POST-TRAINING PERFORMANCE. CRITERION DEVELOPMENT AND APPLICATION. GENERALIZED GUTTMAN AND THURSTONE SCALES FOR ELECTRONIC JOB PERFORMANCE EVALUATION

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.Â

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Which is the Best Way to Measure Job Performance

Research Anthology on Strategies for Using Social Media as a Service and Tool in Business ◽

10.4018/978-1-7998-9020-1.ch022 ◽

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.

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Which is the Best Way to Measure Job Performance

International Journal of e-Collaboration ◽

10.4018/ijec.2017040101 ◽

2017 ◽

Vol 13 (2) ◽

pp. 1-9 ◽

Cited By ~ 2

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.

Download Full-text