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Minwir Alshammari – One of the best experts on this subject based on the ideXlab platform.
fuzzy logic modeling for performance Appraisal Systems a framework for empirical evaluationExpert Systems With Applications, 1998Co-Authors: Adnan Shaout, Minwir AlshammariAbstract:
Abstract This paper presents a proposed application of the fuzzy set theory to a personnel performance evaluation system. Two fuzzy personnel performance models will be represented and their variables fuzzified. An application to the performance evaluation in a higher educational setting will be proposed.
Jennifer H. Frame – One of the best experts on this subject based on the ideXlab platform.
Organizational Downsizing and Age Discrimination Litigation: The Influence of Personnel Practices and Statistical Evidence on Litigation OutcomesLaw and Human Behavior, 2003Co-Authors: Peter H. Wingate, George C. Thornton, Kelly S. Mcintyre, Jennifer H. FrameAbstract:
The present study examined relationships between reduction-in-force (RIF) personnel practices, presentation of statistical evidence, and litigation outcomes. Policy capturing methods were utilized to analyze the components of 115 federal district court opinions involving age discrimination disparate treatment allegations and organizational downsizing. Univariate analyses revealed meaningful links between RIF personnel practices, use of statistical evidence, and judicial verdict. The defendant organization was awarded summary judgment in 73% of the claims included in the study. Judicial decisions in favor of the defendant organization were found to be significantly related to such variables as formal performance Appraisal Systems, termination decision review within the organization, methods of employee assessment and selection for termination, and the presence of a concrete layoff policy. The use of statistical evidence in ADEA disparate treatment litigation was investigated and found to be a potentially persuasive type of indirect evidence. Legal, personnel, and evidentiary ramifications are reviewed, and a framework of downsizing mechanics emphasizing legal defensibility is presented.
Roseanne J. Foti – One of the best experts on this subject based on the ideXlab platform.
Reactions to Appraisal Discrepancies: Performance Ratings and AttributionsJournal of Business and Psychology, 1998Co-Authors: Paul E. Levy, Brian D. Cawley, Roseanne J. FotiAbstract:
The traditional top-down approach to performance Appraisal has been criticized as not keeping pace with the move toward more participative organizations of the last decade. This has led many organizations to adopt newer performance Appraisal Systems that use multiple feedback sources (e.g., 360-degree feedback Systems). However, research indicates that multiple feedback sources often disagree on performance ratings and attributions. The current paper reports the results of one laboratory and one field study that show the importance of performance and attributional rating discrepancies on the Appraisal process.