Thematische Bibliographien / Employer evaluation

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Auswahl der wissenschaftlichen Literatur zum Thema „Employer evaluation“

Autor: Grafiati

Veröffentlicht am 28. Juni 2021

Zuletzt aktualisiert am 18. Februar 2022

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Zeitschriftenartikel zum Thema "Employer evaluation"

Fisher, Joseph G., Laureen A. Maines, Sean A. Peffer und Geoffrey B. Sprinkle. „An Experimental Investigation of Employer Discretion in Employee Performance Evaluation and Compensation“. Accounting Review 80, Nr. 2 (01.04.2005): 563–83. http://dx.doi.org/10.2308/accr.2005.80.2.563.

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Employment relationships provide fertile ground for both employee and employer opportunism. Employers worry about whether employees will devote sufficient effort to work, and employees are concerned about whether employers will compensate them appropriately. In this paper, we examine whether employer discretion over the size of the total employee compensation pool and the allocation of this pool among employees influences employee and employer opportunism. The results of our experiment indicate that firm output and employees' compensation are greater when the employer does not have discretion over total employee compensation, but does have discretion over the allocation of total compensation. We find that the employer's residual profit increases with discretion over the allocation of compensation among employees; however, we find no effect on residual profit of the employer's discretion over the total amount of employee compensation. Our results suggest that firms benefit from a compensation contract that establishes total employee compensation as a predetermined function of public, aggregate measures such as accounting income, but provides the employer at least some discretion to allocate this compensation using private information. However, our results caution that employees and employers may not have similar preferences for the degree of employer discretion over the determination of total employee compensation.

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Rikhotso, Oscar, Thabiso John Morodi und Daniel Masilu Masekameni. „Occupational Health Hazards: Employer, Employee, and Labour Union Concerns“. International Journal of Environmental Research and Public Health 18, Nr. 10 (19.05.2021): 5423. http://dx.doi.org/10.3390/ijerph18105423.

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This review paper examines the extent of employer, worker, and labour union concerns to occupational health hazard exposure, as a function of previously reported and investigated complaints. Consequently, an online literature search was conducted, encompassing publicly available reports resulting from investigations, regulatory inspection, and enforcement activities conducted by relevant government structures from South Africa, the United Kingdom, and the United States. Of the three countries’ government structures, the United States’ exposure investigative activities conducted by the National Institute for Occupational Safety and Health returned literature search results aligned to the study design, in the form of health hazard evaluation reports reposited on its online database. The main initiators of investigated exposure cases were employers, workers, and unions at 86% of the analysed health hazard evaluation reports conducted between 2000 and 2020. In the synthesised literature, concerns to exposure from chemical and physical hazards were substantiated by occupational hygiene measurement outcomes confirming excessive exposures above regulated health and safety standards in general. Recommendations to abate the confirmed excessive exposures were made in all cases, highlighting the scientific value of occupational hygiene measurements as a basis for exposure control, informing risk and hazard perception. Conclusively, all stakeholders at the workplace should have adequate risk perception to trigger abatement measures.

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Fan, Yuying, Qiujie Li, Shufen Yang, Ying Guo, Libin Yang und Shibin Zhao. „Developing Tools for Identifying Employer and Employee Satisfaction of Nursing New Graduates in China“. Scientific World Journal 2014 (2014): 1–7. http://dx.doi.org/10.1155/2014/384649.

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Purpose.Researchers developed evaluation tools measuring employment relevant satisfaction for nursing new graduates. The evaluation tools were designed to be relevant to nursing managers who make employment decisions and nursing new graduates who were just employed.Methods.In-depth interviews and an expert panel were established to review the activities that evaluate the employee and employer satisfaction of nursing new graduates. Based on individual interviews and literature review, evaluation items were selected. A two-round Delphi study was then conducted from September 2008 to May 2009 with a panel of experts from a range of nursing colleges in China.Results.The response rate was 100% and Kendall’s W was 0.73 in the second round of Delphi study. After two rounds of Delphi surveys, a list of 5 employee satisfaction items and 4 employer satisfaction items was identified for nursing new graduates.Conclusions.The findings of this study identified a different but multidimensional set of factors for employment relevant satisfaction, which confirmed the importance of certain fundamental aspects of practice. We developed the evaluation tools to assess the employer and employee satisfaction of nursing new graduates, which provided a database for further study.

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Kucherov, Dmitry, und Violetta Samokish. „Employer brand equity measurement“. Strategic HR Review 15, Nr. 1 (08.02.2016): 29–33. http://dx.doi.org/10.1108/shr-08-2015-0068.

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Purpose – This paper aims to assess the value of the employer brand through employer brand equity. Design/methodology/approach – Based on the model of employer brand equity by B. Minchington, the core employer brand assets (employer brand awareness, associations, loyalty, perceived employment experience) for three large companies are measured and the total employer brand equity strength is evaluated. Findings – The paper demonstrates a quantitative approach to employer brand evaluation. It takes into account the core target groups of the employer brand and could be the integrated tool for the assessment of the employer brand equity strength and its separate assets. Practical implications – In the paper, the universal formula for total employer brand strength evaluation is proposed. It provides evidence that employer brand needs to be measured systematically and depending on the value of its particular assets different employer brand activities should be intervened. Originality/value – The value of this paper is to provide the human resource team with a holistic set of tools for employer brand measurement to comprehend the competitive position of the company as an employer on the labor market.

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Bächmann, Ann-Christin, Martin Abraham und Martina Huber. „When do firms evaluate further training measures?“ International Journal of Manpower 40, Nr. 2 (07.05.2019): 190–210. http://dx.doi.org/10.1108/ijm-06-2017-0146.

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Purpose Increased investments in employee further training have resulted in a growing interest in ensuring and improving the quality of these measures. However, little is known about the operational decision to initiate an evaluation of further training. Therefore, the purpose of this paper is to investigate under which circumstances firms decide to evaluate training measures. Design/methodology/approach The study analyzes the evaluation decision of firms and external suppliers, and differentiates between internal and external further trainings. Theoretically, two goals of evaluations – monitoring and feedback – and their relevance for the decision makers are considered. Using a unique linked employer–employee data set, the study employs multi-level models to analyze three influencing factors on the evaluation decision: characteristics of the further training measure itself, the employees and the employers. Findings The results show that evaluation decisions are not based on general organizational practices but on case-by-case cost-benefit considerations. Interestingly, firms are more likely to evaluate internal further training measures than external ones. Therefore, evaluations seem to be more frequently used as a feedback instrument than for the purpose of monitoring. For external further training measures, firms seem to trust market mechanisms as a monitoring instrument, instead of conducting an internal evaluation. Originality/value Although further training has become increasingly important, little is known about firms’ quality management in this respect. This paper provides a theoretical framework for the usage of evaluation procedures and analyzes firms’ strategies for ensuring quality based on a large set of variables to give new insight into the organizational decision-making processes.

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Walen, Anna M. „Evaluation of a Quality Assessment Manual“. AAOHN Journal 41, Nr. 12 (Dezember 1993): 579–86. http://dx.doi.org/10.1177/216507999304101203.

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Quality assurance in occupational health nursing is a social, political, and economic activity; it is a pathway to accountability, professionalism, and power. Obligations to employee, employer, and the profession are fulfilled in the achievement and maintenance of standards and the assurance of quality (Filios, 1991).

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Wiemann, Meike, Nadine Meidert und Antoinette Weibel. „“Good” and “Bad” Control in Public Administration: The Impact of Performance Evaluation Systems on Employees’ Trust in the Employer“. Public Personnel Management 48, Nr. 3 (05.12.2018): 283–308. http://dx.doi.org/10.1177/0091026018814560.

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In the course of the New Public Management reform movement, public administrations have increasingly implemented output-oriented control schemes, including systems to evaluate employees’ performance. However, contradictory evidence exists about how such output control that fundamentally differs from traditional bureaucratic control affects performance-relevant employee attitudes and behaviors. In this article, we present evidence that performance evaluations have positive or negative consequences depending on the specific design of the system. Analyzing survey data from 184 employees and 60 supervisors from the German municipal administration by structural equation modeling, we find performance evaluations employed as Management by Objectives (MbO) have a positive impact on trust in the employer and that those designed as Systematic Performance Appraisal (SPA) affect trust negatively. Both relationships are mediated by perceived cooperative climate. These findings advocate employing performance evaluations that are participative, adaptive, learning-oriented, and transparent and thus enable fair cooperation between organizational members.

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Hana, Urbancova, Richter Petr, Kucirkova Lenka und Jarkovska Martina. „Employer branding in the agricultural sector: making a company attractive for the potential employees“. Agricultural Economics (Zemědělská ekonomika) 63, No. 5 (09.05.2017): 217–27. http://dx.doi.org/10.17221/338/2015-agricecon.

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The specificity of the agricultural sector (seasonality, the methods of obtaining human resources and so on) affects the situation in the labour market. The demand of agriculture companies for qualified workers is relatively high; unfortunately, people still prefer to work in the related or other fields where they have more suitable work conditions related. Building the brand of the employer, improving the awareness of the public and increasing the loyalty of the present employees can raise the offer of vacancies and obtain new qualified employees. The aim of the paper is to identify the benefits of human resource branding in businesses arising therefrom. A partial aim is to identify the present key managerial challenges of agriculture businesses. In the work, the data collected from a questionnaire survey (n = 108) were used together with the information from the Czech Statistical Office, in the opinion of which the labour market in the agricultural sector does not exhibit a positive trend. As a part of the evaluation, a factor analysis was carried out identifying three categories of benefits (the stabilisation of workers, organisational processes, and other benefits) crucial for the employer branding in agriculture.

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Sherman, Bruce W., und Thomas Parry. „Caveat Emptor: Employer Evaluation of Private Exchange Performance“. Population Health Management 19, Nr. 3 (Juni 2016): 153–55. http://dx.doi.org/10.1089/pop.2015.0151.

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Rochev, K. V., A. V. Modanov und G. V. Korshunov. „Personal account of the employer in the system of evaluation of the student team“. Open Education 23, Nr. 1 (21.03.2019): 86–94. http://dx.doi.org/10.21686/1818-4243-2019-1-86-94.

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Purpose of research. The article describes the mechanism of formation of electronic portfolio and evaluation of the student team at the University and considers the relevance of the use of such a database by employers. Based on the above-mentioned relevance, it is proposed to develop a personal account of the employer as a service over the interuniversity database of the electronic portfolio.Materials and methods. Assessment of students in the personal account of the employer is based on the index method with a floating base on the basis of linear convolution with three-stage normalization. The article also discusses the implementation of this project with a description of technologies and approaches used in software development on the example of business process design based on structural analysis - a diagram of top-level data flows and a description of the project implementation based on service architecture and Single-Page approach is given.Results. At this stage, methods have been developed and tested and a list of key indicators for evaluating students’ activities has been defined, a system for collecting, approving and evaluating student achievement data has been implemented. Based on these data it is possible to obtain a reliable formalized portfolio for students and graduates of the University. The employer’s personal account and data import services from external portfolio systems are at the final stage of development. The completion of this stage will provide employers with access to information about future employees, obtaining a list of the gifted students for the appointment of corporate scholarships, campaigning, attracting students’ attention to professional implementation, selection and appointment of topics of course and diploma projects and some other opportunities.Conclusion. In conclusion, the article discusses the prospects for the development and implementation of this project: assessment of the activities of young employees, testing and questionnaires of students by employers, numerical assessment of the degree of compliance of graduates with the requirements of professional standards.

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Dissertationen zum Thema "Employer evaluation"

Hamre, Andrea Katherine Marie. „A Transport Justice Evaluation of Employer-Based Transit Subsidies“. Diss., Virginia Tech, 2018. http://hdl.handle.net/10919/81911.

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National statistics regarding subsidized commuting suggest that employer-based transit subsidies may be inaccessible to the vast majority of the working poor. My main purpose with this study is to increase our understanding of employer-based transit subsidies from a transport justice perspective. I apply the theory of transport justice developed by Karel Martens to evaluate whether the provision of transit subsidies varies significantly by income, and whether the subsidies are significantly associated with accessibility as measured by daily trip levels. I use worker-level data from household travel surveys for 10 of the 22 largest MPOs in the U.S., organized into 7 cases: 1) Atlanta; 2) Baltimore and Washington, DC; 3) Denver; 4) Los Angeles and San Diego; 5) New York and Newark; 6) Philadelphia; and 7) San Francisco. In each of the 7 cases, the odds of being offered a transit subsidy were significantly lower for workers in the 1st income quintile compared to workers in the 4th and 5th income quintiles, even after controlling for other relevant worker and employer characteristics. I found a lack of evidence, in most cases, that transit subsidies are significantly associated with accessibility, both in terms of daily trip levels for low-income workers and daily trip differentials between income groups. Given my finding that low-income workers are the least likely to have access to employer-based transit subsidies, policymakers may consider reform alternatives, such as commuter benefit ordinances, a refundable tax credit for commuting expenses, or alternatives such as income- and location-based subsidies for transit that may support all trip purposes. I hope this study will serve as a reference for policymakers deliberating commuter benefit reforms as well as strategies to support affordable access to opportunities for the working poor.
Ph. D.

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Roussel, Magali. „L’évaluation professionnelle des salariés“. Thesis, Paris 10, 2016. http://www.theses.fr/2016PA100136.

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L’évaluation des qualités professionnelles est un dispositif récent dans l’entreprise. D’abord simple pratique gestionnaire, l’évaluation professionnelle des salariés a été juridiquement consacré comme un pouvoir de l’employeur. Cette reconnaissance a en premier lieu été celle d’un instrument de rationalisation de la décision de l’employeur. Cette vision de l’évaluation l’inscrit alors dans le processus de décision de l’employeur. A ce titre, elle constitue un élément d’extériorisation de ce processus et, partant, un instrument de justification des décisions patronales. En qualité d’instrument, l’évaluation participe également à l’exercice du pouvoir de l’employeur sur l’activité du salarié. En second lieu, la consécration juridique de l’évaluation devient progressivement celle de l’évaluation comme action. Replaçant la personne au cœur du dispositif d’évaluation, tend ainsi à reconnaître les incidences de l’acte en lui-même sur l’exercice de la prestation de travail mais surtout sur la personne du salarié. Se dessine alors un droit de l’évaluation au service de l’action patronale mais également un droit de l’évaluation comme action
The evaluation of professional qualities is a recently added process within firms. After years of having simply been a managing practice, the evaluation in workplaces of employees has now been judicially ascertained as lying within the authority of the employer. This acknowledgement was originally employed as an instrument for rationalizing the decisions made by employers. Thus, this conception of an evaluation, enshrines it within the employer’s decision-making process. As a matter of fact, it constitutes an element of exteriorization of this process, and, so to speak, an instrument of justification for decisions made by employers. Because of its intrinsic quality as an instrument, the evaluating process comes within the field of the very exercise of the employer’s power upon his/her employees. Secondly, the fact that the evaluating process has now been given legal grounding has turned it into a potent action towards the employees with all due possible consequences attached to it. Placing the individual at the core of the evaluating process aims at acknowledging the consequences of the action per se on the achievements of employees in the workplace, but also, on the employee as a person. Thus, we are now faced with a legislation pertaining to the evaluation process designed to accommodate the employer’s actions, but also, with other legislation attempting to define the evaluating process as an action in itself

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Virani, Amynah. „A statistical analysis of student and employer coop evaluation forms /“. Online version of thesis, 1994. http://hdl.handle.net/1850/11857.

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Wong, Man-kit Bernard. „An evaluation study of hearing conservation measures and the effects of industrial noise in Hong Kong /“. Hong Kong : University of Hong Kong, 2002. http://sunzi.lib.hku.hk/hkuto/record.jsp?B25436065.

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Hill, Dianne Rodgers. „Evaluation of formal, employer-sponsored training in the U.S, healthcare industry /“. Digital version accessible at:, 1999. http://wwwlib.umi.com/cr/utexas/main.

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Hiraoka, Calvin H. „Influence of pre and post testing on return on investment calculations in training and development“. Thesis, University of North Texas, 2008. https://digital.library.unt.edu/ark:/67531/metadc6097/.

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When expenses become an issue, training is often one of the first budget items to be cut. There have been a number of evaluation studies about rates of return from training interventions. Most results are based on interviewing participants about the value of the intervention and its effect on their productivity. This often results in quadruple digit return on investment indications. Decision makers who control the budget often view these kinds of results with skepticism. This study proposes a methodology to evaluate training interventions without asking participants their opinions. The process involves measuring learning through a series of pre-tests and post-tests and determining if scores on pre-tests can be used as predictors of future return on investment results. The study evaluates a series of return on investment scores using analysis of variance to determine the relationship between pre-tests and final return on investment results for each participant. Data is also collected and evaluated to determine if the financial results of the organization during the period of the training intervention could be correlated to the results of the training intervention. The results of the study suggest that the proposed methodology can be used to predict future return on investment from training interventions based on the use of pre-tests. These rates of return can be used as a method of selecting between competing training intervention proposals. It is a process that is easily understood by the key decision makers who control the allocation of financial resources. More importantly, it is a process that can maximize the value of each dollar spent on training.

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Gomez, Angela Kay. „An analysis of the evaluation practices of employer-sponsored training in the financial services industry“. Texas A&M University, 2004. http://hdl.handle.net/1969.1/585.

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Instructional evaluation is essential for assessing the effectiveness of learning events. In today's economy, corporations are under great pressure to reduce expenses, and training budgets often feel the effects. The closure of in-house training programs, combined with the reduction of training budgets, could be seen as evidence of training professionals' inability to prove their worth in terms of organizational benefit. To solidify their value to an organization, training departments must assess the effectiveness of their programs and provide evidence that they are supporting the organization's goals. The purpose of this study was to determine how employer-sponsored training is evaluated in the financial services industry by firms affiliated with DALBAR, Inc., using Kirkpatrick's four-level evaluation model as a framework. The total population for this study consisted of all financial services organizations providing education and training. The target population was limited to the financial services organizations that subscribe to the services provided by DALBAR, Inc. Affiliation with DALBAR was considered an indicator of interest in raising standards of excellence within the financial services industry. Therefore, DALBAR affiliation was believed to represent organizations whose training personnel had current knowledge of industry practices and thereby would report higher usage of evaluation than the total population of other entities. Data was collected using a modified survey instrument. Patterns, trends, models and methods of training evaluation among these financial services organizations were examined. Finally, barriers to implementation of training evaluation were identified and explored. Recommendations for practice include increasing training department staff members' knowledge of evaluation theories and techniques, as well striving to make training evaluation a priority for the organization as a whole. Among the recommendations for future research is the execution of a qualitative study to be conducted through in-depth interviews with selected respondents to explore in greater detail the relationships between organizational characteristics and the implementation of higher levels of evaluation.

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Davenport, JoanneAndi. „A Modified Program Evaluation of Training for Employer Compliance With Health Insurance Requirements“. ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3343.

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A training program was established in the Midwestern United States to help employers understand compliance requirements of the health insurance industry. The purpose of this study was to conduct a modified program evaluation of the effectiveness of Pay or Play, a portion of a larger Benefit Compliance Program. The reason for the evaluation was the high percentage of remediation needed for administrators of employee health insurance following Pay or Play seminar sessions, which posed the question of program effectiveness in education of participants. This study is important because administrators of employee health insurance are responsible for understanding compliance regulations and face penalties for noncompliance. The theoretical frameworks of constructivism, andragogy, and critical thinking and the conceptual framework of responsive program evaluation were used to guide the study. Document analysis of seminar materials and interviews were conducted with a sample of 12 volunteer seminar participants needing remediation from the school administration and business. Interviews and documents were manually coded and analyzed to identify themes. Findings included lack of variety of teaching methods and training materials appropriate for adult learners, a lack of engagement in critical thinking, and a lack of active construction within their own learning. Recommendations were made for changes in the facilitation methods and presentation of materials to support more effective training for adult participants. The implications of this study for positive social change include more effective training of employers on compliance regulations, which could result in greater understanding of government regulations of the health insurance industry, fewer cancellations of insurance coverage, and more effective implementation of benefits policy.

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Lenio, James. „Investigating Employer Support as a Predictor of Online Master's Student Retention“. ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7551.

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Enrollment in master level programs has been increasing nationwide, particularly in online programs which tend to enroll older and more ethnically diverse students who are likely to be balancing work, finances, and family responsibilities with their educational pursuits. The challenges related to this balance has resulted in higher attrition rates and lower completion rates. In this quantitative study, the relationship between employer support and first-year retention for master's students enrolled in online programs at a for-profit university was examined. Bean and Metzner's model of nontraditional student attrition was used as the theoretical foundation. Archival data from the online institution were examined to determine the extent that 1st year retention is predicted by employer support when controlling for demographics, student background, external factors, integration/socialization, and intent to graduate. Findings from the logistic regression analysis showed 4 variables that significantly predict 1st year retention, employer support, household income, overall satisfaction, and importance of graduating from the institution. Students who received employer support were almost 2 times more likely to be retained at 1-year. Positive social change can result from having educational institutions encourage students to seek employee educational benefits. Having students seek these employer benefits may lead to higher graduation rates, higher pay, and job satisfaction for employees.

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Törnqvist, Viktor. „Register based staff turnover statistics : An evaluation of the Employer declaration at the individual level“. Thesis, Örebro universitet, Handelshögskolan vid Örebro Universitet, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-91575.

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Bücher zum Thema "Employer evaluation"

Bryson, Caroline. Educating employers: Evaluation of employer educational surveys. London: HMSO, 1994.

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Bullard, Diane L. Evaluation of employer distributed transit pass programs in Texas. College Station, Tex: Texas Transportation Institute, Texas A&M University System, 1988.

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Patel, Raj. MES evaluation: Report of qualitative employer survey and qualitative employer direct CSC case studies : final report, year one. London: Department for Work and Pensions, 2002.

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Associates, Carol Goldstone. Evaluation of the employer training pilot skills for life interventions programme. London: Carol Goldstone Associates, 2005.

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Bradshaw, Catherine. Riderlink demonstration project evaluation report. Seattle, Wash: King County Dept. of Transportation, Metro Transit Division, 1996.

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Broadbent, William. Employer perceptions of graduates from Hawaiʻi business education and office skills programs. Honolulu, Hawaiʻi (Sinclair Library Mezzanine 2, 2425 Campus Rd., Honolulu 96822): Office of the State Director for Vocational Education, State Board for Vocational Education, University of Hawaiʻi, 1997.

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Anisef, Paul. Evaluating Canadian university education through the use of graduate and employer surveys. Ottawa, Ont: Commission of Inquiry on Canadian University Education, 1991.

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William, Richardson. Aiming for a college education: Final evaluation report. Coventry: Centre for Education and Industry, University of Warwick, 1996.

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Altonji, Joseph G. Employer learning and the signaling value of education. [Washington, D.C.?]: U.S. Dept. of Labor, Bureau of Labor Statistics, 1997.

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Altonji, Joseph G. Employer learning and the signaling value of education. [Washington, D.C.?]: U.S. Dept. of Labor, Bureau of Labor Statistics, 1997.

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Buchteile zum Thema "Employer evaluation"

Kanning, Uwe Peter. „Evaluation des Personalmarketings“. In Personalmarketing, Employer Branding und Mitarbeiterbindung, 125–27. Berlin, Heidelberg: Springer Berlin Heidelberg, 2016. http://dx.doi.org/10.1007/978-3-662-50375-1_7.

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Heider-Winter, Cornelia. „Evaluation des Employer-Branding-Prozesses – Erfolgskontrolle und Nachsteuerung“. In Employer Branding in der Sozialwirtschaft, 233–41. Wiesbaden: Springer Fachmedien Wiesbaden, 2014. http://dx.doi.org/10.1007/978-3-658-01196-3_10.

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Berghaus, Benjamin. „Prestigious Employer Preference: Scale Development and Evaluation“. In Contributions to Management Science, 69–140. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-37701-4_3.

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Riggio, Ronald E. „Evaluating Employee Performance“. In Introduction to Industrial/Organizational Psychology, 145–77. Seventh Edition. | New York : Routledge, [2017] | Revised edition of the author’s Introduction to industrial/organizational psychology, 2013.: Routledge, 2017. http://dx.doi.org/10.4324/9781315620589-6.

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Ennis, Susan. „Assessing Employee Competencies“. In Evaluating Corporate Training: Models and Issues, 183–208. Dordrecht: Springer Netherlands, 1998. http://dx.doi.org/10.1007/978-94-011-4850-4_9.

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Bocarnea, Mihai C., Joshua Henson, Russell L. Huizing, Michael Mahan und Bruce E. Winston. „Introduction“. In Evaluating Employee Performance through Christian Virtues, 1–5. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-74344-8_1.

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Bocarnea, Mihai C., Joshua Henson, Russell L. Huizing, Michael Mahan und Bruce E. Winston. „Controlled but Not Controlling: Leading with Self-Control“. In Evaluating Employee Performance through Christian Virtues, 131–45. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-74344-8_10.

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Bocarnea, Mihai C., Joshua Henson, Russell L. Huizing, Michael Mahan und Bruce E. Winston. „Validity and Reliability of the Nine Scales“. In Evaluating Employee Performance through Christian Virtues, 147–51. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-74344-8_11.

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Bocarnea, Mihai C., Joshua Henson, Russell L. Huizing, Michael Mahan und Bruce E. Winston. „Use of the Scales“. In Evaluating Employee Performance through Christian Virtues, 153–58. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-74344-8_12.

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Bocarnea, Mihai C., Joshua Henson, Russell L. Huizing, Michael Mahan und Bruce E. Winston. „Fruitful Leadership: Leading with Love“. In Evaluating Employee Performance through Christian Virtues, 7–22. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-74344-8_2.

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Konferenzberichte zum Thema "Employer evaluation"

Guo, Zhaohui, Huan Cao und Yongzhou Li. „Research on the Evaluation of Employer Brand Competitiveness Based on Fuzzy AHP Method“. In 2010 International Conference on E-Product E-Service and E-Entertainment (ICEEE 2010). IEEE, 2010. http://dx.doi.org/10.1109/iceee.2010.5660200.

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Matulčíková, Marta. „EMPLOYEE PERFORMANCE AND ITS EVALUATION“. In NORDSCI International Conference. SAIMA Consult Ltd, 2019. http://dx.doi.org/10.32008/nordsci2019/b2/v2/04.

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Stephens, Henry M. „Performance-Based NDE Personnel Qualifications“. In ASME 2014 Pressure Vessels and Piping Conference. American Society of Mechanical Engineers, 2014. http://dx.doi.org/10.1115/pvp2014-28427.

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This paper establishes an alternative approach for nondestructive examination (NDE) personnel qualification for the boiler and pressure vessel (B&PV) industry. This is the “white paper” developed by the Section XI, Division 2, Task Team, Performance-based NDE Personnel Qualifications. It is anticipated to be the basis for the NDE personnel qualification criteria for the revised Section XI, Division 2, REQUIREMENTS FOR RELIABILITY AND INTEGRITY MANAGEMENT (RIM) PROGRAM FOR NUCLEAR POWER PLANTS that is currently being developed. Based on review of a number of quantitative NDE reliability studies conducted to-date the current deterministic approach to NDE personnel qualification based on such schemes as ASNT SNT-TC-1A, ANSI/ASNT CP-189, EN-473, ISO-9712 and other similar approaches are not as effective as desired. The goal of this document is to present an alternative approach to the deterministic NDE personnel qualification schemes. This paper presents a systematic approach to training together with performance-based tests, psychometrically validated evaluation of knowledge and skills that will improve a NDE candidate’s performance. A majority of traditional employer-based written examinations are not developed or validated psychometrically. The use of third-party psychometrically validated examinations would replace the current practice of employer developed and administered examinations. It improves upon traditional ASNT SNT-TC-1A, ASNT/ANSI CP-189, ISO-9712, etc., requirements by including more comprehensive hands-on practical examinations on a statistically valid set of samples containing flaws representative of those expected to be encounter in shop and field conditions. The sample sets will be designed for either a “general” NDE method, or “limited” technique(s) of a method, or for industry specific sector needs, as applicable.

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Malin, Helen. „Evaluating student employee performance“. In the 34th annual ACM SIGUCCS conference. New York, New York, USA: ACM Press, 2006. http://dx.doi.org/10.1145/1181216.1181264.

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Nedelcu, Andreea, Bogdan Nedelcu, Alexandru Ioan Sgarciu und Valentin Sgarciu. „Data Mining Techniques for Employee Evaluation“. In 2020 12th International Conference on Electronics, Computers and Artificial Intelligence (ECAI). IEEE, 2020. http://dx.doi.org/10.1109/ecai50035.2020.9223165.

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Jadeja, Siddharthsinh, Sujata Wadhwa, Kapil Shukla und Amit Ved. „Sensitising Core Employability Skill Through Peer Assessment Approach“. In ASME 2018 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2018. http://dx.doi.org/10.1115/imece2018-86056.

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Indian Engineering Education is transforming from traditional approach to Outcome based Education approach. The engineering education organizations are not only to change the assessment strategies, evaluation patterns and student’s success with evidences but also to satisfy the employer perspective to be developed among the students. This paper discuss about the how a peer assessment strategy has been implemented to enhance the engagement of the learner to foster the core employability skills. A three layered model has been adopted to measure the progress of the Learner and to collect the reflections on core employability skills. In the first year of the study, a larger mass (more than 300 students) has been assessed through this model, and for next two years they have been closely monitored for the growth. In the final year of their study, all the parameters have been compared and it has evidently improved the acquisition of essential required core employability skill at entry level Job.

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Harris, James R., Timothy Struttmann und Timothy R. Merinar. „Investigation and Implications of a Compactor Fatality“. In ASME 2005 International Mechanical Engineering Congress and Exposition. ASMEDC, 2005. http://dx.doi.org/10.1115/imece2005-80005.

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A construction worker died August 18, 2003, when the compactor she was operating rolled over. A seatbelt and rollover protective structure (ROPS) were used by the operator. NIOSH investigators visited the scene of the incident and interviewed the employer, witnesses, and compactor manufacturer as part of NIOSH’s Fatality Assessment and Control Evaluation program to gather additional incident detail and to collect relevant equipment dimensions. Analysis of the equipment dimensions and victim anthropometry indicate that it is unlikely that the victim’s head struck the ground during rollover if the victim remained seated. Information on ROPS penetration into the ground during overturn was not available and was not considered in this analysis. This incident highlights the need to have a formal established safety and training program where operators must be familiar with the owner’s manual for equipment they operate and demonstrate competence in operating the equipment. Additionally, protective equipment, such as a seatbelt, must be securely fastened to be effective.

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Islam, Rafikul, und Shuib bin Mohd Rasad. „Employee Performance Evaluation By AHP: A Case Study“. In The International Symposium on the Analytic Hierarchy Process. Creative Decisions Foundation, 2005. http://dx.doi.org/10.13033/isahp.y2005.028.

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Sisodia, Dilip Singh, Somdutta Vishwakarma und Abinash Pujahari. „Evaluation of machine learning models for employee churn prediction“. In 2017 International Conference on Inventive Computing and Informatics (ICICI). IEEE, 2017. http://dx.doi.org/10.1109/icici.2017.8365293.

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„Employee-Client Service Management Evaluation Based on Facial Recognition“. In 2018 the 8th International Workshop on Computer Science and Engineering. WCSE, 2018. http://dx.doi.org/10.18178/wcse.2018.06.099.

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Berichte der Organisationen zum Thema "Employer evaluation"

Brown, Anne, Alice Grossman und Lucy Noble. Via2G Microtransit Pilot Evaluation. Mineta Transportation Institute, Mai 2021. http://dx.doi.org/10.31979/mti.2021.2002.

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Google partnered with Via to launch an on-demand microtransit called Via2G between January and March 2020. The pilot provided employees with free travel to/from two of its offices in suburban, congested Silicon Valley. While the pilot was cut short due to COVID-19, rider participation grew steadily during operation. Of trip requests, 8,636 (87.8%) resulted in a ride offer. Unfulfilled requests were primarily outside of pilot operating times or when rider demand exceeded driver supply. Most users (72%) completed at least two trips, although recurring users were less likely to complete errands on the commute and fewer had a car available for commuting compared to all surveyed Google employees. Prior to Via2G, two-thirds (66%) of survey respondents drove to work at least one day per week, while a plurality (42%) drove five days per week. Compared to non-participants, pilot users were more likely to take ride-hail (14 vs 22 percent) or the Google Bus (24 vs 30 percent) at least once a week prior to the pilot. Recommendations suggest iterations for Google or other centralized employers to consider in future microtransit programs.

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Rockoff, Jonah, Douglas Staiger, Thomas Kane und Eric Taylor. Information and Employee Evaluation: Evidence from a Randomized Intervention in Public Schools. Cambridge, MA: National Bureau of Economic Research, Juli 2010. http://dx.doi.org/10.3386/w16240.

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Ford, Deborah. An Evaluation of Moderating Influences of Employee Proactive Personality: Empowerment and Political Skill. Portland State University Library, Januar 2000. http://dx.doi.org/10.15760/etd.515.

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Lee, Gregory. Industrial social work : a review of the literature and an evaluation of an employee assistance program. Portland State University Library, Januar 2000. http://dx.doi.org/10.15760/etd.2818.

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McGee, William M. New Employee Orientation: A Focus Evaluation of the Current Program at the National Naval Medical Center, Bethesda, Maryland. Fort Belvoir, VA: Defense Technical Information Center, Juli 1992. http://dx.doi.org/10.21236/ada261393.

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Kupper, L. L., R. W. Setzer, J. Schwartzbaum und J. Janis. A case-control study of malignant melanoma among Lawrence Livermore National Laboratory employees: A critical evaluation. Office of Scientific and Technical Information (OSTI), Juli 1987. http://dx.doi.org/10.2172/6087770.

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Ulvila, Jacob W., Leonard Adelman, Monica M. Constantine, Paul E. Lehner und Elissa Gilbert. Testing and Evaluating C3I Systems That Employ AI. Volume 4. Published Articles. Fort Belvoir, VA: Defense Technical Information Center, Januar 1991. http://dx.doi.org/10.21236/ada266361.

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Khaleghi, Dariush. Evaluating the Effects of a Peer Training System on the Subsequent Performance of New Employees. Portland State University Library, Januar 2000. http://dx.doi.org/10.15760/etd.7198.

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Ulvila, Jacob W. Testing and Evaluating C3I Systems That Employ AI. Volume 5. Tester C user's Manual. Fort Belvoir, VA: Defense Technical Information Center, Januar 1991. http://dx.doi.org/10.21236/ada266362.

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Adelman, Leonard, Jacob W. Ulvila und Paul E. Lehner. Testing and Evaluating C3I Systems That Employ AI. Volume 1. Handbook for Testing Expert Systems. Fort Belvoir, VA: Defense Technical Information Center, Januar 1991. http://dx.doi.org/10.21236/ada266358.

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