Criterion development for job performance evaluation: Proceedings from symposium 23 and 24 June 1977.

1979 ◽  
Author(s):  
Cecil J. Mullins ◽  
William R. Winn
Keyword(s):  
Performance Evaluation ◽  
Job Performance ◽  
Criterion Development

SISTEM PENILAIAN PRESTASI KERJA PEGAWAI KOMISI PENYIARAN INDONESIA DAERAH ACEH

2014 ◽  
Vol 1 (2) ◽  
Author(s):  
Said Firdaus
Keyword(s):  
Performance Evaluation ◽  
Job Performance ◽  
Evaluation System ◽  
Individual Evaluation ◽  
The Law ◽  
And Performance ◽  
And Function ◽  
Good Behaviour

Aceh Indonesian Broadcasting Commision is an independent institution and has authority according to the law to manage the running of broadcasting in Aceh. In performing it tasks and function, KPID has been assisted by a secretariat where the personnels are outsourcing staff. To evaluate the performance of staff, KPID carried out performance evaluation system.Performance evaluation system at KPID is in form of individual evaluation where a superior directly evaluate behaviour and performance of his/her subordinates. For behaviour evaluation, the results of evaluation is in form of good, middle, and less good behaviour. While for performance, the results is in form of the achievement of job volume. The results would then be base for the decision of the institution.According to evaluation been done and compared with the theory, it can be concluded that in the staff job performance evaluation within KPID, the system used has been complied with the regulation. It can be seen from the administration of staff job performance evaluation at KPID where the method used was the same as the theory. 

Which is the Best Way to Measure Job Performance

2021 ◽  
pp. 444-453
Author(s):  
Ned Kock
Keyword(s):  
Performance Evaluation ◽  
Job Performance ◽  
Performance Measurement ◽  
Latent Variables ◽  
Measurement Instrument ◽  
Comparative Assessment ◽  
The Self ◽  
Good Reliability ◽  
Evaluation Scores ◽  
Collaboration Tools

Among latent variables that can be used in e-collaboration research, job performance is a particularly important one. It measures what most e-collaboration tools in organizations aim to improve, namely the performance at work of individuals executing tasks collaboratively with others. The authors report on a comparative assessment of scores generated based on a self-reported job performance measurement instrument vis-à-vis official annual performance evaluation scores produced by supervisors. The results suggest that the self-reported measurement instrument not only presents good validity, good reliability and low collinearity; but that it may well be a better way of measuring job performance than supervisor scores.

Which is the Best Way to Measure Job Performance

2017 ◽  
Vol 13 (2) ◽  
pp. 1-9 ◽  
Author(s):  
Ned Kock
Keyword(s):  
Performance Evaluation ◽  
Job Performance ◽  
Performance Measurement ◽  
Latent Variables ◽  
Measurement Instrument ◽  
Comparative Assessment ◽  
The Self ◽  
Good Reliability ◽  
Evaluation Scores ◽  
Collaboration Tools

Among latent variables that can be used in e-collaboration research, job performance is a particularly important one. It measures what most e-collaboration tools in organizations aim to improve, namely the performance at work of individuals executing tasks collaboratively with others. The authors report on a comparative assessment of scores generated based on a self-reported job performance measurement instrument vis-à-vis official annual performance evaluation scores produced by supervisors. The results suggest that the self-reported measurement instrument not only presents good validity, good reliability and low collinearity; but that it may well be a better way of measuring job performance than supervisor scores.

The Study of Effects Caused by Job Satisfaction on Performance Evaluation of Professional Coaches in China

2011 ◽  
Vol 346 ◽  
pp. 675-681
Author(s):  
Li Lin
Keyword(s):  
Job Satisfaction ◽  
Performance Evaluation ◽  
Job Performance ◽  
Task Performance ◽  
Contextual Performance ◽  
Production Performance ◽  
Satisfaction Scale ◽  
Positive Correlation ◽  
Positive Effects

Our study has conducted an inquiry ,based on the " The Structure scale for Job performance of Chinese professional coaches" and "Job satisfaction scale ", and 213 coaches from 19 provinces in China were involved in our investigation.The gathered evidence demonstrate the results that job satisfaction has significant and positive correlation of effects with task performance,contextual performance,as well as development performance,on the contrary, it has shown significant positive effects on counter-production performance.

scholarly journals A study on the impact of Job Satisfaction on Job Performance of Employees working in Automobile Industry, Punjab, India

2017 ◽  
Vol 9 (1) ◽  
pp. 117
Author(s):  
Shaju. M. ◽  
Subhashini Durai
Keyword(s):  
Job Satisfaction ◽  
Performance Evaluation ◽  
Job Performance ◽  
Automobile Industry ◽  
Social Factors ◽  
Employee Performance ◽  
Exploratory Research ◽  
Business World ◽  
And Performance ◽  
The Impact

Performance evaluation is a major measure adopted by the organizations in evaluating the quantitative and qualitative contributions rendered by their employees. The competitive and employee oriented business world has now joined hands with the HR department in assisting and managing employee performance. Psycho-social factors of employees would be considered at various managerial levels for enhancing employees’ job performance. Job satisfaction is such a psychological attribute, whose contribution to the concept of employee performance is much more. A satisfied employee would have an emotional bond with the organization and takes pride in their membership, which paves way to keep up industrial integrity and a high morale. This is an exploratory research, attempting to discover how the dimensions of job satisfaction are significantly related to the job performance of an employee. The data were collected from employees working in Automobile industry, Punjab having experience of above or below 10 years, so as to ensure relatively accurate responses on performance evaluation at different groups of employees in the Automobile industry. The result shows the existence of a positive correlation between the dimensions of job satisfaction and performance of employees at both supervisors and workers levels working in the Automobile industry.

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