(TURNITIN) The Role of Active Constructive Feedback in Building Employee Performance (Case study at a private construction company in Indonesia 2018-2019)

ABSTRACT--Feedback becomes an important part of the performance appraisal process. Feedback is one of the processes to explore the strengths of employees so that it is easier to identify many competencies and the potential of each employee. But the fact is that there are still many leaders who do not consider feedback as an important activity. This has an impact on improving individual performance. This paper aims to describe the activities of leaders at the managerial level in the technical division in the process of improving the performance of their members in 2018 at one of Indonesia's private construction companies. Secondary data were obtained from individual development programs, assessment results, performance appraisal in 2017, while primary data were obtained from field notes, interviews and observations. To express this incident a qualitative case study method is used. The sampling technique is done by purposive and quota sampling and assigns 10 technical division employees as informants. Invalidating the findings of researchers involving the HR management team, leadership, HR practitioners The assessment process carried out by some leaders in assessing technical competencies, core competencies of the company and measuring key performance indicators employees are quite effective, but formal meaningful face-to-face activities have not been used optimally, especially in providing constructive active feedback. In the era of the Industrial Revolution, 4.0 leaders need to understand the philosophy of employee performance appraisal effectively. Based on these findings, human resource managers need to design effective feedback skills training and provide rewards to managers who carry out constructive feedback well

The Role of Active Constructive Feedback in Building Employee Performance (Case study at a private construction company in Indonesia 2018-2019)

ABSTRACT--Feedback becomes an important part of the performance appraisal process. Feedback is one of the processes to explore the strengths of employees so that it is easier to identify many competencies and the potential of each employee. But the fact is that there are still many leaders who do not consider feedback as an important activity. This has an impact on improving individual performance. This paper aims to describe the activities of leaders at the managerial level in the technical division in the process of improving the performance of their members in 2018 at one of Indonesia's private construction companies. Secondary data were obtained from individual development programs, assessment results, performance appraisal in 2017, while primary data were obtained from field notes, interviews and observations. To express this incident a qualitative case study method is used. The sampling technique is done by purposive and quota sampling and assigns 10 technical division employees as informants. Invalidating the findings of researchers involving the HR management team, leadership, HR practitioners The assessment process carried out by some leaders in assessing technical competencies, core competencies of the company and measuring key performance indicators employees are quite effective, but formal meaningful face-to-face activities have not been used optimally, especially in providing constructive active feedback. In the era of the Industrial Revolution, 4.0 leaders need to understand the philosophy of employee performance appraisal effectively. Based on these findings, human resource managers need to design effective feedback skills training and provide rewards to managers who carry out constructive feedback well

Reconciling model and information uncertainty in development appraisal

This paper investigates the effect of choices of model structure and scale in development viability appraisal. The paper addresses two questions concerning the application of development appraisal techniques to viability modelling within the UK planning system. The first relates to the extent to which, given intrinsic input uncertainty, the choice of model structure significantly affects model outputs. The second concerns the extent to which, given intrinsic input uncertainty, the level of model complexity significantly affects model outputs. Monte Carlo simulation procedures are applied to a hypothetical development scheme in order to measure the effects of model aggregation and structure on model output variance. It is concluded that, given the particular scheme modelled and unavoidably subjective assumptions of input variance, simple and simplistic models may produce similar outputs to more robust and disaggregated models

Affect and believability in game characters:a review of the use of affective computing in games

Virtual agents are important in many digital environments. Designing a character that highly engages users in terms of interaction is an intricate task constrained by many requirements. One aspect that has gained more attention recently is the effective dimension of the agent. Several studies have addressed the possibility of developing an affect-aware system for a better user experience. Particularly in games, including emotional and social features in NPCs adds depth to the characters, enriches interaction possibilities, and combined with the basic level of competence, creates a more appealing game. Design requirements for emotionally intelligent NPCs differ from general autonomous agents with the main goal being a stronger player-agent relationship as opposed to problem solving and goal assessment. Nevertheless, deploying an affective module into NPCs adds to the complexity of the architecture and constraints. In addition, using such composite NPC in games seems beyond current technology, despite some brave attempts. However, a MARPO-type modular architecture would seem a useful starting point for adding emotions

Cancerphobia: Electromagnetic Fields and Their Impact on Residential Loan Values

This article provides a matrix representation of the adjustment grid estimator. From this representation, one can invoke the Gauss-Mrkov theorem to examine the efficiency of ordinary least squares (OLS) and the grid estimator that uses OLS estimates of the adjustments (the "plug-in" grid method). In addition, this matrix representation suggests a generalized least squares version of the grid method, labeled herin as the total grid estimator. Based on the empirical experiments, the total grid estimator outperformed the plug-in grid estimator, which in turn outperformed the OLS.

THE USE OF 360-DEGREE FEEDBACK METHOD

Analysis of human resources activity, also called control, appraisal, or evaluation, is viewed by human resources as feedback. Multi-source feedback methods are the new wave in human resources appraisal. We have chosen to give several details about the mohuman resources, appraisal, feedback, multi-source

Identifying factors for job motivation of rural health workers in North Viet Nam

BACKGROUND: In Viet Nam, most of the public health staff (84%) currently works in rural areas, where 80% of the people live. To provide good quality health care services, it is important to develop strategies influencing staff motivation for better performance. METHOD: An exploratory qualitative research was carried out among health workers in two provinces in North Viet Nam so as to identify entry points for developing strategies that improve staff performance in rural areas. The study aimed to determine the major motivating factors and it is the first in Viet Nam that looks at health workers' job perception and motivation. Apart from health workers, managers at national and at provincial level were interviewed as well as some community representatives. RESULTS: The study showed that motivation is influenced by both financial and non-financial incentives. The main motivating factors for health workers were appreciation by managers, colleagues and the community, a stable job and income and training. The main discouraging factors were related to low salaries and difficult working conditions. CONCLUSION: Activities associated with appreciation such as performance management are currently not optimally implemented, as health workers perceive supervision as control, selection for training as unclear and unequal, and performance appraisal as not useful. The kind of non-financial incentives identified should be taken into consideration when developing HRM strategies. Areas for further studies are identified

A preliminary evaluation of using WebPA for online peer assessment of collaborative performance by groups of online distance learners

Collaborative assessment has well-recognised benefits in higher education and, in online distance learning, this type of assessment may be integral to collaborative e-learning and may have a strong influence on the student’s relationship with learning. While there are known benefits associated with collaborative assessment, the main drawback is that students perceive that their individual contribution to the assessment is not recognised. Several methods can be used to overcome this; for example, something as simple as the teacher evaluating an individual’s contribution. However, teacher assessment can be deemed as unreliable by students, since the majority of group work is not usually done in the presence of the teacher (Loddington, Pond, Wilkinson, & Wilmot, 2009). Therefore, students’ assessment of performance/contribution of themselves and their peer group in relation to the assessment task, also known as peer moderation, can be a more suitable alternative. There are a number of tools that can be used to facilitate peer moderation online, such as WebPA, which is a free, open source, online peer assessment tool developed by Loughborough University. This paper is a preliminary evaluation of online peer assessment of collaborative work undertaken by groups of students studying online at a distance at a large UK university, where WebPA was used to facilitate this process. Students’ feedback on the use of WebPA was mixed, although most of the students found the software easy to use, with few technical issues and the majority reported that they would be happy to use this again. The authors reported WebPA as a beneficial peer assessment tool

Study on Performance Appraisal Method of Vocational Education Teachers using PROMETHEE II

Evaluating vocational education teachers’ performance is an important link of teaching management and an important guarantee of improving teaching quality. In conducting teaching, research and community service, vocational education teachers should weight more on quality than quantity. In this context, individual habit reacts to the demanded jobs which are influenced by his/her knowledge, attitude, and skill. Teacher’s performance evaluation is nothing but a Multi Criteria Decision Making Problem (MCDM). There are several quality attributes that influence the efficiency of a potential vocational education teacher while guiding his/her students towards a positive and value added academic outcome. However, the importance of quality attributes may differ from individuals’ perspective. In other words, different attributes may have different weightage according to their priority of significance while evaluating quality/performance level of a vocational education teacher. This paper makes the vocational education teachers’ performance appraisal quantitative and determines the evaluation index based on academic performance. Criteria for performance are: teaching load, publication, research, conferencing, consultancy, services, teaching attitude, teaching content, teaching method, and teaching effect. The Analytic Hierarchy Process (AHP) and PROMETHEE (Preference Ranking Organisation METHod for Enrichment Evaluations) II analysis were used in performance appraisal. Application feasibility of this method approach and guidelines in solving such a multi-attribute decision making problem has been described illustratively in this paper. It is also observed that this MCDM approach is a viable tool in solving the teacher selection decision problems. It allows the decision maker to rank the candidate alternatives more efficiently and easily. Keywords: performance, teaching, Analytic Hierarchy Process, PROMETHEE II

Theoretical Foundations of Learning Communities

This chapter describes the historical and contemporary theoretical underpinnings of learning communities and argues that there is a need for more complex models in conceptualizing and assessing their effectiveness