Bahodir Amonov Introduction Sleep plays an increasingly crucial role in cognitive and emotional functioning of human beings. The aim of the current research is to investigate the relationship between sleeping patterns on the academic performance of WIUT1 students.
The history of performance appraisal is quite brief. But this is not very helpful, for the same may be said about almost everything in the field of modern human resources management. As a distinct and formal management procedure used in the evaluation of work performance, appraisal really dates from the time of the Second World War, about seventy years ago.
Yet in a broader sense, the practice of performance appraisal is an ancient art. There is, says Dulewicz" In the absence of a structured system, people will tend to judge the work performance of others, including subordinates, informally and arbitrarily.
The hardwired human inclination to judge can cause big problems in the workplace. Without a structured system of appraisal, there is little if any chance of ensuring that such judgements will be accurate, fair and useful.
Performance appraisal began as an attempt to rationally correlate rewards and outcomes. That is, appraisal was used to decide whether or not the salary or wage of an individual employee was justified.
The process was firmly linked to material outcomes. On the other hand, if their performance was better than the supervisor expected, a pay rise was in order. Little consideration, if any, was given to the developmental possibilities of appraisal. If was felt that a cut in pay, or a rise, should provide the only required impetus for an employee to either improve or continue to perform well.
Sometimes this basic system succeeded in getting the results that were intended; but more often than not, it failed. For example, early motivational researchers were aware that different people with roughly equal work abilities could be paid the same amount of money and yet have quite different levels of motivation and performance.
These observations were confirmed in empirical studies. Pay rates were important, yes; but they were not the only element that had an impact on employee performance. It was found that other issues, such as morale and self-esteem, could also have a major influence.
As a result, the traditional emphasis on reward outcomes was progressively rejected. In the s in the United States, the potential usefulness of appraisal as tool for motivation and development was gradually recognized.
The general model of performance appraisal, as it is known today, began from that time. Modern Performance Appraisal Performance appraisal may be defined as a structured formal interaction between a subordinate and supervisor, that usually takes the form of a periodic interview annual or semi-annualin which the work performance of the subordinate is examined and discussed, with a view to identifying weaknesses and strengths as well as opportunities for improvement and skills development.
In many organizations - but not all - appraisal results are used, either directly or indirectly, to help determine reward outcomes. That is, the appraisal results are used to identify the better performing employees who should get the majority of available merit pay increases, bonuses, and promotions.
By the same token, appraisal results are used to identify the poorer performers who may require some form of counseling, or in extreme cases, demotion, dismissal or decreases in pay.A performance appraisal is a formal process used to assess an employee's effectiveness and productivity and serves both administrative and developmental purposes.
Administratively, it helps guide. Introduction Performance-related pay (PRP) is a financial rewarding system that links pay awarded to the work output of employees (CIPD, ).
It is connected directly to individual, group and organisational performance (Armstrong, ). Performance Appraisals In FY , the university introduced a new process for staff performance appraisals.
Berkshire & Associates, the firm that worked with us on the job classification process helped us with the revision of our staff performance appraisal process to reflect the University’s standards as measured in the classification srmvision.comd: Oct 22, Cyril attended the Catholic Administration School presently known as St.
Clement Catholic School Ozuoba where he obtained Standard Six Certificate.
His Brilliance and exceptional performance earned him a position as a teacher at the Roman Catholic School, under the . The most difficult part of the Performance appraisal process is measuring the actual performance of the employees that is the work done by the employees during the specified period of time.
It is a continuous process which involves monitoring the performance through ou t the year. Primary objective of the research question was investigating whether sleeping patterns influence on academic performance of WIUT students, or not. While analyzing the literature review on the topic, law-like-theory had been formulized stating ‘sleeping less than seven hours negatively influence on academic performance of WIUT students’.