Design and Implementation of Intelligent Performance Appraisal System Based on MVC Architecture

Performance appraisal and performance management were one of the emerging issues since last decade. Many organizations have shifted from employee's performance appraisal system to employee's performance management system. This paper has focused to study the evolution of employee's performance appraisal system, critics the system suffered and how the performance management system came to the practice. The main purpose of this paper is to differentiate these two systems, employee's performance appraisal and management system. This paper uses a review of the literature to evaluate the development of appraisal system and argues the critic areas of appraisal system. The review identified as advancement in the management field and growing complexity in corporate sectors demand more capable HR, so mare appraisal of employee's performance is not sufficient. Employee's contribution should be aligned with organizational objectives and strategy. Performance management eliminates the shortcomings of performance appraisal system to the some extent.

The implementation of performance management and appraisal system in any organization is to accomplish its strategic goals and objectives. The foundation of any organization is the performance management system (PMS). Organizations would not be able to survive if workers did not perform their assign duties. Organizations would be competitive and productivity would rise if workers gave their best effort. Performance appraisals (PA) are seen to be a useful Human Resource Management (HRM) tool that measures the standards that any organization or company sets for its workers by monitoring each worker’s performance in relation to the organization’s objectives. In Gombe State Treasury, staff evaluation performance is conducted manually which result to a lot of problems such as data inconsistency, inadequate storing of posting history, limited accessibility and flexibility among others. To address these issues online appraisal system was developed and implemented in the organization using water fall model as the adopted methodology and it is evaluated by distributing questionnaires to the staff and the management, analysis was carried out based on the defined hypothesis to see the impact of the system in the ministry which was found that the system has significant impact in conducting the appraisal exercise on both the staffs and the management as such it overcome the mentioned challenges faces during the exercise. The new system was designed to be more effective and productive for conducting staff appraisal exercise, eliminating all types of delay and tension. This research work made use of data collected from the organizations materials and journals from various authors and software was developed to effectively achieved aims of the research. The implementation of the system was carried out using PHP, JAVASCRIPT, CSS, APACHE and MYSQL for the database was carried out in the research. The system will automatically reduce the time and effort in the process. The system also evaluated by the staff of the organization and the data collected were analyzed and concluded that the system has significant impact in conducting the process based on the defined hypothesis.

According to the study of performance management systems in domestic and foreign commercial banks and application status and development trends of this system, combined with the actual demand of a certain branch of the commercial bank, the writer has analyzed of the feasibility and necessity of the design of performance appraisal management system. Focus on the design of architecture and functional module design of the performance appraisal system. The construction of the Performance appraisal system of commercial banks uses the internal network as a platform, achieves the combination of the organizations networks and information networks, and the combination of advanced and practical, to establish a head office production system to collect data as data sources, through the branch performance appraisal system drill the derived indicators, data imputation, etc., to determine primary assessment data of the whole performance management, so that performance evaluation of bank staffs would has a scientific and reliable foundation.

Performance appraisal became more vital management tool through which companies can raise the performance levels of their employees. It is a systematic assessment process between employees and company management for the purpose of achieving organisational goals. This study aims to investigate and explore the purposes of performance appraisal and the significance of using technology in appraisal system. The researcher has been used quantitative approach to know the impact of various aspects of technology on current performance appraisal system and qualitative approach was used to study employees' perception regarding performance appraisal system. The survey was used to collect data from the respondents. The study found that, the appraisal system does not address the important purpose upon which it should. It is used only for promotion, feedback and payment purpose.The results of present study have clearly shown that majority of employees have strong wish to have effective factors of performance appraisal system. The study indicates that, online technology used in performance appraisal system.

Along With China's development, performance appraisal is widely applied in various organization and enterprises, which had played an important role in promoting the organizational overall performance, but there are also adverse impacts caused by this system. Based on the survey of 158 civil servants from local government department, this paper explored the relationship between justice construct structure of civil servants performance appraisal and employee information ethic behavior. Results showed that the procedural justice and interaction justice has a significant effect on individual information ethical behavior. Based on the analysis, this research suggests that the existing performance appraisal system of the public servants should increase the impact of procedural justice and interaction justice, so as to reduce the possibility of non-ethical behavior of public servants. As an essential tool in modern human resources management, performance appraisal has become the basis for the survival of many organizations. Through performance appraisal, organizations can ensure the implementation of organizational strategy and to determine the level of employee performance, as the basis for salary distribution, it can also be used as a measure of personnel selection. Objectivity and impartiality of the results is the basis for the implementation of performance appraisal, but during the seventy years' development of the performance appraisal system, although there are a variety of performance appraisal systems, but no organization can ensure its own performance evaluation appraisal system is not defective. Hodgetts (1997) found in his study that 61% of the staff in the organization that had applied the performance appraisal system is discontent with it. Folger, Konovsky & Cropanzano (1998) have mentioned in their research that there had been too much emphasis on the validity and reliability of assessment tools, which brought many problems, but research on the staff perception of the justice of performance appraisal is limited, and the staff's cognition on the justice of performance appraisal will directly affect the behavior of his attitude and behavior on the job, therefore, it has become an important indicator of the performance appraisal justice to determine whether an effective performance appraisal. Along With China's development, performance appraisal is widely applied in various organization and enterprises, which had played an important role in promoting the organizational overall performance, but there are also adverse impacts caused by this system. Quantitative performance measure has been one of the difficulties of performance assessment, as well as to the scope of business content, in the unit's performance evaluation is often not the work of each offices all performance indicators to quantify, and because of the work unit affected by the policy larger factors cannot be completely reflected in the performance appraisal, so each is in the performance appraisal evaluation for the assessment is not the same sense of justice, and thus affect the future by assessing the behavior and performance. This paper aims to explore the influencing effects of performance appraisal on the information ethic behavior, from the perspective of the individual's perception of the justice of performance appraisal. In previous studies, western scholars tend to consider information ethics as the behavior in the process of information; ethical behavior is not the viewed as a broad concept of ethical behavior. Civil servants as staff of national government agencies, as opposed to corporate employees, they access to more

Research on teachers' performance appraisals is increasing because of a lack of understanding of the system, how it affected their motivation to work, and performance in the educational field. Thus, this study investigated the relationship between teachers' attitudes toward the performance appraisal system and their work performance, as mediated by teachers' motivation, in Ethiopia's Enbise Sar Midir district. The researcher employed a correlational research approach by collecting data from 265 teachers through questionnaires. Initially, the validity and reliability of scales were confirmed. The results showed a statistically moderate to high, favorable, and significant relationship between teachers' attitudes about appraisal systems, motivation, and work performance. This study found that if performance appraisals are conducted with transparency, equity, and a commitment to supporting teacher improvement, they increase teachers' job performance. That means, it is reasonable to expect that if teacher views toward the PA improve, so do their motivation to work and perform. Furthermore, teachers’ motivation to work partially mediates the relationship between teachers’ attitude towards performance appraisal system and work performance. This study found that many motivational strategies can be used to make instructors professionally satisfied and work well, and the state government can build appropriate PA systems. This research adds knowledge to the theory and literature on teachers' performance appraisal, motivation, and performance in the context of Ethiopian situation. This is expected to encourage further researchers and has the potential to make teachers more accessible to more students and schools, and so contribute to ensuring quality education (SDG 4).

Designing a high-quality assessment system is a challenge for college-level educators. An effective assessment system requires mastering the professional knowledge and skills involved. The field of assessment and evaluation has developed many important concepts, principles, and methods to guide practice. This study proposes an intelligent assessment management system for the summative assessment of college courses. It integrates a virtual online assessment management system and in-classroom examinations. Before an exam, the scope of the examination is selected by teachers, and students who will take the exam are listed. According to the number of students, the system configures the range of examination rooms. Students can go to any of the examination rooms to take the exam during the exam period. Each table has a near-field communication (NFC)-enabled tablet for student identification via a student APP. The identification process uses digital certificates to ensure uniqueness and to avoid substitute testers. Invigilators use an exam management APP to access information about the students taking the exam in the exam room, and give feedback regarding the real-time situation to the system. Instructors use the assessment management APP to check students' situation after the exam. The system ensures that all students receive fair treatment during the exam. The proposed system improves the effectiveness of assessment.

Digital transformation in the human resource department (HRD) within performance appraisal process is initiated by employee management and supported by the commitment of leaders to create aspects of openness and fairness. In this context, PT X is a steel construction company that still carries out employee performance appraisal process manually, causing problems such as being considered unfair, lack of transparency, inaccurate assessment process, and frequent delays in the process. This causes feelings of unfairness and suspicion from employees, leading to a negative work atmosphere and impacting productivity and performance. Therefore, this research aimed to design an employee performance appraisal information system by applying the Waterfall model as the development method. The novelty was the integration of human resources (HR) transformation from traditional to digital, by prioritizing the principles of fairness and transparency in the context of employee performance appraisal. This result shows that web-based performance appraisal information system effectively managed the appraisal process digitally, enabling leaders to monitor employee performance and improve efficiency. The existence of a system prioritizes transparency and fairness because the assessment process is carried out in two directions, from leaders to employees. Therefore, employee welfare and job satisfaction are improved through effective and objective assessment.

With the popularity of Internet and management informationization, people's understanding and demand of information technology has increased significantly, it is especially important for top hospitals where large amounts of information need to be processed. Medicine management is the core of hospital management, and it is the most promising link to cut down the expense and increase the income. Because there are many types of patients admitted to the Intensive Care Unit (ICU) and a wide variety of drugs stored there, especially many high risk medicines, the workload of medicine management for medical staff in ICU is really heavy. ICU intelligent medicine management system was designed in accordance with the requirements of the new financial system of the Ministry of Health, and the classification coding system was national standard. At the same time, it promote the realization of the integration of prescription, dispensing and inventory management. The ICU intelligent medicine management system was constituted of human-computer interaction modules (touch screen and fingerprint entry device), motherboard module, mechanical and electrical control module (I/O), communication module (printer, HIS), drawer storage module and narcotic drugs information system module. It used Java as a programming tool, applied user-friendly and powerful Dream Weaver as a development tool, and used JSP/JAVA, also Java, MySQL5 and Tomcat7 as the server-side, Client-side scripting tool, Database and Server respectively. Moreover, this system used Struts, session management, filters and database integration technology, built robust applications, whole prepared through the MVC mode, and had a very good scalability.

Abstract: Currently, the dual threats of global climate change and environmental pollution are becoming increasingly prominent, and people urgently need to explore effective energy management solutions to reduce carbon emissions and energy consumption. This paper proposed a design scheme of carbon footprint intelligent detection and management system based on Internet of Things (IoT) technology. This plan optimized energy utilization by intelligently monitoring and controlling the energy consumption of household appliances, thereby improving energy efficiency and reducing carbon emissions. The experimental results showed that after one year of use, the energy consumption of air conditioning equipment using IoT technology decreased by 35.7%, and carbon dioxide emissions decreased by 31.6%; the energy consumption of refrigerators using IoT technology decreased by 30.1%, and carbon dioxide emissions decreased by 29.2%; the energy consumption of washing machines using IoT technology was reduced by 41.2%, and carbon dioxide emissions was reduced by 31.1%. The design scheme of carbon footprint intelligent detection and management system using IoT technology is feasible. Through the comparison of experimental data, it was found that it can significantly optimize the energy utilization of household appliances, reduce unnecessary carbon emissions, and make an important contribution to environmental protection and sustainable development.

Performance Appraisal (PA) has been one of the most researched issues in the fields of Industrial Organizational Psychology and Human Resource Management. The purpose of appraisal is to make the most effective use of its human resources by developing them in a systematic way, in the interest of both the organization and the individuals being appraised. Survey of literature on various aspects of the subject reveals that there is still exists a need to highlight some of the aspects of the performance appraisal. This study will examine the performance appraisal system for the various HRM decision like incentives, promotions, wages, transfer, training and development. This research is regarding various types of appraisal systems adopted by various industrial units selected for research. The main aims and objectives of the study are to critically evaluate the existing performance appraisal system in the selected industrial units of Haryana. Significance of the study is to examine the negative aspects of the present systems and to suggest methods for the improvement in the existing system with introduction of improved appraisal system. It is revealed that appraisal system is required a lot of improvement and awareness among the employees at various industrial units in Haryana. Majority of employees do not know about the true meaning of performance appraisal. This research work is based on primary data. The study observes that Performance Appraisal is indispensable to be aware of each employee’s abilities, competencies and relative merit and worth for the organization. Finally, PA is a pre requisite for the success of any organization as it aims at identification of competency gaps and taking steps to bridge such gaps through appropriate HR development measures to face the challenges of competitive world.

Intelligent battery management system in a smart farm has a very significant role for energy management. It gives the energy demand status of the entire farm, the available energy produced by the PV system, and the energy stored in the batteries. However, it is important that energy monitoring system to be efficient, most especially in optimizing the distribution of the available harvested energy. Also, since the loads will come from various systems such as aquaponics, vision system, irrigation system and communication systems, efficient system is a necessity. Therefore, it is necessary to have an intelligent monitoring system that will acquire all the possible energy demands of each respective system loads. With the aid of smart farming technology, accurate energy monitoring and distribution is made possible. To properly manage the use of energy harvested for smart farm system loads, this study discusses the design of a fuzzy logic-based intelligent battery management monitoring system (FLi-BMS) to optimize the energy distribution to several loads in the smart farm.

Performance + InstructionVolume 33, Issue 6 p. 3-13 Article Performance appraisal lessons from thirteen years in the trenches Jack Zigon, Jack Zigon Jack Zigon is President of Zigon Performance Group, a management consulting firm specializing in the design and installation of custom performance management and performance appraisal systems, as well as a new process for measuring the results of cross-functional and self-managed teams. He has developed appraisal systems for companies such as Hallmark Cards, General Dynamics/Lockheed, Yellow Feight System, United Telephone, Air Products and Chemicals, Kenucky Fried Chicken, and R.L. Polk. His work has won four national NSPI awards and he is frequent speaker at conferences. He can be reached at 604 Crum Creek Road, Media PA, 19063-1646; telephone 610/891-9599.Search for more papers by this author Jack Zigon, Jack Zigon Jack Zigon is President of Zigon Performance Group, a management consulting firm specializing in the design and installation of custom performance management and performance appraisal systems, as well as a new process for measuring the results of cross-functional and self-managed teams. He has developed appraisal systems for companies such as Hallmark Cards, General Dynamics/Lockheed, Yellow Feight System, United Telephone, Air Products and Chemicals, Kenucky Fried Chicken, and R.L. Polk. His work has won four national NSPI awards and he is frequent speaker at conferences. He can be reached at 604 Crum Creek Road, Media PA, 19063-1646; telephone 610/891-9599.Search for more papers by this author First published: July 1994 https://doi.org/10.1002/pfi.4160330603Citations: 6 AboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinkedInRedditWechat Citing Literature Volume33, Issue6July 1994Pages 3-13 RelatedInformation

With the development of smart grid, the development of smart community and smart city has been promoted, and the quality of life of the people has been improved. Intelligent power consumption has added low-carbon, energy-saving reforms to people’s lives, and provided more convenient intelligent services. This software is based on the idea of intelligent power consumption. MVC architecture is adopted to achieve low coupling between interface and logic, so as to ensure the stability, scalability and maintainability of the software. This software is based on Android mobile client, realizing remote control of household appliances and data query, recording user operations, analyzing user operating habits, and realizing intelligent control. As a micro-intelligent product, intelligent control system software will also contribute to the development of smart grid.

Background: Strong organizations must maintain vital activities and help others survive. All non-profit organizations (NPOs) aim to increase customers' social well-being. These organizations have been under pressure to enhance management, efficiency, effectiveness, and accountability recently. A performance evaluation system is essential to internal monitoring and control in non-governmental organizations due to a diversified and linked workforce that works toward several layers of organization-specified objectives at different levels. Objectives: This study aims to explore the performance appraisal system of International Non-Governmental Organizations in Nepal. Additionally, it is to analyze the effect of the performance appraisal system on employee motivation in these organizations in Nepal. Methods: The study adopted a mix-method. Data were collected using a structured questionnaire of 300 employees, with 212 responses from six INGOs operating in Nepal and 5 HR managers of the INGOs. The performance appraisal system considered components, i.e., performance appraisal purpose, performance appraisal standard, feedback on performance appraisal, reliability of ratings, and rather assurance on employee motivation. Findings: The results determined that performance appraisal purpose, reliability of ratings, and rater assurance significantly affect employee motivation. In contrast, feedback on performance appraisal and performance appraisal standards did not significantly impact employee motivation. Conclusions: An organization's fair and accurate performance appraisal system helps employees feel unbiased and motivates them toward work. Employees should receive performance appraisals to verify that the authorities have reviewed their work. It inspires them.