نتایج جستجو برای: occupational employee performance appraisal
تعداد نتایج: 1138151 فیلتر نتایج به سال:
Human resource performance assessment is an important part of human resource management and the core of performance management. However, reports of performance appraisals by supervisors are usually archived in employee records, and this often questions the credibility of assessors and the evaluation process. In terms of management, in the process of evaluating performance, valuable time needed ...
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...
on- the-job training on of the most effective tools for managers to cope with the changing organizational environment. it grantess suitable services to customers, particularly in public service enterprises. if such training os goal oriented, planned systematically, and tailored to the employees, job content, then not only it could increase employees and organizational performance, but also it c...
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...
Although information and communication technologies is beneficial for improving employee performance, frequently learning new technologies or extensively using technologies to work in non-working hours may lead to an increase of employee’s techno-invasion. However, little is known whether techno-invasion, a technostressor, causes employee job anxiety. Also, it remains unclear “when” techno-inva...
Performance appraisals have been frequently investigated for inaccuracies attributable to raters. In addition to rater contributions, problems in measurement can arise from properties of instrumentation. If administered items do not parallel the full range of employee performance, a restriction of range can occur. Here employees are rated similarly (no distinction made) not because of rater err...
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