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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]

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]