Journal articles: 'Employer evaluation'

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Fisher, Joseph G., Laureen A. Maines, Sean A. Peffer, and Geoffrey B. Sprinkle. "An Experimental Investigation of Employer Discretion in Employee Performance Evaluation and Compensation." Accounting Review 80, no. 2 (April 1, 2005): 563–83. http://dx.doi.org/10.2308/accr.2005.80.2.563.

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

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Rikhotso, Oscar, Thabiso John Morodi, and Daniel Masilu Masekameni. "Occupational Health Hazards: Employer, Employee, and Labour Union Concerns." International Journal of Environmental Research and Public Health 18, no. 10 (May 19, 2021): 5423. http://dx.doi.org/10.3390/ijerph18105423.

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

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

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

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Kucherov, Dmitry, and Violetta Samokish. "Employer brand equity measurement." Strategic HR Review 15, no. 1 (February 8, 2016): 29–33. http://dx.doi.org/10.1108/shr-08-2015-0068.

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

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Bächmann, Ann-Christin, Martin Abraham, and Martina Huber. "When do firms evaluate further training measures?" International Journal of Manpower 40, no. 2 (May 7, 2019): 190–210. http://dx.doi.org/10.1108/ijm-06-2017-0146.

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

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Walen, Anna M. "Evaluation of a Quality Assessment Manual." AAOHN Journal 41, no. 12 (December 1993): 579–86. http://dx.doi.org/10.1177/216507999304101203.

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

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Wiemann, Meike, Nadine Meidert, and Antoinette Weibel. "“Good” and “Bad” Control in Public Administration: The Impact of Performance Evaluation Systems on Employees’ Trust in the Employer." Public Personnel Management 48, no. 3 (December 5, 2018): 283–308. http://dx.doi.org/10.1177/0091026018814560.

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

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Hana, Urbancova, Richter Petr, Kucirkova Lenka, and Jarkovska Martina. "Employer branding in the agricultural sector: making a company attractive for the potential employees." Agricultural Economics (Zemědělská ekonomika) 63, No. 5 (May 9, 2017): 217–27. http://dx.doi.org/10.17221/338/2015-agricecon.

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

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Sherman, Bruce W., and Thomas Parry. "Caveat Emptor: Employer Evaluation of Private Exchange Performance." Population Health Management 19, no. 3 (June 2016): 153–55. http://dx.doi.org/10.1089/pop.2015.0151.

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Rochev, K. V., A. V. Modanov, and G. V. Korshunov. "Personal account of the employer in the system of evaluation of the student team." Open Education 23, no. 1 (March 21, 2019): 86–94. http://dx.doi.org/10.21686/1818-4243-2019-1-86-94.

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

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Sonmez, Alperen Timucin. "Evaluation of M generation university students about employer branding." Pressacademia 3, no. 1 (June 30, 2017): 630–39. http://dx.doi.org/10.17261/pressacademia.2017.639.

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Howard, Elizabeth, Jeanne H. Hubelbank, and Phyllis S. Moore. "Employer Evaluation of Graduates: Use of the Focus Group." Nurse Educator 14, no. 5 (September 1989): 38–41. http://dx.doi.org/10.1097/00006223-198909000-00019.

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Bodner, Kenneth M., Gregory G. Bond, Partricia L. Phillips, Larry J. Bollinger, Thomas E. Lipps, and Ralph R. Cook. "Preliminary Evaluation of an Employer-Sponsored Mammography Screening Program." Journal of Occupational and Environmental Medicine 34, no. 8 (August 1992): 793–96. http://dx.doi.org/10.1097/00043764-199208000-00013.

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Lin, Hao, Hengshu Zhu, Junjie Wu, Yuan Zuo, Chen Zhu, and Hui Xiong. "Enhancing Employer Brand Evaluation with Collaborative Topic Regression Models." ACM Transactions on Information Systems 38, no. 4 (October 13, 2020): 1–33. http://dx.doi.org/10.1145/3392734.

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Supiyandi, Supiyandi, Andysah Putera Utama Siahaan, and Alfiandi Alfiandi. "Sistem Pendukung Keputusan Pemilihan Pegawai Honorer Kelurahan Babura dengan Metode MFEP." JURNAL MEDIA INFORMATIKA BUDIDARMA 4, no. 3 (July 20, 2020): 567. http://dx.doi.org/10.30865/mib.v4i3.2107.

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The employee is a person who works at the company with a predetermined time and also with a fixed salary as well. Honorary employees have fewer facilities than employees but. A company is not responsible for providing various traditional employer benefits, including taxes, social security and workers' compensation. Like a wise in the village office of Babura, each village office has a number of temporary employees to help work from the village office, including in Babura village office. This village also has several people as honorarium employees. In a certain period, employee salaries will change and will be replaced by new people. But to choose employee salaries cannot also be done easily. There are several requirements that must be met so that the prospective employee is well received. Several criteria will be taken into account in the selection process for prospective employee employees. Decision support systems are a good method of determining which employees are appropriate or not. The Multifactor Evaluation Process (MFEP) method can assist the Babura village office in determining who will be selected to be an honorarium employee at the office. By applying this method, the Babura village office will be greatly helped in assessing prospective employee salaries to be employed in the village office

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Tang, Xuyang, Mary Ann Honors, Angela R. Fertig, Simone A. French, Jean Abraham, and Lisa Harnack. "Preliminary evaluation of the Healthy Savings Program: a novel health insurance-based wellness programme to encourage healthy food purchases." Public Health Nutrition 21, no. 15 (July 6, 2018): 2875–83. http://dx.doi.org/10.1017/s1368980018001659.

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AbstractObjectiveTo examine level of participation and satisfaction with the Healthy Savings Program (HSP), a programme that provides price discounts on healthier foods.DesignFor Study 1, a survey was distributed to a random sample of adults who were invited to participate in a version of the HSP that provided a discount for the purchase of fresh produce and discounts on other healthier foods. In Study 2, interviews were conducted with a convenience sample of adults invited to participate in a version of the HSP that provided price discounts on specific products only (no fresh produce discount).SettingThe HSP is provided to all employer-based insurance plan members of a large health plan. Employers can choose to enhance the version of the HSP that their employees receive by paying for a weekly discount on fresh produce.SubjectsEmployees in employer groups that received the enhanced HSP (Study 1) and employees in an employer group (Study 2) that received the standard HSP.ResultsAmong survey respondents in Study 1, 69·3 % reported using the HSP card. Most were satisfied with the fresh produce discount and ease of use of the HSP card. Satisfaction was lower for selection of participating stores, amounts of discounts and selection of discounted products. In Study 2, barriers to the use of the HSP card cited included the limited number of participating stores and the limited selection of discounted products.ConclusionsSatisfaction with some elements of the HSP was high while other elements may need improvement to increase programme use.

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Forsström, David, Christopher Sundström, Anne H. Berman, and Kristina Sundqvist. "Internet-Delivered Cognitive Behavioral Therapy for Problematic Alcohol Use in a Workplace Setting: Protocol for Quantitative and Qualitative Evaluation of Feasibility and Outcomes." JMIR Research Protocols 9, no. 7 (July 15, 2020): e18693. http://dx.doi.org/10.2196/18693.

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Background Internet-based cognitive behavioral therapy (ICBT) for mental health issues has been successfully implemented in routine health care settings, and research indicates that ICBT can also be applied to decrease problematic alcohol use in workplace settings. However, studies investigating the feasibility of implementing ICBT in a workplace setting have been lacking. Objective The current study aims to investigate the feasibility of delivering ICBT for problematic alcohol use within an employee assistance program (EAP). Methods The study has a quantitative naturalistic design, quantitively comparing ICBT and face-to-face treatment, and allowing for qualitative interviews with employees and employers. Recruitment of participants follows a five-session in-person psychological assessment at an EAP regarding an employee’s presumed problematic alcohol consumption. All assessed employees referred to ICBT or face-to-face treatment will be offered participation in the study. Interviews will be held with employees and their employer representatives following ICBT to elucidate both stakeholders’ experience and perception of ICBT and its context. Outcome comparisons between ICBT and face-to-face treatment will be assessed quantitatively using a Reliable Change Index and analysis of variance. Thematic analysis and Grounded Theory will be used to analyze the interview material. Results The study is set to begin in April 2020 and to end in September 2021. The aim is to recruit up to 150 participants to the quantitative part of the study and 45 participants (15 employees and 30 employer representatives) to the qualitative part of the study. Conclusions The current study will provide knowledge that is lacking and urgently needed on how to implement ICBT for problematic alcohol use in a workplace setting. International Registered Report Identifier (IRRID) PRR1-10.2196/18693

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Zheng, Zhiyuan, Xuesong Han, Matthew P. Banegas, Jingxuan Zhao, Ashish Rai, Reginald Tucker-Seeley, Ahmedin Jemal, and K. Robin Yabroff. "Employer provided health benefits among cancer survivors in the United States." Journal of Clinical Oncology 37, no. 27_suppl (September 20, 2019): 155. http://dx.doi.org/10.1200/jco.2019.37.27_suppl.155.

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155 Background: Nearly 40% of cancer survivors are of working age in the U.S. Access to high quality diagnosis, treatment, and survivorship care requires both health insurance coverage and sick leave, key components of employer health benefits. This study examines work limitations, paid sick leave, and employer offered health insurance among cancer survivors. Methods: We used the National Health Interview Survey (2001-2017) to identify cancer survivors aged 18-64 years. Work limitations were asked among all cancer survivors regardless of work status (n = 15,247), and categorized into unable to work, limited in type/amount of work, and not limited at all. Paid sick leave and employer offered health insurance offered were asked of cancer survivors who were working in the last week (n = 8741). We used generalized ordinal logistic regressions to examine work limitation and employer health benefits among cancer survivors, controlling for demographic characteristics, time since cancer diagnosis, number of cancer diagnoses, income, and comorbidities. Stratified analyses by type of workplace (private sector, federal/state/local government, and self-employed), and hours worked per week (full time with 35+ hours per week vs part time < 35 hours per week) was conducted. Results: Among cancer survivors aged 18-64 years, 10.7% and 5.3% reported unable to work at all and limited in types/amounts of work, respectively; 57.7% and 67.6% of those working in the last week received paid sick leave and employer offered health insurance, respectively. In stratified analyses, government jobs were associated with the highest paid sick leave and employer insurance (85.7% and 85.6%, respectively), followed by private sector (58.3% and 70.7%, respectively), and self-employed (8.3% and 15.7%), respectively. Moreover, full time jobs had higher paid sick leave (65.2% and 21.9%, respectively) and employer insurance (75.7% and 29.1%, respectively) then part time jobs. Conclusions: Cancer survivors experience work limitations and many working cancer survivors do not receive paid sick leave or health insurance from their employers. Evaluation of the effects of employer-based health benefits on survivorship care and outcomes will be important for future research.

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Rokjane, Baiba, and Vija Dislere. "OUTPLACEMENT MODEL FOR EMPLOYEES CAREER DEVELOPMENT PROMOTION." SOCIETY. INTEGRATION. EDUCATION. Proceedings of the International Scientific Conference 5 (May 20, 2020): 253. http://dx.doi.org/10.17770/sie2020vol5.4843.

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This article addresses the problem of providing career guidance to professionals who are expected to be made redundant. The aim of this thesis is to develop and to do expert-evaluation of the Outplacement Model for Employees Career Promotion (hereinafter referred to as “Model”). The study was developed in the Latvia University of Agriculture, the Institute of Education and Home Economics within the Master study programme Career Counsellor. An expert evaluation of the Model was carried out with the participation of 5 experts in the field of career counselling and personnel management. In general, expert assessments of the overall Model rating (7-9 points) are close to the maximum possible rating (10 points). The provision of Outplacement services in Latvia has a wide range of benefits to the employee, employer and society as a whole. The developed Model will help employees to become more aware of their abilities and return to the labour market soon, after leaving their previous job. The Model can be used by career guidance providers for organizations and employers, career counsellors, and companies providing outplacement services.

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Zhylinska, Oksana, Svitlana Firsova, Tetiana Bilorus, and Herman Aksom. "Employer brand management: methodological aspects." Marketing and Management of Innovations, no. 1 (2021): 158–69. http://dx.doi.org/10.21272/mmi.2021.1-12.

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The paper aims to develop applied aspects of the methodological support of a reasonable selection of the company responsible for the formation and promotion of the employer brand using the tools of multicriteria analysis and evaluation of the functionality of outsourcing companies based on the criteria that determine their competitive advantage. Consequently, the need to attract external resources to manage the employer brand has been substantiated. The authors schematized the decision-making process on a reasonable selection of outsourcing companies. The system of the criteria for the implementation of such a choice, which includes the requirements for both the outsourcing company and the future project: the rate of successful previous projects, the rate of customer satisfaction, the experience of work in Ukraine, the average cost of project development services, project development duration, the comprehensiveness of the developed recommendations for the employer brand promotion, project duration, project flexibility, the complexity level of project implementation, average monthly expenditures during the project period has been formed. Moreover, the paper systematizes the main metrics of outsourcing companies' projects on the employer brand formation and promotion, which include: a range of services for attracting, selecting, retaining, developing and evaluating staff; competitor analysis, HR-advertising, HR-marketing, systems of search engine management, leadership development programs, adaptation programs; differentiation of those organizational metrics that distinguish the customer company as an employer from the nearest competitors and separation of competitive advantages of the customer, values and the emotional component of the brand; development of its unique brand identification system – corporate style, brand book, etc.; formation of the key employer branding metrics: Employer Value Proposition (EVP), Employer Brand Personality, Employer Brand Positioning; insight formation - deep understanding of the relationship between the brand and the target audience, positioning and repositioning the employer brand on the labour market. The outsourcing company's direct selection is proposed to be based on multicriteria optimization, particularly using the analytical hierarchy methods (Saati, T.) to determine the weight coefficients of criteria and VIKOR to construct the resulting indicator. Thus, the method application result is to make justified ratings of outsourcing companies, which will allow customer companies to choose the best alternatives on the market of outsourcing services.

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DeSensi, Joy T., Dennie R. Kelley, Mary Dale Blanton, and Patricia A. Beitel. "Sport Management Curricular Evaluation and Needs Assessment: A Multifaceted Approach." Journal of Sport Management 4, no. 1 (January 1990): 31–58. http://dx.doi.org/10.1123/jsm.4.1.31.

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This study specifically determined (a) employer expectations of sport managers, (b) employer evaluation of educational sport management programs and curricula, (c) college/university faculty/student evaluation of components of existing sport management programs, and (d) the interrelationships among these groups. The results of this study identified the commonalities within and between business/agency groups and college/university faculty and students. Results of the business/agency needs assessment indicated major differences across settings for academic/experiential requirements, employment needs, workload distributions, and job evaluation criteria. Evaluation of the commonalities/ differences provide indication for curricular planning. Also, differences were apparent between the curricular evaluations of the college/university faculty and business/agency personnel, suggesting the need to evaluate curricular content and determine where changes should/should not be made. There is support for the theoretical conjecture that one concentration will not meet the needs of personnel for all business/agency settings.

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Stofkova, Zuzana, and Viera Sukalova. "Sustainable Development of Human Resources in Globalization Period." Sustainability 12, no. 18 (September 17, 2020): 7681. http://dx.doi.org/10.3390/su12187681.

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The article deals with human resource management, its theoretical principles, and its use in practice in the era of globalization. The main goal of this paper is to analyze and describe human resource management focused on the process of human resource development and education. The article shows how the principles are applied in a selected Information-Communication Technologies (ICT) company in Slovakia as an attractive employer who is interested in satisfaction, education, and growth of its employees, thus employer branding. The data was collected through a questionnaire survey with employees in the selected company. Secondary data from corporate sources were used, too. The aim of the survey was to point out the human resources management in a selected company and to examine the perception of the impact of employees development on their performance and to design effective approaches to personnel development in a selected company with an impact on employee performance. The aim of the survey was to find out whether there was a dependence between the subjectively perceived performance of the employees and individual aspects, which are the completion of technical training programs, individual evaluation of the employee, relocation of the employee, and the number of completed training activities. A questionnaire survey was used to achieve this goal.

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Lagerberg, Brian. "Washington State's Commute Trip Reduction Program: Phase 1: Assessment and Implications for Program Design." Transportation Research Record: Journal of the Transportation Research Board 1598, no. 1 (January 1997): 36–42. http://dx.doi.org/10.3141/1598-06.

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The commute trip reduction (CTR) program is an employer-based regional transportation demand management (TDM) effort initiated in Washington State in 1991. Through the CTR law, major employers in the nine largest counties are required to develop and implement TDM programs for their employees. As a result of the law, nearly 900 employers have developed programs affecting over 460,000 employees. The CTR statute requires an evaluation and periodic reports to the state legislature. The first formal report on the program's design and implementation was presented to the legislature in December 1995, thus ending the first phase of the program. To date, employers have fully developed and implemented their work-site programs, surveyed for their base year single-occupant vehicle and vehicle miles traveled rates, and completed their first measurement survey, and are assessing their ability to achieve the 1997 and 1999 CTR goals. As employers begin Phase 2 of the CTR program, they are raising concerns about some of the barriers they face in implementing the program. The effect of the CTR program on employers is considered, some of the lessons learned during Phase 1 are outlined, and how to translate these lessons into program improvements for CTR or other employer-based TDM programs is discussed.

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Liu, Xiao-xiao, Joshua Keller, and Ying-yi Hong. "Hiring of Personal Ties: A Cultural Consensus Analysis of China and the United States." Management and Organization Review 11, no. 1 (March 2015): 145–69. http://dx.doi.org/10.1017/mor.2015.1.

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ABSTRACTAlthough employees react negatively when employers hire individuals with whom the employers have personal ties, the practice is prevalent worldwide. One factor contributing to the discrepancy between reactions to the practice may be differences in cultural beliefs and institutions regarding perceptions about hiring decisions. To examine cross-national differences in perceptions about hiring personal ties, we conducted a consensus analysis on the perceived fairness, profitability, and overall evaluation of hiring decisions in China and the United States. We find cross-national differences in consensus levels as to whether people believe it is fair or unfair to hire moderately qualified candidates with employer ties (kinships or close friends with the employer) and whether people positively or negatively evaluate the hiring of unqualified candidates with stakeholder ties (ties to business associates or government officials). We also find contrasting areas of consensus about whether hiring unqualified candidates with stakeholder ties is profitable. Implications for research on cultural comparisons of perceptions of hiring practices and guanxi are discussed.

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Behrens, Timothy K., Lorie Domina, and Gena M. Fletcher. "Evaluation of an Employer-Sponsored Pedometer-Based Physical Activity Program." Perceptual and Motor Skills 105, no. 3 (December 2007): 968–76. http://dx.doi.org/10.2466/pms.105.3.968-976.

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BEHRENS, TIMOTHY K. "EVALUATION OF AN EMPLOYER-SPONSORED PEDOMETER-BASED PHYSICAL ACTIVITY PROGRAM." Perceptual and Motor Skills 105, no. 7 (2007): 968. http://dx.doi.org/10.2466/pms.105.7.968-976.

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Rojjanasrirat, Wilaiporn, Karen A. Wambach, Valmi D. Sousa, and Byron J. Gajewski. "Psychometric Evaluation of the Employer Support for Breastfeeding Questionnaire (ESBQ)." Journal of Human Lactation 26, no. 3 (August 2010): 286–96. http://dx.doi.org/10.1177/0890334410365066.

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ROBINSON, ROBERT K., GERALYN MCCLURE FRANKLIN, and WALTER D. DAVIS. "THE SLAP-IN-THE-FACE STANDARD AND EMPLOYER PRETEXT: PLACING LIMITS ON COURT EVALUATION OF EMPLOYEE QUALIFICATIONS." Journal of Individual Employment Rights 11, no. 2 (April 1, 2004): 141–50. http://dx.doi.org/10.2190/p7tv-u7bm-dwaw-nva6.

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Beauregard, T. Alexandra, and Karin A. King. "“Bring in your parents day”: building inclusion and engagement through a cross-generational family-friendly workplace initiative." Strategic HR Review 19, no. 1 (November 27, 2019): 15–21. http://dx.doi.org/10.1108/shr-07-2019-0058.

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Purpose Employer-sponsored family-friendly events are designed to boost engagement and encourage retention by building family members’ identification with the organization. These events are usually targeted at employees with dependent children, but LinkedIn’s more inclusive “Bring in Your Parents” (BIYP) initiative aims to introduce employees’ parents to the daily work of their adult children. This study evaluates the impact of BIYP on the attitudes and behavioral intentions of participating employees and their parents. Design/methodology/approach Repeated-measures surveys were conducted among participating employees and parents in six organizations in six countries (UK, Ireland, France, Brazil, Mexico and Colombia). These were followed by in-person interviews with participating employees (UK) and phone interviews with HR managers (Brazil, Canada, France, Spain, UK and USA). Findings Participation in BIYP increases employee engagement and parents’ instrumental and affective support for their children and for their children’s employers. Hosting BIYP is perceived to enhance corporate reputation among both internal and external stakeholders. Practical implications BIYP serves the dual function of building employee engagement and creating new parental brand ambassadors for participating organizations. BIYP can be an effective tool for employers to engage members of staff not traditionally included in organizational family-friendly events and may be particularly useful for firms with a high proportion of younger workers in tech-savvy jobs. Originality/value This evaluation of a new workplace initiative demonstrates measurable effects on important employee attitudes and behavioral intentions.

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White, Susan, and Karen Hallows. "INFINITI HR – professional employer organizations." CASE Journal 17, no. 1 (March 4, 2021): 79–116. http://dx.doi.org/10.1108/tcj-09-2019-0088.

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Theoretical basis Students need to know basic capital budgeting techniques to value INFINITI and its competitors. Issues include how to: handle taxes in a discounted cash flow analysis when valuing an S Corp. where incentives depend on current (known) and future (unknown) tax provisions; value a firm using comparable multiples analysis and transactions data; assess the costs and benefits of acquiring a firm versus being acquired; and analyze an industry and perform a ratio and financial statement analysis. Research methodology The case information was obtained through interviews with co-founder Mark Schwaiger. In addition, the authors researched industry and comparable company data, along with current events relating to the professional employer organization (PEO). Financial data was obtained from the owners and competitor data was obtained from Thomson One and Bloomberg. Case overview/synopsis INFINITI HR was a PEO providing comprehensive human resources to their clients. Co-founders Scott Smrkovski and Mark Schwaiger were at a crossroads at the end of 2015 trying to determine the best course of action to take with their company to grow and prosper. One option was for INFINITI to be acquired by a larger company and the second option was for INFINITI acquire a smaller company. In this case, students have the opportunity to do a financial analysis and evaluation of INFINITI and its competitors to determine which option is the best. Complexity academic level This case is intended for an advanced undergraduate or an MBA corporate finance class.

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Масалова, Юлия, Yulia Masalova, Виктория Шикина, and Victoria Shikina. "Employer Brand of a Modern Organization." Bulletin of Kemerovo State University. Series: Political, Sociological and Economic sciences 2019, no. 1 (April 18, 2019): 113–21. http://dx.doi.org/10.21603/2500-3372-2019-4-1-113-121.

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The study features the phenomenon of employer brand and its role in the management system of a modern organization. The methods involved polling and data analysis of information presented on the websites of the trade organizations in question. The article presents some results of the research of the employer brand of a trade organization in the conditions of competition for human resources and in connection with the changing requirements to their qualitative characteristics. In the case of the trade organization under consideration, the workers demonstrated loyalty, since the reputation and reputation of the company on the market was important for them. It was revealed that dissatisfaction with wages does not always lead to a change of job, although it is an important reason for discontent. Trade organizations should evaluate their brand through a system of internal and external indicators. The brand evaluation should be performed in comparison with the main competitors. The results of the study can be useful for human resources management.

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Hougland, James G. "Employer Satisfaction with Program Completers: Challenges of Contact and Interpretation." Journal of Applied Social Science 2, no. 1 (March 2008): 1–12. http://dx.doi.org/10.1177/193672440800200101.

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Evaluations of educational programs' success often benefit from feedback supplied by the employers of students who have completed the program, but attempts to contact employers may be marred by coverage error. Moreover, the formulation of goals against which a program's success can be evaluated may be problematic. This paper explores an evaluation of an initiative to enhance instruction and capabilities regarding information technology in view of these problems. Experience with the project led to the conclusions that plans for a census or probability-based sampling sometimes must be revised in the course of an ongoing study and that official goals must be developed with caution. In view of such difficulties, designing studies in which errors are nonproblematic or can be measured with precision may represent an unattainable outcome. Even so, studies that can make constructive contributions to ongoing decision-making may still be viewed as qualified but meaningful successes.

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Perry, Ronald W., and N. Joseph Cayer. "Public sector employer evaluation of health plans in the United States." International Journal of Health Planning and Management 13, no. 4 (October 1998): 259–75. http://dx.doi.org/10.1002/(sici)1099-1751(199810/12)13:4<259::aid-hpm522>3.0.co;2-w.

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Bialkova, Svetlana, and Emiel Ros. "Enhancing Employer Branding via High-Tech Platforms: VR and Digital, What Works Better and How?" management revue 32, no. 2 (2021): 128–45. http://dx.doi.org/10.5771/0935-9915-2021-2-128.

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A growing concern for the future of organisations in the age of digital transformation challenges the existing theories and calls for new exploration. The current paper addresses this challenge looking at how virtual reality (VR), the most recently emerging technology could be best used to enhance employer branding. In particular, we asked potential job seekers to experience either a VR platform, online digital video, or both platforms combined to promote the employer. VR experience (i.e. naturalness, presence, engagement, liking) and employer evaluation (i.e. familiarity, image, reputation, perspectives, attractiveness) were addressed as dependent variables. The results are clear in showing that experience was evaluated and liked better when both, VR and digital video were presented, in comparison to a single platform experience. Employer image, reputation, and attractiveness were also higher when both VR and digital video were presented (than a single platform). The augmented employer evaluation further increased the intention to pursue a job with the employer. These results suggest that appropriate combination of VR and digital platforms could extend experiences, and thus, enhance the employer branding and job pursuit. Current outcomes could be directly implemented by managers to reshape not just the employer branding, but the future of organisations by implementing high tech VR platforms.

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Lander, Gerald H., Alan Reinstein, and Augustin K. Fosu. "An Evaluation Of Agency Theory Influence In Pension Accounting." Journal of Applied Business Research (JABR) 8, no. 1 (October 18, 2011): 13. http://dx.doi.org/10.19030/jabr.v8i1.6178.

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The Financial Accounting Standard Board Standard No. 87 supersedes all other methods of accounting for pensions. However, many accountants think that this statement will also be superseded eventually since it contains several theoretical inconsistencies. The purpose of this article is first to apply agency theory to the determination of pension benefits, in order to show that pension costs represent a sharing of future cost savings in the employee-employer relationship. Some implications of the derived model are then applied to the provisions of SFAS No. 87. This model can thus be used to develop a consistent economic theory for pension accounting.

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Kelley, Craig A., and Ralph M. Gaedeke. "Student and Employer Evaluation of Hiring Criteria for Entry-Level Marketing Positions." Journal of Marketing Education 12, no. 3 (December 1990): 64–71. http://dx.doi.org/10.1177/027347539001200309.

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Ibrahim Gamer Eldeen, Asma, Rabab Ali Abumalloh, Remya P George, and Danah A Aldossary. "Evaluation of Graduate Students Employability from Employer Perspective: Review of the Literature." International Journal of Engineering & Technology 7, no. 2.29 (May 22, 2018): 961. http://dx.doi.org/10.14419/ijet.v7i2.29.14291.

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Graduate employability is a critical issue in Higher Education. Employers are expecting not only the subject knowledge from the students to compete with the current industry demands, but also additional skills to face corporate battles and challenges. The aim of this research is to identify the skills demanded by the employers and to incorporate them in the learning outcomes of higher education. This research aims to review and analyses all the papers published from 2010 until now regarding the evaluation of graduate students from employers’ perspectives. This subject has been rarely touched in literature and needs more focus regarding to its importance for both education institutions and employers. Papers were collected from different databases and carefully analyzed by the authors. Different classification methods were done. The results were analyzed. The results indicate that there is a gap between the learning outcome and the employability skills.

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Ertl, Hubert, and Cathleen Stasz. "Employing an ‘employer‐led’ design? An evaluation of the development of Diplomas." Journal of Education and Work 23, no. 4 (September 2010): 301–17. http://dx.doi.org/10.1080/13639080.2010.509099.

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Ready, A. E., M. J. Mahon, D. Bailis, and L. Shea. "EVALUATION OF A ONE-YEAR EMPLOYER SUPPORTED MEMBERSHIP IN A WELLNESS FACILITY." Medicine & Science in Sports & Exercise 31, Supplement (May 1999): S376. http://dx.doi.org/10.1097/00005768-199905001-01918.

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Grimani, Aikaterini, Gunnar Bergström, Martha Isabel Riaño Casallas, Emmanuel Aboagye, Irene Jensen, and Malin Lohela-Karlsson. "Economic Evaluation of Occupational Safety and Health Interventions From the Employer Perspective." Journal of Occupational and Environmental Medicine 60, no. 2 (February 2018): 147–66. http://dx.doi.org/10.1097/jom.0000000000001224.

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Engelberg, Alan. "Employability." Guides Newsletter 2, no. 6 (November 1, 1997): 1–2. http://dx.doi.org/10.1001/amaguidesnewsletters.1997.novdec01.

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Abstract The AMA Guides to the Evaluation of Permanent Impairment (AMA Guides), Fourth Edition, provides useful definitions of employability, employability determination, and medical determinations related to employability. As the AMA Guides notes, and the term medical determination related to employability has supplanted the use of employability. Clearly, factors unrelated to health status affect both employability and its determination, but the physician's role is limited to providing useful medical information, culminating in a statement of risk to the employer. The physician's purview never includes a determination of employability, nor does it justify an opinion that an individual is or is not employable. Managers in human resources departments can clarify the basic principles of equal employment opportunity and thereby minimize the risk of intentional or inadvertent discriminatory actions. Disability evaluation covers the interplay of the injured employee, the human resources function, and the health care providers. When a worker's health status is a factor, the physician's assistance in helping an employer determine employability is crucial, but physicians must never voluntarily state that a person is or is not employable. Physicians can assist an employer in determining if a medical condition precludes travel to work, being at work for a specified time, and assignment of appropriate tasks with or without reasonable accommodation.

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Zpěvák, Aleš, Martin Kohout, Jiří Víšek, and Zdeněk Fiala. "The Importance of Personnel Evaluation Activities of the Armed Forces — Evaluation Methods, Taking Into Account Certain Aspects of Czech Private Law." Internal Security 8, no. 2 (December 31, 2016): 7–18. http://dx.doi.org/10.5604/01.3001.0010.2267.

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The evaluation of employees is currently one of the fundamental managerial tasks of each employer. The assessment of employees is used for documentation and recapitulation of the employee’s job performance, which is associated with particular tasks. This can be a very important tool for the management of an organisation and the method of evaluation of the performance of its own employees. The Czech Republic is facing some difficulties when recruiting policemen and policewomen. This is mainly due to the lengthy process of recruitment and examination, which takes place before the actual hiring. In addition, the candidates must pass tests in the field of mental endurance, physical fitness etc. There is a similar situation to be observed at the Ministry of Defence of the Czech Republic, where they want to recruit 8,000 personnel but do not have enough potential candidates. This will become a serious issue for the personnel department of the Czech Ministry of Defence, especially if President Donald Trump decides to reduce the number of US troops. The innovative element of this scientific article is that the whole issue is brought together with the various laws and regulations of the Civil Code of the Czech Republic, which is compared with the Labour Code and also applied to members of the armed security forces. The object of this article is to highlight the need and importance of effective evaluationof candidates in connection with various methods of employee evaluation in the context of the Czech Civil Code and Labour Code. The article describes the fundamentals of the evaluation process.

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Pató Gáborné Szűcs, Beáta, and Fanni Kiss. "Supplier Evaluation Schemes in Case of Different Research Frameworks." International Journal of Engineering and Management Sciences 5, no. 1 (April 14, 2020): 617–24. http://dx.doi.org/10.21791/ijems.2020.1.50.

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Performance evaluation is not only important in employer and employee relationships, but also in partnerships between a supply chain’s members. In order to satisfy customers’ needs according to the 7 Rights of logistics, all members of the given chain have to perform properly. To ensure the best performance, supplier evaluation can act as a starting point. Besides continous feedback, supplier evaluation plays an important role in performance development of suppliers. The aim of our research is to develop and introduce innovative supplier evaluation models, which include the advantages of traditional and electronic supplier evaluation forms. In addition to this, these models are visualised, making it easier to understand expectations and information. In this study, the aim is to present two different models the PaTeNt©- SESC (Pató Tetrahedrons of interNational Theory - Supplier Evaluation of Supply Chain) and the Douple Evaluation Platform, based on previous research.

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Roessler, Richard T. "Job Retention Services for Employees with Spinal Cord Injuries: A Critical Need in Vocational Rehabilitation." Journal of Applied Rehabilitation Counseling 32, no. 1 (March 1, 2001): 3–9. http://dx.doi.org/10.1891/0047-2220.32.1.3.

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Provision of job retention services is a critical need in vocational rehabilitation. With on-the-job check-ups from rehabilitation professionals, individuals with severe disabilities such as spinal cord injuries can experience improved job retention rates and decrease the risk of lapsing into the sick role. Provided by a career development specialist, job retention services include such steps as early identification of workers at risk, specification of barriers and accommodations, employee preparation to initiate the accommodation request and counter employer resistance, and evaluation of the utility of the accommodation plan. A rationale for such career services and further information on the steps involved is presented with particular focus on the needs of employees with spinal cord injuries.

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Rockoff, Jonah E., Douglas O. Staiger, Thomas J. Kane, and Eric S. Taylor. "Information and Employee Evaluation: Evidence from a Randomized Intervention in Public Schools." American Economic Review 102, no. 7 (December 1, 2012): 3184–213. http://dx.doi.org/10.1257/aer.102.7.3184.

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We examine how employers learn about worker productivity in a randomized pilot experiment which provided objective estimates of teacher performance to school principals. We test several hypotheses that support a simple Bayesian learning model with imperfect information. First, the correlation between performance estimates and prior beliefs rises with more precise objective estimates and more precise subjective priors. Second, new information exerts greater influence on posterior beliefs when it is more precise and when priors are less precise. Employer learning affects job separation and productivity in schools, increasing turnover for teachers with low performance estimates and producing small test score improvements. (JEL D83, I21, J24, J45)

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Vasquez Trespalacios, Elsa Maria, and Carolina Aranda Beltran. "Fair organizations: is it possible to build them?" Visión de Futuro, no. 24, No 2 (Julio - Diciembre) (July 1, 2020): 184–93. http://dx.doi.org/10.36995/j.visiondefuturo.2020.24.02.005.en.

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The well-being of workers and the productivity of companies have been subjects of great interest in the scientific literature and in the daily life of organizations. Organizational justice is one of the factors that contributes to achieving these results. Theories that attempt to explain the effects of a perception of justice at work emphasize the relationship of reciprocity that must exist between the employee and the employer. The perception that the employer acts fairly gives rise to feelings of trust, commitment and loyalty to the employer, which has an impact on better job performance and positive attitudes in the workplace. Each of the procedures carried out in the work environment, such as the selection of personnel, performance evaluation, conflict resolution, distribution of rewards and layoffs, are at high risk of generating perceptions of injustice due to the parties involved, this is why they must be rethought in the light of the dimensions of organizational justice. The objective then is to know how the concept of justice can be applied in the most important procedures at the organizational level.

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Moses, Leah Goldstein. "Growing and Nurturing Your Evaluation Business When Your Independent Consultancy Becomes an Employer." New Directions for Evaluation 2019, no. 164 (December 2019): 115–26. http://dx.doi.org/10.1002/ev.20381.

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Hanly, Paul, Alison Pearce, and Linda Sharp. "Cancer and productivity loss in the Irish economy: an employer’s perspective." Irish Journal of Management 36, no. 1 (June 30, 2017): 5–20. http://dx.doi.org/10.1515/ijm-2017-0003.

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Abstract The extant literature suggests that cancer-related premature mortality costs have increased over time and are projected to increase further. Previous studies have generally employed a societal rather than an employer-based costing framework. A question therefore remains over the magnitude of productivity costs associated with premature death from cancer from an employer perspective. The objective of this study was to measure the productivity costs associated with cancer-related premature mortality in Ireland using the employer-focussed friction-cost approach (FCA). This entailed the application of an involuntary turnover costing framework rarely used in the management literature and represents the first estimate of its kind in Ireland. The all-cancer premature mortality cost was valued at €14.3 million in 2009. We modelled the sensitivity of our costs to changes in underlying labour market conditions and to ‘multiplier effects’ which represent recent advances in the FCA. We advocate that future studies should concentrate on combining elements of direct turnover cost according to accounting costing frameworks with the indirect costs measured by the FCA. Implications for current guidelines for the economic evaluation of health technologies in Ireland are also discussed.

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Kovelskiy, V. V., and E. P. Rostova. "ASSESSMENT OF THE EFFECTIVENESS OF INVESTMENTS IN THE HUMAN CAPITAL OF UNIVERSITIES." Vestnik Universiteta, no. 2 (April 23, 2020): 156–63. http://dx.doi.org/10.26425/1816-4277-2020-2-156-163.

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Investments in human capital mean expenses incurred by the employer or the individual himself in order to increase labor productivity in the future. As a rule, investments in human capital mean the cost of training and the cost of education, but there is a wider classification, including the cost of increasing mobility and the cost of finding information. Investments in education, when it comes to university employees, represent the cost of continuing education, conferences participation, professional trainings etc. The result of such investments can be an increase in publication activity, an increase in the citation index, an increase in the income brought by the employee in terms of grants, R&D, and contract work. The methodology for effectiveness evaluation is based on an analysis of the scientific and innovative activity of employees through income from innovative activities and an indicator of the number of employees involved in innovative activities and having an individual path of development.

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Rothman, Miriam. "Business Students' Evaluation of Their Internships." Psychological Reports 101, no. 1 (August 2007): 319–22. http://dx.doi.org/10.2466/pr0.101.1.319-322.

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An 8-item evaluation of a business internship was completed by 363 junior and senior undergraduates. Students agreed or strongly agreed that the internship met the following goals and criteria of the for-credit course: adequacy of orientation, clarity of expectations, helpfulness of supervision, adequacy of feedback, application of business education, development of new knowledge and skills beneficial to career exploration, value of the placement and recommendation of employer for other interns. The importance of outcome assessment is discussed within the context of internship programs.

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Journal articles on the topic 'Employer evaluation'

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