Abstract: In this study, a model, together with a software tool that implements it, has been developed to determine the performance ratings of employees in an organization operating in the information technology sector using the indicators obtained from employees' online study data. Weighted Sum (WS) Method and Technique for Order Preference by Similarity to Ideal Solution (TOPSIS) method based on multidimensional decision making approach were used in the study. WS and TOPSIS methods provide multidimensional decision making (MDDM) methods that allow all dimensions to be evaluated together considering specific weights, allowing employees to objectively evaluate the problem of online performance tracking. The application of WS and TOPSIS mathematical methods, which can combine alternatives with a large number of dimensions and reach simultaneous solution, has been implemented through an online performance tracking software. In the application of WS and TOPSIS methods, objective dimension weights were calculated by using entropy information (EI) and standard deviation (SD) methods from the data obtained by employees' online performance tracking method, decision matrix was formed by using performance scores for each employee, and a single performance score was calculated for each employee. Based on the calculated performance score, employees were given a performance evaluation decision. The results of Pareto set evidence and comparative mathematical analysis validate that employees' performance preference rankings in WS and TOPSIS methods are closely related. This suggests the compatibility, applicability, and validity of the proposed method to the MDDM problems in which a large number of alternative and dimension types are taken into account. With this study, an objective, realistic, feasible and understandable mathematical method, together with a software tool that implements it has been demonstrated. This is considered to be preferable because of the subjectivity, limitations and high cost of the methods traditionally used in the measurement and performance appraisal in the information technology sector.
Abstract: System identification of an Unmanned Aerial Vehicle (UAV), to acquire its mathematical model, is a significant step in the process of aircraft flight automation. The need for reliable mathematical model is an established requirement for autopilot design, flight simulator development, aircraft performance appraisal, analysis of aircraft modifications, preflight testing of prototype aircraft and investigation of fatigue life and stress distribution etc. This research is aimed at system identification of a fixed wing UAV by means of specifically designed flight experiment. The purposely designed flight maneuvers were performed on the UAV and aircraft states were recorded during these flights. Acquired data were preprocessed for noise filtering and bias removal followed by parameter estimation of longitudinal dynamics transfer functions using MATLAB system identification toolbox. Black box identification based transfer function models, in response to elevator and throttle inputs, were estimated using least square error technique. The identification results show a high confidence level and goodness of fit between the estimated model and actual aircraft response.
Abstract: In this age of information technology, organizations are revisiting their approach in great deal. E-administration is the most popular area to proceed with. Organizations in order to excel over their competitors are spending a substantial chunk of its resources on E-Administration as it is the most effective, transparent and efficient way to achieve their short term as well as long term organizational goals. E-administration being a tool of ICT plays a significant role towards effective management of HR practices resulting into optimal performance of an organization. The present research was carried out to analyze the impact of moderating role of e-administration in the relationships training and performance appraisal aligned with perceived organizational performance. The study is based on RBV and AMO theories, advocating that use of latest technology in execution of human resource (HR) functions enables an organization to achieve and sustain competitive advantage which leads to optimal firm performance.
Abstract: The main purpose of this study was to figure out
employees’ attitudes toward the new performance appraisal program
and to examine whether three different types of appraisal processes
differentially affected job satisfaction and employee engagement. The
second purpose of this study was to investigate the relationship
between performance appraisal reform, job satisfaction, and employee
engagement. A large polyester and textile corporation had 2046
non-operational employees in February 2014. The valid participants
were 1474 (72.04%) in this study. Data analysis included descriptive
statistics, one-way ANOVA, one-way MANOVA, Pearson correlation,
Content Validity Index, the exploratory factor analysis, and reliability
analysis. The general results showed that employees who received the
new performance appraisal program evaluated the program more
positively and showed more job satisfaction than those who did not. In
particular, the implementation effects of this new performance
appraisal program were most highly rated by employees who used the
KPI to rate their job performance. Moreover, employees’ attitudes
toward the new performance appraisal program were positively related
to their job satisfaction and employee engagement. Lastly, most
employees regarded themselves as engaged workers. To sum up, the
HR department of this company has made an effective contribution to
performance appraisal reforms.
Abstract: Deciding the numerous parameters involved in
designing a competent artificial neural network is a complicated task.
The existence of several options for selecting an appropriate
architecture for neural network adds to this complexity, especially
when different applications of heterogeneous natures are concerned.
Two completely different applications in engineering and medical
science were selected in the present study including prediction of
workpiece's surface roughness in ultrasonic-vibration assisted turning
and papilloma viruses oncogenicity. Several neural network
architectures with different parameters were developed for each
application and the results were compared. It was illustrated in this
paper that some applications such as the first one mentioned above
are apt to be modeled by a single network with sufficient accuracy,
whereas others such as the second application can be best modeled
by different expert networks for different ranges of output.
Development of knowledge about the essentials of neural networks
for different applications is regarded as the cornerstone of
multidisciplinary network design programs to be developed as a
means of reducing inconsistencies and the burden of the user
intervention.
Abstract: Enterprise Wide Information Systems (EWIS)
implementation involves the entire business and will require changes
throughout the firm. Because of the scope, complexity and
continuous nature of ERP, the project-based approach to managing
the implementation process resulted in failure rates of between 60%
and 80%. In recent years ERP systems have received much attention.
The organizational relevance and risk of ERP projects make it
important for organizations to focus on ways to make ERP
implementation successful. Once these systems are in place,
however, their performance depends on the identified macro
variables viz. 'Business Process', 'Decision Making' and 'Individual
/ Group working'. The questionnaire was designed and administered.
The responses from 92 organizations were compiled. The
relationship of these variables with EWIS performance is analyzed
using inferential statistical measurements. The study helps to
understand the performance of model presented. The study suggested
in keeping away from the calamities and thereby giving the
necessary competitive edge. Whenever some discrepancy is
identified during the process of performance appraisal care has to be
taken to draft necessary preventive measures. If all these measures
are taken care off then the EWIS performance will definitely deliver
the results.
Abstract: Performance appraisal of employee is important in
managing the human resource of an organization. With the change
towards knowledge-based capitalism, maintaining talented
knowledge workers is critical. However, management classification
of “outstanding", “poor" and “average" performance may not be an
easy decision. Besides that, superior might also tend to judge the
work performance of their subordinates informally and arbitrarily
especially without the existence of a system of appraisal. In this
paper, we propose a performance appraisal system using
multifactorial evaluation model in dealing with appraisal grades
which are often express vaguely in linguistic terms. The proposed
model is for evaluating staff performance based on specific
performance appraisal criteria. The project was collaboration with
one of the Information and Communication Technology company in
Malaysia with reference to its performance appraisal process.