BACKGROUND Revalidation of the medical profession is under review and a system has been proposed to ensure doctors meet standards of practice and professionalism. The current appraisal system allows clinicians to chart their progress and identify developmental needs in order to improve performance. Appraisal is now an annual compulsory requirement for all doctors. AIM AND OBJECTIVES The aim o...

The present study sought to examine the relationship between managers perceptions of employee motivation and performance appraisal by surveying managers and employees in three distinct cultural regions (North America, Asia, and Latin America) within a single global organization. Three distinct cultural patterns emerged in the theories managers held about their subordinates. While North American...

Organizational innovation has been viewed as an essential weapon for organizations to compete in this competitive business environment. Particularly, Malaysia manufacturing firms strive to transform their business model from labor-intensive to knowledge-intensive, which aim to immerse themselves in higher value added activities such as, developing new products, processes, and services, to conti...

in this study, the relationships between human resource practices (hrps), firm performance (service quality), and the mediation effects of employees’ abilities were examined. to assess the relationships between variables, before evaluating the fitted structural model, the measurement model was defined to verify that the measurement variables used to reflect the unobserved constructs do so in a ...

The personality (dispositional) characteristics, attitudes, beliefs, and orientation of 498 managers and military officers toward performance appraisal and organization were collected in order to examine their structural relationships to raters' behavior, in terms of (a) mean appraisal ratings, (b) measures of performance dimensions discrimination, and (c) rate discrimination. A mapping sentenc...

Most organizations use performance appraisal system to evaluate the effectiveness and efficiency of their employees. In evaluating staff performance, it usually involves awarding numerical values or linguistic labels to their performance. These values and labels are used to represent each staff’s achievement by reasoning incorporated in the arithmetical or statistical methods. However, the staf...

Transparency in the performance appraisal and ranking of service personnel applying for promotion in any organisation is important for efficient human resource management. In this paper, an approach for the promotion screening and ranking of officers in Nigerian Air Force due for a particular rank is discussed. The approach uses fuzzy logic concepts to classify the officers for ranking decision...