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Performance evaluation is an important process that can evaluate qualitative and quantitative criteria together and contribute to more effective and efficient decision-making of enterprises. At the same time, although it is important for businesses to remain strong in competition, it helps employees to evaluate and increase their performance in order to achieve their goals. Our aim in this study is to evaluate the performances of 3 civil servants who are determined jointly by the Strategy Monitoring Unit and Training Directorate, which are affiliated to the Human Resources department in an institution that has an important place in the public transportation system in Istanbul, and to determine the criteria that cause their performance. AHP method, one of the Multi Criteria Decision Making methods, was used in our study. It is a guide to the studies in this field by showing a simple, understandable way with the determined criteria and analysis, using an applied software program. [ABSTRACT FROM AUTHOR]

As a result of the globalization of economic activities, an increase in the accumulation of knowledge, technology, and capital transfer have brought a change in the sense of management, consumer preferences, the dynamics used in production environment. This process of change, by greatly influencing the size and the intensity of competition has produced important opportunities for companies in terms of realizing, understanding, and effecively managing the change. Of these opportunities, setting up a strategic knowledge system and assessing the success of information gathered by this system is the most significant. For this reason, some performance assessment systems that will guide companies in determining strategies have been developed. However, in time, it has been observed that these systems are not sufficient in measuring performance and different methods have been used in order to obtain effective performance measurement. In this study, the implementation of the Balanced Scorecard Technique, EFQM Excellence Model and Baldrige Performance Excellence Program together for an efficient performance measurement in terms of its importance for enterprises and probable benefits of such performance measurement combination for enterprises will be discussed. [ABSTRACT FROM AUTHOR]

In general meaning, performance appraisal is a systematic evaluation which is made through comparing one's skills, potential talent, work routines, behaviors and such qualities with others, besides forms a basis to determine the needs of Human Resources for the future. Therefore, the existence of a Human Resources Information System (HRIS) that will support human resources administration during the decision process became absolutely necessary. Effective use of performance appraisal by current Human Resources Information System practices in companies became much more important with the Labour Law No. 4857/2003, which provides regulations for companies on securing employees' rights. The aim of this study is to reveal the effectiveness of performance appraisal with Human Resources Information System by how the HRIS -- Performance Appraisal is effective and whether it is used in the way of desired degrees (if it is effective in point of time and cost) or not. [ABSTRACT FROM AUTHOR]