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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]

A formal employee performance appraisal is regarded as one of the tools of human resources performance management. People, their knowledge and skills are currently considered to be the most valuable resource a company has. The article focuses on methods of employee performance appraisal in agricultural organizations in the Czech Republic. The first part of the article deals with the theoretical background of the term "formal appraisal" and employee performance appraisal methods as defined by Czech and foreign specialists. Further, the article describes, based on a questionnaire survey, employee performance appraisal methods that are considered important for the agricultural organizations in the Czech Republic. The aim of the article is to identify the current state of formal employee appraisal in a sample group of agricultural organizations and to test dependencies between selected qualitative characteristics. The outcomes show that the most commonly used methods of employee performance appraisal in agricultural organizations include predefined goal-based performance appraisal, predefined standard outcome-based performance appraisal and appraisal interviews. Agricultural organizations apply these methods in particular due to the fact that their findings are further utilized in other areas of human resource management, such as reward system and personnel planning. In statistical terms, dependency between the method of employee performance appraisal according to predefined goals applied by agricultural organizations and personnel planning (an area of human resources management) has been proven (p-value: 0.032, Phi coefficient: 4.578). [ABSTRACT FROM AUTHOR]

The article discusses the upward evaluation of supervisors at the Arizona Health Sciences Library, exploring the benefits of employee feedback to their supervisors. It describes the annual performance appraisal process at the University of Arizona, the interdepartmental relationship between the medical library and the university's human resource department, and the employee satisfaction regarding their supervisor's skills in leadership, judgment, and communication. Other subjects under discussion include employee concerns about confidentiality, the use of web-based surveys to conduct upward evaluations, and the relationships between those in middle management and the executive directors.

A multi-business company is a complex entity. Evaluating corporate performance of such an organisation is even more challenging. Corporate performance is inherently multidimensional in nature, is viewed from various perspectives, and has to satisfy multiple objectives. It is multi-dimensional in the sense of being a function of many variables that drive firm performance; multi-perspectival, from various stakeholders' standpoints; and multi-objectives are to be optimised. So there is no single corporate performanceevaluation tool that can be prescribed as a stand-alone gauge; however, a unified and holistic corporate performance management system can be developed from multiple tools. This paper attempts to bring together a variety of performance management tools that have evolved and developed in theory, and have been tested and applied in practice. In developing this convergence, first a set of criteria that answers the multi-dimensional, multi-perspectival, and multi-objective requirements of a firm's performance will be identified and weighted. Second, management tools that have been used either singly or in combination by multi-business companies are reviewed and ranked against the chosen criteria. Finally, an integrated model or framework that brings together and unifies the elements of these ranked performance management tools is proposed. [ABSTRACT FROM AUTHOR]

Comparative performance evaluation has taken different forms depending upon the purposes of performance monitoring and the types of measures available. This paper investigates the different performance measurement systems in place in the social care setting, in particular for older people receiving community care services. In England, earlier systems to assist performance management within organizations have been eclipsed by national systems of regulation with top- down implementation of standards and measures. In Northern Ireland, by contrast, organizations have been compared descriptively without the use of national targets. Internationally, in Japan, organizations arranging similar services have had more local information available collected in a bottom-up fashion with greater employment of service user-level data. These differences in performance evaluation are located within an analytical framework permitting comparisons of system design and the use of measures. Conclusions are drawn concerning the breadth of evidence available for successfully monitoring service provision in this setting. [ABSTRACT FROM AUTHOR]

We isolate and describe four key elements that distinguish different forms of forced distribution systems (FDS). These key elements are the consequences for low performers, differentiation of rewards for top performers, frequency of feedback, and comparison group size. We examine how these elements influence respondents’ attraction to FDS. Undergraduate students ( n = 163) completed a policy capturing study designed to determine how these four FDS elements influence their attraction to FDS. We examine the relative importance of these elements that most influence attraction to different FDS, as well as individual attributes (i.e., cognitive ability, gender, and major) that may affect those preferences. Respondents were most attracted to systems with less stringent treatment of low performers, high differentiation of rewards, frequent feedback and large comparison groups. Consequences for low performers were nearly twice as influential as any other element. Respondents with higher cognitive ability favored high reward differentiation and males were less affected by stringent consequences for low performers. Before practitioners implement FDS, it would be prudent to consider all four elements examined in this study—with the treatment of low performers being the most salient issue. Future accounts of FDS should clarify the nature of these elements when reporting on FDS. Such precision will be useful in generating a knowledge base on FDS. We add precision to the discussion of FDS by identifying four key elements. This is one of the first studies to examine perceptions of FDS from a ratee perspective. [ABSTRACT FROM AUTHOR]

Abstract: This paper uses mixture priors for Bayesian assessment of performance. In any Bayesian performance assessment, a prior distribution for performance parameter(s) is updated based on current performance information. The performance assessment is then based on the posterior distribution for the parameter(s). This paper uses a mixture prior, a mixture of conjugate distributions, which is itself conjugate and which is useful when performance may have changed recently. The present paper illustrates the process using simple models for reliability, involving parameters such as failure rates and demand failure probabilities. When few failures are observed the resulting posterior distributions tend to resemble the priors. However, when more failures are observed, the posteriors tend to change character in a rapid nonlinear way. This behavior is arguably appropriate for many applications. Choosing realistic parameters for the mixture prior is not simple, but even the crude methods given here lead to estimators that show qualitatively good behavior in examples. [Copyright &y& Elsevier]

Abstract: This paper addresses the problem of assessing the current performance of a system, given that performance can change over time. In many problems of interest, although a significant body of historical evidence is available, current performance information is too sparse to be the sole basis for an assessment of how well the system is currently performing. Therefore, it is desirable to apply current data within a Bayesian framework, making use of a broader body of evidence. However, both noninformative priors and simple informative priors have drawbacks for this application. The present work shows that ‘mixture’ priors have relatively desirable properties for performance assessment. These properties are illustrated using a simple example in assessment of reliability performance. It is also shown that one implementation of the mixture prior (the ‘fixed-constituent model’) is formally equivalent to methods used in signal detection, statistical decision rules in medical diagnosis, and many other applications. Building on the medical analogy, the potential benefits of an integrated treatment of reliability data and inspection results are illustrated. A companion paper develops a more sophisticated implementation of the mixture prior (the ‘variable-constituent model’), and extends the treatment to more complex examples. [Copyright &y& Elsevier]