Performance appraisals play a pivotal role in identifying individuals' training needs and guiding them towards relevant learning programs resources. Feedback recognition are fundamental aspects of performance appraisal process. Regular check-ins between managers employees foster ongoing discussions, addressing challenges, growth opportunities. It is essential to explore whether the feedback pro...

in today’s competitive world employees with engagement can interact with their job and have desirable job performance. since improvement of employees’ job performance is the key of efficiency in all levels of organization, investigation of variables leading to the improvement of job performance is of great importance. thus the purpose of the present research is to analyze the effect of employee...

The purpose of this study was to determine the importance of eleven professional competencies related to needs assessment and program development; a secondary purpose was to identify the best time these competencies should be learned. The study followed a survey research design, in which 441 randomly selected extension educators in the North Central Region of the United States responded to a qu...

The present study examines the role that employee self-efficacy fulfills in ERP effectiveness. For this examination, the study uses data from 116 key users from different companies with ERPimplementation experience in Taiwan. Results suggest that ERP training and learning significantly improved ERP Effectiveness. However, regarding improved business performance, respondents with ‘high’ ERP-trai...

The present study examines the key determinants of employee performance in a knowledge-intensive service firm located in the UK. Using data from a pilot study, we mapped eight performance-related behaviors to two measures of global performance to isolate the strongest predictors of the latter. We also examined the degree to which these associations varied depending on whether employees or their...

Performance appraisal, as a powerful tool for human resource management, has become an important driving force organizations to achieve sustainability. However, only when employees believe that performance appraisal is fair can organization’s truly work and have positive impact on employees. Hence, based social exchange theory identity theory, we theorized validated dual path model explore the ...

This study examines strategic behavior in “360-degree” performance appraisal systems, in which an employee is evaluated by her supervisor as well as her colleagues. Using proprietary data from a mid-sized Chinese public accounting firm, we find that employees manipulate their ratings of peers (i.e., colleagues within the same hierarchical rank of the company). Specifically, they downgrade ratin...