Performance appraisal systems in private Universities in Nigeria: A Study of Crawford University, Igbesa- Nigeria

The aim of this study was to evaluate the effectiveness of performance appraisal system at private universities in Nigeria. The focus of the study was on the administrative staff of Crawford University. The study evaluated the purpose of performance appraisal in private universities and identifies relevant factors for achieving an effective performance appraisal. A cross- sectional survey was selected for this study because it was easy to undertake compared to longitudinal survey and the results from the same can be inferred to the larger population. The study population was for all the administrative staff of Crawford University. The whole populations of staff were selected as respondents. A structured questionnaire was used to collect the data for analysis. The analysis of collected data was done by the help of SPSS and presented using descriptive statistics, frequency tables and percentages. The findings from the study have established that performance appraisal system is the only tangible metric way by which an organization can know the level of performance of its diverse members of staff. The effectiveness of performance appraisal systems in private universities are only based on training the members of staff involved in the rating/ appraising process and are multi- rating systems. Conclusively because the performance appraisal systems used in private universities are not effective and that they exist just as a matter of formalities, the private universities cannot measure members of staff performance, hence making it difficult to achieve the intended human resource management objective

Analysis Performance of Hospital Based Criteria Malcolm Baldrige in RSUD Dr. Iskak Tulungagung Post-Determination of Accreditation Level Plenary

Criteria Malcolm Baldrige has a focus on superior performance for the entire organization in a managerial framework that is comprehensive, identify and track all the results of the organization that is the customer, product or service, finance, human resources and organizational effectiveness. The research objective is to analyze the performance of RSUD Dr. Iskak Tulungagung based on criteria Malcolm Baldrige post determination plenary level accreditation. The study design used in the study was cross-sectional. The population is all in addition to the Board of Directors Structural RSUD Dr. Iskak Tulungagung. The sample size was 44 respondents using technique. proportionate stratified random sampling Independent research variables are Leadership, Strategic Planning, Customer Focus or Patient, Measurement, Analysis and Knowledge Management, focus on human resources, focus on the process and results. Data was collected using a questionnaire, then the data were analyzed. The results showed that the majority of respondents have good leadership category as many as 40 respondents (90.9%), the Strategic Planning Category well as much as 42 respondents (95.5%), Customer Focus category patient good or as many as 41 respondents (93.2 %), Category Measurement, Analysis and Knowledge Management was good as much as 40 respondents (90.9%), Category Focus On Human Resource good as much as 34 respondents (77.3%), Category Focus On good process as many as 40 respondents ( 90.9%), research found criteria organizational criteria based on organizations the Baldrige assessment with 887.4 points as a Word Leader. Conclusion of the study was hospital has a good performance and criteria for the organization based on the Baldrige assessment as Word Leader. &nbsp

Capabilities of technology utilization and technology integration : Impact of 3D technologies on product development process and performance

Multi-functional technologies widely influence on organization and often require organizational technology integration capabilities to achieve the total effectiveness. Technology integration capability here implies not only utilizing technologies in the present setting of organizational environment but also reforming organizational process and structure towards total optimization. This paper aims to exam technology integration capabilities among Japanese and Chinese firms through questionnaire surveys regarding impact of 3D technologies on product development process and performance. The results indicated that Japanese companies improved their total performance with process reformation leveraged by 3D technologies; however, among Chinese companies, no significant relationships were observed among 3D technology usage, process reformation and the total performance improvement although they improve the partial performance such as manufacturability by utilizing the technologies. Chinese companies, which have a huge growing market and are on the process of rapidly improving their productivities without strong organizational inertia, could have enough advantage by utilizing technologies to improve the partial performance. On the other hand, Japanese companies, which compete in mature market and have already had highly efficient organizational process, could not find the merits of technology usage without technology integration capabilities. This would be regarded as disadvantage of process-advanced company that they cannot have enough incentive to introduce advanced technology and new entries have a chance to leap-frog the advanced companies in usage of technology in general.

Individual Entrepreneurship Capacity and Performance of SMEs

This paper analyses the importance of human capital and organizational capital on the determination of SME’s performance, by proposing and testing a conceptual model about Individual Entrepreneurship Capacity, and its impact both on non-economic and economic performance. This constitutes an innovative approach in the sense that uses information collected at the individual level, that is, the entrepreneur. Moreover, it constitutes a first attempt for facing the caveat in the literature on the relationship among types of capital and entrepreneurial performance. A model where the individual entrepreneurship capital is defined as a function of two types of capital: Human and Organizational; is proposed and empirically tested. For the Human Capital we consider three dimensions: (a) Individual Characteristics; (b) Managerial Push; and (c) Managerial Pull. As concerns the Organizational Capital, four dimensions are considered: (i) Individual Entrepreneurial Behavior; (ii) Collective Entrepreneurial Behavior; (iii) Managerial Practices; and (iv) Organizational Culture (in terms of the Superstructure and the Socio-Structure). The use of the stepwise method provides the selection of significant variables that impact on SME’s performance. When only non-economic indicators are considered for measuring the performance, in what respects the human capital we find out that the only significant variable is: enthusiasm at work. In what concerns the organizational capital the significant variables are: efficient organizational structure; participative management; incentives for interdisciplinary discussion and dialogue; and frequent meetings of working groups. For its turn, when economic indicators are considered for measuring the performance, we find out that the significant human capital determinants are: entrepreneur’s intuition; and propensity for innovating activities. In terms of organizational capital determinants we reveal that the significant variables are: efficient organizational structure; and use of external indicators for improving entrepreneurial performance. The main policy implication of the paper is the possibility of creating, at an individual level, new incentives and motivational tools based on the identification of the most important variables of human capital and organizational capital, for fostering SME’s performance.Human Capital, Organizational Capital, Performance, SME

DETERMINANTS OF ORGANIZATIONAL PERFORMANCE: THE CASE OF ROMANIA

Continuous performance is the objective of any organization because only through performance, organizations are able to grow and progress. Knowing the determinants of organizational performance is important especially in the context of the current economic crises because it enables the identification of those factors that should be treated with an increased interest in order to improve the organizational performance. The most important objective of this paper is to create a model that will allow, based on multiple dimensions, to evaluate the Romanian manufacturing companies and to underline the relationship between the way they operate and their performance. The model used in this study was developed from the existing literature on organizational diagnostic models and from a broad literature review conducted to identify the factors influencing the performance of an organization. The results of this study also offer information on the relationship between the performance measurement process and the organizational performance. This article offers the base to identify measures that can lead to an improvement in organizational performance.diagnosis, leadership, organizational performance, performance measurement, quality, strategy.

A Theoretical Study of Performance Measures in the Strategic and Corporate Entrepreneurships of Firms

This paper compares performance measures in the corporate and strategic entrepreneurial activities of firms. The paper develops the concepts of strategic entrepreneurship and that of corporate entrepreneurship with the aim of identifying the measures suitable for determining their “end-points” and hence, performance, with respect to the firm\u27s activities. The paper concludes the performance measures for both entrepreneurial processes need to consider and exploit the salient differences in their operations. When this is done, a “balanced” picture of the firm\u27s strategic as well as corporate entrepreneurial performance that aligns itself with the dynamic environment, operational processes and stakeholders and such that can enhance continuous improvement will be attainable

Organizational Change and Improvement Performance of Companies

Changes are now a reality faced by all organizations, wherever they were, and no matter which activity dealt with. Changes are only a certain constant in all business activities of today's enterprises. Modern organizations must be empowered to develop specific competencies for quality change management, because only in this way, organizations can improve their business performance and stay "in the game" at all on a turbulent global market. The main research objective of this paper is to demonstrate how change management process can affect the performance improvement of business operations and thus make the company competitive. Competitive advantage is the most important competitive advantage of each company, and its achievement, in terms of global change significantly conditioned by creating appropriate models of change management. This work is, in essence, and deals with issues of organizational change, in response to the changes that come from the environment, or by creating an appropriate model of change management as an important prerequisite to improve the business performance of enterprises, which are the guarantee of the survival of the company in a dynamic and turbulent global market

THE RELATION OF HIGH-PERFORMANCE WORK SYSTEMS WITH EMPLOYEE INVOLVEMENT

The basic aim of high performance work systems is to enable employees to exercise decision making, leading to flexibility, innovation, improvement and skill sharing. By facilitating the development of high performance work systems we help organizations make continuous improvement a way of life.The notion of a high-performance work system (HPWS) constitutes a claim that there exists a system of work practices for core workers in an organisation that leads in some way to superior performance. This article will discuss the relation that HPWS has with the improvement of firms’ performance and high involvement of the employees.human resources management, employee involvement, work performance

Model Design of Performance Improvement Strategy of Private Higher Education Using Analytic Hierarchy Process (AHP) Method and Mutivariate Data Analysis (MDA)

The development of the number of Private Universities in Indonesia requires Private Universities to have good Performance and Quality. Private Universities must apply a new angle of thinking that contains elements of flexibility, speed, innovation, and integration. Flexibility, speed, innovation and integration really need human resources full of creativity. Creativity can arise from human resources who have excellence in science. Thus, Private Universities is expected to not only be able to produce the best graduates, but also be able to develop two things contained in the Tri Dharma of higher education, namely researching the results of high-quality research and developing technology for community service. For that Private Universities must always be able to adapt, develop and make improvements through organizational learning. This study aims to determine the strategy model for improving performance using a combination of AHP (Analytical Hierarchy Process) and Multivariate Data Analysis (MDA) methods. The sample of this research is management that manages Private Universities (Private Universities leaders) from several Private Universities in the Province of Lamping. AHP (Analytical Hierarchy Process) method is an analytical tool that can be used to make decisions on conditions with complex factors, especially if the decision is subjective. While the Multivariate Data Analysis (MDA) method refers to the statistical technique used to analyze data that appears from more than one variable. The results of this study indicate that there is a significant effect. Organizational Learning Factors, External Environment, Reputation, Competence, Professionalism, and Performance have a significant effect on Private Private Universities Performance. These criteria and sub-criteria are used as references for Private Universities management as a strategy to improve Private Universities performance in Lampung Province. This is basically a model of reality where each decision involves more than one single variable. This research is important to determine the best model in Private Universities Performance Improvement strategies. The results of this study contributed to the decision maker or management of Private Universities as a reference material in the member policies in improving the Performance of Private Universitie

Assessing the performance of technology transfer offices: An analysis of the relevance of TTO’s outcome configuration and aspiration performance

The paper investigates the technology-transfer productivity of Spanish public universities. The proposed approach allows the development of a framework that matches universities’ technology transfer concerns with the need to accurately analyze the role of the outcome configuration of technology transfer offices (TTOs). We analyze technology transfer productivity of Spanish universities during 2006-2011 by computing total factor productivity models rooted in non-parametric techniques, namely the Malmquist index. The results confirm that technology transfer productivity is affected by changes in the configuration of the TTO’s outcome portfolio that result from benchmarking own and market peers’ performance levels. While benchmarking own performance levels facilitates the exploitation of internal resources and yields superior productivity results, changes in TTO’s portfolio based on comparisons with market peers might generate greater operational costs that negatively impact productivity.Postprint (published version