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A Study on Creating Job Agreement and Evaluation Form for Evaluating Job Performance of Rajamangala University of Technology Lanna Academic Supporting Staffs

Publish : Wednesday 27 April 2016 By Naritsara Sakulson จำนวนผู้เข้าชม 445 คน

ยังไม่มีคะแนนสำหรับบทความนี้ ผู้อ่านสามารถให้คะแนนบทความได้จากปุ่มข้างใต้

 Performance evaluation is one of the various essential tools for the modern human resource management (Integrated Human Resource Management) to evaluate job performance of staffs in an organization. This helps the human resource department and an organization to successfully work according to its policy. The job performance evaluation also helps an organization to see the weaknesses strengths‚ and proficiency of staff so that they can appropriately improve the weaknesses and strengthen the capacity of the staff in order to help them work effectively. This eventually helps an organization to find the right persons for each particular job positions and helps the staff to successfully and professionally grow.     The regulations for creating a job agreement and evaluation form for evaluating job performance of staffs of Rajamangala University of Technology Lanna states that job performance evaluation must be based upon the achievement of duty according to difficulty of tasks that each person is responsible for. Therefore‚ a job agreement and evaluation form for evaluating job performance of Rajamangala University of Technology Lanna academic supporting staff has been set using three important criteria: KPI (Key Performance Indicators)‚ evidence of success‚ and work behavior. This job agreement and evaluation form was used to evaluate job performance of all Rajamangala University of Technology Lanna academic supporting staffs who are government officers‚ and university employees. The study shows that the participants who are the evaluators have good knowledge and understanding of creating job agreement and evaluation forms for evaluating job performance of staffs in all areas. On the other hand‚ the staff who are evaluated have good knowledge and understanding of creating job agreement and evaluation form for evaluating job performance of staffs in the areas of evidence of success‚ and work behavior‚ but have fair knowledge and understanding in the area of evaluation criteria and process.   As the evaluators‚ the participants highly needed the university to improve the job agreement and evaluation form for evaluating job performance of academic supporting staff and suggested three important areas for improving job performance evaluation:  clearly set the rules and regulations of the university’s job performance evaluation‚ set up a job performance standard‚ and clearly assign who is the evaluator and inform all the staffs. As the employees who are evaluated the participants highly needed the university to improve the job agreement and evaluation form for evaluating job performance of academic supporting staffs and suggested three important areas for improving job performance evaluation: the university should give the opportunity for training to academic supporting staffs‚ sending the staffs for internships‚ and clearly assign the evaluators who evaluate the staff according to their job descriptions. Based on the results of the study‚ the researcher will accordingly apply the knowledge founded to improve the job agreement and evaluation form for evaluating job performance of academic supporting staff who work at Rajamangala Unversity of Technology Lanna. This will also help all the academic supporting staffs to work effectively.  





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