introduction: appraiser is the main interface between the performance appraisal system and those being appraised. their views and behaviors have different effects on the performance of the evaluation system, as well as the reactions subjects of the appraisal make toward the system and their subsequent performance. hence, appraisers need to be trained enough regarding the appraisal. therefore, t...

this correlational study focused on formal organizations' administrative performance values. it examined the managers' (unit supervisors') employee performance appraisal process in relation to sex and personality differences among unit supervisors in tehran, shahid beheshti and iran medical sciences university hospitals (tehran, 1996). first 537 male and female managers performin...

one of the ways to manage human resources is performance management. with a systematic approach, this sort of management determines strategic goals, identifies indexes, collects, analyzes and reports data and ultimately improves the organization performance. performance management is a process that calls for the interaction of factors such as administrative goals, accountability standards and e...

introduction: human resources information management as one of the valuable and modern achievement is the biggest challenge that managers are faced with and there is a deep believe on application and practical execution of modern managerial approaches in human resource area such as european foundation for quality management (efqm) model can cause performance improvement and organizational effic...

background: noise is defined as unwanted or meaningless sound that apart from auditory adverse health effects may distract attention from cues that are important for task performance. human performance is influenced by many job-related factors and workplace conditions including noise level. objective: to study the effect of noise on human performance. methods: the participants included 40 healt...

1. Manager enters their assessment of employee’s performance in the form. o Section I rates each performance standard and adds comments as appropriate. o Section II (Optional) – rates and enters comments for each performance goal. o Section III – rates the employee’s overall performance. Enter comments/assessment of their overall performance. 2. Manager sends the performance appraisal with thei...

this article reports part of the results of a research conducted at lorestan university of medical sciences in 1389. the study aimed at comparing the employee performance appraisal results in terms of current methods and 360-degree feedback and examining their possible relationship with employee satisfaction. accordingly, based on the nature of research, the sample was taken from four groups: s...

conclusions regarding the study findings, there was a significant difference between family function dimensions and quality of life among addicts and non-addicts. results the study revealed that some disorders in family function dimensions were higher in the addicts compared to non-addicts. addicts have a quality of life lower than non-addicts (p < 0.05). there was a relationship between differ...