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Hamre, Andrea Katherine Marie. "A Transport Justice Evaluation of Employer-Based Transit Subsidies." Diss., Virginia Tech, 2018. http://hdl.handle.net/10919/81911.
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National statistics regarding subsidized commuting suggest that employer-based transit subsidies may be inaccessible to the vast majority of the working poor. My main purpose with this study is to increase our understanding of employer-based transit subsidies from a transport justice perspective. I apply the theory of transport justice developed by Karel Martens to evaluate whether the provision of transit subsidies varies significantly by income, and whether the subsidies are significantly associated with accessibility as measured by daily trip levels. I use worker-level data from household travel surveys for 10 of the 22 largest MPOs in the U.S., organized into 7 cases: 1) Atlanta; 2) Baltimore and Washington, DC; 3) Denver; 4) Los Angeles and San Diego; 5) New York and Newark; 6) Philadelphia; and 7) San Francisco. In each of the 7 cases, the odds of being offered a transit subsidy were significantly lower for workers in the 1st income quintile compared to workers in the 4th and 5th income quintiles, even after controlling for other relevant worker and employer characteristics. I found a lack of evidence, in most cases, that transit subsidies are significantly associated with accessibility, both in terms of daily trip levels for low-income workers and daily trip differentials between income groups. Given my finding that low-income workers are the least likely to have access to employer-based transit subsidies, policymakers may consider reform alternatives, such as commuter benefit ordinances, a refundable tax credit for commuting expenses, or alternatives such as income- and location-based subsidies for transit that may support all trip purposes. I hope this study will serve as a reference for policymakers deliberating commuter benefit reforms as well as strategies to support affordable access to opportunities for the working poor.Ph. D.
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Roussel, Magali. "L’évaluation professionnelle des salariés." Thesis, Paris 10, 2016. http://www.theses.fr/2016PA100136.
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L’évaluation des qualités professionnelles est un dispositif récent dans l’entreprise. D’abord simple pratique gestionnaire, l’évaluation professionnelle des salariés a été juridiquement consacré comme un pouvoir de l’employeur. Cette reconnaissance a en premier lieu été celle d’un instrument de rationalisation de la décision de l’employeur. Cette vision de l’évaluation l’inscrit alors dans le processus de décision de l’employeur. A ce titre, elle constitue un élément d’extériorisation de ce processus et, partant, un instrument de justification des décisions patronales. En qualité d’instrument, l’évaluation participe également à l’exercice du pouvoir de l’employeur sur l’activité du salarié. En second lieu, la consécration juridique de l’évaluation devient progressivement celle de l’évaluation comme action. Replaçant la personne au cœur du dispositif d’évaluation, tend ainsi à reconnaître les incidences de l’acte en lui-même sur l’exercice de la prestation de travail mais surtout sur la personne du salarié. Se dessine alors un droit de l’évaluation au service de l’action patronale mais également un droit de l’évaluation comme actionThe evaluation of professional qualities is a recently added process within firms. After years of having simply been a managing practice, the evaluation in workplaces of employees has now been judicially ascertained as lying within the authority of the employer. This acknowledgement was originally employed as an instrument for rationalizing the decisions made by employers. Thus, this conception of an evaluation, enshrines it within the employer’s decision-making process. As a matter of fact, it constitutes an element of exteriorization of this process, and, so to speak, an instrument of justification for decisions made by employers. Because of its intrinsic quality as an instrument, the evaluating process comes within the field of the very exercise of the employer’s power upon his/her employees. Secondly, the fact that the evaluating process has now been given legal grounding has turned it into a potent action towards the employees with all due possible consequences attached to it. Placing the individual at the core of the evaluating process aims at acknowledging the consequences of the action per se on the achievements of employees in the workplace, but also, on the employee as a person. Thus, we are now faced with a legislation pertaining to the evaluation process designed to accommodate the employer’s actions, but also, with other legislation attempting to define the evaluating process as an action in itself
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Virani, Amynah. "A statistical analysis of student and employer coop evaluation forms /." Online version of thesis, 1994. http://hdl.handle.net/1850/11857.
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Wong, Man-kit Bernard. "An evaluation study of hearing conservation measures and the effects of industrial noise in Hong Kong /." Hong Kong : University of Hong Kong, 2002. http://sunzi.lib.hku.hk/hkuto/record.jsp?B25436065.
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Hill, Dianne Rodgers. "Evaluation of formal, employer-sponsored training in the U.S, healthcare industry /." Digital version accessible at:, 1999. http://wwwlib.umi.com/cr/utexas/main.
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Hiraoka, Calvin H. "Influence of pre and post testing on return on investment calculations in training and development." Thesis, University of North Texas, 2008. https://digital.library.unt.edu/ark:/67531/metadc6097/.
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When expenses become an issue, training is often one of the first budget items to be cut. There have been a number of evaluation studies about rates of return from training interventions. Most results are based on interviewing participants about the value of the intervention and its effect on their productivity. This often results in quadruple digit return on investment indications. Decision makers who control the budget often view these kinds of results with skepticism. This study proposes a methodology to evaluate training interventions without asking participants their opinions. The process involves measuring learning through a series of pre-tests and post-tests and determining if scores on pre-tests can be used as predictors of future return on investment results. The study evaluates a series of return on investment scores using analysis of variance to determine the relationship between pre-tests and final return on investment results for each participant. Data is also collected and evaluated to determine if the financial results of the organization during the period of the training intervention could be correlated to the results of the training intervention. The results of the study suggest that the proposed methodology can be used to predict future return on investment from training interventions based on the use of pre-tests. These rates of return can be used as a method of selecting between competing training intervention proposals. It is a process that is easily understood by the key decision makers who control the allocation of financial resources. More importantly, it is a process that can maximize the value of each dollar spent on training.
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Gomez, Angela Kay. "An analysis of the evaluation practices of employer-sponsored training in the financial services industry." Texas A&M University, 2004. http://hdl.handle.net/1969.1/585.
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Instructional evaluation is essential for assessing the effectiveness of learning events. In today's economy, corporations are under great pressure to reduce expenses, and training budgets often feel the effects. The closure of in-house training programs, combined with the reduction of training budgets, could be seen as evidence of training professionals' inability to prove their worth in terms of organizational benefit. To solidify their value to an organization, training departments must assess the effectiveness of their programs and provide evidence that they are supporting the organization's goals.
The purpose of this study was to determine how employer-sponsored training is evaluated in the financial services industry by firms affiliated with DALBAR, Inc., using Kirkpatrick's four-level evaluation model as a framework. The total population for this study consisted of all financial services organizations providing education and training. The target population was limited to the financial services organizations that subscribe to the services provided by DALBAR, Inc. Affiliation with DALBAR was considered an indicator of interest in raising standards of excellence within the financial services industry. Therefore, DALBAR affiliation was believed to represent organizations whose training personnel had current knowledge of industry practices and thereby would report higher usage of evaluation than the total population of other entities. Data was collected using a modified survey instrument.
Patterns, trends, models and methods of training evaluation among these financial services organizations were examined. Finally, barriers to implementation of training evaluation were identified and explored. Recommendations for practice include increasing training department staff members' knowledge of evaluation theories and techniques, as well striving to make training evaluation a priority for the organization as a whole. Among the recommendations for future research is the execution of a qualitative study to be conducted through in-depth interviews with selected respondents to explore in greater detail the relationships between organizational characteristics and the implementation of higher levels of evaluation.
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Davenport, JoanneAndi. "A Modified Program Evaluation of Training for Employer Compliance With Health Insurance Requirements." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3343.
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A training program was established in the Midwestern United States to help employers understand compliance requirements of the health insurance industry. The purpose of this study was to conduct a modified program evaluation of the effectiveness of Pay or Play, a portion of a larger Benefit Compliance Program. The reason for the evaluation was the high percentage of remediation needed for administrators of employee health insurance following Pay or Play seminar sessions, which posed the question of program effectiveness in education of participants. This study is important because administrators of employee health insurance are responsible for understanding compliance regulations and face penalties for noncompliance. The theoretical frameworks of constructivism, andragogy, and critical thinking and the conceptual framework of responsive program evaluation were used to guide the study. Document analysis of seminar materials and interviews were conducted with a sample of 12 volunteer seminar participants needing remediation from the school administration and business. Interviews and documents were manually coded and analyzed to identify themes. Findings included lack of variety of teaching methods and training materials appropriate for adult learners, a lack of engagement in critical thinking, and a lack of active construction within their own learning. Recommendations were made for changes in the facilitation methods and presentation of materials to support more effective training for adult participants. The implications of this study for positive social change include more effective training of employers on compliance regulations, which could result in greater understanding of government regulations of the health insurance industry, fewer cancellations of insurance coverage, and more effective implementation of benefits policy.
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Lenio, James. "Investigating Employer Support as a Predictor of Online Master's Student Retention." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7551.
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Enrollment in master level programs has been increasing nationwide, particularly in online programs which tend to enroll older and more ethnically diverse students who are likely to be balancing work, finances, and family responsibilities with their educational pursuits. The challenges related to this balance has resulted in higher attrition rates and lower completion rates. In this quantitative study, the relationship between employer support and first-year retention for master's students enrolled in online programs at a for-profit university was examined. Bean and Metzner's model of nontraditional student attrition was used as the theoretical foundation. Archival data from the online institution were examined to determine the extent that 1st year retention is predicted by employer support when controlling for demographics, student background, external factors, integration/socialization, and intent to graduate. Findings from the logistic regression analysis showed 4 variables that significantly predict 1st year retention, employer support, household income, overall satisfaction, and importance of graduating from the institution. Students who received employer support were almost 2 times more likely to be retained at 1-year. Positive social change can result from having educational institutions encourage students to seek employee educational benefits. Having students seek these employer benefits may lead to higher graduation rates, higher pay, and job satisfaction for employees.
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Törnqvist, Viktor. "Register based staff turnover statistics : An evaluation of the Employer declaration at the individual level." Thesis, Örebro universitet, Handelshögskolan vid Örebro Universitet, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-91575.
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Major, Pamela Ann. "Disability management in the workplace employer handbook." CSUSB ScholarWorks, 2004. https://scholarworks.lib.csusb.edu/etd-project/2505.
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Wong, Man-kit Bernard, and 黃文傑. "An evaluation study of hearing conservation measures and the effects of industrial noise in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2002. http://hub.hku.hk/bib/B31255358.
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Van, Zyl Daniel Johannes Rossouw. "The attitudes of managers and students towards adult basic education and training : a case study of the Grindrod group." Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/51941.
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Thesis (MA)--Stellenbosch University, 2000.ENGLISH ABSTRACT: The aim of this study is to explore the effective and efficient implementation of Adult Basic Education and Training (ABET) within a specific group of companies. A central argument underlying the study is that the attitudes of managers and students who participate in these programmes play a critical role in the successful implementation of such programmes. The specific objective of the study is to identify those factors that influence managers' and students' attitudes towards ABET within the Grindrod Group. A literature review traces the origin of ABET and its historical development within other countries as well as in the South African context. The role of ABET within the context of Human Resources Development is identified and explored. The research entails a case study of the implementation of ABET within the Grindrod Group of Companies. Quantative as well as qualitative information regarding managers' and students' attitudes were obtained. The attitudes of both the managers and students at Grindrod's were identified by using structured questionnaires during 1998-1999. The questionnaire included closed as well as open questions. In-depth interviews were also conducted with a selected group of managers and students. The aim of the interviews was to facilitate a deeper understanding of managers' and students' attitude towards ABET and the variables that might influence these attitudes. In the case of students interviews were conducted with those who had dropped out of ABET programmes. ABSTRACT The aim of this study is to explore the effective and efficient implementation of Adult Basic Education and Training (ABET) within a specific group of companies. A central argument underlying the study is that the attitudes of managers and students who participate in these programmes play a critical role in the successful implementation of such programmes. The specific objective of the study is to identify those factors that influence managers' and students' attitudes towards ABET within the Grindrod Group. While the attitude of both managers and students could be described as positive, the study suggests that the following variables can be seen to influence managers' attitudes towards ABET: seniority of managers, their political orientation, their educational qualifications and the number of years that ABET has been in operation in a specific company. As far as students are concerned, the following variables seem to play a role: the length of their employment, their occupational status, the level of the ABET module that they participate in as well as their formal educational level. The problem that was most commonly cited by managers was that the ABET programme resulted in operational disruptions because the programme was run in working hours. The most regularly identified benefits included improved communication between managers and employees, improved motivation of employees and identification of development potential of employees. The vast majority of all the employees that partook in ABET stated that they believed that they had benefited from the programme. The most commonly cited benefits included being able to write, speak, read and understand English. While the study focuses on a specific group of companies within a specific industrial sector and does not allow generalisations to be made, it nevertheless attempts to lay a foundation for further research to be undertaken regarding the implementation of these programmes in different sectors of the economy.
AFRIKAANSE OPSOMMING: Die doel van hierdie studie is om ondersoek in te stel na die effektiewe en doeltreffende implementering van programme vir die Basiese Onderrig en Opleiding vir Volwassenes (ABET - Adult Basic Education and Training) binne 'n spesifieke groep van maatskappye. 'n Belangrike uitgangspunt van die studie is dat die houdings van bestuurders en studente wat aan hierdie programme deelneem 'n kritiese rol speel in die suksesvolle implementering al dan nie van sodanige programme. Die studie poog om enkele faktore wat moontlik verband hou met bestuurders en studente se houdings teenoor programme binne die Grindrod Groep te identifiseer. 'n Literatuurstudie is gedoen van die oorsprong en historiese ontwikkeling van ABET wêreldwyd sowel as in Suid-Afrika. Die rol van ABET binne die konteks van Menslike Hulpbronontwikkeling is ook geidentifiseer en ondersoek. Die navorsing behels 'n gevallestudie van die implementering van ABET binne die Grindrod Groep van Maatskappye. Kwantitatiewe sowel as kwalitatiewe inligting betreffende bestuurders en studente se houdings is bekom. Die bestuurders en studente by Grindrod se onderskeie maatskappye se houding teenoor ABET is vasgestel d.m.v. gestruktureerde vraelyste gedurende 1998-1999. Die vraelyste het beide geslote en 'oop' vrae ingesluit. Benewens die aanwending van vraelyste, is daar ook in-diepte onderhoude met 'n geselekteerde groep bestuurders en studente gevoer. Die doel van die onderhoude was om 'n beter begrip te ontwikkel betreffende bestuurders en studente se houding teenoor ABET en die faktore wat hul houding beinvloed. In die geval van studente is onderhoude gevoer met diegene wat nie die program suksesvol voltooi het nie. Terwyl die houding van bestuurders en studente in die algemeen as positief beskryf kan word, suggereer die ondersoek dat die volgende faktore bestuur se houding teenoor ABET beinvloed, naamlik, die senioriteit van bestuurders, hul politieke oriëntasie, hul opvoedkundige kwalifikasies en die aantal jare wat programme in die betrokke onderneming geimplementeer is. In die geval van studente blyk die volgende faktore 'n rol te speel: aantal jare wat studente in diens van die onderneming is, hul posisie binne die onderneming, die vlak van die module wat deur die studente gevolg word asook die vlak van skoolonderrig wat hulle oritvang het. Die mees algemene probleem wat bestuurders identifiseer is dat ABET programme operasionele onderbrekings veroorsaak omdat die program tydens werksure geimplimenteer word. Voordele wat met die program geassosieer word behels verbetering van kommunikasie tussen bestuurders en werknemers, verhoogde motivering van werknemers en die identifisering van die ontwikkelingspotensiaal van werknemers. Die oorgrote meerderheid van die studente wat deelgeneem het in die ABET program was van mening dat die program vir hulle van nut was. Die belangrikste voordeel wat deur die studente geidentifiseer is, is dat dit hulle in staat gestel het om Engels te skryf, praat, lees en verstaan. Terwyl die ondersoek fokus op 'n bepaalde groep maatskappye binne 'n bepaalde nywerheidsektor en dus nie veralgemenings toelaat nie, poog dit om 'n grondslag te lê vir verdere navorsing oor die implementering van sodanige programme in verskillende sektore van die ekonomie.
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Liu, Yiqing, and Tong Wu. "Employers’ and employees’ evaluation of the implementation of flexible working policies." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-12150.
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These years has witnessed a rapid change in staff’s working pattern. Flexible working arrangements are increasingly widespread in developed countries as well as developing countries. The adoption level of flexible working arrangements is predicted to keep increasing in the future. However, some obstacles will emerge when flexible working policies are carried out in companies. The results such as low participation of staff in flexible working arrangements may fail to live up organizations’ expectation. Accordingly, employers’ and employees’ evaluation of flexible working policies may be helpful to remove these obstacles and plays a vital role in improving the implementation of flexible working arrangements.Considering that change of the implementation of flexible working policies will have direct impacts on employers and employees, these two groups of people are chosen as respondents to investigate. The respondents of this thesis are from foreign and multinational companies in China. Since documental data on flexible working policies are quite few, the researchers have collected both qualitative and quantitative data by doing interviews and a survey. The findings of the interviewees’ opinions and the survey data show both similarities and differences between employers’ and employees’ evaluations, which may pave the way for improvement of the implementation of flexible working arrangements.The findings of this research show that the implementation of flexible working policies is affected by two categories, “the content of policies” and “the external factors influencing the implementation of policies” such as facilities provided by companies, trust and support from supervisors. Furthermore, employers and employees tend to hold similar or different opinions on the concepts included in these two categories related to their different positions in their companies. The findings of this research are regarding the current implementation of flexible working arrangements and limited types of flexible working arrangements. Other factors and improvements can be achieved in future practice.
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McCargar, Cindy L. "Development and evaluation of a train-the-trainer program for subject matter experts at Company X." Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999mccargarc.pdf.
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Vives, Claire. "L’institutionnalisation du recours aux opérateurs privés de placement au cœur des conflits de régulation du service public de l’emploi (2003-2011)." Thesis, Paris 10, 2013. http://www.theses.fr/2013PA100145/document.
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Les partenaires sociaux gestionnaires de l’assurance chômage en faisant appel à des opérateurs privés de placement ont une double ambition : accélérer le reclassement des chômeurs et étendre leurs prérogatives en matière d’aide au retour à l’emploi. L’introduction expérimentale de l’externalisation cristallise alors les conflits de régulation du service public de l’emploi entre régime paritaire, opérateur public et services du ministère. Les enjeux du service public de l’emploi se concentrent sur les évaluations dans la mesure où les acteurs ont la conviction que les résultats pourraient influer sur l’avenir de l’externalisation. L’absence de démonstration de l’efficacité supérieure des opérateurs privés n’entrave toutefois pas leur institutionnalisation. La nouvelle configuration institutionnelle issue de la fusion de l’ANPE et des Assédic en 2008 est marquée par une reprise en main par l’Etat. Toutefois, l’externalisation du placement et son institutionnalisation se poursuivent avec de nouveaux objectifs. L’opérateur public se réapproprie l’externalisation pour la mobiliser comme variable d’ajustement, signe de sa position de domination qui confine à un nouveau monopole. Cette recherche se situe au croisement de la sociologie de l’action publique, de la sociologie des relations professionnelles et de la sociologie économique. Elle montre l’introduction de formes de concurrence au cœur du service public de l’emploi. La régulation concurrentielle pour réaliser la mission de placement, loin de constituer un projet politique en soi correspond à un outil pour mettre en œuvre des conceptions différentes du service public de l’emploiSocial partners in charge of unemployment benefits follow two ambitions when outsourcing to private providers: to shorten the unemployment period for unemployed persons and to expand their prerogatives on return to employment activities. Introducing outsourcing experiments crystallises conflicts of public employment service regulation between the institution jointly managed by employee and employer representatives, the public operator and the State services.The main stakes of public employment service regulations revolve around evaluations as the stakeholders are convinced that evaluation results could have a decisive impact on the future of outsourcing.However, institutionalisation is not hampered despite the fact the claimed greater effectiveness of private providers is not demonstrated.The merge of ANPE and Unédic give birth to a new institution where the State has more power than before. Despite these changes, institutionalisation of outsourcing carries on with new objectives. The public operator reclaims outsourcing to mobilise private providers as an adjustment variable reflecting its dominant position verging on a new monopoly. This research leans on public policy analysis, industrial relations theory and economic sociology. It demonstrates the introduction of competition within public employment service. Far from being a political plan in itself, competitive regulation to achieve placement is a tool to implement different visions of public employment service
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Nkoana, Pheagane Motsime William. "Evaluation of the University of Limpopo induction programme." Thesis, University of Limpopo, 2010. http://hdl.handle.net/10386/576.
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Thesis (MBA) --University of Limpopo, 2010Every employee at any institution has to be inducted upon employment. Induction is a very important aspect of any organization to prepare the new and existing employees for the new environment or workplace. It is therefore very important for any institution to design induction programme that caters for the needs of its employees. Teaching institutions might require a different approach to induction as compared to industrial institutions. It is therefore incumbent of the institutions depending on the type of business to design their programmes to address the needs thereof. Every institution thus needs to come up with strategies to compete better both nationally and globally. University of Limpopo has very good policies on recruitment, selection, and employment. It is one of the traditional universities in South Africa, and it is based in Mankweng in the Limpopo Province of South Africa. This university faces many challenges such as staff retention. The university loses many knowledgeable employees to its competitors. Many speculations are that some of the challenges include the wellbeing of the staff members, and this starts immediately after employment and goes throughout. Induction is one of the challenges that the university is suspected of not performing adequately. This study was therefore designed to establish if the university is running a successful induction, to evaluate if this programme is effective and efficient, and assess if it meets the 21st century induction standards. The study was designed to apply the descriptive approaches, using structured questionnaires and interviews. The study population included at least 50 employees which 25 were academics and 25 non-academics. Relevant supporting departments were also sampled to participate in the study. Stratified sampling techniques were used during sampling. Both primary and secondary data was collected and analysed. Ethical guidelines set by the university were observed during the study. Relevant statistical techniques were applied to analyse the data. Findings the study suggest that very few employees were inducted. All levels of induction from the corporate, departmental, and local were not fully executed. Mentors and buddies were hardly used or only used on request by the new employees. Only a limited content of the induction was covered and this was not consistent with all employees inducted. The results of the study show that the duration of induction programme was also not consistent. In addition, the perceptions of the employees was that the university was doing poorly to induct employees. Conclusions drawn were that the university is doing poorly on induction. The programme was not consistent and effective. Very few employees were inducted on which just a brief orientation. It was however established that the CAE had a programme that was on average adequate to equip the academics for the working environment, but the same cannot be mentioned on the corporate induction.
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Ermolin, Daniil. "Marketingový audit vybrané společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2021. http://www.nusl.cz/ntk/nusl-442956.
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The master‘s thesis deals with marketing auditing of company Tungaloy Rus with a special focus on its employees’ satisfaction. The theoretical part of the thesis defines the meaning and importance of marketing audit, as well as the concept of employees’ satisfaction and modern approaches to its measurement. The analytical part of the thesis focuses on performing the marketing audit of company Tungaloy Rus and surveying the satisfaction of its employees. The proposal part of the thesis aims to making a set of recommendations based on the results of the marketing audit and the satisfaction research, which leads to improving the company's marketing activities.
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Horner, Melissa A. (Melissa Amy). "Training Evaluation: Measuring the Benefits of Training with Levels of Behavioral Change." Thesis, University of North Texas, 1993. https://digital.library.unt.edu/ark:/67531/metadc500263/.
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Employee training is designed to help ensure successful achievement of business goals. Training's expense encourages the investigation of behavioral changes. The present study evaluated behavioral changes that occurred as a result of a Business Process training course. A performance rating measure was designed to assess the behaviors addressed in the course. A group of 52 people took the training. Performance was measured using a pretest, and then posttest three months later. A control group of 52 people also responded to the performance measure twice, without training. A second control group of 52 took a posttest only. MANOVA results showed a significant difference between change scores at the .001 level, indicating that the training did change behavior. The control group posttest scores differed somewhat between the two control groups, indicating a possible pretest effect.
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Pilch, Scott Bradford. "The effects of varying types of voice on organizational justice and motivation perceptions." CSUSB ScholarWorks, 2006. https://scholarworks.lib.csusb.edu/etd-project/3013.
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The present study was designed to answer two questions. First, how do different forms of voice influence perceptions of organizational justice? Second, do organizational justice perceptions affect an individual's motivation to improve their job performance?
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Thompson, Paige D. "Differences between primary worksite health promotion program provider and program decision-maker in the measurement of success of worksite health promotion programs." Virtual Press, 1998. http://liblink.bsu.edu/uhtbin/catkey/1115424.
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This study has presented findings on the correlations of the attitudes of the health promotion program provider and the program decision-maker in measuring the success of their worksite health promotion programs. The purpose of this study was to answer the following three questions: 1) Do company decision-makers and primary program providers agree upon which evaluation methods are currently being used in their worksite health promotion program? 2) Do the company decision-makers and primary program providers rank the top five evaluation criteria in the same order of importance? and 3) In rank order, what are the top five preferred evaluation criteria of the program provider? Results indicate a strong correlation of agreement for questions 1 and 2 (0.937 and 0.951 respectively). The data suggests that primary health promotion program providers and company decision-makers share strong agreement on which evaluation criteria should measure program success. Justification of worksite health promotion requires that the program provider be accountable for the criteria on which the decision-maker bases the programs' success.Fisher Institute for Wellness
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Zboranová, Romana. "Motivace a evaluace zaměstnanců." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2016. http://www.nusl.cz/ntk/nusl-241466.
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This thesis was written on the topic motivation and evaluation of employees in the Třinec Steel Factory. The level of the motivation and evaluation of employees was investigated using internal documents and questionnaires. Based on the findings suggestions were made to improve employee motivation.
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Lee, JungHoon. "Antecedents and consequences of employee engagement: empirical study of hotel employees and managers." Diss., Kansas State University, 2012. http://hdl.handle.net/2097/13653.
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Doctor of PhilosophyDepartment of Hospitality Management and Dietetics
Chihyung Ok
Employee engagement has received a great deal of attention in the last decade in the popular business press and among consulting firms and the practitioner community. They claim employee engagement is a new human resource practice that business organizations can use in order to cope with the uncertainty of turbulent industry conditions. However, in the academic community, the concept remains new, and therefore, the concept requires rigorous seminal studies to validate it. Given that practical interest in work engagement has outstripped the currently available research evidence, fundamental questions, like how it can be increased and how and why it benefits individuals and organizations, still require answers. Therefore, this study empirically tested relationships among antecedents and consequences of employee engagement in the hotel setting. In particular, this study provided theory-based empirical evidence regarding whether employee evaluations of self (i.e., core self-evaluations) and perceptions of organizational environment (i.e., psychological climate) affect employee engagement. This study also investigated how employee engagement directly and indirectly leads to intrinsic rewards, job satisfaction, personal attachment to an organization (i.e., organizational commitment), and the leader-member exchange relationship (LMX). In accordance with the purpose and objectives of the study, 11 hypotheses were proposed based on several theories: Kahn's three psychological conditions theory, job demands-resources model, social exchange theory, and conservation of resources theory. To test the hypotheses, data were collected from 394 hotel employees and managers in the United States. The proposed relationships were examined using hierarchical multiple regression and structural equation modeling. Results of hypothesis testing showed that core self-evaluations and three components of psychological climate (managerial support for service, interdepartmental service, and team communication) positively influence employee engagement. The results also revealed that employee engagement is positively associated with all the outcome variables. This study further demonstrated that LMX mediates the relationships of employee engagement with job satisfaction and organizational commitment; job satisfaction mediates the relationships between employee engagement and organizational commitment and between LMX and organizational commitment. Given that employee engagement is an important current issue for hospitality companies, the findings should provide the hotel industry with a more complete picture of how employee engagement is associated with its antecedents and outcomes. A discussion of managerial implications is included along with theoretical implications of the findings, an evaluation of research limitations, and directions for future research.
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Snyders, Curtis. "Evaluating recruitment practices at the auditor general of South Africa." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1021189.
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This research study evaluated recruitment practices at the Auditor-General of South Africa (AGSA). The AGSA recruit highly skilled talented individuals in a country with a problem with a shortage of skills. Recruitment at the organisation is therefore an important function and key to the success of the AGSA. There is no clear indication that the AGSA, when filling vacancies, should recruit from its internal resources or recruit externally. This research looked to establish an ideal ratio between the recruitment from internal and external employees. To achieve the objectives, a literature review was conducted to determine the various combinations of recruitment. The literature was divided into talent management, internal and external recruitment, as well as succession management. The research took the form of a case study, looking at recruitment practices within the AGSA. A questionnaire was developed to gather information from employees in the AGSA, around their assessment of recruitment and their opinion on internal and external recruitment. The questionnaire was distributed online and various levels of employees within the organisation participated in responding to the questionnaire. The most recent recruitment reports were presented and analysed. Information was gathered from literature on recruitment and the AGSA employee’s by means of an online questionnaire. Recommendations were made to the AGSA taking into consideration the current practices within the organisation and the research undertaken for this dissertation.
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Juránek, Radim. "Motivace a evaluace zaměstnanců ve vybrané společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2019. http://www.nusl.cz/ntk/nusl-402139.
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The subject of the diploma thesis is the motivation, and evaluation of employees in a particular enterprise. Theoretical part is focused on the description of the theoretical knowledge, which I use in the practical part. In practical part I am going to do analysis, which I will focuse on motivation and evaluation, so I will be able to evaluate current status of company. The conclusion includes suggestions that I recommend to improve the current system of remuneration in the company.
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Wong, Yuk-king Daisy, and 黃玉琼. "An evaluation of the recruitment and selection system in Radio Television Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1986. http://hub.hku.hk/bib/B31974958.
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Sweeney, Nancy Lee. "Enhancing employee well-being : evaluation of an employee assistance program /." The Ohio State University, 1995. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487864986610121.
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Schalow, Dawn L. "Evaluating new employee orientation utilizing employee-valued criterion." Menomonie, WI : University of Wisconsin--Stout, 2007. http://www.uwstout.edu/lib/thesis/2007/2007schalowd.pdf.
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Mahloane, Katiso William. "Organisational restructuring and its impact on job satisfaction, career moblity and stress levels of employees at Lesotho Highlands Development Authority." Thesis, University of Fort Hare, 2009. http://hdl.handle.net/10353/188.
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Organisations today are in a state of ever accelerating rate of change. Globalisation of the economy, increasing competition, technological innovation as well as global competition are seen to bring about the ever-accelerating pace of change in the working environment worldwide (Christen 2005:241). For this reason, employees are challenged by changes in their careers that they never anticipated, changes which in the long-run, result in stress conditions that bring negative consequences for both employees and the organisation in their wake. This chapter will provide the background to the topic of the study and survey what other studies have revealed about it. The objectives of the study, the research questions, the research objectives over and above the necessary hypotheses will also be mentioned and to conclude, the chapter will provide the theoretical framework in support of this study.As we may be aware, we live in a world of change, where everything constantly has reformed. Organisations are also part of that big change especially in the new millennium where re-engineering, downsizing, outsourcing and restructuring have become common terms associated with many organisations. Although a number of studies have tried to determine how organisational restructuring benefits the organisation, little has been done to find out how the welfare of employees is affected by the restructuring initiatives. This study investigates the perceptions that employees have of organisational restructuring. It investigates how their job satisfaction, career mobility and their stress levels are affected by restructuring process after the restructuring process as well the stress that such employees experience due to restructuring. A survey was conducted at Lesotho Highlands Development Authority, where data was obtained from 121 respondents and statistically analysed. The findings reflect a negative association between restructuring and stress levels and career mobility. The findings show that job satisfaction was still experienced by the employees at LHDA and that most respondents see organisational restructuring as something that benefits the organisation and has little to do with the interests of the workers.
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Koszty, Simona. "Hodnocení zaměstnanců v prostředí virtuální organizace." Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-205196.
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Master´s Thesis is focused on employee evaluation systems in the environment of virtual organizations, where employees are physically working at different place and therefore it is not possible to directly evaluate their work in real time. The goal of the thesis is to improve realization of human resources activities, primarily focused on employee evaluation. Due to the topic, main method used to obtain data was qualitative research. Research is partially empirical, however the results are applicable in selected company. The result of the thesis is proposal of a new employee evaluation system for Sii and also all related documentation for its implementation.
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Bezuidenhout, Charl. "The elaboration and empirical evaluation of a partial talent management competency model." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/85737.
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Thesis (MComm)--Stellenbosch University, 2013.ENGLISH ABSTRACT: This study stems from an urgent need to understand which factors contribute to talented employees’ intention to quit, and what organisations can do to ensure the retention of such talent. Difficulties regarding the retention of talented employees have become a worldwide challenge. The retention of talented individuals has become a primary source of gaining a competitive advantage. The increased focus on talent management practices has become a wide spread phenomenon worldwide, including South Africa. History, cultural heritage, politics and the economic environment are but only a few factors that collectively now shape the nature and complexity of the South African labour market. A context, notorious and respected for its diversity and the struggles that have sprouted from it, poses formidable challenges for organisations competing in the global market. A multitude of factors, controllable and uncontrollable, contribute to increased levels of employee turnover in all sectors and organisations in South Africa. Organisations and top management can position themselves, by implementing action plans and organisational structures, to identify and coordinate such controllable factors. Strategies and processes can be implemented to address the increasing challenges regarding the retention of valuable talent. The implementation of structural talent management programmes have proven to address and overcome retention challenges. The crucial role of line management in implementing and fostering a culture of talent retention has also been proven. The foundation of a talent management competency model, for the purpose of addressing and solving this issue, has been laid down. Additional research has been done in order to reevaluate and elaborate on the existing knowledge of such a competency model. This study aims to once again re-evaluate the originally proposed model as well as any extensions that may have been developed by other researchers. The primary objective of the current study consequently was to expand on the existing model as proposed by Oehley (2007) and Smuts (2011). Factors external to the organisational environment were added to the model in order to gain a more comprehensive understanding of the complexity underlying the determinants of intention to quit. Only a subset of the hypothesised intention to quit structural model was then empirically tested. In the initial model only nine of the nineteen paths were empirically corroborated. The initial reduced model was subsequently revised by deleting various paths that were found to be statistically insignificant (p > .05) and by adding various paths suggested by the modification indices. The final model produced exact fit. Seven of the nineteen paths in the final model were not empirically corroborated. Suggestions for future research are made by introducing additional variables that could be included into a future model.
AFRIKAANSE OPSOMMING: Hierdie navorsing vind oorsprong uit die dringende behoefte om die faktore te bepaal wat talentvolle werknemers noop om te bedank en te probeer verstaan wat organisasies kan doen om die dienste van werknemers te behou. Die uitdaging om die dienste van hierdie katagorie van werknemers te behou, blyk 'n internasionale vraagstuk te wees. Die behoud van talentvolle individue in die werksplek het 'n primêre bron van kompeterende voordeel vir organisasies geword. Die toenemende fokus op talentbestuur het 'n wêreldwye fenomeen geword. Die geskiedenis, kulturele erfenis, politiek en die ekonomiese omgewing is maar net 'n paar van die faktore wat gesamentlik die kompleksiteit van die Suid-Afrikaanse arbeidsmark beïnvloed. 'n Werklikheid wat veelbesproke is, maar gerespekteer word vir sy diversiteit en die meegaande probleme wat daaruit voortspruit, bied buitengewone uitdagings vir organisasies wat moet meeding in die internasionale sakewêreld. Verskeie faktore waarvan sommige beheer kan word, maar ander nie, dra by tot die toenemende verhoging in die arbeidsomset in alle sektore en organisasies in Suid-Afrika. Organisasies en topbestuur kan hulself bemagtig deur verskeie pro-aktiewe benaderings en organisatoriese strukture in plek te stel om sodoende beheerbare situasies te kan identifiseer en koördineer. Strategieë en prosesse kan geïmplimenteer word om die toenemende hoeveelheid uitdagings met sukses aan te pak en dus die waardevolle talent van werknemers te behou. Die toepassing van strukturele talentbestuurprogramme het as sulks bewys dat dit met sukses gebruik kan word om die dienste van werknemers te behou. Die belangrike rol wat lynbestuur vervul in die toepassing en implementering van die proses om talentvolle werknemers te behou, is al deeglik bewys. Die basis van 'n talentbestuur en bevoegdheidsmodel om die probleem aan te spreek en op te los is op sigself al bewys. Addisionele navorsing is alreeds uitgevoer om die huidige model te her-evalueer en daarop uit te brei. Die huidige studie het dit ten doel om die oorspronklike model en teorieë wat vorige navorsers ontwikkel het, te her-evalueer. The primêre oogmerk van die onderhawige studie was gevolglik om op die bestaande modelle soos voorgestel deur Oehley (2007) en Smuts (2011) uit te brei. Faktore ekstern tot die organisasie is tot die model toegevoeg ten einde ‘n meer volledige begrip te ontwikkel van die kompleksiteit wat die determinante van die voorneme om te bedank onderlê. Slegs ‘n subversameling van die gehipotiseerde bedankingsvoorneme-strukturele model is vervolgens empiries getoets. In die aanvanklike model het slegs nege van die negentien bane empiriese steun ontvang. Die aanvanklike gereduseerde model is vervolgens hersien deur verskeie statisties onbeduidende (p > .05) bane te verwyder en deur ‘n aantal bane wat deur die modifikasie-indekse voorgestel is tot die model toe te voeg. Die finale model het presiese passing getoon. Sewe van die negentien bane in die finale model kon egter nie empiries bevestig word nie. Voorstelle vir verdere navorsing word gemaak deur addisionele veranderlikes voor te stel wat moontlik in ‘n toekomstige model ingesluit sou kon word.
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Blaha, Petr. "Motivace a evaluace zaměstnanců Komerční Banky, a.s." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2014. http://www.nusl.cz/ntk/nusl-224796.
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Thesis „Motivation and evaluation of employees Komerční Banka a.s.“ is focused on motivation, evaluation and remuneration of employees. The aim of thesis is to propose changes that will result in improvement of the current situation in employee motivation. The theoretical part is based on findings of the literature which is aimed at employee motivation including evaluation and remuneration of employees. Beginning of the practical part describes the company and shows analysis of current situation of motivation. Next part is devoted to empirical investigation. Recommendations based on the analysis of the current state and resulsts of the empirical investigationwere designed for the enterprise.
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Kalous, Aleš. "Motivace a evaluace zaměstnanců ve vybrané společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2018. http://www.nusl.cz/ntk/nusl-377380.
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This master thesis deals with motivation and evaluation of employees in the company Zdeněk Maixner - ANTIKOR, s.r.o. The thesis is devided into three parts. In the initial part of thesis focuses on theoretical knowledge concerning topics of motivation and evaluation of employees. The second part focuses on the analysis of the company, the current system of motivation, evaluation and compensation. The last part is dedicated to suggestions that will improve the system of motivation and evaluation of staff.
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Albertyn, Ruth Meriel. "Conceptualisation and measurement of the empowerment of workers : an educational perspective." Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/51662.
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Annexure is transcription of in-depth interviews.Dissertation (DPhil) -- Stellenbosch University, 2000.
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ENGLISH ABSTRACT: In the era of globalisation, demands for increased productivity and multiple skills present challenges to adult educators in their role of facilitating empowerment in individuals. The proposed link between productivity and empowerment has stimulated interest in the concept by management and there has to be accountability to ensure that the needs of individuals and organisations are balanced. The aim of designing a standardised measuring instrument comprised the first phase of this research. The questionnaire was compiled based on the outcomes of empowerment identified in the literature on three levels (Micro-level, Interface level and Macro-level). After exploratory testing, the summated ratings method was applied in order to reduce and standardise the questionnaire. This instrument was tested for validity and the questionnaire of 61 statements was retained for the experiment. The experiment was conducted in the second phase to measure the effects of an intervention on the empowerment of workers. The questionnaire was applied in the Pre-, Post- and Postpost- test design in eight companies in the Western Cape where the life-skills training programme FREE TO GROW was implemented. Qualitative data collected identified the outcomes of empowerment and also validated the measuring instrument. Statistical procedures applied identified the patterns of empowerment in respondents. The respondents in the experiment were mainly females and the mean age was 33.9 years. The majority were Afrikaans and most classified themselves as part of the Coloured ethnic group. The FREE TO GROW training programme succeeded in achieving the objective of empowerment because it was found that there was a statistically significant improvement in the empowerment status of workers both in the short and long term. Most of the total group was empowered on the Interface level prior to the course and on the Micro-level after the course and in the long term. The males were more empowered on the Macro-level before the course, but had increased sustained Interface-level empowerment. The females benefited most on the Micro-level directly after the course and in the long term. Before the course the Coloured group was more empowered on the Micro-level compared to the whites, but they benefited most on the Interface level directly after the course. The Coloured group and females had statistically significant higher scores on the Interface level in the long term. In terms of the patterns of empowerment, it was found that the Micro-level issues were dominant prior to the course with a greater spread of perception of the other aspects of empowerment over time. Before the course, the respondents tended to react to personal and family issues where no action was needed. They were motivated to achieve their goals and had a desire for control over aspects affecting them. Directly after the course they had a more positive view of life, a sense of personal responsibility, and an ability to cope. They were prepared to take the initiative, were more ambitious and felt confident of their abilities in the workplace. In the long term their experience of empowerment was more balanced and they felt good about themselves, were more assertive, able to think critically and more involved in issues external to themselves. The measuring instrument designed in this study measured the outcomes of empowerment on three levels and helped to identify the patterns that emerged over the course of an intervention. A standardised empowerment questionnaire can increase accountability, assist in balancing the needs of individuals and management, and can provide insights to educationalists seeking to empower adults.
AFRIKAANSE OPSOMMING:In die era van globalisering stel die vraag na verhoogde produktiwiteit en veelvuldige vaardighede groot uitdagings aan opvoedkundiges betrokke by volwassene-onderrig in hul rol as fasiliteerders van bemagtiging by individue. Die voorgestelde verb and tussen produktiwiteit en bemagtiging het bestuur se belangstelling in die konsep aangewakker en toerekenbaarheid is noodsaaklik ten einde te verseker dat die behoeftes van individue en organisasies in balans is. Die eerste fase van hierdie navorsing het die ontwerp van 'n gestandaardiseerde meetinstrument ten doel gehad. Die vraelys is saamgestel op grond van die uitkomste van bemagtiging op drie vlakke (Mikrovlak, Interpersoonlike-vlak en Makrovlak) soos in die literatuur geYdentifiseer. Na ondersoekende toetsing is die vraelys verkort en gestandaardiseer. Hierdie instrument is vir geldigheid getoets en die vraelys van 61 stellings is vir die eksperiment behou. In die tweede fase is die eksperiment uitgevoer om die uitwerking van 'n intervensie op die bemagtiging van werkers te meet. Die vraelys is in die voor- en na-toets en mi die na-toets in agt maatskappye in die Wes-Kaap toegepas waar die opleidingsprogram In lewensvaardighede, "FREE TO GROW', geYmplementeer is. Kwalitatiewe data wat ingesamel is het die resultate van bemagtiging geYdentifiseer en ook die geldigheid van die meetinstrument bekragtig. Statistiese prosedures wat toegepas is het die bemagtigingspatrone by respondente geYdentifiseer. Die respondente in die eksperiment was hoofsaaklik vroue en die gemiddelde ouderdom was 33.9 jaar. Die meeste was Afrikaanssprekend en het hulself as lede van die Kleurling etniese groep geklassifiseer. Die "FREE TO GROW' opleidingsprogram het daarin geslaag om die doelwit van bemagtiging te bereik, omdat daar op kort- en lang termyn 'n statisties beduidende verbetering in die bemagtigingstatus van werkers gevind is. Die meeste van die totale groep is voor die kursus op die Interpersoonlike-vlak bemagtig en na die kursus en op die lang termyn op die Mikrovlak. Die mans is voor die kursus meer op die Makrovlak bemagtig, maar het groter volgehoue Interpersoonlike-vlak bemagtiging getoon. Die vroue het onmiddellik na die kursus en op die lang termyn die meeste op die Mikrovlak gebaat. Voor die kursus was die Kleurlinggroep meer op die Mikrovlak bemagtig in vergelyking met die blankes, maar hulle het onmiddellik na die kursus die meeste op die Interpersoonlike-vlak gebaat. Die Kleurlinggroep en die vroue het op lang termyn statisties beduidend hoer tellings op die Interpersoonlike-vlak behaal. Wat bemagtigingpatrone betref, is bevind dat die Mikrovlak-kwessies voor die kursus oorheersend was, met 'n groter verspreiding van persepsie van die ander aspekte van bemagtiging oor tyd. Voor die kursus was die respondente geneig om op persoonlike en gesinsaangeleenthede te reageer wat geen aksies vereis het nie. Hulle was gemotiveer om hul doelwitte te bereik en het beheer verlang oor aspekte wat hulle geraak het. Onmiddellik na die kursus het hulle 'n meer positiewe uitkyk op die lewe en 'n persoonlike verantwoordelikheidsin gehad, en getoon dat hulle probleme kon hanteer. Hulle was bereid om die insiatief te neem, was meer ambisieus en het vertroue gehad in hul vermoens in die werkplek. Op die lang termyn was hul ervaring van bemagtiging meer gebalanseerd en hulle het goed gevoel oor hulself, was meer assertief, in staat tot kritiese denke en meer betrokke by aangeleenthede buite hulself. Die meetinstrument wat in hierdie studie ontwerp is, het die uitkoms van bemagtiging op drie vlakke gemeet en gehelp om die patrone wat oor die verloop van 'n intervensie na yore gekom het, te identifiseer. 'n Gestandaardiseerde bemagtigingsvraelys kan toerekenbaarheid verhoog, help om die behoeftes van individue en bestuur te balanseer, en insig bied aan opvoedkundiges wat poog om volwassenes te bemagtig.
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Rowley, Heather. "Employee ownership : evaluating the factors contributing to successful employee engagement." Thesis, University of York, 2014. http://etheses.whiterose.ac.uk/9200/.
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This interpretive study explores employee engagement in employee-owned organisations and the factors that contribute to successful employee engagement. The thesis considers; the role of employee ownership in facilitating employee engagement, what practices are understood to be most effective in securing engagement and which are most practical, obstacles to engagement and potential solutions, and how employee engagement supports and sustains ownership. Concepts from employee engagement and employee ownership literatures are brought together to explain the existence of employee engagement in employee-owned organisations. Adopting a qualitative approach to research, three employee-owned organisations formed the basis for data collection. Semi-structured interviews, focus groups, and reflective research diaries, were utilised to capture a range of experiences and perceptions. Data was analysed and presented in a narrative format with key themes identified using thematic analysis. It was found that in comparison to models of engagement such as Alfes et al. (2010), employee ownership was a key factor of engagement due to the presence of psychological ownership (Pierce et al., 1991; Van Dyne and Pierce, 2004). This factor added an additional dynamic to engagement as the meaning of work was influenced by employee ownership. However, ownership was also found to hindered engagement due to inflexibilities with ownership processes and the existence of free-riders. Family culture was present in the organisations which drove employees ownership values (Kruse et al., 2003), although it was found that this was ineffective in dealing with perceived under-performers which affected engagement. Social, affective, and intellectual engagement (Alfes et al. 2010), and vigour, dedication, and absorption Schaufeli et al. (2006) were found to be influenced by the presence of employee ownership. The study concludes that employee engagement enhances the experience of employee ownership, and employee ownership influences employee engagement. Evidence presented confirms the claims of Postlethwaite et al. (2005) and Matrix Evidence (2010) that employee ownership is influential to employee engagement.
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Kotze, F. E. (Francina Elizabeth). "An investigation into the internal structure underlying the organisational diagnostic questionnaire (ODQ)." Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/20903.
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Thesis (MA)--University of Stellenbosch, 2004.ENGLISH ABSTRACT: This study investigates the internal structure that underlies the ODQ. A structural model that explicates the nature of the causal linkages between the six main constructs comprising the ODQ was developed and tested. Data obtained from 273 employees in a chrome manufacturing plant was used. This research found that the proposed model offers a plausible account of the influences that exist between the six main constructs. The benefit of this structural model will be in the enhanced interpretation of the diagnostic results derived from the ODQ.
AFRIKAANSE OPSOMMING: Hierdie studie stel ondersoek in na die interne struktuur wat onderliggend is aan die Organisasie Diagnostiese Vraelys (ODV). ‘n Strukturele model wat die onderliggende kousale verhoudings van die ses hoofkonstrukte van die ODV blootlê, is ontwikkel en getoets. Data van 273 werknemers, verbonde aan ‘n chroom vervaardigingsaanleg, is gebruik. Die navorsing toon dat die voorgestelde model ‘n aanneemlike weergawe is van die onderliggende verhoudings wat tussen die ses hoofkonstrukte bestaan. Die voordeel van die voorgestelde model lê daarin dat dit die interpretasie van resultate, wat uit die diagnose verkry is, kan verbeter.
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Yoo, Kyung-Hae. "Expectation and evaluation of occupational health nursing services as perceived by occupational health nurses, employees and employers in the United Kingdom." Thesis, University of Ulster, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.292793.
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Craig, Michael. "A descriptive evaluation of an employee assistance programme /." Title page, table of contents and abstract only, 1997. http://web4.library.adelaide.edu.au/theses/09MPM/09mpmc886.pdf.
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Whitsitt, Danny R. "A qualitative cross-site data analysis of employee assistance programs." Thesis, Kansas State University, 1985. http://hdl.handle.net/2097/9893.
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Li, Terrence Zone. "Revalume: Configurable Employee Evaluations in the Cloud." DigitalCommons@CalPoly, 2017. https://digitalcommons.calpoly.edu/theses/1699.
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The software industry has seen a shift from annual to more frequent quarterly and even weekly employee reviews. As a result, there is a high demand for employee evaluations to be less costly and less time-consuming, while providing key insights for richer interactions between employees and their employers or managers. Tech com- panies are constantly looking for methods of producing high quality evaluations to prevent costly turnover. In an industry where software engineers are in high demand, tech companies face a challenging problem. Issues with employee evaluations typi- cally include the lack of performance transparency, unhelpful feedback, lack of metrics, lack of time, and lack of resources. This thesis addresses these challenges through the implementation of an employee evaluation tool. Revalume is a cloud-based web application that provides a stream-lined solution of creating, routing, completing, and viewing evaluation forms. Revalume allows users to use pre-existing and configurable templates, third-party APIs, and a friendly UI to ease the evaluation process. Revalume was evaluated with a longitudinal, semi-controlled study that demonstrates meaningful improvements over existing solutions.
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Sochová, Kristina. "Návrh změn systému odměňování a hodnocení zaměstnanců ve vybrané společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2015. http://www.nusl.cz/ntk/nusl-225055.
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The diploma thesis is prepared in cooperation with the company XY a.s. and it deals with the system of remuneration and employee evaluation. Through the analysis of the current situation and by means of a questionnaire, it assesses the state of the above mentioned areas within the company. Based on results of the research, recommendations regarding the system of remuneration and employee evaluation are suggested.
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Springer, Mitchell L. "Evaluation of a planning process considered as a curriculum component in the education of program managers in the defense industry." Virtual Press, 1995. http://liblink.bsu.edu/uhtbin/catkey/941573.
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The purpose of this study was to use evaluation research methods to test the effectiveness of a model for planning programs in the defense industry.One of the major reasons for deficiencies in both training and education of Program Managers is the lack of a generic Program Management Planning Process which contains essential elements of program planning and which can be modified or tailored to accommodate the specifics of a given program.This study addressed the following evaluation research questions with regard to a selected Program Management Planning Process:1. How adequate is the functional Performance Measurement Baseline, as a result of following the Program Management Planning Process of this study?2. What is the quality of the resulting Performance Measurement Baseline?3. To what extent are the efforts in creating a performance measurement baseline as defined by the Program Management Planning Process of this study perceived as justified?4. Is the methodology employed in this evaluation research study generalizable to other studies of planning processes?5. Relative to integrated linear and integrated nonlinear models of planning processes, what does this study reveal?The results indicated:1. All of the activities of the Program Management Planning Process of this study were performed and their culminating products produced.2. The Performance Measurement Baseline for the program of this study was satisfactory, but subject to short-term obsolescence and may have been created without sufficient attention being paid to potentially significant cost, schedule or technical program drivers.3. The program planning team participants did believe the Program Management Planning Process of this study added sufficient value, over alternative methodologies, to merit its continued use.4. On the whole, the methodology employed in this research study proved to be generalizable for use on other programs.5. The findings of this study support the proposition that integrated nonlinear planning models are really macro-models and integrated linear models are really micro-models, as applicable to program planning. They are not separate models, but, in fact, the integrated linear model is a subset of the higher level integrated nonlinear model.Department of Educational Leadership
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Matuška, Ladislav. "Návrh na zlepšení systému odměňování ve firmě." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2009. http://www.nusl.cz/ntk/nusl-222101.
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This Master’s thesis deals with the analysis problem of improvement combination compensation in the Firm. On the basis of findings, improvement compensation position, which should had help establish firm. The general form is of remuneration and their link to the legislative conditions. Proposal to improve the remuneration system for improvement is focused on improving performance and working staff. Great emphasis is placed on simplicity of solutions to practical applications for daily practice.
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Conner, Lane A. Guarnaccia Charles Anthony. "Evaluation of the situational judgment test." [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-3686.
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Hogue, S. Elizabeth. "The Effect of an Overall Rating Item on Halo Error in Performance Evaluations." TopSCHOLAR®, 2010. http://digitalcommons.wku.edu/theses/160.
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This study focuses on how the presence or absence of an overall rating item on a performance evaluation form affects levels of halo error and satisfaction with the form. Participants included undergraduate college students who were randomly assigned to groups receiving a form with or without an overall rating item at the beginning of the form. A satisfaction item was included on both forms. The analyses included a z-test for correlations from independent samples to determine the difference between the two evaluation forms and a t-test to determine the difference between the satisfaction scores of the two forms. The analyses indicated that the differences between the groups were not significant for levels of halo error or satisfaction.
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Štěpánková, Kateřina. "Systém hodnocení pracovníka v gastronomii." Master's thesis, Vysoká škola ekonomická v Praze, 2015. http://www.nusl.cz/ntk/nusl-205638.
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This thesis aims to analyse the system of employee evaluation at a specific company by comparing theoretical knowledge and its practical application and, after evaluating the findings, to propose an optimisation of the current system if necessary. The thesis is divided into two parts - theoretical and practical. The theoretical part uses available literature to define basic concepts in employee performance management and informs about the importance, objectives, prerequisites and criteria for a successful implementation of an employee evaluation system at a company. It also discusses commonly used methods of employee evaluation and the most frequent mistakes encountered in their application. The practical part introduces a specific company and then analyses its current employee evaluation system. This analysis has several parts - the first of them is a situational analysis, determining the current state of employee evaluation at the company, followed by an analysis of the perception of this system by the employees, both managers and executives. The third part evaluates the system's strengths and weaknesses, leading to proposed recommendations that should improve the current state of the employee evaluation system at the company.
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Ritz, Tiffany. "An Evaluation of Preference Assessment Outcomes on Employee Performance." OpenSIUC, 2014. https://opensiuc.lib.siu.edu/theses/1540.
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The need continues within the field of organizational behavior management for empirically valid and feasible interventions to assist organizations with producing desirable changes in the work behavior of employees. The present study sought to determine the utility of a procedure to identify preferred stimulus among employees and the effects of implementation of the preferred stimulus on employee performance. Baseline data was collected on the productivity of employees. Then, a preference assessment was administered to employees. The results of the preference assessment yielded a commonly preferred stimulus which was then implemented to test for an effect on employee task completion. Results indicated moderate increases in employee performance and support the use of preference assessments to identify effective reinforcers for employees.
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Perez, Alicia Carmen Marlena. "Program Evaluation of the Employee Health and Wellbeing Program." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7568.
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Health promotion and disease prevention are a focus of population health management. Without ongoing and rigorous evaluation, these programs may be in jeopardy of continuing. The purpose of this project was to conduct a descriptive population health- focused evaluation of a large-scale health system's employee health and wellbeing program. Guided by the Center for Disease Control and Prevention (CDC) framework for program evaluation in public health and National Center for Organization Development guidelines, a nurse-led evaluation was conducted using 5 specific data sets emphasizing organizational structure, employee health offerings, employee surveys, Pathway to Excellence survey, and program contributions. A descriptive analysis was applied towards interpreting the organizational structure, and identifying all contributions to employee wellness. Inferential analysis was applied to identify correlations between survey results. The findings of the evaluation were mixed. The organizational structure of the program complied with CDC wellness program guidelines; of the 97 service departments surveyed, results revealed an 83.51% improvement in engagement, disengagement, satisfaction, best places to work, and customer satisfaction. The Pathway to Excellence survey results revealed a supportive organizational structure for a culture of wellness. The program contribution analysis showed that the health system provided accessible wellness and health promotion opportunities. Positive social change may result from this evaluation as the program is reinforced and the focus on employee wellness, health promotion, and disease prevention services are continued. As a result, the lives of employees, their families, and communities might be improved.
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Hendricks, Kenrick. "Theory evaluation of the touchline media employee induction programme." Master's thesis, University of Cape Town, 2009. http://hdl.handle.net/11427/8926.
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Includes bibliographical references (leaves 39-41).This is a theory evaluation of the Touchline Media (TLM) employee induction programme. Organisations use induction training as part of the new employee welcoming process, making it one of the most common types of organisational training programmes (Klein & Weaver, 2000). Employees who have participated in structured induction programmes are 69% more likely to stay with their chosen organisation than compared to employees who did not receive a similar programme (Brodie, 2006). Ideal induction programmes with appropriate content, process, support and follow-up components have universally been shown to improve employee retention and identification. The one-day TLM induction programme is set in a media and magazine production environment that is very fast paced and deadline driven. It was constructed as a means of ensuring that the organisation's legal obligation surrounding employee induction was fulfilled by informing new employees of their specific job requirements, performance standards and company policies. There are three evaluation questions that are addressed in this evaluation: Evaluation question 1: Does the HRM's programme theory work for the recipients? In other words, are they aware that the outcome of the induction programme should be fulfilling a legal obligation? Evaluation question 2: Would the original induction programme lead, by default, to identification with the employer and staff retention? This evaluation question was included, as it was assumed that the programme activities might have unintended consequences like identification and retention. Evaluation question 3: If the original programme theory is changed (based on existing literature regarding induction programmes) would it lead to an improved design and in the end, to a more effective programme? Data was collected from programme participants using a ten item questionnaire. Questionnaire items were included by the evaluators to test three factors (Legal Obligation, Retention and Identification), with responses in a five-point Likert format. No statistically significant differences in the mean scores for Legal Obligation, Retention and Identification for the three groups of programme attendees (Group 1: New employees with first month induction attendance; Group 2: New employees with later induction attendance; Group 3: Long-serving employees with later induction attendance) were found. This is an indication that the TLM induction programme did not lead to the outcomes of Legal Obligation, Retention or Identification. The main suggestions for improvement were presented according to the four universal components that make up a well organised induction programme, namely content, support, follow-up and process (D' Aurizio, 2007).
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Sommers, Carol A. "Designing a performance evaluation system how common is a good performance evaluation model? /." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1995. http://www.kutztown.edu/library/services/remote_access.asp.
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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1995.Source: Masters Abstracts International, Volume: 45-06, page: 2962. Abstract precedes thesis as preliminary leaves [1-2]. Typescript. Includes bibliographical references (leaves 75-79).