Variable Speed Diesel Generators: Performance and Characteristic Comparison

Diesel generators (DGs) are set to work as a backup during power outages or support the load in remote areas not connected to the national grid. These DGs are working at a constant speed to produce reliable AC power, while electrical energy demand fluctuates according to instantaneous needs. High electric loads occur only for a few hours a day in remote areas, resulting in oversizing DGs. During a low load operation, DGs face poor fuel efficiency and condensation of fuel residues on the walls of engine cylinders that increase friction and premature wear. One solution to increase combustion efficiency at low electric loads is to reduce diesel engine (DE) speed to its ideal regime according to the mechanical torque required by the electrical generator. Therefore, Variable Speed Diesel Generators (VSDGs) allow the operation of the diesel engine at an optimal speed according to the electrical load but require additional electrical equipment and control to maintain the power output to electrical standards. Variable speed technology has shown a significant reduction of up to 40% fuel consumption, resulting in low GHG emissions and operating costs compared to a conventional diesel generator. This technology also eliminates engine idle time during a low load regime to have a longer engine lifetime. The main objective of this survey paper is to present the state of the art of the VSDG technologies and compare their performance in terms of fuel savings, increased engine lifetime, and reduced greenhouse gases (GHG) emissions. Various concepts and the latest VSDG technologies have been evaluated in this paper based on their performance appraisal and degree of innovation.

Performance Appraisal Management System of University Administrators Based on Hybrid Cloud

Aiming at the problems of poor functionality, high occupancy, and low real-time performance of the currently designed performance appraisal management system for university administrators, a performance appraisal management system for university administrators based on hybrid cloud is designed. According to the characteristics of hybrid cloud technology, the overall functional requirements and feasibility of the system are analyzed, and the assessment scheme of administrative personnel according to the provisions of relevant documents is analyzed. The performance appraisal index system is designed using an analytic hierarchy process. Using the hybrid cloud architecture and B/S mode based on each component as a service model and J2EE development framework, the basic information management subsystem of administrative personnel, performance appraisal information management subsystem, information analysis and data mining subsystem, and platform system management subsystem are developed. Using XML technology and database technology, the system is integrated with the performance appraisal management system of administrators in colleges and universities. Through the design of data flow diagram and E-R diagram, the design of performance appraisal management system for university administrators based on hybrid cloud is realized. The experimental results show that the proposed method has good functionality, can effectively reduce the system occupancy, and can improve the real-time performance of the system.

Performance and planning model for HEIS: A developmental engine for intellectual capital

BACKGROUND: HEIs implement different techniques for the problem of assessing the progress towards the notified goals or the achievements, which is the only way to ensure that the HEIs are functioning properly along the right way or not. OBJECTIVE: The aim of this paper is to propose a model for assessing the performance, which may be of interest to institutions, partners, society and students. METHODS: In this paper, the technique of performance-related goals of HEIs, and a statistical approach are proposed. The methodology of this paper will manage briefly the issues of the applicability of the technique, how to derive the “goals” for HEI’s, taking into consideration the indicators of the Intellectual Capital (Human, Organizational, and Relational), and how to collect the data from HEIs successfully. The processes of assuring the technique of performance-related goals, deriving and implementing the goals, and the acquisition and testing of data are developed. RESULTS: The findings of this paper are in two directions, i.e. in the proposing of a performance model for HEIs which is based on the goals of HEIs; and in the application side, i.e. in the practical results of the evaluation of HEIs and how to clarify the performance of institutions and how to compare between them. The findings show that the practical results are significant, and reliable. CONCLUSIONS: This paper develops a significance model for performance appraisal of HEIs, how we can compare between the performance of HEIs, and to rank their performance. The practical results of the model are both accurate and significant.

Employee Performance Analysis Based on Human Resources Management Practices in Private Hospital in Surakarta

<p>Human resource management (HRM) is the foundation to face business competition. Organizational strategies related to HRM create satisfaction among employees so that employees perform well and can create a competitive advantage for their organization. The need for human resources in the hospital industry has developed along with the availability of hospitals reaching 2813 hospitals in Indonesia. This of course requires superior human resources performance. HRM practices are expected to drive human resources performance and achieve a competitive advantage in the hospital industry. This study will examine the effect of HRM practices, namely training, performance appraisal, and compensation systems on employee performance. Furthermore, this study will also examine the role of job satisfaction to mediate HRM practices on employee performance. The study was conducted in a private hospital in the Surakarta area with a sample of 120 respondents. Convenience sampling technique as a sampling method used to collect samples using a questionnaire. SmartPLS is used to analyze research data. The results showed that there was a significant positive effect on HRM Practices (training, performance appraisal, compensation system) on employee performance. However, job satisfaction only mediates the effect of performance appraisal and compensation system on employee performance, while job satisfaction does not play a role in mediating the effect of training on employee performance..</p>

Tools for Managing Purpose

In order to successfully implement management by missions (MBM), it is necessary to redesign “traditional” management tools—typically grounded in an MBO philosophy—so that they are oriented toward the corporate purpose. In this chapter, we discuss how to do this on five basic management areas: strategic planning, deployment of objectives, missions’ scorecard, talent development and performance appraisal.

PENILAIAN KINERJA KEPALA SEKOLAH DAN GURU MUHAMMADIYAH KECAMATAN TEMPEL

The research objectives: (1) measure the performance appraisal of the principal (2) measure the teacher's performance appraisal (3) determine the relationship between the principal's performance appraisal and the teacher's performance appraisal. This research is a quantitative descriptive. Respondents in this study 9 principals and 41 teachers who have been certified. Data collection techniques used questionnaires and documentation. Based on the results of research with good categories, it is shown as follows: (1) personality and social competence 65% good category (2) leadership competence 62% good category (3) school development competence 64% good category (4) resource competence 61% good category (5) entrepreneurial competence 59% good category (6) learning supervision competence with 55% good category. The results of the principal's assessment are in the good category. Teacher performance assessment with the following results; (1) pedagogic competence 65% good category (2) personality competence 64% good category (3) social competence 69% good category (4) professional competence 60% good category

The Influence of Training, Performance Appraisal, and Organizational Support on Employee Service Behavior With Compensation as a Mediator

The training, performance appraisal, organizational support, and compensation are playing a very important role in enhancing employee service behavior in the police department. The main objective of this study is to examine the impact of training, performance appraisal, and organizational support on employee service behavior, with the mediating role of compensation. Data was collected from the employees of Punjab police through the questionnaire. The partial least square structural equation modeling (PLS-SEM) has been employed for data analysis. The results of the study found a positive and significant relationship between training, performance appraisal, organizational support, and employee service behavior. Furthermore, compensation plays the mediating role between training, performance appraisal, organizational support, and employee behavior in Punjab police, Pakistan. As per the findings of the study, employee behavior can be improved with the help of training, performance appraisal, organizational support, and compensation.

The Impact of Electronic Human Resource Management (E-HRM) Strategies on Organizational Innovation by Knowledge Repository as Mediating Role

The current study is intended to provide the analysis of the direct and indirect relationships between (E-HRM) strategies and organizational innovation through a knowledge repository as a mediation construct. From various previous studies, five (E-HRM) strategies constructs were adopted for this study. These include e-recruitment, e-selection, e-training, e-performance appraisal, and e-compensations, and used the mediating role of a knowledge repository for these constructs to improve organizational innovation. The study applied the Smart Partial Least Square (PLS) software to analyze the underlying relationships amongst the most relevant constructs between (E-HRM) strategies, knowledge repositories, and organizational innovation with a total of seven constructs. As a result of analysis of the findings from middle managers (n = 94) working for the Royal Jordanian airline. It was found that there was a strong and statistically positive significant relationship between several (E-HRM) strategies and organizational innovation by using the knowledge repository as a mediation construct.

Examine the Factors Influencing Effectiveness of HRM Practices Designed to Improve Knowledge Transfer

Software development companies are noted for their innovative IT products. This is due to the focus on knowledge as a key driver for the innovations. Knowledge is a key element to all human resources. The purpose of this research is to investigate the factors influencing the effectiveness of HRM practices designed to improve knowledge transfer within software companies. A theoretical model was developed and empirically tested to test the hypothesis. Software companies were chosen in Sri Lanka with their professionals acting as respondents to survey. A sample includes 203 employees of Sri Lankan software companies. The results show that the order of importance of the HRM practices tested here is selection and recruitment, training and development, performance appraisal, and reward and compensation. The results also indicate that selection and recruitment, training and development, performance appraisal, and reward and compensation showed a positive impact with knowledge transfer improvement, as perceived by the professionals in the Sri Lankan software industry.