Performance Appraisal Process of Pharmaceutical Companies in Bangladesh: A Case Study on GlaxoSmithKline Bangladesh Limited

To determine the quality of teacher performance, an educational institution must conduct a process of evaluating the performance of its teachers. MTsS YASPI College Foundation Labuhan Deli is one of the educational institutions that always improves the quality of education in schools. Teacher performance appraisal at Labuhan Deli YASPI schools is still done conventionally, so there are many assessment criteria and it takes a long time to evaluate the teacher's performance. This study aims to optimize the teacher performance appraisal process to be faster and more precise. The method used is Profile Matching. The results of this study can determine the teacher's performance more precisely by 100%. So that this research can be recommended as an appropriate system in evaluating teacher performance in schools

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Sistem Pendukung Keputusan Penilaian Kinerja Karyawan Pada PT Manggala Usaha Manunggal Menggunakan Metode Analytical Hierarchy Process (AHP)

Jurnal Pengembangan Sistem Informasi dan Informatika ◽

10.47747/jpsii.v2i4.556 ◽

2021 ◽

Vol 2 (4) ◽

pp. 218-234

Author(s):

Sella Marta Armelia ◽

Firamon Sakti

Keyword(s):

Decision Support ◽

Performance Appraisal ◽

Support System ◽

Analytical Hierarchy Process ◽

Employee Performance ◽

Web Based ◽

Appraisal Process ◽

Performance Appraisal Process ◽

Hierarchy Process ◽

A Company

PT Manggala Usaha Manunggal is a company engaged in mining and focusing on coal minerals, which is supported by many employees who work professionally in their respective fields. In a company, an employee performance appraisal process is usually carried out to determine the best employees. In the current performance appraisal process, the company still uses a manual system, so it is still less effective and efficient in managing data. The problem faced is how to calculate the best employee performance appraisal, with a decision support system in calculating employee performance appraisal, one of which is by applying the AHP (Analytical Hierarchy Porcess) method which is expected to produce the best employee rankings. The system that will be created will be web-based using MYSQL.

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The Journey From Development to Appraisal

Handbook of Strategic 360 Feedback ◽

10.1093/oso/9780190879860.003.0018 ◽

2019 ◽

pp. 327-342

Author(s):

Tracy M. Maylett

Keyword(s):

Performance Management ◽

Performance Appraisal ◽

Performance Measures ◽

Past Performance ◽

360 Feedback ◽

Objective Performance ◽

Objective Performance Measures ◽

Performance Appraisal Process ◽

Measures Of Performance

This case study describes an initiative to change a long-standing performance management process at a large manufacturing facility within General Mills that emphasized the attainment of objective performance measures (the “what” of performance) to one that also included the “how” of goal achievement. The organization embarked on a 3-year pilot evaluation of the use of 360 Feedback as a possible solution to replace or supplement their traditional single-source (supervisor) performance appraisal process. The two systems ran in parallel using 140 randomly selected employees. Results showed little correlation between the what measures of performance from the traditional appraisals and the how data collected using the 360 Feedback, supporting the view that job performance should be viewed as requiring both aspects of evaluation, using different methods of assessment. Ultimately, the organization maintained both systems but integrated 360 Feedback into the traditional appraisals as well, creating complementary processes that looked “forward” (development) and “past” (performance).

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