Company, some methods are used in the research to find out the shortage of the PAS. The process of this research provides a method of designing the more effective PAS.

HRD Practices in Co-operative Sugar Mills in North Coastal Andra Pradesh

2015 ◽  
Vol 2 (3) ◽  
pp. 38
Author(s):  
B.Murali Krishna ◽  
Malla Jagarao
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Human Resource Development ◽  
Career Planning ◽  
Sugar Industry ◽  
Organizational Values ◽  
Contextual Analysis ◽  
Appraisal System ◽  
Performance Appraisal System ◽  
Sugar Mills

Human resources are considered as most valuable strategic assets to the organization. The success of any organization depends on efficient use of human resources in the organization. This paper aims to analyze the various Human resource development (HRD) practices in co-operative sugar industry in north coastal Andrapradesh. The study measured an evaluation of HRD practices in the sugar industry. A sample of 100 employees from five co-operative sugar mills responded to a questionnaire which measured the evaluation of HRD practices and improve the values. HRD practices like training and development, performance appraisal system, quality of work life and development were positively related to organizational values of humane treatment. However, performance appraisal system, career planning, and contextual analysis variables were negatively associated with values such as trust and creativity. The analysis was limited to existing HRD practices. Further studies are needed on a larger sample to examine why some HRD practices and contextual analysis contributed negatively to organizational values. The result of the study can be useful in designing effective employee development programs that promote cherished organizational values. Little empirical knowledge exists on HRD practices and organizational values linkages in the context of co-operative sugar industry in Andrapradesh. The paper makes a modest attempt to fill the gap.

scholarly journals Application of performance appraisal system (PAS) attributes among first rater officers (FRO’s): Issues and Implication

2019 ◽  
Vol 5 (2) ◽  
pp. 66-77
Author(s):  
Jakheus Limasan ◽  
Rusli Ahmad ◽  
Nur Fatihah Abdullah Bandar
Keyword(s):  
Performance Appraisal ◽  
Qualitative Methodology ◽  
Education Institution ◽  
Structured Interview ◽  
System Control ◽  
Appraisal System ◽  
Work Processes ◽  
Organizational Image ◽  
Performance Appraisal System ◽  
Critical Issues

This study aims to explore the first rater officers’ perspectives on the application of performance appraisal attributes in performance appraisal system in a higher education institution in Sarawak. Six attributes were focused on the study namely clarification of the system, justification of the system, control criteria, employee participation, system management, and credibility of the assessor. The study uses a qualitative methodology using semi-structured interview techniques and data analysis in thematic approach. Three common issues are the limitation of the system’s availability, insufficient scoring distribution towards lecturers who are involved in administrative work and limited capability of the server. Along with that, two critical issues are the subjective judgment of personality traits and limited utilization of the system. The implication raised based on the issues is work processes are interrupted, employee dissatisfaction and organizational image are affected. In conclusion, the issues within the performance appraisal system need to be taken seriously to avoid conflicts.   Keywords: Performance appraisal system attributes; General issues; Critical issues; First rater officer

MANAJEMEN KINERJA KOPERASI MITRA PERKEBUNAN (Studi Kasus Koperasi Batangan Babatn, Kamasa Alur Sakadi dan Batukng Basule)

2019 ◽  
Vol 8 (1) ◽  
Author(s):  
IKAS B2042131021
Keyword(s):  
Mixed Methods ◽  
Human Resources ◽  
Performance Appraisal ◽  
Human Resources Development ◽  
Appraisal System ◽  
Purposive Sampling ◽  
Performance Appraisal System ◽  
Resources Development

Tujuan penelitian ini adalah untuk menganalisis manajemen kinerja koperasi mitra perkebunan. Bentuk penelitian ini adalah menggunakan deskriptif. Pengumpulan data menggunakan data primer berupa kuisioner dan wawancara dan data sekunder berupa data yang bersumber dari Koperasi Batangan Babatn, Kamasa Alur Sakadi dan Batukng Basule. Sampel menggunakan purposive Sampling. Sampel dalam penelitian ini adalah sebanyak 33 orang. Teknik analisis data yang digunakan dalam penelitian ini adalah model analisis interaktif. Hasil penelitian ini menunjukkan bahwa untuk aspek permodalan, modal sendiri Koperasi harus ditingkatkan dengan cara menambah nilai dari komponen yang ada di dalamnya, Aspek likuiditas dapat diperbaiki dengan cara membatasi nilai kas dan bank, Koperasi melakukan pembenahan meminimalkan biaya usaha dengan meninjau kembali kebutuhan usaha Koperasi sehingga dapat meningkatkan sisa hasil usaha bagi para anggotanya, Koperasi membenahi program kerja yang ada agar dengan aset yang dimiliki mendapatkan SHU sesuai standar dan Anggota merasa sisa hasil usaha yang diterima tidak meningkat dan adanya pengeluaran yang tinggi untuk biaya-biaya di luar operasional koperasi,  Kata Kunci : Kinerja, Koperasi dan Perkebunan.      DAFTAR PUSTAKAArikunto, Suharmi. Prosedur Penelitian Suatu Pendekatan Praktik. PT. Asdi Mahasatya. Jakarta. 2006. Burhanuddin, Koperasi Syariah dan pengaturannya di Indonesia, UIN Maliki press. Malang. 2013. Darsono dan Ashari. Pedoman Praktis Memahami Laporan Keuangan. Andi. Yogyakarta. 2004. Dharma, Agus. Manajemen Supervisi: Petunjuk Praktis bagi Para Supervisor. Edisi ke-5. PT. Raja Grafindo Persada. Jakarta. 2003. Ghorpade, j; dan Chen, M.M.  Creating  Quality-Driven Performance Appraisal System. Academyof Management Executive, 9 (1); 32-39.1995.   Hariwijaya. Pedoman Penulisan Skripsi dan Tesis. Penerbit Oryza. Jakarta. 2011. Hadhikusuma, Sutantya R. Hukum Koperasi Indonesia. PT. Raja. Jakarta. 2002. Hendrojogi. Koperasi: Asas-asas, Teori dan Praktik. Edisi 4. Raja Grafindo Persada. Jakarta.2007. Ikatan  Akuntan  Indonesia. Pernyataan  Standar  Akuntansi  Keuangan  No.  27  (Revisi  1998):  Akuntansi Perkoperasian. Salemba Empat, Jakarta, 2009. Jonathan, Sarwono. Mixed Methods Cara Menggabungkan Riset Kualitatif dan Riset Kualitatif Secara Benar. Penerbit PT. Elex Media Komputindo. Jakarta. 2011. Kasmir. Dasar-Dasar Perbankan. PT Raja Grafindo Persada, Jakarta. 2007. Kartasapoetra, G, A.G. Kartasapoetra, Bambang.S, dan A. Setiadi. Koperasi Indonesia, Rineka Cipta. Jakarta. 1998. Keputusan Menteri Badan Usaha Milik Negara No. KEP-100/MBU/2002 tentang Penilaian Tingkat Kesehatan Badan Usaha Milik Negara. Kountur, Ronny. Metode Penelitian untuk Penulisan Skripsi dan Tesis. Penerbit PPM. Jakarta. 2004. Mangkunegara, A.A. Anwar Prabu. Manajemen Sumber Daya Manusia. PT. Remaja Rosdakarta. Bandung. 2009. Mathis, R dan Jackson, W. Human Resources Development (Track MBA series/terjemahan). Prestasi Pustaka. Jakarta. 2006. Rahayu, W.P. Pengaruh Partisipasi Anggota terhadap Keberhasilan Koperasi KPRI Harum Kecamatan Punung Kabupaten Pacitan. Jurnal Ekonomi dan Manajemen. Volume 6 Nomor 3. 2005. Riduwan. Skala Pengukuran Variabel – Variabel Penelitian, Edisi 7, Bandung : Penerbit Alfabeta. 2010. Sagimun, M.D. Koperasi Indonesia. CV Haji Masagung. Jakarta. 1990. Satori, D. Metodologi Penelitian Kualitatif, Bandung : Penerbit Alfabeta. 2010. Sitio, Arifin dan Tamba, Halomoan. Koperasi : Teori dan Praktik. Erlangga. Jakarta. 2001. Septy Andriani. Analisis Faktor-Faktor yang Mempengaruhi Volume Penyaluran Kredit Mikro, Kecil, dan Menengah (MKM) di Indonesia. Skripsi Fakultas ekonomi dan manajemen Universitas Institut Pertanian Bogor. 2008. Setiaji, K. Pengaruh Partisipasi Anggota dan Lingkungan Usaha terhadap Keberhasilan Koperasi Pegawai Republik Indonesia (KPRI) Kapas Kecamatan Susukan Kabupaten Banjarnegara. JEJAK. Vol. 2. No. 1. 2009. Sumarsono, Sonny. Manajemen Koperasi. Graha Ilmu, Yogyakarta. 2003. Suseno,Hg. Reposisi Usaha Mikro, Kecil dan Menengah Dalam Perekonomian Nasional. Universitas Sanata Dharma  Yogyakarta. 2005. Suryanto, dan Nurhadi. IPS Ekonomi. Penerbit Erlangga. Yogyakarta. 2003. Tambunan, Tulus, Usaha Kecil dan Menengah di Indonesia Beberapa Isu Penting, PT. Salemba Empat. Jakarta. 2002. Undang-Undang  Nomor  79  Tahun  1958    tentang  Perkoperasian.   (Lembaran   Negara   Tahun 1958   Nomor   139;   Tambahan   Lembaran   Negara Nomor 1669). Undang-Undang  Nomor  14  Tahun  1965  tentang  Perkoperasian  (Lembaran  Negara  Republik Indonesia Tahun 1965 Nomor 75, Tambahan Lembaran Negara Republik Indonesia Nomor 2769). Undang-Undang  Nomor  12  Tahun  1967  tentang Pokok-Pokok Perkoperasian     (Lembaran Negara   Republik   Indonesia   Tahun   1967 Nomor   23,   Tambahan   Lembaran   Negara Republik Indonesia Nomor 2832). Undang-Undang  Nomor  25  Tahun  1992  tentang Perkoperasian  (Lembaran  Negara  Republik Indonesia Tahun 1992 Nomor 116, Tambahan Lembaran Negara Republik Indonesia Nomor 3502). Undang-Undang  Nomor  17  Tahun  2012  tentang Perkoperasian  (Lembaran  Negara  Republik Indonesia Tahun 2012 Nomor 212, TambahanLembaran Negara Republik Indonesia Nomor 5355). Widiyanti, Ninik. Manajemen Koperasi. Bina Aksara. Jakarta. 2002. Widiyanti, Ninik. Dinamika Koperasi. Rineka Cipta,. Jakarta. 1992. Yuliani, G.K. Pengaruh Pelayanan, Pendidikan Perkoperasian Anggota, dan Kreativitas Pengurus terhadap Keberhasilan Koperasi Mahasiswa (KOPMA) Unnes. Laporan Penelitian. Semarang: Unnes. 2007.

Management Appraisal at Attock Refinery Limited (A) and (B)

2001 ◽  
Vol 05 (01) ◽  
pp. 27-48
Author(s):  
Syed Aqeel Tirmizi ◽  
Faiza Imtiaz
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Business Environment ◽  
Appraisal System ◽  
Corporate Strategies ◽  
First Case ◽  
Performance Appraisal System ◽  
The Face ◽  
Appraisal Systems ◽  
New System

In early 1999, the management of Attock Refinery Ltd. (ARL) was evaluating its performance appraisal system which was criticized for its subjectivity, inadequacy in differentiating between high performances and low performances, and weak linkage to organization's compensation system and strategy. Mr. Adil Khattak, Assistant General Manager Human Resources and his team in this HR department must take steps to address these concerns and at the same time consider the implications of a changing business environment. The first case examines and identifies the issues related to performance appraisal systems in the face of changes in the environment and corporate strategies. The second case presents a new appraisal system and allows case analysts to assess the improvements and fit of the new system with current situations.

Sign in / Sign up

Export Citation Format

Share Document