...Benchmark - Research Critique Part 2 View Rubric Due Date: Apr 19, 2015 23:59:59 Max Points: 150 Details: Prepare a critical analysis of a quantitative study focusing on protection of human participants, data collection, data management and analysis, problem statement, and interpretation of findings. The quantitative research article can be from your previous literature review or a new peer-reviewed article. Each study analysis will be 1,000-1,250 words and submitted in one document. As with the assignments in Topics 1-3, this should connect to your identified practice problem of interest. Refer to the resource entitled “Research Critique Part 2.” Questions under each heading should be addressed as a narrative, in the structure of a formal paper. You are also required to include an Introduction and Conclusion. Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required. This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion. You are required to submit this assignment to Turnitin. Submit the assignment along with an electronic version of the article used for the analysis. If an electronic version is not available, submit a clean unmarked copy of the article. NRS433V.v10R.ResearchCritiquePart2Guidelines_student.docx ------------------------------------------------- ...
Words: 1436 - Pages: 6
...Human Resource Management, 12e (Dessler) Chapter 9 Performance Management and Appraisal 1) Which of the following terms refers to the process of evaluating an employee's current and/or past performance relative to his or her performance standards? A) recruitment B) employee selection C) performance appraisal D) employee orientation E) organizational development Answer: C Explanation: Performance appraisal means evaluating an employee's current and/or past performance relative to his or her performance standards. Performance appraisal always involves setting work standards, assessing the employee's actual performance relative to those standards, and providing feedback to the employee. Diff: 1 Page Ref: 306 Chapter: 9 Objective: 1 Skill: Concept 2) The primary purpose of providing employees with feedback during a performance appraisal is to motivate employees to ________. A) apply for managerial positions B) remove any performance deficiencies C) revise their performance standards D) enroll in work-related training programs E) change their peer evaluation procedures Answer: B Explanation: The purpose of providing feedback to the employee is to motivate him or her to eliminate performance deficiencies or to continue to perform above par. Diff: 2 Page Ref: 306 Chapter: 9 Objective: 1 Skill: Concept 3) Which of the following is NOT one of the recommended guidelines for setting effective employee goals? A) assigning specific goals B) assigning measurable goals C) assigning...
Words: 11516 - Pages: 47
...Group B Performance Management & Appraisal Performance Management and Appraisal Submitted to: Md. Abu Bakar Siddique Adjunct Faculty, School of Business Studies Southeast University Submitted by: Name | ID | Batch | Section | A. N. M. Sadiqur Rahman | 2015010004080 | 20th | C | Mazidul Hoque | 2014210004060 | 19th | C | Ranajit Chowdhury | 2014010002005 | 36th | C | Muhammad Atiq Ullah | 2011110002006 | 28th | C | | | | | Course Title: Human Resource Management and Practices Course Code: HRM 5186 Date: April 13, 2015 Letter of Transmittal April 13, 2015 Md. Abu Bakar Siddique Adjunct Faculty, School of Business Studies Southeast University Subject: Submission of the assignment on “Performance Management and Appraisal” Dear Sir, It is a great pleasure and honor to us to submit the assignment on “Performance Management and Appraisal.” In this assignment, we have tried to describe the performance management and appraisal system theoretically. We have prepared this assignment in a details format with adequate information search and to prepare an effective & creditable assignment, we have tried our level best to conduct this in a professional manner. We have found the study to be quite interesting, beneficial, & insightful. We hope that you will find this assignment worth of all the labor we have put in it. We welcome your entire query & take pride to answer them. Thanking You. On behave of Group B A. N. M. Sadiqur Rahman ID: 2015010004080...
Words: 5149 - Pages: 21
...PERFORMANCE APPRAISAL by Gregory D. Rankin and Brian H. Kleiner California State University, USA Introduction In conducting our research for this article, we discovered that the area of performance appraisal is one of the most complex and important issues currently faced by organisations in both the public and private sectors. In fact, the subject of "performance appraisal" has become something of a joke to most government employees. There is no shortage of approaches to performance appraisal — rating scales, objective-setting (e.g., MBO), critical incidents techniques, "behaviourally anchored rating scales" (BARS) and many others are currently in use. In the end, however, all have their imperfections, and the difficulty for those who must develop a performance appraisal system for their organisations is in deciding which approach seems most likely to meet all their objectives in their own particular circumstances[1]. In the final analysis, there appears to be no one "best" method of performance appraisal — just as there is no one "best" leadership style. In spite of this fact, however, there are some elements which are common to all effective performance appraisal systems, regardless of the actual method(s) used in the system. These elements will be discussed shortly. However, before examining these common links, a brief overview of performance appraisal as it is currently practised in American organisations is in order. Current Trends in Performance Appraisal As previously...
Words: 4112 - Pages: 17
...MOBILISING PEOPLE MDP 114Q MDP JAN 2012 3/12/2012 MDP JAN 2012 3/12/2012 EDS211A UNIQUE NUMBER: 229768 EDS211A UNIQUE NUMBER: 229768 TABLE OF CONTENTS 0 TABLE OF CONTENTS 1 1 EXECUTIVE SUMMARY 2 2 INTRODUCTION 3 2.1 ZULULAND ANTHRACITE COLLIERY (PTY) LTD (ZAC) 4 2.2 ST JOHN 4 2.3 CHEP 5 3 PERFORMANCE APPRAISAL 5 3.1 EFFECTIVE PERFOMANCE APPRAISAL SYSTEM 5 3.1.1 DESIGN INPUT 6 3.1.2 TRAINING APRAISERS 6 3.1.3 FORMAL AND INFORMA METHODS 6 3.1.4 APPRAISAL SYSTEM EVALUATION 7 3.2 EVALUATION OF THE THREE COMPANIES 7 3.2.1 ZULULAND ANTHRACITE COLLIERY (PTY) LTD (ZAC) 7 3.2.2 ST JOHN 8 3.2.3 CHEP 9 4 REWARDS SYSTEMS 12 4.1 THE AIMS OF REWARDING EMPLOYEES 12 4.2 REQUIREMENTS FOR AN EFFECTIVE REWARD SYSTEMS 12 4.2.1 Attract talented employees 13 4.2.2 Retain talented employees 13 4.2.3 Motivation 13 4.2.4 Legal considerations 13 5 PERFORMANCE APPRAISAL AND REWARD SYSTEMS 14 5.1 ZULULAND ANTHRACITE COLLIERY 14 5.2 ST JOHN 14 5.3 CHEP 14 6 IMPROVING PERFORMANCE APPRAISAL AND REWARDS SYSTEMS 15 6.1 OBSERVATIONS AND RECOMMENDATIONS 15 6.1.1 ST JOHN 15 6.1.2 CHEP 16 7 CONCLUSION 17 8 LIST OF SOURCES 17 EXECUTIVE SUMMARY Grobler et al (2011:293), describes performance management as a process which significantly affects organisational success by having managers and employees work together to set expectations, review results and reward performance. In www.wikipedia.org; it is said that performance management includes activities...
Words: 3886 - Pages: 16
...Research Critique, Part 2 To write a critical appraisal that demonstrates comprehension of the research study conducted, respond to each of the questions listed under the headings below. Do not answer the questions with a yes or no; rather, provide a rationale or include examples or content from the study to address the questions. CRITICAL APPRAISAL GUIDELINES: QUANTITATIVE STUDY Protection of Human Participants * Identify the benefits and risks of participation addressed by the authors. Were there benefits or risks the authors do not identify? * Was informed consent obtained from the subjects or participants? * Did it seem that the subjects participated voluntarily in the study? * Was institutional review board approval obtained from the agency in which the study was conducted? Data Collection * Are the major variables (independent and dependent variables) identified and defined? What were these variables? * How were data collected in this study? * What rationale did the author provide for using this data collection method? * Identify the time period for data collection of the study. * Describe the sequence of data collection events for a participant. Data Management and Analysis * Describe the data management and analysis methods used in the study. * Did the author discuss how the rigor of the process was assured? For example, does the author describe maintaining a paper trail of critical decisions that were made during...
Words: 363 - Pages: 2
...S I G N M E N T C O V E R S H E E TPlease complete all fields below. | PART A – to be completed by Student (please print clearly) | PART B – For Lecturer use | Surname: Thamilselvan | Date received | Date returned to PVC Office | First Name: Gayatri Pravina | | | Student I D:15481483 | | Unit Name: Evidence Informed Clinical Practice | Unit Number:5005 | Assignment Number:1 | Assignment Title: Evidence | Due Date: 08 April 2016 | | | Lecturer’s Name: Professor Gavin Leslie | Tutorial Group No (Please circle one of tutorials): T1 T2 T3 T4 T5 T6 | | | Class Day and Time: nil | Student comments tolecturer (if any) | | Please read the following and sign where indicatedDECLARATION: I declare the attached assignment is my own work and has not previously been submitted for assessment. This work complies with Curtin University of Technology rules concerning plagiarism and copyright. [Refer to www.policies.curtin.edu.au/documents/unit_outlines_plagiarism_state.doc for plagiarism and copyright information.] I have retained a copy of this assignment for my own records. Signed: Date: | PART C – to be completed by Lecturer: Comments to Student | | | | | | | | | | | | Recorded Mark: | | Lecturer: | | Date: | Content Page 1) Introduction 2) Objective 3) Information Source 4) Key search terms and Boolean Operators 5) Critical Appraisal Checklist 6) Conclusion 7) References Introduction Nurses are...
Words: 1919 - Pages: 8
...Performance management: Performance management is the integration of performance appraisal systems with broader human resource systems as a means of aligning employees work behaviors with the organization’s goals. This performance management guidance relates to the management of employee performance (i.e., planning, developing, monitoring, rating, and rewarding employee contributions), rather than performance-based or performance-oriented approaches to managing, measuring, and accounting for agency program performance. While these concepts can and should be linked and integrated, they remain distinct in some respects, particularly with regard to establishing individual accountability and dealing with poor performers. Performance Appraisal: Performance Appraisal is the part of the performance assessment and management process in which an employee’s contribution to the organization during a specified period of time is assessed. Performance feedback lets employees know how well they have performed in comparison with the standards of the organization. Delivering and receiving performance feedback can be an emotionally laden process that dramatically affects employees attitudes toward the organization and themselves. Performance management is the systematic process by which an agency involves its employees, as individuals and members of a group, in improving organizational effectiveness in the accomplishment of agency mission and goals. Employee performance management includes: ...
Words: 4492 - Pages: 18
...Coughlan, M., Cronin, P., Ryan, F. (2007), Step-by-step guide to critiquing research. Part 1: Quantitative research. British Journal of Nursing, 16(11), 658-663. This article provides a step-by-step approach to understanding research terminology and provides the nurses with a basis for understanding quantitative research. The article points out that being able to read nursing research is the first step in incorporating evidence based best practices into nursing care. As referred to in the article, each stage of the process must be thoroughly examined and this article walks the inexperienced nurse through the process. Duffy, J. R. (2005). Critically appraising quantitative research. Nursing & Health Sciences, 7(4), 281-283. doi:10.1111/j.1442-2018.2005.00248.x Critical appraisal of quantitative research is important to evidence-based practice. It allows a clinician to determine whether a study is scientifically rigorous. This article describes critical appraisal as a careful process of judging the worth of a quantitative study that guide clinical decisions, as well as a structured approach for understanding the strengths and weaknesses of a study. The author describes the process of implementing research appraisal. The author also provides multiple links to critical appraisal tools. Flemming, K. (2010). Synthesis of quantitative and qualitative research: an example using Critical Interpretive Synthesis. Journal Of Advanced Nursing, 66(1), 201-217. doi:10.1111/j...
Words: 1157 - Pages: 5
...against giving out any information on current or past employees beyond basic job titles and dates of employement. Students need to see the tug-of-war between privacy rights and employer needs for background and predictive information. Lecture Outline I. The Selection Process A. Why the Careful Selection is Important 1. Performance 2. Costs 3. Legal Implications and Negligent Hiring II. Basic Testing Concepts A. Validity 1. Criterion Validity 2. Content Validity B. Reliability 1. Retest Estimate 2. Equivalent Form Estimate 3. Internal Consistency C. Sources of Unreliability 1. Poor Sampling of the Material 2. Chance Response Tendencies 3. Testing Conditions 4. Changes in the Person D. How to Validate a Test 1. Analyze the Job 2. Choose your Tests 3. Administer the Test a. concurrent validation b. predictive validation 4. Relate Test Scores and Criteria Figure 5-3 on page 178 shows a sample expectancy chart. 5. Cross-validation and Revalidation E. Testing Guidelines 1. Use Tests as Supplements 2. Validate the Tests 3. Analyze All your Current Hiring and Promotion Standards 4. Keep Accurate Records 5. Begin your Validation Program Now 6. Use a Certified Psychologist 7. Test Conditions are Important III. Ethical and Legal Questions in Testing A. Equal Employment Opportunity Implications 1. Your Alternatives ...
Words: 5003 - Pages: 21
...Intro [ ] Section 1 In this section I will be looking at the functions and aspects of a successful business. Ranging from, what a manager does to what’s expected of them and how they factor in to a business’s planning and organisational structure. Role of Management The role of management within a business is largely dependent on the type of business. Small businesses are likely to have what is called a “flat structure” where employees have more than one role or skill and can take over duties from another employee if needs be. Flat structures are especially popular with new businesses or “start-ups” where there are often people who have experience in the industry but are new to management. The Flat structure allows them to get hands on and build their business quickly, without going through a hierarchical structure. Larger businesses, typically corporations, use a tall structure. This management style puts emphasis on the individual skills of employees and co-ordinating employees together in teams to complete tasks. The tall structure caters towards employees who have specialist skills to complete large tasks which couldn’t be accomplished otherwise. Within a tall structure there is a larger emphasis on performance than there would be in a flat structure. Depending on the structure the style of the business, management will vary, however, outside of these structures there are common elements which are the basis for all...
Words: 4605 - Pages: 19
...Chapter 1 Formal performance appraisal plans are designed to meet three needs, one for the organization and two for the individual: 1. They provide systematic judgments to back up salary increases, promotions, transfers, and sometimes demotions and terminations. 2. They are a means of telling a subordinate how he is doing, and suggesting needed changes in his behavior, attitudes, skills, or job knowledge; they let him know "where he stands" with the boss. 3. They are also being increasingly used as a basis for the coaching and counseling of the individual by the superior. Before World War II, only a handful of companies and the military conducted regular formal performance appraisals concentrated more on an individual's personality and traits than on actual achievements against goals and formal analyses of the behaviors that produced those results. Peter Drucker's (MBO), moved from trait assessment to the development of a procedure that concentrated on goal setting, placed responsibility with the subordinate, and made the appraisal process a shared responsibility between subordinate and manager. McGregor's focus was on performance, not personality. Manager, he argues, must abandon the role of THERAPIST and become a coach. General Electric conducted a scientific study Called Work Planning and Review, this appraisal system combined aMBO with the conventional once-a-year, comprehensive, supervisor-controlled appraisal STUDY; analyzing the effects of the...
Words: 8033 - Pages: 33
...Tutor Marked Assessment- Submission document 3PRM Supporting Good Practice in Performance and Reward Management |Your Name |Karolina Mehmeti | |HLC Student Number | | |Cohort/Group |November 2014 | |Your Tutor |Lisa Stevens | |Date of Submission |01/11/2015 | |Number of words used in this TMA (discount references and tables, charts and graphs) | | Save this document as Full name, Unit, Cohort, Assessment For example AngelaSample_3PRM_Jan15_Assessment It will be returned as AngelaSample_3PRM_Jan15_Assessment_Feedback CIPD Assessment Activity |Title of unit/s |Supporting Good Practice in Performance and Reward Management | |Unit No/s |3PRM ...
Words: 3300 - Pages: 14
...Performance Management Human Resource Management Foundation-HRM 500 Performance Management 1. Create a job description for a retail sales associate, which includes the most significant components necessary to describe the job both internally and externally. Retail Sales Associate Job Description Retail Sales Associates work in stores for generating sales and bringing in revenue to the company. This job requires a blend of skill, competency, and immense dedication (Retail Sales Associate Job Description, 2010). Candidates must possess a patient and professional manner to assist customers throughout the entire process of purchasing. Retail sales associates mostly report to a sales manager and work from their directions for meeting the company’s objective. Duties and Responsibilities * Interacting with customers, giving them product presentations and convincing them to make purchases, guiding customers who know what they want and to the correct section or making suggestions to customers who are not completely sure of what they want. * Strategizing to meet assigned sales targets in the given period. * Completing all the assigned tasks by the retail sales manager. * Keeping a track of the stock and inventory in the store and placing orders for replenishing the stock. * Maintaining the proper display of goods in the store and ensuring that they comply with the quality standards. * Attending sales training activities. Skills and Specifications ...
Words: 2811 - Pages: 12
...PERFORMANCE APPRAISAL SYSTEM OF BANGLADESH CIVIL SERVICE: AN ANALYSIS OF ITS EFFICACY Mohammad Ashraful Haque ABSTRACT Performance appraisal plays a crucial role in maintaining a high quality and competitive workforce, but has been ignored so far from the civil service reform agenda in Bangladesh. At present, an Annual Confidential Report (ACR) that was introduced in the Pakistan period and retained with minor modification is used to measure performance. The prevailing gross inefficiency of the Bangladesh Civil Service gives the impression that this appraisal system is poorly functioning. This paper articulates the difficulties in designing a good appraisal system in the public sector and provides a theoretical framework arguing that the ‘goodness’ of a PA system should be seen in its capacity to meet its predetermined objectives instead of counting on the so called infallible psychometric properties. A certain degree of validity, reliability and perceived fairness are essential for an appraisal system to be efficacious. The paper then analyzes historical development of the current ACR of Bangladesh Civil Service and its components to measure its validity, reliability and perceived fairness. The paper found that though the current ACR holds some degree of fairness, it significantly lacks in validity as well as reliability, and therefore is deficient in meeting its stated objectives. Keywords – annual confidential report, efficiency, perceived fairness, psychometrics, reliability...
Words: 9747 - Pages: 39