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工商管理论文格式 加纳阿克拉市政府员工绩效管理评估研究

日期:2021-10-07 17:13:07 作者: 点击次数: 所属栏目:工商管理论文

  Chapter1 Introduction模板。

  

  1.1大学 Background,Objectives自考 and Significance of the Study。

  Other aspects of individual employees函授 are considered as well,企业以企业为例,such asorganizational发表 citizenship behavior,某企业的分析,accomplishments答辩,potential for future函授 improvement,企业以企业为例,strengths and weaknesses课题,etc.[1]. Performance appraisal大全 PA may be defined as astructural formal interaction between a subordinates and supervisor,某企业的分析,that usually翻译 takesthe form of a periodic interview annual or semi-annual,企业以企业为例,in which the workperformance答辩 of the subordinate is examined and discussed,某企业的分析,with a view to identifyingweaknesses and strengths as well as opportunities for improvement and skillsdevelopment题目[3][4].In many organizations-but not all –appraisal results are used,某企业的分析,either direc范围tly orindirectly,企业以企业为例,to help determine格式 reward outcomes. That is,企业以企业为例,the appraisal results are used toidentify目录 the better performing employees who should get the majority of available meritpay increases,某企业的分析,bonuses大全,and英文 promotion.By the same token,某企业的分析,appraisal results are used to identify the poorer performers whomay require some form of counseling自考,某企业的分析,or in extreme cases选题,demotion模板,企业以企业为例,dismissal企业,ordecreases in pay. Organization范围 needs to be aware of laws in their country that mightrestrict their capacity to dismiss employees or decrease pay. The main purpose of thisstudy was to evaluate the staff performance appraisal system and how it influencesemployees’ performance in the AMA.。

  ........开题。

  

  1.2 Significance of大纲 the Study。

  The results of the study would help management of the Organization to be abreastwith what happens regarding annual staff performance appraisal. This专科 is becausemanagement may not have the opportunity of collating the views of all employees toknow how they feel about performance appraisal but this study would collate thoseviews into a composite document.Secondly,企业以企业为例,the results of the study would add up to the existing literature on staffperformance appraisal of Organizations. There is no doubt that other researchers haveundertaken similar researches in other选题 parts of the country and this is a complement. Inview of this,企业以企业为例,prospective researchers into staff performance格式 appraisal would have access to more locally produced literature for their works. Besides,企业以企业为例,areas suggested for furtherresearch would serve as basis for selecting摘要 a topic for further research.Also,企业以企业为例,staff performance appraisers would find the results of this study usefulbecause they would serve as mirror for them to use to evaluate发表 their own performance.It is always important to have an independent assessor to appraise your work to pointout the strengths and the weaknesses by which remedies can be made.。

  ........方向。

  

  Chapter 2 Theoretical范文 Framework。

  

  2.1大专 Introduction。

  Traditionally下载,human翻译 resource management and personnel administration wasconducted according to the functional approach to management,企业以企业为例,which was and still ispracticed on the basis of sound scientific research. A system or efficiency开题 approach toperformance management required that the individual employees,企业以企业为例,groups大专 anddepartments within an organization be considered as interrelated,某企业的分析,and that all involvedin the different processes should be empowered提纲 to behave proactively in ensuringquality on a continuous basis.Performance appraisal as a key role player in managing employees' performanceaffects an employees' status in an organization in terms of retention,某企业的分析,termination大学,promotion专科,demotion大专,某企业的分析,transfer下载,salary increase函授,or admission into a training program thataffects any of the preceding fa下载ctors,某企业的分析,regardless of whether the rationale behind thesedecisions is made known to the employees Latham大全 & Wexley,某企业的分析,1981[48]. Performanceappraisals provide the meaning of measuring the employees’ effectiveness and identifyareas where the employees need training in order to perform to the requirements of thejob description. An adequate appraisal system can be a profoundly useful instrument tomaintain high levels of大专 motivation through feedback.This chapter will introduce the definitions,企业以企业为例,relevant theories范文,objectives文献 of theresearch target,企业以企业为例,appraisal methods发表 and instruments,某企业的分析,sources and processes regarding theperformance management英文 function and performance appraisal system.。

  ........下载。

  

  2.2 Definition of Performance Appraisal and Performance范文 Management。

  Performance appraisal is the ongoing函授 process of evaluating and managing both thebehavior and outcomes in the workplace. Organizations use various terms to describethis process. Performance review,企业以企业为例,annual大学 appraisal,performance evaluation发表,某企业的分析,employee evaluation and merit evaluation are some of the terms used Grobler etal翻译 2002,某企业的分析,260[49]. It is a periodic review which can be monthly or quarterly but happensannually in most cases to assess the standard and efficiency of the work accomplishedby an employee.Performance appraisal is 范围one of the important components of the HR function. Theinformation obtained through performance appraisal is providing foundations forrecruiting and selecting,某企业的分析,training方向 and development of existing staff,企业以企业为例,and also formotivating employees by properly rewarding the perfo模板rmance in order to maintain goodquality of work. Without a reliable performance appraisal system,企业以企业为例,the怎么 HR system fallsapart,and resulting选题 in the total waste of the valuable human assets an organization has.Performance management is a broader term than performance appraisal. It is amanagement instrument for creating a work environment or settings in which people areenabled to perform to the best of their abilities. It is a strategic issue of creating longer-term goals. Performance management involves clarifying the duties of the job,企业以企业为例,definingwork standards选题,and documenting大纲,某企业的分析,evaluating and discussing企业 performance with eachemployee.Performance management has become popular as total quality managementprograms emphasized using all the management tools,某企业的分析,including performance appraisalGrobler格式 et al 2002,企业以企业为例,260. It is a whole work system that begins when a job is defined asneeded and ends when an employee leaves下载 the organization. It involves strategic use ofperformance measures and standards,某企业的分析,aims to establish performance方向 targets and goals,企业以企业为例,to prioritize and allocate选题 resources,企业以企业为例,to inform managers about needed adjustments orchanges in policy or program direction电大 to meet goals,企业以企业为例,to frame reports选题 on the success inmeeting performance goals,企业以企业为例,and to发表 improve the effectiveness and efficiency of theorganization.。

  ..........翻译。

  

  Chapter 3 Research大全 Methodology and Organizational Profile ......24。

  3.1 Research课题 Design .........24。

  3.2 Population大纲 of the Study .......25。

  3.3 Sampling Procedures摘要 ...........25。

  3.4 Instrument for Data怎么 Collection .....26。

  3.5 Pre-testing电大 of Instrument .....26。

  3.6 Data Collection Procedures电大 ..........27。

  3.7 Data Analysis Procedures.............27本科。

  3.8 Organizational专科 Profile of AMA.............27。

  3.9 Chapter Summary怎么 .......30。

  Chapter 4 Presentation of大纲 Results and Findings ...........31。

  4.1 Introduction .......31开题。

  4.2 Demographic电大 Information of Respondents.....31。

  4.3 Responses on the Processes and Procedures of Performance企业 Appraisal Systems atAMA..........35。

  4.4 Employees’ Views on Staff Performance开题 Appraisal at AMA............38。

  4.5 Challenges Associated方向 with Effective Staff Performance Appraisal at AMA .....41。

  4.6 Measures that could be Used in Ensuring Effective Staff Performance函授 Appraisal..........43。

  4.7 Chapter怎么 Summary .......45。

  Chapter 5课题 Summary,Recommendations and Conclusions企业 ............46。

  5.1 Summary本科 of Findings ..........46。

  5.2 Recommendations ......47附录。

  5.3 Limitations.........48范围。

  5.4 Suggestions for Future Research模板 ...........49。

  

  Chapter 5 Summary怎么,Recommendations大学 andConclusions。

  

  5.1 Summary of摘要 Findings。

  This chapter presents the summary of findings and recommendations. The studyevaluated the processes and procedures used in conducting staff performance appraisalat the Accra Metropolitan Assembly. Four范文 objectives were used to guide the evaluationand it is based on these that a summary of findings are presented.The major findings of the study are presented below,企业以企业为例,Staff performance appraisal was mainly答辩 conducted once a year,某企业的分析,however in somecircumstances附录; it was conducted when a staff was attending a promotion interviewtable 4.5. On the issue of who was responsible for conducting Performance Appraisal,某企业的分析,it方向 was found that,mostly it was done by one’s immediate supervisor. There is alwaysan appraisal专科 form to be filled. Variously,某企业的分析,it was found that some appraisers completedthe filling of the forms before interviewing subordinates for their views; othersinterviewed subordinates before the forms are filled to complete the process. In otherscenarios no interviews are conducted to seek the views怎么 of appraises.The view of staff towards the appraisal process was generally satisfactory becausethey believed that it is use to determine performance gaps; distinguish good performersfrom bad ones. Besides,企业以企业为例,it is use to determine training needs of staff. In英文 sum,某企业的分析,staff feltthe Performance Appraisal process is a worthwhile system table 4.10.Some of the challenges that emerged were that the purpose for appraising staff isnot made clear and how it should be自考 done and that staff views are not taken into accountafter the appraisal process is completed Table 4.11. Besides,某企业的分析,the PerformanceAppraisal system is characterized by some degree of favoritism which defeats thepurpose of appraising the performance of staff.目录 It was found that when gaps areidentified and amendments are made,某企业的分析,the appraisal process would be more effectivetable 4.12. Among the measures are that standards of employee大全 performance should bemade known,企业以企业为例,the performance大专 appraisal system should be able to distinguish effectivefrom ineffective performers,某企业的分析,the appraisal instrument form should be easy for both appraisers and appraisees怎么 to understand,某企业的分析,performance goals should be set for employeesamong范围 others.。

  .........文献。

  

  Conclusions大学。

  

  Improving选题 any performance appraisal system is a complex proposition thatrequires developing sound appraisal procedures and motivated as well as skilled raters.Appraisal training is important to the success of an appraisal system. There is nosubstitute for training,企业以企业为例,which can minimize the occurrence of rating errors and improvereliability and电大 validity French,企业以企业为例,1990. The study revealed选题 that,企业以企业为例,most of the respondentslacked the needed know-ledge about performance appraisal. Information答辩 or datagathered confirmed that the system as it exists does not measure up to the requiredstandards. Though the appraisers at the Assembly stated clearly that the Assemblystaff know their job description,某企业的分析,their overall performance is still far below expectationthe staff performance appraisal system adopted and used in the AMA is not doneregularly and annually as it is supposed to be the case in every appraisal system. Theresearch also revealed that there is neither target setting nor a clear-cut job descriptionfor课题 senior management staff of the Assembly. The mode of assessment was also foundto be a one-way process which does not provide feedback for timely managementdecisions. Evidence from the research also indicates that there is a weak correlationbetween the performance appraisal and productivity as exists in the AMA. Factorsresponsible for that include lack of; appreciation of the impact of appraisal on staffperformance,企业以企业为例,training for appraisers themselves摘要,企业以企业为例,regular and systematic trainingprograms for staff and confidence in the entire Appraisal System. The evidence fromthis research confirms that the absence of an effective performance Appraisal System inthe AMA negatively affects performance and productivity at the Assembly. The systemtherefore confirms the assertion that an effective appraisal system would enhanceproductivity. The low level of staff performance at the AMA therefore calls for anurgent need to design a new and more objective format to be adopted and used at theAssembly instead of relying on the current one which does fall short of modern dayappraisal demands. Evidence from the research选题 indicates that there is a weak correlationbetween the staff performance Appraisal and productivity at the AMA. Some of thefactors responsible were identified as lack of; appreciation of the impact of appraisal onstaff performance,企业以企业为例,adequate knowledge and skills怎么 in appraisal by the appraisersthemselves,企业以企业为例,regular范文 and systematic training programs for staff and confidence in theappraisal system.。

  ..........本科。

  References abbreviated摘要。