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The purpose of this study is to test and analyze the significant effect of competence on employee performance in PDAM Makassar City, test and analyze the significant effect of service quality on employee performance in PDAM Makassar City, and test and analyze competence and service quality simultaneously. a significant effect on employee performance in PDAM Makassar City. This research was conducted at the Makassar City PDAM Office, with a population of 477 people and a sample of 265 people ( Slovin formula). The data analysis used is descriptive to explain the research data, while to analyze quantitative data using Multiple Linear Regression analysis. The results found that competence showed a positive and significant influence on employee performance. The competencies shown by employees based on knowledge, skills, experience and mastery attitudes determine the achievement of PDAM Makassar City employees' performance. Service quality has a positive and significant effect on employee performance. The quality of service applied by employees is in accordance with the variety of expertise, task identity, task significance, service autonomy and feedback, thereby contributing to the improvement of PDAM Makassar City employee performance. Simultaneously, competence and service quality have a positive and significant effect on employee performance. Improving employee performance in quantity, quality, efficiency, effectiveness and loyalty cannot be separated from the competence of employees and the quality of services applied to PDAM Makassar City customers. [ABSTRACT FROM AUTHOR]

The current study aims to identify the criteria used in evaluating the performance of library workers and identify areas and aspects of benefit from them, such as the standards, in addition to identifying the indicators that resulted from the experiences of some major libraries which serve libraries since the emergence of the idea of establishing them, determining their location size and target audience until managing them and achieving the desired success The study relied on the theoretical approach, through a description of the subject of performance from all sides, using the best available sources in various ways, including books, references, articles and specialized periodicals in the field of performance and management, as well as the use of Internet sites to obtain some sources and access to reports, guides and pamphlets. as well as I dealt with the use of the presentation of the ( Damik) model as an indicator to solve the reasons for the low level of performance of the library and the study reached a set of results, the most important of which are: 1- The difference between indicators and standards is that the indicator is considered more specific and that the use of indicator is used in case the standard is difficult to use. 2- The performance indicators are characterized by credibility, validity, appropriateness, media content, and comparability. 3-there are standards specifications and performance indicators covering the field of libraries and information, including (11621), including those related to national libraries (28118) and (16439) those related to methods and procedures for evaluating the return from the library It also suggested a set of recommendations, the most important of which are: 1- The necessity of establishing specialized workshops that are specific to performance indicators and how to measure them, and to overcome the problems of declining performance indicators through professional associations (national or international) 2- The necessity of linking performance indicators with management, as the performance indicators, whether they are achieved or not, are mainly related to the administrative performance of the library. and technology to overcome it. 3- Qualified cadres should be prepared in libraries of all kinds, whose main task is to achieve highperformance indicators in these libraries. [ABSTRACT FROM AUTHOR]

Employee performance stands as a crucial determinant of organizational success. This research article investigates the impact of training and development programs on enhancing employee performance within organizational settings. The study examines various dimensions of training and development initiatives and their influence on employee productivity, job satisfaction, and overall organizational effectiveness. The research employs a comprehensive review of literature and empirical studies to elucidate the multifaceted relationship between training, development programs, and employee performance. It explores how structured training programs, continuous learning opportunities, skill enhancement workshops, and career development initiatives contribute to improving employee capabilities, competencies, and job-related skills. Key findings highlight that well-designed training and development interventions significantly enhance employee performance. Effective training programs not only equip employees with necessary job-related skills but also foster a positive work environment, bolster morale, and increase job satisfaction. Furthermore, ongoing development initiatives contribute to employee engagement, retention, and their ability to adapt to changing job requirements. The research also delves into the challenges and limitations associated with implementing training and development programs, including cost implications, time constraints, and measuring the impact on tangible performance metrics. In conclusion, the article emphasizes the pivotal role of training and development initiatives in fostering a skilled workforce, improving employee performance, and sustaining organizational competitiveness. It advocates for strategic investment in continuous learning programs and tailored development initiatives as integral components of organizational growth and success in today's dynamic and competitive business landscape. [ABSTRACT FROM AUTHOR]

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]

A substantial body of literature holds that industrial policies work best when their beneficiaries are subject to demanding performance standards. By conditioning access to their low-cost loans and lucrative markets on foreign sales and local content, for example, East Asian officials forced their manufacturers to improve quality, cut costs, and develop linkages to allied industries – that generated jobs and foreign exchange revenues of their own – in the so-called miracle years. But the politics of performance standards are themselves unclear. Why are they more common in some countries than others? Are they more likely to be imposed by autocratic than democratic regimes? And, if so, why? I address these questions by examining cross-national data on export and local content requirements in the auto industry in 1980; find that they all but presupposed autocracy in labour-surplus – but not labour-scarce – countries; explore the interactions of political regimes, productive assets, and performance standards in South Korea in particular; and discuss their theoretical and methodological implications. The results not only imply that efforts to build new comparative advantages over the long run by means of performance standards that put existing comparative advantages at risk in the short run are unlikely to succeed in labour-surplus democracies but, in so doing, speak to the merits of ‘middle-N’ methods and typologies that try to reconcile the at times competing goals of generality and historical detail in cross-national research. [ABSTRACT FROM PUBLISHER]

Perceptual grouping modulates performance in attention tasks such as partial report and change detection. Specifically, grouping of search items according to a task-relevant feature improves the efficiency of visual selection. However, the role of task-irrelevant feature grouping is not clearly understood. In the present study, we investigated whether grouping of targets by a task-irrelevant feature influences performance in a partial-report task. In this task, participants must report as many target letters as possible from a briefly presented circular display. The crucial manipulation concerned the color of the elements in these trials. In the sorted-color condition, the color of the display elements was arranged according to the selection criterion, and in the unsorted-color condition, colors were randomly assigned. The distractor cost was inferred by subtracting performance in partial-report trials from performance in a control condition that had no distractors in the display. Across five experiments, we manipulated trial order, selection criterion, and exposure duration, and found that attentional selectivity was improved in sorted-color trials when the exposure duration was 200 ms and the selection criterion was luminance. This effect was accompanied by impaired selectivity in unsorted-color trials. Overall, the results suggest that the benefit of task-irrelevant color grouping of targets is contingent on the processing locus of the selection criterion. [ABSTRACT FROM AUTHOR]

The goal of this study is to investigate the thermal conductivity, viscosity and thermal performance in a single-phase natural circulation mini loop of Ag-water nanofluid which can be a potential working fluid for natural convective flat-plate solar collectors. The silver-water nanofluid with 5 wt% concentration, which contains also polyvinylpyrrolidone (PVP) with 1.25 wt%, was purchased. Then, the sample was diluted with de-ionized water to four different concentrations of 0.25, 0.5, 0.75 and 1 wt%. Thermal conductivity and viscosity were measured by 3ω method and Brookfield rheometer, respectively. An effectiveness factor was used to define the thermal performance of Ag-water nanofluids for different inclination angles and heating powers. The results showed that nanofluid samples are thermally less conductive than the literature, at ambient temperature (23 °C). The viscosity of nanofluid decreases significantly with increasing temperature and increases with increasing concentration. Our measurements appear to be more compatible with PVP solution results available in the literature. Effectiveness is enhanced up to 11% with 1 wt% concentrated nanofluid compared to de-ionized water and the effectiveness of the mini loop indicates an enhancement with increase in inclination angle and particle concentration at whole applied power. According to obtained results, it is concluded that Ag-water nanofluid has a promising potential to be used in natural convective flat-plate solar collector. [ABSTRACT FROM AUTHOR]

Performance based assessment is currently receiving renewed attention as an alternative to conventional testing. We argue that performance based assessment, supported by a microcredentialing system, is particularly well suited to corporate environments that stress strategic development of their workforce capacities. There are important implications for job task analysis, integration of assessment and training, and training management. [ABSTRACT FROM AUTHOR]

Purpose – Performance appraisal is one of the most critical and indispensable human resource practices for organisations. However, it generates dissatisfaction among employees as it is often viewed as complex and ineffective. The purpose of this paper is to present a new performance management system that integrates multi-criteria decision analysis (MCDA) methods – the analytic network process (ANP) and PROMETHEE – with the visual techniques of the GAIA plane and the stacked bar chart. MCDA methods allow a structured and consistent evaluation integrating qualitative and quantitative criteria. Design/methodology/approach – The authors developed a structured and transparent performance management system. It is based on the MCDA methods PROMETHEE and ANP. It also incorporates the visual techniques: GAIA and stacked bar chart. Feedback for trainings and developments can precisely be formulated. Findings – Visual techniques permit clear identification and quantification, for each employee, of the areas that need improvement through training and development, which contributes to the resource-based view of organisations. A real case study has been portrayed to show the added value of the MCDA methods and the visual techniques in employee performance management. Originality/value – The paper describes a new employee performance system adopted in an organisation. The multi-criteria analysis transparently combines qualitative and quantitative decision criteria into a holistic and transparent evaluation. The visual techniques permit us to gain a deep insight into the employees’ skills profile and capture fine details where individuals perform or underperform. [ABSTRACT FROM AUTHOR]

Orientation: Intrinsic rewards are personal, psychological responses to the work that employees perform, which stem from the manner in which their work is designed. Research purpose: This study sought to discover in what ways non-profit employees are psychologically rewarded by the nature of their work tasks. The use of a qualitative approach to data collection and analysis ensured that in-depth responses from participants were gained. Motivation for the study: Intrinsic rewards are of particular importance to non-profit employees, who tend to earn below-market salaries. This implies that their motivation originates predominantly from intrinsic as opposed to extrinsic rewards; yet, research into this area of rewards is lacking. Research approach, design and method: In-depth, semi-structured interviews were conducted using a sample of 15 extrinsically rewarded non-profit employees working within South Africa. Thematic analysis was utilised in order to generate codes which led to the formation of five intrinsic rewards categories. Main findings: Intrinsic rewards were classified into five categories, namely (1) Meaningful Work, (2) Flexible Work, (3) Challenging Work, (4) Varied Work and (5) Enjoyable Work. These rewards each comprise of various subcategories, which provide insight into why such work is rewarding to non-profit employees. Practical/managerial implications: Traditional performance management systems should be re-evaluated in the non-profit sector to shift focus towards intrinsic rewards, as opposed to focusing only on the use of extrinsic rewards such as incentives to motivate employees. Contribution/value-add: The study provides a qualitative understanding of how extrinsically rewarded non-profit employees perceive their work to be intrinsically rewarding, which bridges the empirical gap pertaining to intrinsic rewards within this sector. [ABSTRACT FROM AUTHOR]

This article explores the challenge of setting performance standards in a non-Western context. The study is centered on standard-setting practice in the national learning assessments of Trinidad and Tobago. Quantitative and qualitative data from annual evaluations between 2005 and 2009 were compiled, analyzed, and deconstructed. In the mixed methods research design, data were integrated under an evaluation framework for validating performance standards. The quantitative data included panelists’ judgments across standard-setting rounds and methods. The qualitative data included both retrospective comments from open-ended surveys and real-time data from reflective diaries. Findings for procedural and internal validity were mixed, but the evidence for external validity suggested that the final outcomes were reasonable and defensible. Nevertheless, the real-time qualitative data from the reflective diaries highlighted several cognitive challenges experienced by panelists that may have impinged on procedural and internal validity. Additional unique hindrances were lack of resources and wide variation in achievement scores. Ensuring a sustainable system of performance standards requires attention to these deficits. [ABSTRACT FROM AUTHOR]

In this study the effects of different levels of column axial load on seismic performance of Welded Flange Plate (WFP) connections with different panel zone strength are presented. Finite element method was used to do this investigation and reliability of the modelling method was verified by comparison with experimental available records in documents. Fifteen sub-assemblages of WFP connections were generated by means of ABAQUS software. The aim was to enhance the knowledge about the consequence of column axial load level on cyclic behaviour and fracture potential of the connections with different panel zone strength for external joints in Steel Moment Resisting Frames (SMRFs). Results showed that cyclic behaviour including hysteresis loops and energy dissipation were not affected significantly by increasing column axial load regardless of the panel zone strength. It was also found that increase of the fracture potential due to increase in column axial load became less pronounced when the panel zone strength was decreased. [ABSTRACT FROM AUTHOR]

Lithium-ion batteries are sensitive to temperature changes over their life. High operational temperatures can negatively affect the battery and lead to capacity fade and lifespan reduction. Air-cooled thermal management systems are widely used in electrified vehicles. A novel air-cooled battery design is introduced. Aluminum fin cooling features are directly integrated onto prismatic cells rather than established by the use of an auxiliary polymer component. When the cells are arranged in a battery array, the on-cell features generate cooling channels. A forced-convection testbed is used to determine thermal management performance. Shear resistance experiments are used to measure the mechanical resistance of the battery cell assemblies. The study demonstrates that a configuration with parallel channel cell-wall integrated fins recovers the performance of the system with the standard polymer space but provides a 20% improvement in temperature uniformity under fan power control. This configuration, however, lacks mechanical resistance in the assembly. A poka-yoke based configuration with tapered channels enhanced by secondary fins provides mechanical resistances and also performs better in both flow and fan power control. This configuration maintains the cell maximum temperature as the assembly via polymer spacers but improves the temperature uniformity by 50%. • Advantageous cooling performance of battery cells with cell-body integrated features is demonstrated. • Optimization of cooling performance achieved through tapered channels and secondary fin features. • Interlocking of battery assembly by using segmented cooling features leading. • Advantageous assembly process and mechanical shear resistance due to segmented features. [ABSTRACT FROM AUTHOR]

• Shows how student and peer evaluation of teaching relate to performance appraisal principles. • Exposes risks of bias in qualitative approaches to teaching evaluation. • Clarifies how robust behavioral ratings instruments can be used for evaluating teaching. • Identifies job analysis as a fundamental step in evaluating teaching. • Clarifies how to collect targeted teaching evaluation data from multiple stakeholders. As research on student evaluations of teaching (SET) has dominated our understanding of teaching evaluation, debate over SET implementation has turned attention away from basic principles for appraising employee performance as established in human resources literature. Considering SET research and its practical significance in isolation from relevant human resources literature not only risks unlawful remedies for issues such as bias in SET but also risks replacing one form of bias with another. Meanwhile, the full potential of human resources tools to support consistent evaluation of teaching remains unrealized. To address this gap, this article clarifies how teaching evaluation can be conducted as sound performance appraisal by deploying SET and peer review of teaching within a larger framework of established human resources techniques. A review of recent literature articulates prominent themes in research on SET and peer review of teaching and outlines key principles for performance appraisal and performance management. Those principles are used to analyze representative faculty evaluation policies and procedures and clarify the weaknesses of both traditional and recently revised approaches to teaching evaluation. The final section elaborates performance appraisal techniques relevant to teaching evaluation. These include planful use of results and/or behavior approaches to performance appraisal, robust rating instruments for behavioral performance appraisal, targeted collection of information from multiple stakeholders, and job analysis. Efforts to de-emphasize quantitative SET data to address issues such as bias can be strengthened through the incorporation of performance appraisal tools that clearly articulate performance criteria and standards and that gather both qualitative and quantitative data on employee performance. [ABSTRACT FROM AUTHOR]