Relevant bibliographies by topics / Appraisal system

Academic literature on the topic 'Appraisal system'

Author: Grafiati
Published: 4 June 2021
Last updated: 20 February 2023

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Journal articles on the topic "Appraisal system"

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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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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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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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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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Rani, Nazatul Shima Abdul, K. Sarojani Krishnan, and Bright Collins Okezie. "The Roles of Appraiser and Performance Appraisal Systems on Employee Job Satisfaction." Asia Proceedings of Social Sciences 8, no. 1 (May 30, 2021): 25–29. http://dx.doi.org/10.31580/apss.v8i1.1923.

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This study aims to examine two types of performance appraisal systems used to assess food operators to maintain high employee job satisfaction. About 250 questionnaires were distributed around Kampung Bharu area in Kuala Lumpur. The number of questionnaires returned were 210 but only 205 questionnaires were usable for the present study. SPSS was used to analyse the data to test the hypotheses. There were four variables researched in this study, namely Behaviour-Based Performance Appraisal System, Competency-Based Performance Appraisal System, appraiser, and job satisfaction. There was a direct and significant relationship between both appraisal systems with the appraiser (H1 and H2) and employee job satisfaction (H4 and H5) respectively. There was also a direct and significant relationship between the appraiser and restaurant employees’ job satisfaction (H3). The role ofthe appraiser was identified as a mediator in the relationship between Competency-Based Performance Appraisal System and employee job satisfaction (H7). However, the role of the appraiser partially mediated the relationship between Behaviour-Based Performance Appraisal System and employee job satisfaction (H6). The appraiser was regarded as critical in ensuring that the appraisal system adopted be carried out fairly, professionally, and rationally with adequate knowledge to boost job satisfaction among food operator employees in Kuala Lumpur.
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Arogundade, Oluwasefunmi 'Tale, Bolanle Ojokoh, Mojisola Grace Asogbon, Oluwarotimi Williams Samuel, and Babatope Sunday Adeniyi. "Fuzzy Driven Decision Support System for Enhanced Employee Performance Appraisal." International Journal of Human Capital and Information Technology Professionals 11, no. 1 (January 2020): 17–30. http://dx.doi.org/10.4018/ijhcitp.2020010102.

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Employee performance appraisal is often considered a core management task in most standard organizations because it could potentially inspire an employee towards the pursuit of organizational goals and objectives. Meanwhile, issues such as delay in appraisal processes, inevitable human error, and emotional status of the appraiser, are common with the traditional appraisal methods. Hence, this research proposes a fuzzy decision-support system based on Henri Fayol's 14 principles of management for the appraisal of employees' performance. A questionnaire consisting of 44 structured questions was designed based on these principles and administered to the employees of Babcock University, Ilisan-Remo, Ogun State, Nigeria. Fuzzy inference system that incorporates Mamdani computational technique was built based on the feedback extracted from the questionnaires, and used for appraising the employee performance. Experimental results show that the proposed system could predict the appraisal status of an employee with 75% accuracy in comparison to the conventional appraisal method.
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Rajput, Veena. "Performance Appraisal System." Asian Journal of Nursing Education and Research 5, no. 2 (2015): 287. http://dx.doi.org/10.5958/2349-2996.2015.00057.9.

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Chen, Lu, Jian Xin Zhou, Hong Wang, and Xiao Yuan Ji. "Design and Implementation of Performance Appraisal System for Foundry Enterprises." Advanced Materials Research 291-294 (July 2011): 3189–94. http://dx.doi.org/10.4028/www.scientific.net/amr.291-294.3189.

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Performance appraisal, an effective method for human resource management, is getting increasing attention by more and more foundry enterprises. Traditional manual methods, though laborious and not conductive to the management, have been widely used to appraise employee’s performance in the past years. Most domestic foundry enterprises have achieved a certain extent of informationization, during which lots of valuable data are accumulated, but these data rarely play a significant role in performance appraisal. In order to solve these problems, this paper analyzes the features of performance appraisal methods of these foundry enterprises, then designs and implements a Performance Appraisal System (PAS) based on data integration. PAS is suitable for enterprises at different informationization levels. The aim of PAS is to achieve a more rapid, fair and accurate performance appraisal and help to promote informationization of foundry enterprises.
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Nandamuri, Purna Prabhakar. "An Appraisal of the Teacher Appraisal System." ANVESHAK-International Journal of Management 3, no. 5 (June 1, 2014): 114. http://dx.doi.org/10.15410/aijm/2014/v3i5/53734.

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Idowu, Ayomikun. "Effectiveness of Performance Appraisal System and its Effect on Employee Motivation." Nile Journal of Business and Economics 3, no. 5 (April 21, 2017): 15. http://dx.doi.org/10.20321/nilejbe.v3i5.88.

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<p>Employee performance has traditionally been accorded prime focus by human resource managers. As a result, a number of performance appraisal techniques have over time been devised to help establish employee’s performance. In the contemporary times, the use of performance appraisals has been extended beyond rating of the employee’s performance to aspects such as motivation. Accordingly, this study sought to investigate effectiveness of performance appraisal systems and its effect on employee motivation. The study’s main objectives pertained to establishing the moderating role of performance appraisal as a motivation tool as well as potential challenges.</p><p>The study findings show the presence of significant positive outcomes when the organisation uses performance appraisal as a motivation tool. Further, the study finds that the use of more than one appraisal techniques helps yield greater satisfaction and consequently higher motivational levels. The specific aspects of performance appraisal systems (PAS) that help improve motivation include the linking of performance to rewards; using the PAS to help set objectives and benchmarks; as well as the use of PA to help identify employee’s strength and weaknesses.</p>
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Dissertations / Theses on the topic "Appraisal system"

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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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SILVA, RODRIGO CASADO OLIVEIRA DA. "APPRAISAL OF VEHICLE ROUTING SYSTEM IMPLEMENTATION." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2007. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=11511@1.

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Com a era da globalização e a introdução da filosofia de Gestão da Cadeia de Suprimentos, os clientes têm se tornado cada vez mais exigentes no que diz respeito à qualidade e prazos de entrega, gerando uma competitividade crescente e uma busca por serviços cada vez mais customizados que, para as empresas de distribuição de produtos, tem se tornado um fator cada vez mais importante na obtenção de vantagem competitiva e conquista de fatias cada vez maiores do mercado. Nesse sentido, muitas empresas de transporte têm tentado dar maior confiabilidade, mais velocidade e flexibilidade, buscando obter maior eficiência e pontualidade nas tarefas de entrega e/ou coleta; um melhor aproveitamento da frota e dos motoristas; menores tempos de ciclo; melhor planejamento das rotas, gerando assim sensíveis reduções de custos operacionais, melhoria da imagem da empresa no mercado e, em função disso, uma conquista cada vez maior de mercado. Nesse sentido, de modo a obter excelência nos processos de distribuição física, muitas empresas têm adquirido os chamados sistemas de roteirizarão e programação de veículos ou, simplesmente, roteirizadores. Dado o crescimento na utilização de roteirizadores para redução de custos operacionais e a possibilidade por parte do autor de participar da implementação dessa tecnologia em uma empresa, os objetivos dessa dissertação são: Descrever a operação da Empresa Alfa onde foi realizada a implementação do roteirizador de veículos e a apresentação do processo de implementação do roteirizador na operação. Como o autor fez parte da implementação do roteirizador na Empresa Alfa, a metodologia utilizada para a elaboração desse trabalho incluiu: pesquisa bibliográfica, visitas in loco e entrevistas não estruturadas junto aos envolvidos na operação. O resultado desta dissertação é uma análise da operação da Empresa Alfa durante a implementação do roteirizador, mostrando seus pontos positivos e suas dificuldades extraídos apos finalizado o processo de implementação.
Nowadays with the globalization and the introduction of the Supply chain management philosophy, the customers become more demanding in order to get better quality in delivery time, increasing competitiveness and a search for customized services that, for distribution companies, it has become the most important factor in order to get competitive advantage and to increase the market share. In accordance with these ideas, many distribution companies have tried to improve the reliability, speed and flexibility, in order to get higher efficiency and punctuality in the deliveries; better fleet and drivers utilization; lower time to planning routes, generating cost reduction, improvements of the company`s image in the market, and higher market share. Trying to get excellence in distribution process, many companies have acquired the routing and scheduling systems. Due to the growth of routing systems use and the possibility for the author to participate in an implementation of this technology in a company, the objectives of this work are: to describe the operation of the Alpha Company`s where the implementation has been done; and present the routing system implementation process. Since the author was part of the team in the implementation of routing system in the Alpha Company, the methodology used for the elaboration of this work included: bibliographical research, visits in loco to the Alpha Company`s operations and non structuralized interviews with the involved parts in the operation. As a result of this work, we have an analysis of the operation during the implementation of the Routing System in line with the main results getting after finished the implementation process.
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Guner, Bilgi. "Performance appraisal system in Filiz Gida." CSUSB ScholarWorks, 2003. https://scholarworks.lib.csusb.edu/etd-project/2399.

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This thesis focuses on evaluating the performance appraisal system of Filiz Gida, a small food processing company that is located in Turkey. Filiz Gida was established by Dogus Holding in Bolu, and currently employs 284 individuals. Filiz Gida is dedicated to fair and respectful treatment of all workers, offering voluntary benefits in housing programs, health care, education for worker's children, and professional child care services. The importance of quality in production at Filiz Gida is reflected by its receipt of ISO 9002 certification in 1994. In 2003 the Barilla Group, which is one of the giants in the pasta business, acquired Filiz Gida due to financial interests that have not been well documented by public media.
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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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Bohnstengel, Carol. "An Investigation of the Influence of Evaluator Background on Appraisals of a Music Lesson Using the Texas Teacher Appraisal System." Thesis, University of North Texas, 1997. https://digital.library.unt.edu/ark:/67531/metadc277901/.

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This study's purpose was to investigate the differences in scores and written comments given by two appraisal groups in their evaluation of a music teacher using the Texas Teacher Appraisal System (TTAS). One appraiser group had musical training while the other group specialized in other subjects. Analyses of both group's appraisal scores showed no significant differences. An examination of the written comments revealed that both appraisal groups focused on the same aspects of the lesson and used similar vocabulary. The TTAS instrument was a consistent measure of generic teacher behaviors in the music lesson, but it did not measure specific music teaching behaviors or encourage suggestions for improving musical instruction.
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Chetty, Uthamaganthan Perumal. "The effect of integrated quality management system on educator efficacy." Thesis, University of Zululand, 2013. http://hdl.handle.net/10530/1278.

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Submitted in fulfilment of the requirements for the degree Doctor of Education in the Department of Educational Psychology and Special Education of the Faculty of Education at the University of Zululand, South Africa, 2013.
Integrated Quality Management System (IQMS) is an appraisal system of the KwaZulu-Natal Department of Education. The appraisal system intended to develop educators on an on-going basis. The primary aim of this investigation was to establish the effect that IQMS has on educator efficacy. As an introduction to the study, the requirements for educator efficacy were reviewed. In so doing, the various characteristics for effective teaching-learning situation and of an “ideal” educator were highlighted. The didactical behaviour of successful educators was also in focus. The requirements for educator efficacy and the effects of IQMS on educator efficacy were investigated using a literature and empirical study. The study revealed that IQMS has a positive effect on educator performances. For the purposes of the empirical investigation, a structured questionnaire was used. Four hundred and six (406) questionnaires were completed by educators from the primary and secondary schools from the Pinetown District in the Ethekwini Region of KZN and these questionnaires were analysed. The data was processed and interpreted using descriptive and inferential statistics.
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Crain, John Allen. "Inter-Rater Reliability of the Texas Teacher Appraisal System." Thesis, University of North Texas, 1990. https://digital.library.unt.edu/ark:/67531/metadc330837/.

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The purpose of this study was to determine the interrater reliability of the Texas Teacher Appraisal System instrument. The performance indicators, criteria, domains, and total instrument were analyzed for inter rater reliability. Five videotaped teaching episodes were viewed and scored by 557 to 881 school administrators trained to utilize the Texas Teacher Appraisal System. The fifty-five performance indicators were analyzed for simple percentage of agreement. The ten criteria, four performance domains, and) the whole instrument were analyzed utilizing Ruder-Richardson Formula 20. Indicators were judged reliable if there was 75 percent or greater agreement on four of the five videotaped exercises. Criteria, domains, and the whole instrument were judged reliable if they yielded a -Ruder-Richardson Formula 20 score of .75 or greater on four of the Based on the findings of this study, the following conclusions v/ere drawn: 1. Forty-eight of the fifty-five performance indicators were reliable in evaluation teacher performance. 2. Seven of the performance indicators were unreliable in evaluating teacher performance. 3. None of the ten performance criteria appeared to be reliable in evaluating teacher performance. 4. None of the four performance domains appeared to be reliable in evaluating teacher performance. 5. The whole instrument was reliable in evaluating teacher performance. 6. Reliability problems with the criteria and domains appeared to be an underestimate of reliability of the Kuder-Richardson Formula 20.
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Drahokoupil, Tomáš. "Systém hodnocení zaměstnanců v organizaci." Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-198845.

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The target of the diploma thesis is to revise appraisal of employee performance system in specific company and to propose effective solutions in case of any discrepancies. In the theoretical part is defined the meaning and added value of employee appraisal system of performance, its connections to other HR processes, system requirements, contents, methods of appraisal, classification of employee performance, implementation or reimplementation the system to a company. This part of diploma thesis also describes theoretical press of appraisals and highlights the common mistakes. The practical part of the diploma thesis characterizes a specific company, analyzes a current company system of employee appraisal. And based on the results of the analysis describes the system in HR policy according to ČSN EN ISO 9001 a ČSN P ISO/TS 16949. This part links the system to other HR systems e.g. bonus system. The results of the author's work are training for evaluators and new modification of the evaluation forms. Outcome of this diploma thesis are also extensive attachments that provides concrete proposals, which were verified in practice.
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Chan, Suk-yin Irene. "Performance appraisal system in the Hong Kong correctional services." Click to view the E-thesis via HKUTO, 2003. http://sunzi.lib.hku.hk/hkuto/record/B31967127.

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Chan, Suk-yin Irene, and 陳淑賢. "Performance appraisal system in the Hong Kong correctional services." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2003. http://hub.hku.hk/bib/B31967127.

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Books on the topic "Appraisal system"

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Tate, Lloyd A. Texas teacher appraisal system: A survival guide. Austin, Tex. (Box 1489, Austin 78767): TCTA, 1986.

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Probation system in India: An appraisal. Delhi: Manas Publications, 1986.

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Belcastro, Patricia. Evaluating library staff: A performance appraisal system. Chicago: American Library Association, 1998.

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Shirazi, Nasim Shah. System of Zakat in Pakistan: An appraisal. Islamabad: International Institute of Islamic Economics, International Islamic University, 1996.

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Hemmings, Richard. Performance appraisal: An evaluation of Cambridgeshire Libraries' system. Bradford: M.C.B.University Press, 1989.

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Office, General Accounting. Performance appraisal system for administrative, professional and support staff. [Washington, D.C.]: The Office, 1999.

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Elwood, J. Mark. Causalrelationships in medicine: A practical system for critical appraisal. Oxford: Oxford University Press, 1988.

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Tullio, Blandine Di. Peformance appraisal: Design of a system for Randox Laboratories. [s.l: The Author], 1995.

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Wyoming. Dept. of Administration and Fiscal Control. Personnel Division. State of Wyoming, performance appraisal system: Rules and regulations. [S.l.]: Morris & McDaniel, 1986.

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Office, General Accounting. Performance appraisal system for administrative, professional, and support staff. Washington, D.C. (P.O. Box 37050, Washington 20013): The Office, 1997.

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Book chapters on the topic "Appraisal system"

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Trost, Armin. "The Annual Performance Appraisal System." In Management for Professionals, 7–19. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-54235-5_2.

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Gabrielli, Laura, and Aurora Greta Ruggeri. "Optimal Design in Energy Retrofit Interventions on Building Stocks: A Decision Support System." In Appraisal and Valuation, 231–48. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-49579-4_16.

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Morano, Pierluigi, Francesco Tajani, Francesca Salvo, and Manuela De Ruggiero. "Weight Coefficients in the Appraisal System Approach." In Computational Science and Its Applications – ICCSA 2019, 3–12. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-24305-0_1.

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Tan, Charlene. "Autonomy and Accountability: The School Appraisal System." In Learning from Shanghai, 99–107. Singapore: Springer Singapore, 2012. http://dx.doi.org/10.1007/978-981-4021-87-6_9.

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Stellinga, Bart, Josta de Hoog, Arthur van Riel, and Casper de Vries. "An Appraisal of the Financial Monetary System." In Research for Policy, 83–116. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-70250-2_4.

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AbstractThis chapter assesses the financial monetary system on the basis of four characteristics: (1) its economic contribution; (2) its stability; (3) its fairness in the distribution of benefits, costs and risks; and (4) its legitimacy. Based on this analysis, we highlight key problems in the current system. Our analysis points to two underlying problems: the unbalanced and uncontrolled growth of money and debt; and a distorted balance between public and private interests.
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Chand, Anand, and Suwastika Naidu. "New Public Management Model and Performance Appraisal System." In Global Encyclopedia of Public Administration, Public Policy, and Governance, 1–13. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-319-31816-5_4031-1.

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Di Lorito, Alessia, Fernando Schmitt, Milo Frattini, Luca Mazzucchelli, and Franco Fulciniti. "Molecular Pathology of Endometrial Carcinoma: A General Appraisal." In The Yokohama System for Reporting Endometrial Cytology, 209–16. Singapore: Springer Singapore, 2022. http://dx.doi.org/10.1007/978-981-16-5011-6_15.

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Park, Yung Chul, and Charles Wyplosz. "International Monetary Reform: A Critical Appraisal of Some Proposals." In Reform of the International Monetary System, 19–40. Tokyo: Springer Japan, 2014. http://dx.doi.org/10.1007/978-4-431-55034-1_2.

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Rulon, Timothy D., and Knute A. Berstis. "Performance Appraisal of an ARGO Calibration System Using GPS." In Proceedings International Symposium on Marine Positioning, 233–42. Dordrecht: Springer Netherlands, 1987. http://dx.doi.org/10.1007/978-94-009-3885-4_20.

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Glasman, Naftaly S., and Ronald H. Heck. "Role-Based Evaluation of Principals: Developing an Appraisal System." In International Handbook of Educational Leadership and Administration, 369–94. Dordrecht: Springer Netherlands, 1996. http://dx.doi.org/10.1007/978-94-009-1573-2_13.

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Conference papers on the topic "Appraisal system"

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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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Zaiqiang, Huo. "Engineering Project Risk Appraisal Information System." In 2010 International Conference on E-Business and E-Government (ICEE). IEEE, 2010. http://dx.doi.org/10.1109/icee.2010.681.

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de Andres Calle, R., J. L. Garcia-Lapresta, Jun Liu, and L. Martinez. "Performance appraisal with heterogenous information." In 2008 3rd International Conference on Intelligent System and Knowledge Engineering (ISKE 2008). IEEE, 2008. http://dx.doi.org/10.1109/iske.2008.4731153.

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Naik, Utkarsh, Debashish Choudhury, Anagha Devade, Anagha Aher, and Vishal Badgujar. "Study on feasibility of Uniform Appraisal System." In 2020 International Conference on Emerging Trends in Information Technology and Engineering (ic-ETITE). IEEE, 2020. http://dx.doi.org/10.1109/ic-etite47903.2020.451.

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Dominic, P. D. D., Izzatdin Abdul Aziz, and K. N. Goh. "A Decision Support System for Performance Appraisal." In 2008 Fifth International Conference on Information Technology: New Generations (ITNG). IEEE, 2008. http://dx.doi.org/10.1109/itng.2008.266.

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Yin, Liang, Qingsong Li, and Yanli Hu. "Appraisal System of Public Transportation Service Quality." In Second International Conference on Transportation Engineering. Reston, VA: American Society of Civil Engineers, 2009. http://dx.doi.org/10.1061/41039(345)161.

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Sun, Xiaoying, Zhongjie Wang, Jiafeng Sun, and Jingna Tao. "Discussion on Multi-Media Teaching Quality Appraisal System." In 2009 First International Conference on Information Science and Engineering. IEEE, 2009. http://dx.doi.org/10.1109/icise.2009.507.

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Zhang Tianyu and Zhangyingpeng. "Research on network search engine performance appraisal system." In 2010 2nd International Conference on Information Science and Engineering (ICISE). IEEE, 2010. http://dx.doi.org/10.1109/icise.2010.5689359.

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Huang, Tien-Tsai. "General Model of Multiple Weights Fuzzy Appraisal System." In 2008 3rd International Conference on Innovative Computing Information and Control. IEEE, 2008. http://dx.doi.org/10.1109/icicic.2008.293.

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Kucklick, Jan-Peter. "Visual Interpretability of Image-based Real Estate Appraisal." In Hawaii International Conference on System Sciences. Hawaii International Conference on System Sciences, 2022. http://dx.doi.org/10.24251/hicss.2022.187.

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Reports on the topic "Appraisal system"

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Taylor, G. C., R. M. Procter, and R. A. Meneley. User Guide: Petroleum Resources Appraisal System Software, Prass1, Version 2.0. Natural Resources Canada/ESS/Scientific and Technical Publishing Services, 1991. http://dx.doi.org/10.4095/131700.

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Smith, Jerry, Lisa K. Crone, and Susan J. Alexander. A U.S. Forest Service special forest products appraisal system: background, methods, and assessment. Portland, OR: U.S. Department of Agriculture, Forest Service, Pacific Northwest Research Station, 2010. http://dx.doi.org/10.2737/pnw-gtr-822.

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Haynes, Richard W., Kenneth E. Skog, and Richard Aubuchon. A process to establish and use base period prices for national forest system transaction evidence timber appraisal. Madison, WI: U.S. Department of Agriculture, Forest Service, Forest Products Laboratory, 2016. http://dx.doi.org/10.2737/fpl-gtr-242.

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Garcia, Suzanne. A Description of the Systems Engineering Capability Maturity Model Appraisal Method, Version 1.0. Fort Belvoir, VA: Defense Technical Information Center, June 1995. http://dx.doi.org/10.21236/ada296788.

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Kuhn, D., C. Wells, J. Armitage, K. Cusick, and S. Garcia. A Description of the Systems Engineering Capability Maturity Model Appraisal Method Version 1.1. Fort Belvoir, VA: Defense Technical Information Center, March 1996. http://dx.doi.org/10.21236/ada310235.

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Skalski, John R., and Jose A. Perez-Comas. Design and Analysis of Salmonid Tagging Studies in the Columbia Basin, Volume XIII; Appraisal of System-Wide Survival Estimation of Snake River Yearling Chinook Salmon Released in 1997 and 1988, Using PIT-Tags Recovered from Caspian Tern and Double-Crested Cormorant Breeding Colonies on Rice Island, 1997-1998 Technical Report. Office of Scientific and Technical Information (OSTI), May 2000. http://dx.doi.org/10.2172/774833.

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Lavoie, D., N. Pinet, S. Zhang, J. Reyes, C. Jiang, O. H. Ardakani, M. M. Savard, et al. Hudson Bay, Hudson Strait, Moose River, and Foxe basins: synthesis of Geo-mapping for Energy and Minerals program activities from 2008 to 2018. Natural Resources Canada/CMSS/Information Management, 2022. http://dx.doi.org/10.4095/326090.

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As part of its Geo-mapping for Energy and Minerals program, the Geological Survey of Canada included the Hudson Bay Basin in its research portfolio with the goal of generating a modern understanding of its geological framework and a precise knowledge of its hydrocarbon systems. The Hudson Bay-Foxe Basins GEM-1 project led to the proposal of modern stratigraphic frameworks and produced extensive geochemical data on hydrocarbon source rocks as well as data on diverse burial-thermal indicators. Satellite data were acquired over the entire offshore domain in the search for evidence for active hydrocarbon systems. For the Hudson-Ungava GEM-2 project, the aim of the research activities was to better understand local and regional factors associated with the burial and exhumation histories as they pertain to regional or local hydrocarbon prospectivity. This research led to a basin-scale stratigraphic framework coupled with detailed analyses of hydrocarbon generation and the appraisal of the best potential reservoir units.
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Technical safety appraisal of the tritium systems test assembly Los Alamos National Laboratory. Office of Scientific and Technical Information (OSTI), April 1989. http://dx.doi.org/10.2172/6277314.

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Time-dependent Data System (TDDS); an interactive program to assemble, manage, and appraise input data and numerical output of flow/transport simulation models. US Geological Survey, 1996. http://dx.doi.org/10.3133/wri964143.

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