...Volume 3, number 2 What is critical appraisal? Sponsored by an educational grant from AVENTIS Pharma Alison Hill BSC FFPHM FRCP Director, and Claire Spittlehouse BSc Business Manager, Critical Appraisal Skills Programme, Institute of Health Sciences, Oxford q Critical appraisal is the process of systematically examining research evidence to assess its validity, results and relevance before using it to inform a decision. q Critical appraisal is an essential part of evidence-based clinical practice that includes the process of systematically finding, appraising and acting on evidence of effectiveness. q Critical appraisal allows us to make sense of research evidence and thus begins to close the gap between research and practice. q Randomised controlled trials can minimise bias and use the most appropriate design for studying the effectiveness of a specific intervention or treatment. q Systematic reviews are particularly useful because they usually contain an explicit statement of the objectives, materials and methods, and should be conducted according to explicit and reproducible methodology. q Randomised controlled trials and systematic reviews are not automatically of good quality and should be appraised critically. www.evidence-based-medicine.co.uk Prescribing information is on page 8 1 What is critical appraisal What is critical appraisal? Critical appraisal is one step in the process of evidence-based clinical practice. Evidencebased clinical practice...
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...logic? Well there are three major steps in the performance appraisal process: * Identification, * Measurement * Management. The first appraisal is with identification the behaviors necessary for successful performance are determined. The second is measurement involves choosing the appropriate instrument for appraisal and assessing performance. The last step in my opinion one of the most important is management, which is the ultimate goal, is the reinforcing of good performance and the correction of poor performance. Additionally, management by objectives, which involves evaluating performance without a traditional performance appraisal. The client dimensions are the quality of a good dimensional model that is directly proportional to the quality of attributes present inside these dimension tables. The dimension table attributes show up as report label inside the reports for senior management for them to review. I would use performance dimensions are everyone across the board yes it can be difficult to achieve this task at first but with the right organization and management it could be very prosperous for the employee and the organization. 2. How will you determine the specific content of the 360 degree appraisal form? Well the content should be the same within the 360 degree appraisal form regardless of the organization with some important things to think about before you begin a 360 appraisal form is to be careful and have consideration and planning every...
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...specify the question you have chosen | People experience distress in different ways and so attempting to measure it Is pointless | Banner ID number(this is an 8 digit number, preceded by the letter ‘B’, e.g. B00123456) | B00188060 | Have you been granted a formal extension? | YES Audrey Cund Revised submission deadline for extension: 18th DEC 15 | Contents page Page 2 Introduction Page 3 Literature search Page 5 Critical Appraisal of a Quantitative Study Page 8 Critical Appraisal of a Qualitative Research Study Page 10 Conclusion Page 12 Appendix 1 Page 15 Appendix 2 Page 18 Appendix 3 Page 21 References Critical Appraisal of Quantitative and Qualitative Nursing Research Introduction Contemporary nursing continues to not only strive for evidence based practice, which according to the Nursing and Midwifery Council (NMC) 2008 Code of Performance and Ethics should be part of nurse’s professional responsibilities but the nursing profession should look to develop this knowledge further. Nursing research allows nurses to develop critical and questioning skills which identify the strengths and weaknesses of the research findings or to establish if any further research is required (Le May and Holmes, 2012). This assessment will be focusing on critically appraising a quantitative and...
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...of Interpersonal Skills In Effective Performance Appraisal 1.0 INTRODUCTION When asked what is Interpersonal skills, the answers quite straight forward, people interacting with other people, that's what interpersonal skill means. We all start doing it from the moment we're born. And if all goes well as we grow up, we get more skilled at communicating our wants and needs, our feelings and thoughts. We also learn to interpret other people’s feelings in turn, so that in adulthood we are aware of how our behavior impacts on others. People with good interpersonal skills are easy to be around. They tend to connect with other people effortlessly, they seem to know the right things to say and they make communication in general an easy process. Interpersonal skills are one of those things that we really notice when someone lacks it. When we're in new or awkward situations or when we imagine that there are rules of behavior that everyone else seems to know but us. Mastering interpersonal skills is very essential in today’s globalized business world. As communication is the corners stones of modern business, how are we supposed to survive and thrive when we can’t communicate with our peers? Interpersonal skills are not only required for running a business but also one of the key components of performance appraisal. If any of the two parties in performance appraisal namely, appraiser or appraisee lack interpersonal skills the appraisal will not be effective. If the appraiser lack interpersonal...
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...actions. Performance appraisal is the ongoing process of evaluating and managing both the behavior and outcomes in the organization (Carrell, Elbert & Hatfield, 2008). It is not a process that happens once a year or every six months, but one that happens every day. Stripped to its essentials, performance appraisal always involves setting work standards, assessing the employees’ actual performance relative to those standards, and providing feedback to the employees with the aim of motivating him or her to eliminate performance deficiencies or to continue to perform above par (Dessler, 2011). Indeed, performance appraisals are widely used for administrating wages and salaries, giving performance feedback, and identifying individual employee strengths and weaknesses (Mathis & Jackson, 2011). Definition of Performance Appraisal P erformance appraisal is the process of evaluating the behavior of the employees in the work place (Maxwell, 1992). This process assumes that the employees are aware of their performance standards, and that the supervisor also provides the employees with the feedback, development, and incentives required to help the person eliminate performance deficiencies. Basically, performance appraisal is intended to engage, align, and coalesce individual and group effort to continually improve overall organizational mission accomplishment (Vance, 2006). According to Dessler (2012, p. 332), “Performance appraisal means evaluating an...
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...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.1365-2648.2009.05173.x This...
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...International Journal of Educational Management Emerald Article: Human resource management in Hong Kong preschools: the impact of falling rolls on staffing Choi-wa Dora Ho Article information: To cite this document: Choi-wa Dora Ho, (2009),"Human resource management in Hong Kong preschools: the impact of falling rolls on staffing", International Journal of Educational Management, Vol. 23 Iss: 3 pp. 217 - 226 Permanent link to this document: http://dx.doi.org/10.1108/09513540910941720 Downloaded on: 11-05-2012 References: This document contains references to 32 other documents To copy this document: permissions@emeraldinsight.com This document has been downloaded 1576 times. Access to this document was granted through an Emerald subscription provided by PORTLAND STATE UNIVERSITY For Authors: If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service. Information about how to choose which publication to write for and submission guidelines are available for all. Additional help for authors is available for Emerald subscribers. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.com With over forty years' experience, Emerald Group Publishing is a leading independent publisher of global research with impact in business, society, public policy and education. In total, Emerald publishes over 275 journals and more than 130 book series, as well as an extensive range of online...
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...THE EFFECT OF PERFORMANCE APPRAISAL ON EMPLOYEE PERFORMANCE AT LAIKIPIA COUNTY. A CASE STUDY OF NYAHURURU SUB-COUNTY, KENYA BY LUCY WANGARI GACHAU A Research Proposal Submitted To The St. Annes Catholic Insitute in Partial Fulfillment of The Requirements For The Award of Higher Diploma in Secretarial Management of KNEC. JUNE 2014 DECLARATION/RECOMMENDATION Declaration This proposal is my original work and has not been presented in any other, college, university or any other Institution of Higher Learning for academic award. Signature ……………………………… Date ……………………………… Students Name: LUCY WANGARI GACHAU Reg No. Recommendation This proposal has been submitted for examination with our approval as College supervisor Signature ……………………………… Date …………………………… Lecturer name: Department of Higher Diploma in Secretarial Management St. Annes Catholic Institute ABSTRACT Performance appraisal is defined as the process of determining and communicating to an employee how he is performing on a particular Job. Therefor performance appraisal is the process of evaluating an employee’s performance of a job in terms of its requirements and advising on the necessary steps o be taken in order to perform even better next time. This has never been in Laikipia County with the opposite being true. It is for this reason that this study seeks to study the effects of these performance appraisal on employees performance...
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...Introduction Performance appraisals, the assessment of a worker’s work performance over the earlier period by one’s administrator, are a customary practice in essentially every organization (Benson & Brown2005). Performance appraisals help in assisting the administrators to effectively manage the talent within the organization (Benson, Lawler & McDermott 2012). Performance appraisals allow the administrator to evaluate how well the employee is coping with their work, what their abilities and understanding are and what their obligation and performance goals are moving forward (Lacho, Stearns & Whelan 1991). This paper will report and critically analyze the performance and appraisal methods of a school of which the author is familiar with. This...
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...Text Version A Handbook for Measuring Employee Performance ALIGNING EMPLOYEE PERFORMANCE PLANS WITH ORGANIZATIONAL GOALS Workforce Compensation and Performance Service Executive Resources and Employee Development ■ Performance Management Implementation ■ September 2011 table of contents FOREWORD . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 contents CHAPTER 1 PERFORMANCE MANAGEMENT: BACKGROUND AND CONTEXT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 Employee Performance Plans . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 CHAPTER 2 DISTINGUISHING ACTIVITIES FROM ACCOMPLISHMENTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 The Beekeepers and Their Bees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 Using Balanced Measures ................................................. Categories of Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 18 CHAPTER 3 DEVELOPING EMPLOYEE PERFORMANCE PLANS . . . . . . . . . . . . . . . . . . . . 20 Step 1: Look at the Overall Picture ....................................... Step 2: Determine Work Unit Accomplishments . . . . . . . . . . . . . . . . ....
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...HOW THE EFFECTIVE PROCESS OF STAFF ANNUAL APPRAISAL ENHANCE THE EMPLOYEES’ SATISFACTION? Abstract The satisfaction of employees is highly important to company. The efficiency and performance of the company totally relies and depends on the satisfied employees. The satisfied employees tend to be creative, initiative, and innovative that makes the organization grow and profitable. In this study investigates the impact of staff appraisal process on employees’ satisfaction, which it is one of the major management tools that affect overall company process, in addition, this research investigates solutions to enhance the process of the appraisal in order to improve the employees satisfaction. ¬ Keywords: staff appraisal, employees’ satisfaction, performance, and efficiency. Overview of Organization The organization that will be the topic of my study is Arab Bank. Arab Bank PLC is one of the largest financial institutions in the Middle East. Established in Jerusalem in Palestine in 1930 as a small bank, it related history is interlinked with that of the Shoman family and its founder Abdel Hameed Shoman, whose personal life reads as an extraordinary tale of success for his time and age. The Bank is ranked amongst the largest international financial institutions, with a rating of A- from Fitch, A- from Standard & Poor and A3 from Moody’s. The bank has a capital base of over USD 5.5 Billion and Total Assets of over USD 50 billion. Pretax Income reached...
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...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...
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...assessment. This difference could be due to bias, prejudice, or other subjective, extraneous influences. 2) _______ A) content validity B) a first-impression effect C) rating error D) the performance appraisal process 3) In 2009, employees were expected to earn average merit increases of what percent? 3) _______ A) 8.3% B) 2.9% C) 5.2% D) 1.3% 4) Management by objective is part of which type of performance appraisal system? 4) _______ A) behavioral observation scale B) behaviorally-anchored rating scale C) goal-oriented system D) trait system 5) This occurs when a rater generalizes good performance behavior in one aspect of the job to all aspects of the job. 5) _______ A) negative halo effect B) positive halo effect C) first-impression effect D) similar-to-me effect 6) Which comparison system requires the rater to place a specific number of employees into groups that represent the entire range of performances? 6) _______ A) the critical incident technique B) hierarchical C) paired comparison D) forced distribution 7) Among the various performance appraisal techniques, this appraisal system is the most defensible in court...
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...SUSTAINING EMPLOYEE PERFORMANCE PAPER Sustaining Employee Performance Paper Alejandro Zatarain, Jamie Lewandoski, George Hull SEC/300 March 28, 2016 Chris Bingham In this paper we will be discussing two positions of the Elias Group Organization. The two positions that we will discuss would be the Director of Technical Services and the Director of Administration and HR. We will describing the functions of performance management, suggest two jobs evaluations, compare possible compensations for this two positions and also we will be explaining the importance of providing employee benefit plans to the employees working in this two chosen positions. The two jobs that we as a team have identified for the Elias Group Organization is the Director of Technical Services and the Director of Administration and HR. The Director of Technical Services is in charge of three managers, which are the manager of web services, the manager of information res. and the manager of desktop services. The other position, which is the Director of Administration and HR in this position, they answer to the president of the company and which they answer to the board of directors. In this position the Director of administration and HR is involved with the legal counsel since they have to deal with Human Resources department and administration. The general function of performance management is to promote and improve employee effectiveness. It is a continuous process where managers and employees...
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...PGBM30 APPLIED RESEARCH METHODS ASSIGNMENT WORD LIMIT: 3000 words Issue Date: Friday 9th September 2011 Hand in date: Thursday 3rd November 2011 Suppose you were asked to investigate how to raise employee engagement in an organisation as an instrument for facilitating high level business objectives. Prepare a report outlining how you would carry out this research and justifying the approach you would take. Your report should include:- *your research aims and objectives-these should be written in M level language using bullet points. The research aims should be written using phrases such as ‘to critically review’, ‘to analyse’, ‘to investigate’, etc. *a brief critical review of the key academic sources you would use, outlining the main issues raised by these sources and how they support your aims and objectives. Do not just describe the literature! *an explanation of, and justification for, the research methodology you would use. In particular, what primary data would you want to collect and how would you collect this data? *an explanation of the methods of data analysis you would use. *an outline of any ethical issues involved. *an outline of the limitations to your research. There is NO requirement to collect primary data for this assignment. Do not collect or analyse primary data. DO outline what primary data you would need and how you would collect this data. Harter, J.K., Schmidt, F.L. and Hayes, T.L. (2002) ‘Business-unit level relationship...
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