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Relevant bibliographies by topics / Appraisal

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Academic literature on the topic 'Appraisal'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 May 2024

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Journal articles on the topic "Appraisal"

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Khurshid, Anwar, Abdul Karim Khan, and Sara Alvi. "Performance Appraisal Challenge at Pakistan Civil Aviation Authority (CAA)." Asian Journal of Management Cases 14, no. 2 (September 2017): 198–225. http://dx.doi.org/10.1177/0972820117712304.

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The case discusses the multitude of challenges that CAA faces with respect to its performance appraisal system. Sumair Saeed, Chief Human Resource CAA, feels that problems lie in the implementation of the current appraisal system. Firstly, the system of targets and objectives between and the appraiser and the appraisee at the start of the year is not being followed. This leads employees to feel unfairly treated because no criteria for performance appraisal for their evaluation have been agreed upon. Secondly, Sumair feels there is no buy-in for the performance appraisal system since supervisors regard appraisal as extra workload and an uneasy time of the year. Supervisors consider it to be a confrontational rather than developmental/feedback exercise with the subordinate. Moreover, supervisors lack training in providing feedback on appraisals. It is felt that the culture of the organisation develops hostility and distrust when the appraisals are being conducted. The appraisal system doesn’t differentiate between performers or non-performers; thus decisions on promotions or career progressions can’t be based on appraisals. The problem of demotivation among employees is also a result of an ineffective performance appraisal system, as no differentiation exists between star performers and non-performers. Sumair is now contemplating the changes in the design or the implementation of the performance appraisal system which are required to rectify the process of performance appraisal at CAA.

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Obisi, Chris. "EMPLOYEE PERFORMANCE APPRAISAL AND ITS IMPLICATION FOR INDIVIDUAL AND ORGANIZATIONAL GROWTH." Australian Journal of Business and Management Research 01, no. 09 (April 5, 2012): 92–97. http://dx.doi.org/10.52283/nswrca.ajbmr.20110109a10.

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Organizational performance and its resultant efficiency and effectiveness can only be achieved when individuals are continuously appraised and evaluated. The inability of organization to install an effective performance appraisal strategy has hindered them from achieving competitive advantage which they require more now than ever before. Appraisal processes are not systematic and regular and often characterized by personal influences occasioned by organizations preoccupation to use confidential appraisal system which hinders objectivity and fairness. Often organizations ignore management by objectives, critical incidents to personal prejudices. This is retrogressive as it affects the overall performance of the individual. 360 degrees appraisal method whereby superiors and the appraise their subordinates, subordinates appraise their superior and the appraisee appraise himself or herself and the average of all the appraisal taken to arrive at the final appraisal outcome should be now be considered by organizations. Also post appraisal counseling whereby the appraisal outcomes are analyzed to explain strengths and weaknesses and set agenda for better future performance. Organizations should stop giving less attention to the evaluation of their employees and recognize that organizational training needs can only be identified from performance appraisal outcomes. It is an invaluable tool but in the hands of human resource management officers to continuously evaluates and audits the performance of its employees in other to help organizations win competitive advantage.

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Galeone, Carlotta, Paolo Bruzzi, and Claudio Jommi. "Key drivers of innovativeness appraisal for medicines: the Italian experience after the adoption of the new ranking system." BMJ Open 11, no. 1 (January 2021): e041259. http://dx.doi.org/10.1136/bmjopen-2020-041259.

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ObjectiveIn 2017, the Italian Medicines Agency (Agenzia Italiana del Farmaco, AIFA) introduced a standardised process to appraise innovativeness of medicines. Innovative medicines are provided speeder market access and dedicated funds. Innovativeness criteria are: unmet therapeutic need, added therapeutic value and quality of the evidence (Grading of Recommendations Assessment, Development and Evaluation method). We investigated the role played by these three criteria on the final decision aimed to understand how the new Italian innovativeness appraisal framework was implemented.DesignA desk research gathered AIFA’s appraisal reports on innovativeness and data analyses were conducted. No patients were directly involved in this study.Setting and participantsWe scrutinised all 77 appraisal reports available on AIFA’s website (2017–2020).Primary and secondary outcome measuresThe impact of the three domains on final decision was investigated through a series of univariate analyses.ResultsAmong 77 appraisal reports on innovativeness available, 49 (64%) and 28 (36%) were for oncology and non-oncology medicines, respectively. The appraisals were equally distributed among ‘fully innovative’ (36%), ‘conditionally innovative’ (30%) and ‘not innovative’ (34%). Added therapeutic value was the most important driver on innovativeness decision, followed by quality of the evidence. Drugs for rare diseases and with paediatric/mixed indications were appraised ‘innovative’ by a larger proportion, but no statistical significance was found.ConclusionsDespite some limitations, including the moderate number of appraisals, this paper provides an insight into the determinants of innovativeness appraisals for medicines in Italy and the accuracy of the appraisal process. This has important implications in terms of transparency and accountability in the prioritisation process applied to innovative medicines.

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Morady Moghaddam, Mostafa. "Appraising and reappraising of compliments and the provision of responses." Pragmatics. Quarterly Publication of the International Pragmatics Association (IPrA) 29, no. 3 (June 18, 2019): 410–35. http://dx.doi.org/10.1075/prag.18016.mor.

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Abstract The role of cognitive processes in compliment-response (CR) exchanges is an underdeveloped area of investigation. This article aims to probe whether Persian speakers’ responses to compliments change in line with their appraisals of the situation. To achieve this aim, Persian speakers’ responses to compliments are analysed based on their first and second appraisals of the event. In this study, with a focus on the CR exchanges, Persian speakers (N = 160) were observed and audio-recorded during everyday conversation. The results of this study manifest that Persian speakers have distinct (and even opposite) reactions based on their first and second appraisal of compliments. This suggests, therefore, that Appraisal 1 and Appraisal 2 undergo different sociocognitive processes that reflect automatic and non-automatic responses to compliments. It is concluded that the relation between Appraisal 1 and Appraisal 2 is mostly contradictory rather than confirmatory, in that the first compliment is mostly appraised as a politeness strategy (a social lubricant), whereas the second compliment is frequently appraised as purposeful or strategic praise. In addition, the first compliment is responded to automatically, whereas the second compliment is approached non-automatically.

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Gerich, Joachim, and Christoph Weber. "The Ambivalent Appraisal of Job Demands and the Moderating Role of Job Control and Social Support for Burnout and Job Satisfaction." Social Indicators Research 148, no. 1 (October 11, 2019): 251–80. http://dx.doi.org/10.1007/s11205-019-02195-9.

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Abstract Within an extended challenge–hindrance framework, it is assumed that job demands are subjectively appraised both as challenges (that is, as working conditions that are associated with potential personal gains) and hindrances (as working conditions associated with constrains) at the same time. In accordance with transactional stress theory, the association between demand intensity and work-related attitudes (work satisfaction) and psychological strain (burnout) is expected to be mediated by individual appraisal. Moreover, because curvilinear relationships between demand and challenge and hindrance appraisals are assumed, and appraisal is expected to be moderated by job control and social support, we tested complex nonlinear moderated mediation models for four types of job demands (task difficulty, time pressure, interruptions, and responsibility). Based on cross-sectional data of a heterogeneous sample of employees, we confirmed simultaneous challenge and hindrance appraisals. Challenge components are positively associated and hindrance components are negatively associated with favorable outcomes (higher work satisfaction and lower burnout). Challenge appraisals are found to be more relevant for work satisfaction, while hindrance appraisals are more relevant for burnout. The relationship between demand intensity and challenge appraisal is confirmed as curvilinear, whereas hindrance appraisals are approximately linearly related to demand intensity. The relationship between demand intensity and outcome variables is partly mediated by challenge and hindrance appraisal, and significant interaction effects suggest that the appraisal process is moderated by job control and social support.

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Berjot, S., C. Roland-Levy, and N. Girault-Lidvan. "Cognitive Appraisals of Stereotype Threat." Psychological Reports 108, no. 2 (April 2011): 585–98. http://dx.doi.org/10.2466/04.07.21.pr0.108.2.585-598.

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Using the cognitive appraisal conceptualisation of the transactional model of stress, the goal was to assess how victims of stereotype threat respond to this situation in terms of primary appraisals (threat/challenge) and to investigate whether those appraisals may mediate the relation between stereotype threat and performance. Results show that, while participants from North Africa living in France did appraise the situation more as a threat and less as a challenge, only challenge appraisal mediated between stereotype threat and performance.

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Solem, Stian, Kristen Hagen, Bjarne Hansen, Åshild T. Håland, Gunvor Launes, Adam B. Lewin, Eric A. Storch, and Patrick A. Vogel. "Thought Content and Appraisals in Cognitive Behavioral Therapy for Obsessive-Compulsive Disorder." Journal of Cognitive Psychotherapy 29, no. 2 (2015): 106–15. http://dx.doi.org/10.1891/0889-8391.29.2.106.

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A premise for cognitive behavioral therapy (CBT) for obsessive-compulsive disorder (OCD) is that appraisal of obsessions maintains OCD symptoms whereas obsessive content is less important. The main aim of this study was therefore to explore this notion using the autogenous and reactive classification of obsessive content and by assessing changes in appraisals and symptoms following CBT for OCD. More specifically, the study investigates whether recovery from OCD is associated with changes in appraisal and explores how thought content relates to appraisal and symptoms both before and CBT. Data from 156 adults with OCD completing CBT for OCD were analyzed. Changes in appraisals were related to improvement in OCD symptoms. Slightly more participants reported reactive intrusions (47%) than autogenous (29%), but combinations of the two were common (24%). These classifications of thought content were not related to levels of appraisal or change in symptoms, with the exception of patients with autogenous thoughts who appraised their intrusions as more important than others. OCD is heterogeneous regarding thought content and strength of appraisals but can be quite homogeneous in terms of CBT treatment response. Also, and in line with cognitive theory, recovery from OCD is associated with changes in appraisals.

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Javad, Shahina, and Sumod S.D. "It’s time to bring performance appraisal into the twenty-first century." Human Resource Management International Digest 23, no. 7 (October 12, 2015): 23–26. http://dx.doi.org/10.1108/hrmid-07-2015-0127.

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Purpose – Examines the weaknesses of many current performance appraisals and shows how to improve them. Design/methodology/approach – Draws on examples from companies such as Cisco, Google and Infosys. Findings – Shows that there are two main sets of reasons for the failure of performance management – system related and people related. System-related problems crop up while defining the performance goals or designing the appraisal system. People-related problems usually arise while discussing the results of appraisals. Practical implications – Investigates the importance of the three key elements of performance appraisal – the appraiser, the appraisal period and the rating method. Social implications – Shows how important performance appraisal can be in the modern business world where skilled and talented workers are at a premium. Originality/value – Argues that present-day organizations need to develop an ongoing process to manage employee performance, make sure the right things are being measured, and that the feedback is carried out as constructively as possible.

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Watson, Gary. "A Study of CTLA Formula Values." Arboriculture & Urban Forestry 27, no. 6 (November 1, 2001): 289–97. http://dx.doi.org/10.48044/jauf.2001.032.

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Appraisal records dating from 1980 to 1995 were acquired from 51 casualty loss appraisers (usually for privately owned trees) and 24 municipal inventories (primarily for street trees). The final database consisted of 3,966 casualty loss appraisals and 129,880 inventory appraisals. The data from this study were used to develop a reference table of tree appraisal values grouped by size and species classes. The table does not eliminate the need to use the formula, but it does provide an individual an opportunity to compare his or her appraised values to values of similar trees. Appraised values of inventory trees were significantly higher (P < 0.001) than values of casualty loss trees. The difference is partially explained by larger size and higher location rating of inventory trees. The average condition of all the trees appraised was rated as fair.

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Makanju, Damilola, Andrew G. Livingstone, and Joseph Sweetman. "How group members appraise collective history: Appraisal dimensions of collective history and their role in in-group engagement." Journal of Social and Political Psychology 11, no. 1 (June 6, 2023): 229–46. http://dx.doi.org/10.5964/jspp.6355.

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Group members’ appraisals of their in-group’s collective history have been found to shape their engagement with the in-group and its collective goals. We add to this research by examining the complexity and dimensionality of how group members appraise collective history, and how different forms of appraisals relate to different forms of in-group engagement. We do so by (1) outlining four key dimensions – richness, clarity, valence and subjective importance – of how an in-group’s collective history can be appraised, and (2) examining how these appraisal dimensions relate to group members’ engagement with the in-group. Focussing on the African in-group category, we tested these ideas using a qualitative, essay writing approach. Analysis of responses (N = 33) indicated varied use of each of these dimensions of collective history appraisal, and that they relate to in-group engagement in differing ways. Two specific rhetorical strategies were identified: deploying the in-group’s history as a contrast; and deploying the in-group’s history as an inspiration. When collective history was appraised as rich, complex, negatively-valenced and unimportant, it was characterised as something from which the in-group should break away (history-as-contrast). Conversely, when collective history was appraised as rich, complex, positively-valenced and important, history was characterised as something to be used as a resource for the in-group (history-as-inspiration). Our findings build a fuller and more nuanced picture of how collective history shapes in-group engagement in a non-western setting.

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Dissertations / Theses on the topic "Appraisal"

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Lentino, Lisa Manzi. "Assessing appraisal /." The Ohio State University, 2000. http://rave.ohiolink.edu/etdc/view?acc_num=osu1488202171196432.

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Maurício, António Manuel Costa. "Avaliação de desempenho: Caracterização das melhores experiências percepcionadas pelos avaliados." Master's thesis, Universidade de Évora, 2007. http://hdl.handle.net/10174/16686.

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Esta dissertação tem como finalidade caracterizar as melhores experiências de avaliação de desempenho, percecionadas pelos avaliados, no pressuposto que as mesmas são processes de interação social, envolvendo significados e expectativas entre os atores. Por conseguinte, a ênfase da abordagem que realizamos não está no modelo de avaliação mas nas práticas e consequentemente nos processes de interação, durante os quais os atores envolvidos na avaliação de desempenho constroem e reconstroem significados sobre a mesma. Assim, recorrendo a metodologias compreensivas e à técnica de análise de conteúdo, com apoio do software N6, analisámos o conteúdo de 14 entrevistas semiestruturadas, realizadas a funcionários avaliados pelo Sistema Integrado de Avaliação de Desempenho da Administração Pública e efetuadas num hospital do sector público administrativo do estado. Com este estudo, verificámos que os avaliados constroem significados (valorativos e qualificativos) sobre a avaliação em que a informação, a formação, o envolvimento do avaliador e as oportunidades de participação, assumem um papel central na legitimação social da avaliação de desempenho e consequentemente na aceitação da cotação, o que por sua vez condiciona as perceções qualitativas da avaliação de desempenho. Perante os resultados concluímos que a consecução dos objetivos da avaliação do desempenho só serão efetivos se os avaliados percecionarem as experiências de avaliação válidas e positivas e não como uma ameaça. Na sequência da interpretação dos resultados emergem um conjunto de hipóteses, as quais carecem ser testadas em estudos posteriores de maior dimensão. Por fim, foram delineadas as linhas orientadoras de um plano de intervenção que visam a consecução das boas práticas de avaliação de desempenho. /ABSTRACT - The purpose of this study is to characterize the best experiences of performance appraisal, perceived by appraised with the assumption that they are processes of social interaction, involving meanings and expectations between the actors. Therefore, the emphasis of the approach that we carry out is not in the evaluation model but in the practice and in the interaction processes, during which the involved actors in the performance appraisal construct and reconstruct meanings on the same. Thus, appealing to comprehensive methodologies and to the technique of content analysis, along with the support of N6 software, we study the content of 14 interviews, made to employees, who are assessed according to performance appraisal system used in Public Administration in Portugal (SIADAP). These interviews took place in a hospital of the public administrative sector, of the state. With this study, we verify that appraised create meanings (valuable and qualifying) of the appraisal where, information, training, appraisal involvement and chances for participation, consequently takes a central role in the social legitimacy of the performance appraisal, and, in the acceptance of the quotation, that will affect the qualitative perceptions of the performance evaluation. Studying the results we conclude that, the goal achievement of the performance appraisal will only be effective if the appraised perceive experiences of appraisal as valid and positive, and not as a threat. With the interpretation of these results, several hypotheses emerge which could be tested in future research, with a larger dimension. Finally, the guide lines of an intervention plan had been delineated, with a prior aim, the achievement of good practical of performance appraisal.

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Jericho, Adrienne John, and n/a. "Perceptions of Principal Appraisal: Experience in Australian Lutheran Schools." Griffith University. School of Cognition, Language and Special Education, 2004. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20040919.113840.

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This study was an investigation into participant perceptions of principal appraisal in Australian Lutheran schools where a national, systematic appraisal process for principals, entitled Principal Appraisal for Development (PAD), has been in place since 2000. The study group for the investigation consisted of fifteen principals, ten chairpersons of school councils and two district directors, all of whom had been involved in the process. The literature review indicated that whilst there was substantive scholarly writing on the purpose and methods of principal appraisal, there was a lack of recorded research on the experience and longer term outcomes of appraisal. Accordingly, the focus of the study was an examination of participant perceptions of the experience and impact of appraisal. The study's theoretical underpinning was symbolic interactionism and it adopted a qualitative approach to answer the central research question: What are principal and governing council chairperson perceptions of the efficacy of principal appraisal processes in Australian Lutheran schools? Data for the study were gathered through focus group and individual qualitative interviews. In addition, documents associated with the appraisal process were obtained for analysis. The data were then analysed using grounded theory methods, leading to the generation of three theoretical propositions. The first proposition was that the efficacy of principal appraisal depended on the completion of an explicit process that followed six clearly defined and understood steps; the second: that five perceptions of the efficacy of the appraisal process could be identified amongst participants; and the third: that the role played by key players in a spirit of trust in the process and in one another facilitated perceptions of efficacy in the appraisal process. Furthermore, the context in which the process took place, the actual purpose of the process and the nature of responses by participants emerged as key factors in each proposition. In particular, these factors determined whether the appraisal process advanced through the six defined stages required to ensure meaningful, long-term development for the principal, which of the perceptions of efficacy of the process for development was held by participants, and the extent to which trust in one another and in the process was evident. From these propositions eight statements that describe the experience of study participants were identified. These comprised: their belief that a development purpose must have priority in appraisal for perceptions of efficacy of the process; credible messages needed to emerge from the appraisal process for perceptions of its efficacy; appraisal needed to be perceived as a complex process of change involving meaning-making; principal as agent and initiator in the appraisal process facilitated perceptions of efficacy; a supportive and improvement-oriented environment for professional development was associated with perceptions of efficacy of the process; professional development of the principal needed to be perceived as a complex process; trust in the process and in one another was necessary for perceptions of appraisal's efficacy; and appraisal was recognised as having outcomes that may distract from development. These findings have specific implications for the policy and practice of principal appraisal in Lutheran schools, especially as PAD is reviewed. The findings also have application to other appraisal settings and generated key questions to assist in developing, implementing and evaluating principal appraisal systems. The study also indicated that those involved in the appraisal process need to think through how appraisal, development and accountability are related. These concepts are important and legitimate, and are to be both separated and recognised in any employment context. The study found that appraisal that resulted in development was a complex process of change involving shifts to meaning and behaviour. Such a process needed to be supported through an environment of trust with an improvement focus. The study has indicated that appraisal for development needs to be informed more fully by an understanding of the professional development literature. In summary, the study has contributed to an understanding of the place of appraisal in the learning and development of school principals.

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Jericho, Adrienne John. "Perceptions of Principal Appraisal: Experience in Australian Lutheran Schools." Thesis, Griffith University, 2004. http://hdl.handle.net/10072/365186.

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This study was an investigation into participant perceptions of principal appraisal in Australian Lutheran schools where a national, systematic appraisal process for principals, entitled Principal Appraisal for Development (PAD), has been in place since 2000. The study group for the investigation consisted of fifteen principals, ten chairpersons of school councils and two district directors, all of whom had been involved in the process. The literature review indicated that whilst there was substantive scholarly writing on the purpose and methods of principal appraisal, there was a lack of recorded research on the experience and longer term outcomes of appraisal. Accordingly, the focus of the study was an examination of participant perceptions of the experience and impact of appraisal. The study's theoretical underpinning was symbolic interactionism and it adopted a qualitative approach to answer the central research question: What are principal and governing council chairperson perceptions of the efficacy of principal appraisal processes in Australian Lutheran schools? Data for the study were gathered through focus group and individual qualitative interviews. In addition, documents associated with the appraisal process were obtained for analysis. The data were then analysed using grounded theory methods, leading to the generation of three theoretical propositions. The first proposition was that the efficacy of principal appraisal depended on the completion of an explicit process that followed six clearly defined and understood steps; the second: that five perceptions of the efficacy of the appraisal process could be identified amongst participants; and the third: that the role played by key players in a spirit of trust in the process and in one another facilitated perceptions of efficacy in the appraisal process. Furthermore, the context in which the process took place, the actual purpose of the process and the nature of responses by participants emerged as key factors in each proposition. In particular, these factors determined whether the appraisal process advanced through the six defined stages required to ensure meaningful, long-term development for the principal, which of the perceptions of efficacy of the process for development was held by participants, and the extent to which trust in one another and in the process was evident. From these propositions eight statements that describe the experience of study participants were identified. These comprised: their belief that a development purpose must have priority in appraisal for perceptions of efficacy of the process; credible messages needed to emerge from the appraisal process for perceptions of its efficacy; appraisal needed to be perceived as a complex process of change involving meaning-making; principal as agent and initiator in the appraisal process facilitated perceptions of efficacy; a supportive and improvement-oriented environment for professional development was associated with perceptions of efficacy of the process; professional development of the principal needed to be perceived as a complex process; trust in the process and in one another was necessary for perceptions of appraisal's efficacy; and appraisal was recognised as having outcomes that may distract from development. These findings have specific implications for the policy and practice of principal appraisal in Lutheran schools, especially as PAD is reviewed. The findings also have application to other appraisal settings and generated key questions to assist in developing, implementing and evaluating principal appraisal systems. The study also indicated that those involved in the appraisal process need to think through how appraisal, development and accountability are related. These concepts are important and legitimate, and are to be both separated and recognised in any employment context. The study found that appraisal that resulted in development was a complex process of change involving shifts to meaning and behaviour. Such a process needed to be supported through an environment of trust with an improvement focus. The study has indicated that appraisal for development needs to be informed more fully by an understanding of the professional development literature. In summary, the study has contributed to an understanding of the place of appraisal in the learning and development of school principals.
Thesis (Professional Doctorate)
Doctor of Education (EdD)
School of Cognition, Language and Special Education
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Griggs, Bob Evans. "Appraiser Accuracy Utilizing the Texas Teacher Appraisal System: A Demographic Analysis." Thesis, University of North Texas, 1988. https://digital.library.unt.edu/ark:/67531/metadc331226/.

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The purpose of this study was to determine if there are personal and demographic characteristics which can predict the most accurate teacher appraisers. The demographics were limited to the following: campus-level job assignment, employing district size, sex, race, number of years of experience as an administrator, previous level of teaching experience, and curriculum area taught by the appraiser. The 622 subjects were school administrators trained to utilize the Texas Teacher Appraisal System. The data were analyzed using multiple linear regression. Where an independent variable was significant (.05), a follow-up ANOVA and Tukey's multiple comparison were employed. Based on the findings of this study the following conclusions were drawn: 1. A summary data set indicated there was little evidence that any of the demographic variables was a significant predictor of accuracy in the evaluation process. 2. Six different data sets indicated that varying instructional settings and methodologies can influence evaluator accuracy. The campus assignment, years of experience, content area taught, race, and sex of the appraisers were all identified in at least one of the exercise sets as having significance. Except for sex and race, none of the variables was found to be significant when the overall prediction equation with all demographic variables was evaluated. 3. In the prediction equations of this study the percent of variance was so minute that social significance could not be established. 4. The Texas Teacher Appraisal System can be used by appraisers with various backgrounds and experiences without a reduction of accuracy. 5. School boards can appoint appraisers with various backgrounds and experiences without a reduction of accuracy in the process.

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Milosevich, Jodi. "Investigating the relationship between personality dimensions, level of self-efficacy and perceived performance appraisal satisfaction: a case for individualised performance appraisals." Master's thesis, Faculty of Commerce, 2019. http://hdl.handle.net/11427/30977.

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Orientation: For decades, organisations have implemented performance management systems in order to promote an environment focused on performance enhancement and employee development. Performance appraisals have consistently been at the centre of performance management systems. However, they are often perceived as being ineffective or unsatisfactory, resulting in dissatisfaction and contributing to financial and time losses. Performance Appraisal Satisfaction (PAS) amongst employees is, therefore, vital if organisations want to achieve desired outcomes. Limited research was found that explained or described methods which organisations can utilise to increase PAS amongst employees. Research rationale and objectives: As organisations become more global, innovative and employee-focused, the need to cater to individual needs and desires has significantly increased. This study aimed to investigate ways in which PAS can be increased through the individualisation of three performance appraisal aspects namely; number of raters; method of feedback and frequency of feedback. In terms of the individualisation factors, this study has focused on; level of perceived self-efficacy and the Big Five personality dimensions. Research approach: Given the limited pre-existing literature on this topic, the present study used an exploratory research approach to engage with the results in an in-depth manner. Qualitative and quantitative data was collected from employees and Human Resource practitioners in order to establish performance appraisal preferences and the viability of implementing individualised performance appraisals. Composite questionnaires consisting of Likert-type questions, choice-based conjoint tasks and open-ended questions, were distributed utilising a convenient and snowball methodology. Completed questionnaires were analysed by means of descriptive and inferential and statistics, conjoint analysis, as well as by means of a thematic analysis. Semi-structured interviews were conducted with Human Resource practitioners and analysed using a thematic analysis. Main findings: Results from the descriptive and inferential statistics indicate that the level of self-efficacy and personality-type are significant in predicting certain performance appraisal preferences. For example, respondents with increased levels of perceived self-efficacy significantly preferred face-to-face feedback from a manager (p < .05) while respondents with low levels of perceived self-efficacy significantly preferred impersonal feedback (p < .05). Results from the composite questionnaire’s open-ended items indicated that employees prefer performance appraisals which considered their personality type and level of self-efficacy. However, the thematic analysis conducted on the HR practitioner interviews revealed that HR practitioners are hesitant to implement a novel performance appraisal system for reasons including; gaining top-management support and the additional time and administrative burden it would likely impose on the HR practitioners themselves.

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Eltom, Osman. "GERD: An appraisal." Thesis, KTH, Hälsoinformatik och logistik, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-278046.

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AbstractThe grandEthiopianRenaissanceDam,amajorhydropowerprojectlocatedintheBlueNilein Ethiopia,isprojectedtobecomeoneofthebiggestsourcesofhydroelectricpowerinAfricaby2022.Thescaleoftheprojectisburdenedwithaconsiderableenvironmentalandsocialload,the magnitudeofitsimpactdependingonafewkeydecisionsmadeduringtheinauguralstages.The viabilityofGERDintheNileBasinisassessed.Keyconsiderationstobearinmindduringthe initialfillingofthemainreservoirarediscussed.Anumberofmodelsandsimulationsarecited andanalysed,mostlydealingwithhydrologicaldataintheregionandpredictionsofGERD’simpact onannualflowrates.Recommendationsforanenvironmentallyconsciousfillingstageandsubsequentoperationareincludedintheclosingstatements.Key words: GERD, NileBasin,hydroelectric,gravitydam,biodiversity,energymanagement,civil infrastructure,powersystems,sustainability,environmentalmanagement.
Sammanfattning The Grand Ethiopian Renaissance Dam studeras vid dammens slutgiltiga fullbordande.Den hi-storiska utvecklingen av projektet, samt de politiska och ekonomiska procedurer och dess implikationer för projektet och hur detta påverkat och kommer påverka regionens utveckling presenteras och kontextualiseras. Olika scenarier för påfyllnad av huvudreservoarens vattentillförsel studeras genom analys av liknande fall samt teknisklitteratur, slutsatser dras utifrån beslutsfattandes rekommendationer och observationer. Möjliga scenarier för invigning av dammen med ambitionen att minimera ansträngningen för nationer som befinner sig nedströms längst Nilens flöde belyses utifrån analysmetoden. Potentiella strategier för en hållbar framtid med minimal skada för den biologiska mångfalden i Nilbäckenet diskuteras utifrån analysmetoden. Nyckelord: GERD, Nilbäcken,Vattenkraft,Gravitationsdam,biologiskmångfald,energihan-tering, Civilinfrastruktur,Clkraftsystem,Hållbarhet,Miljöhantering.

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Carter, Marta L. "Effects of appraisal purpose and rating format on performance appraisal accuracy." Thesis, Virginia Tech, 1989. http://hdl.handle.net/10919/45961.

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The principle of encoding specificity states that effective information retrieval relies upon consistency of encoding and retrieval cues. The present study generalized this principle to a complex social interaction in order to investigate the relation between certain combinations of pre- and post-observational cues and their effects on information categorization, recognition accuracy, and judgment accuracy. It was hypothesized that two experimental factors, appraisal purpose and rating format categorization, would influence organization, retrieval, and judgment of performance information. Specifically, consistent encoding (purpose) and retrieval (format) cues were expected to result in the most efficient retrieval of information, and consequently in more accurate performance ratings.

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Conlin, Brad. "INGO Performance Management Practices and the Need for Accountability." Thesis, Université d'Ottawa / University of Ottawa, 2015. http://hdl.handle.net/10393/32143.

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This study provides a comprehensive look at the current state of best practices in performance appraisal systems in the public and private sector. From this, the main objective for this research paper is to investigate the reasons why INGOs are not currently able to properly implement a ‘best practices’ based performance appraisal system. Furthermore, this paper will provide both future research questions, as well as practitioner based recommendations. In addition, it will examine the need for higher levels of accountability in INGOs through appropriate performance appraisal systems.

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Campbell, Alasdair James. "Implementing appraisal : a case study of the implementation of an appraisal system." Thesis, Open University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.275098.

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Books on the topic "Appraisal"

1

Lawson, Ian. Appraisal and appraisal interviewing. London: Industrial Society, 1987.

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McAleese, Gerard. Appraisal and self appraisal. [s.l: The Author], 1990.

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Baker, Lawrie. The LEA's appraiser in headteacher appraisal. Slough: EMIE, 1993.

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L, Minnich Joseph, ed. Understanding limited appraisals and appraisal reporting options. Chicago, Ill: Appraisal Institute, 1996.

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Hillingdon, London Borough of. Teacher appraisal, guidelines for appraisals and appraisees. South Ruislip): London Borough of Hillingdo (c/o Deansfield, Queens Walk, South Ruislip. HA4 0LR, 1992.

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Edward, Forman, ed. Racine: Appraisal and re-appraisal. [Bristol]: University of Bristol, 1991.

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Holmes, Tim. Teacher appraisal: Appraisal and NQTs. [London]: T. Holmes & Associates, 1993.

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Niblett, B. S. Appraisal. 2nd ed. Bristol: National Development Centre for School Management Training, 1986.

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Society, Industrial, ed. Appraisal. Birmingham: The Industrial Society, 1997.

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Niblett, B. S. Appraisal. 2nd ed. Bristol (35 Berkeley Sq., Bristol BS8 1JA): NDC, 1987.

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Book chapters on the topic "Appraisal"

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Samuels, Allen. "Appraisal." In Hard Times, 59–94. London: Macmillan Education UK, 1992. http://dx.doi.org/10.1007/978-1-349-21871-4_3.

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Hinchliffe, Arnold P. "Appraisal." In The Waste Land and Ash Wednesday, 60–80. London: Macmillan Education UK, 1987. http://dx.doi.org/10.1007/978-1-349-18777-5_2.

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Schmon, Christoph. "Appraisal." In Short Studies in Private International Law, 127–42. The Hague: T.M.C. Asser Press, 2020. http://dx.doi.org/10.1007/978-94-6265-367-2_9.

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Griffiths, Dot. "Appraisal." In The Experience of Managing, 1–8. London: Palgrave Macmillan UK, 1999. http://dx.doi.org/10.1007/978-1-349-27328-7_1.

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bin Uzayr, Sufyan. "Appraisal." In Kotlin, 319–36. Boca Raton: CRC Press, 2022. http://dx.doi.org/10.1201/9781003308447-8.

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bin Uzayr, Sufyan. "Appraisal." In GoLang, 303–18. Boca Raton: CRC Press, 2022. http://dx.doi.org/10.1201/9781003309055-8.

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Uzayr, Sufyan bin. "Appraisal." In PHP, 353–56. Boca Raton: CRC Press, 2022. http://dx.doi.org/10.1201/9781003308669-12.

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bin Uzayr, Sufyan. "Appraisal." In Software Design Patterns, 197–418. Boca Raton: CRC Press, 2022. http://dx.doi.org/10.1201/9781003308461-10.

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Uzayr, Sufyan bin. "Appraisal." In Linux, 261–64. Boca Raton: CRC Press, 2022. http://dx.doi.org/10.1201/9781003308676-10.

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Kitwood, Tom. "Appraisal." In Disclosures to a Stranger, 277–82. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003343653-10.

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Conference papers on the topic "Appraisal"

1

Hoyle, Christopher, Wei Chen, Bruce Ankenman, and Nanxin Wang. "Optimal Experimental Design of Human Appraisals for Modeling Consumer Preferences in Engineering Design." In ASME 2008 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2008. http://dx.doi.org/10.1115/detc2008-49561.

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Human appraisals are becoming increasingly important in the design of engineering systems to link engineering design attributes to customer preferences. Human appraisals are used to assess consumers’ opinions of a given product design, and are unique in that the experiment response is a function of both the product attributes and the respondents’ demographic attributes. The design of a human appraisal is characterized as a split-plot design, in which the respondent demographic attributes form the whole-plot factors while the product attributes form the split-plot factors. The experiments are also characterized by random block effects, in which the design configurations evaluated by a single respondent form a block. An experimental design algorithm is needed for human appraisal experiments because standard experimental designs often do not meet the needs of these experiments. In this work, an algorithmic approach to identify the optimal design for a human appraisal experiment is developed, which considers the effects of respondent fatigue and the block and split-plot structure of such a design. The developed algorithm seeks to identify the experimental design which maximizes the determinant of the Fisher Information Matrix, labeled as the D-criterion of a given design. The algorithm is derived assuming an ordered logit model will be used to model the rating responses. The advantages of this approach over competing approaches for minimizing the number of appraisal experiments and model-building efficiency are demonstrated using an automotive interior package human appraisal as an example.

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Mahrooqi, Alkhattab, Rashid Siyabi, Nasser Hinai, Hamid Balushi, and Abdullah Hadhrami. "Case Study of Appraisal Well to Unlock STOIIP in High Pressure, High H2S Environment." In International Petroleum Technology Conference. IPTC, 2024. http://dx.doi.org/10.2523/iptc-24502-ea.

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Abstract This case study demonstrates the value of appraisal well in high pressure/ H2S stringers in the south of Oman. The appraisal objective is to narrow down the high uncertainty in ODT, Structure and reservoir properties to unlock the full STOIIP of the field. A comprehensive and integrated evaluation of different data, such as production data, pressure data and high uncertainties triggered the need to appraise the field. Planning and execution of appraisal well was associated with many challenges and risks. However, the integration between different disciplines led to a safe delivery of the well. The results of the new appraisal well unlocked 7% STOIIP that confirmed the MBAL STOIIP scenario of having higher volumes. The outcome of the appraisal well opened an area for adding two extra oil producers. Additionally, the appraisal results triggered the need of reprocessing the seismic data to reduce structural uncertainty and hence better estimating the in-place volume.

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Feinberg, Melanie. "Comparative appraisal." In the 13th ACM/IEEE-CS joint conference. New York, New York, USA: ACM Press, 2013. http://dx.doi.org/10.1145/2467696.2467700.

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Garg, Navendu, Kenneth Bloom, and Shlomo Argamon. "Appraisal navigator." In the 29th annual international ACM SIGIR conference. New York, New York, USA: ACM Press, 2006. http://dx.doi.org/10.1145/1148170.1148340.

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Tayamanon, Terdpong, Taratip Suwannasart, Nithipat Wongchingchai, and Apinporn Methawachananont. "TMM Appraisal Assistant Tool." In 2011 21st International Conference on Systems Engineering (ICSEng). IEEE, 2011. http://dx.doi.org/10.1109/icseng.2011.65.

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Abou-Kassem, J. H., and S. M. Farouq Ali. "Appraisal of Steamflood Models." In SPE California Regional Meeting. Society of Petroleum Engineers, 1985. http://dx.doi.org/10.2118/13947-ms.

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Chindhe, Tushar B., and Bhagya M. Patil. "Student Performance Appraisal System." In 2021 6th International Conference on Communication and Electronics Systems (ICCES). IEEE, 2021. http://dx.doi.org/10.1109/icces51350.2021.9489162.

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GARCIA-PEREZ, ALEXEIS, and AMIT MITRA. "KNOWLEDGE WAREHOUSING: AN APPRAISAL." In Proceedings of the 2007 International Conference. WORLD SCIENTIFIC, 2007. http://dx.doi.org/10.1142/9789812770592_0022.

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Mathews, S. L. "Radar in structural appraisal." In IEE Colloquium on Radar and Microwave Techniques for Non-Destructive Evaluation. IEE, 1995. http://dx.doi.org/10.1049/ic:19951323.

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Xu, Lin, and Yan Xiao. "Study on Appraisal of Real Estate Industry Based on Appraisal of Real Estate." In 3rd International Conference on Management Science, Education Technology, Arts, Social Science and Economics. Paris, France: Atlantis Press, 2015. http://dx.doi.org/10.2991/msetasse-15.2015.78.

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Reports on the topic "Appraisal"

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Vitev, Ivan. ER appraisal. Office of Scientific and Technical Information (OSTI), November 2020. http://dx.doi.org/10.2172/1726122.

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Vitev, Ivan. DR first year Appraisal. Office of Scientific and Technical Information (OSTI), December 2020. http://dx.doi.org/10.2172/1734707.

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Masters, Steve, and Carol Bothwell. CMM Appraisal Framework, Version 1.0. Fort Belvoir, VA: Defense Technical Information Center, February 1995. http://dx.doi.org/10.21236/ada293300.

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Tabakin, Vladislav V. A Strategic Appraisal of Russia. Fort Belvoir, VA: Defense Technical Information Center, April 1993. http://dx.doi.org/10.21236/ada264865.

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Lewis, Jay S. Military Officer Appraisal, An Examination. Fort Belvoir, VA: Defense Technical Information Center, April 1999. http://dx.doi.org/10.21236/ada388768.

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Arevalo, Jose S. Regional Strategic Appraisal of Central America. Fort Belvoir, VA: Defense Technical Information Center, April 2003. http://dx.doi.org/10.21236/ada414940.

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Moyo, Unoda. Performance Appraisal in Organizational Cultural Context. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.1154.

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Snel, Herman, Julia Glaser, Akalu Teshome, Anteneh Mekuria, Tewodros Tefera, Getenesh Alamayhu, Haregewoin Yohannes, et al. Facilitator guide for rapid food system appraisal in RAISE-FS : manual on rapid food system appraisal. Wageningen: Stichting Wageningen Research Ethiopia, 2022. http://dx.doi.org/10.18174/590873.

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Sperber, K., P. Gleckler, C. Covey, K. Taylor, D. Bader, T. Phillips, M. Fiorino, and K. Achutarao. An Appraisal of Coupled Climate Model Simulations. Office of Scientific and Technical Information (OSTI), February 2004. http://dx.doi.org/10.2172/15014011.

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Connolly, Peggy. A Performance Appraisal Model for Postsecondary Education. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.1245.

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