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Universiti Teknologi MARA Electronic Performance and Career Development Supporting System for Multiple Evaluators "Sistem Prestasi dan Peningkatan Kerjaya" Noreen binti Muslim Thesis submitted in fulfillment of the requirement for Bachelor of Science(Hons) Information Technology Faculty of Information Technology and Quantitative Science April 2006

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Page 1: Noreen Binti Muslim 06 24

Universiti Teknologi MARA

Electronic Performance and Career Development Supporting System for Multiple Evaluators "Sistem Prestasi dan Peningkatan Kerjaya"

Noreen binti Muslim

Thesis submitted in fulfillment of the requirement for Bachelor of Science(Hons) Information Technology

Faculty of Information Technology and Quantitative Science

April 2006

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DECLARATION

I hereby declare that this thesis and the research are the work of my own and

investigation. Any ideas or quotation from the work of other people published or

otherwise are fully acknowledgement in accordance with the standard referring

practices of the discipline.

7th APRIL 27'", 2006 NOREEN BIMTI MUSLIM

2003327307

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AKNOWLEDGEMENT

BISMILLAHHHIRRAHMANIRRAHIM

First and foremost, I am grateful and thankful to Allah SWT, The Most Precious and

The Almighty, which gives me the strength, spirit and idea to make this project

successful.

I would also like to take this opportunity to thank my loving parents, Muslim Bin

Yunos and Kamini Binti Othman, for their understanding and a lot of supporting during

completing my final project. Special thanks to my sisters and brother for their

contribution in giving the idea and assistance.

My deepest gratitude to my external supervisor, En. Alias Bin Burok for helping me

giving the idea of this research and helping me a lot in finding the information. 1 hope

you will always blessing by Allah S.W.T

Thanks a lot to my respected supervisor, Cik Sofianita Binti Mutalib for her guidance,

dedication, patience and advice to me and also to my understanding coordinator, Puan

Marina Binti Yusuf for guidance and support through this year. This project cannot be

completed without both of your support and encouragement.

Last but not least, thanks to special officer in Registrar Office and PSMB, my friend

Razi and others friends batch for their contributions.

Thank you very much

111

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ABSTRACT

This project focuses on performance evaluation and career development for academic

staffs in Universiti Teknologi Mara (UiTM) Shah Alam who can be promoted if fulfill

the term of promotion. The objectives of this project are 1) to computerize the manual

procedure of promotion to web based group decision support system; 2) to construct

rules based on the criteria of the staff performance to support the process of evaluation

and 3) to determine the staff that qualified to promotion with automatic analysis for

purpose candidate recommendation. This project is implementing using Web based

asynchronous group decision support system (GDSS) with rule-based system and multi

criteria decision making (MCDM) model in developing Electronic Performance

Evaluation and Career Development Supporting System. A Web based GDSS provide

decision tools and decision support information to its users. All individual evaluator

will be automatically aggregated as the group judgement that evaluate the annual

performance, competence level (PTK), and 7 general principles at different locations.

When all decision issues are resolved, the evaluation by decision makers will be

automatically synthesized to provide the final ranking for all candidates under

consideration. The rules had been constructing based on criteria of the staff promotion

to support the process of evaluation based on hierarchy model of multi criteria decision

making technique. The result indicates that the use of the system may help to guide

evaluators and able to minimize confusing in choosing the qualified staff for promotion.

Thus, this system will reduces the geographical barriers, operating cost and operating

time. Consequently, this system also may help improved delivery process of staff

information. It is recommended to upgrade the current system to be centralized

database through Internet and provide help decision making so that the project will

become wider and more useful.

IV

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TABLE OF CONTENT

CONTENT PAGE

TITLE PAGE

DECLARATION

ACKNOWLEDGEMENT iii

ABSTRACT iv

TABLE OF CONTENT v

LIST OF TABLES ix

LIST OF FIGURES x

LIST OF ABBREVIATIONS xii

CHAPTER 1 INTRODUCTION

l.-l

I.l

1.2

1.3

1.4

1.5

Introduction

Problem Description

Project Aim

Project Objective

Project Scope

Project Significant

2

4

4

4

5

CHAPTER 2 LITERATURE REVIEW

2.0 Introduction 6

2.1 Human Resources Information System HRIS) 6

2.2 Background of Performance Evaluation System 7

2.3 Performance Evaluation in Other Country 8

2.4 Electronic Performance Appraisal Supporting System (HRIS) 8

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2.5 Similar Electronic Appraisal Supporting System

2.5.1 Halogen e Appraisal 9

2.5.1.1 Example Halogen eAppraisal Interface 10

2.5.2 INTEGIC Web-based Employee Performance 12

Appraisal Decision Support System

2.6 Decision Support System

2.6.1 Definition 13

2.6.2 Related Overview 14

2.6.3 DSS Development and Delivery Mechanisms

2.6.3.1 Web-based DSS 15

2.6.3.2 Group Decision Support System (GDSS) 16

with Multi-Criteria Decision Making

2.6.3.2.1 Multiple Criteria Decision Making Model 18

2.6.3.3 Rule-Based System 22

2.6.3.3.1 Advantages and Limitations of Rules 25

2.7 System Development Life Cycle Methodologies 26

2.8 Conclusion 27

CHAPTER 3 RESEARCH APPROACH AND METHODOLOGY

3.0 Introduction 28

3.1 System Development Approach 28

3.2 System Planning 30

3.3 System Analysis 33

3.3.1 Knowledge Acquisition

3.3.1.1 Primary Data 33

3.3.1.2 Secondary Data 36

VI

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3.3.2 Knowledge Analysis

3.3.2.1 System Concept Analysis 37

3.3.2.2 Feasibility Study 39

3.4 System Design

3.4.1 Knowledge Definition 40

3.4.2 Knowledge Representation 41

3.4.3 Framework 58

3.4.3.1 Component of GDSS 59

3.4.3.2 Web-based GDSS 60

3.4.3.3 General GDSS Model 61

3.4.3.4 GDSS Architecture 62

3.4.3.5 Database 63

3.4.3.6 Class Diagram 64

3.4.3.7 Process Flow Diagram 66

3.4.3.8 Data Flow Diagram 76

3.4.4 User Interface Design 79

3.5 System Development

3.5.1 Developing User Interface 95

3.5.2 Program Coding 96

3.6 System Testing and Evaluation 99

Vll

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CHAPTER 4 RESULT AND FINDING

4.0 Introduction 100

4.1 Result 100

CHAPTERS RECOMMENDATIONS AND CONCLUSION

5.0 Introduction 121

5.1 Limitation 121

5.2 Future Research 122

5.3 Recommendations 122

5.4 Conclusion 123

REFERENCES 125

APPENDICES

Appendix A 130

Appendix B 132

Appendix C 139

Appendix D 141

Appendix E 143

Appendix F 145

vni

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LIST OF TABLES

Table Number Page

Table 1.0 Task and Features in decision-focused integrated assessment 19

models

Table 2.0 Hardware Requirement 31

Table 2.1 Software Requirement 32

Table 3.0 Result of Evaluations 108

IX

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LIST OF FIGURES

Figure Number Page

Figure 1.0 First Interface 10

Figure I.I Available Competencies Interface 10

Figure 1.2 Evaluation Interface 11

Figure 1.3 Performance Appraisal Interface II

Figure 1.4 Selection of Multi-rater Participant Interface 12

Figure 2.0 Objective Hierarchy 20

Figure 2.1 The hierarchy for the benefits of agricultural activities 21

Figure 3.0 Simple rule 23

Figure 3.1 Complex rules 23

Figure 4.0 Activities workflows of project methodology (SDLC) 29

Figure 4.1 Criteria of Promotion that will be the scope of this project 38

Figure 4.2 Reasoning of the system 39

Figure 5.0 Decision tree process descriptions of Performance Evaluation 43

and Career Development Supporting System.

Figure 5.1 Decision hierarchy for selecting the qualified staff for 52

promotion

Figure 5.2 Decision hierarchy for annual performance evaluation 53

Figure 5.3 Decision hierarchy for competence level evaluation 54

Figure 5.4 Decision hierarchy for general principles evaluation 55

Figure 6.0 The components of GDSS 59

Figure 6.1 Web-Based GDSS System Architecture 60

Figure 6.2 General GDSS research model 61

Figure 6.3 Architecture of the system 62

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Figure 6.4 Class diagram for Performance Evaluation and Career 65

Development Supporting System

Figure 6.5 Process flow of Performance Evaluation and Career 66

Development (Application)

Figure 6.6 Process flow of Performance Evaluation and Career 68

Development (Annual Performance)

Figure 6.7 Process flow of Performance Evaluation and Career 70

Development (Position)

Figure 6.8 Process flow of Performance Evaluation and Career 72

Development (Competence Level Evaluation)

Figure 6.9 Process flows of Performance Evaluation and Career 74

Development (General Principles Evaluation)

Figure 6.10 Context diagram for Performance Evaluation and 77

Career Development Supporting System

Figure 6.11 Diagram 0 for Performance Evaluation and 78

Career Development Supporting System

Figure 7.0 Main Menu Screen 79

Figure 8.0 Exampleof User Interface 95

XI

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LIST OF ABBREVIATIONS/GLOSSARY

Number Abbreviations

1.

2.

3.

4.

5.

6.

7.

8.

9.

10.

11.

12.

13.

14.

15.

16.

17.

18.

19.

ICT

CIIS

STARS

DSS

PTK

HRIS

EPSS

TCP/IP

HTML

GSS

GDSS

DGSS

MCDM

MFEP

lA

AHP

MCDA

AI

DM

Information and communication technology

Centre Integrated Information System

Staff Resources Information System

Decision Support System

Penilaian Tahap Kecekapan

Human Resource Information System

Electronic Performance Support System

Transfer Control Protocol/Internet Protocol

Hyper Text Mark Up Language

Group Support System

Group Decision Support System

Distributed Group Decision Support System

Multi-Criteria Decision Making

Multifactor Evaluation Process

Integrated Assessment

Analytic Hierarchy Process

Multi Criteria Decision Analysis

Artificial Intelligent

Decision Making

Xll

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20.

21.

22.

23.

24.

25.

26.

27.

28.

29.

SDLC

GHz

RAM

ROM

GB

MB

RDBMS

WBS

GUI

DFDs

System Development Life Cycle

Giga Herzt

Read Access Memory

Read Only Memory

Giga Byte

Mega Byte

Rational Database Management System

Work Breakdown Structure

Graphical User Interface

Data Flow Diagram

Xlll

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CHAPTER 1

INTRODUCTION

1.0 Introduction

Information and communication technology (ICT) is the technology to convert, store,

process, transmit and retrieve information from any computer source all around the

world. It has become a vital part of human life because of widespread use of

information and communication technology in any field in the world including

Malaysia. Uniquely, it grows very fast with new technology found everyday.

ICT plays a very significant role in today life. With Internet capabilities, one

can communicate with each other and gain information anywhere, anytime. Realizing

the capabilities of Internet, the Centre Integrated Information System (CIIS) was

originally established to address computing requirements in UiTM. It has recently been

restructured to conform to the overall Information Technology in UiTM and fulfill

administrative and academic needs. HRM System (STARS) at the Computer Unit,

Registrar's Department is one of the major application systems available in the UiTM

website. The complete system consists of 19 integrated modules as manpower planning,

recruitment, personnel and work career information, salary management, employee

welfare, appraisal and performance evaluation, and etc. However, staff appraisal

module provides new decision making capabilities in the system development which

the procedures of promotion only can be done manually.

In this modem age, most of the problems can be solved or can be assisted by

computer system. It also has given big impact to decision making. Therefore, this

research has decided to propose the new system call 'Electronic Performance

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Evaluation and Career Development Supporting System' or 'Sistem ePrestasi dan

Peningkatan Kerjaya' as a tool for a decision support system of staff promotion. The

system will allow easy reporting, speedy sourcing of data and querying in order to

achieve the objective. Basically this system will work as the advisor to the decision

makers from multiple departments at different location about the performance of the

staff at the organization. The decision support system (DSS) will assist when decision

makers need to find a qualified staff for promotion. The system will apply rule based to

represent the knowledge and manipulate the knowledge in producing suggestion to

decision makers. In this context of the problem the decision makers are the Dean of

Faculty, PTK ad Hoc, Committee of Faculty and Committee of Cluster who involve in

decision process in the UiTM.

Generally this system will help the decision makers about the promotion of the

staff. The decision makers will evaluate the performance of staff and then the system

will calculate the result automatically. A report or summary based to certain formula

will be produced together with the suggestion.

1.1 Problem Description

The current Staff Resources Information System (STARS) for Human Resources

Department at Registrar's Department afford to provide the records and reports for 24

hours, complete records of over 7000 staff (academic and administrative) members

available on-line, and automatic validation of data entry through menu driven selection

but the procedure of staff promotion still be done manually. At this time, the current

Staff Resources Information System ( STARS) has four modules such as

'ePerjawatan','eSKT','ePTK' and 'eKenaikan Pangkat'. The current systems are not

very efficient and effective for promotion process because certain procedure for

promotion process is being done manually using filing system such as application, job

confirmation, performance evaluation, general principles evaluation and report sending.

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The current system allows the staff to download the form on line and filling the

form manually. This method such as application form and appraisal form filling waste

the time. Meanwhile, Dean of Faculty confirmed the job of staff and supported the

application for occupying the PTK course and promotion on the form. After that, the

application form will be sent by hand to the PTK ad Hoc and Committee of Faculty.

The Committee of Faculty evaluates the annual performance and general principles by

filling the marks on the form. Then, the mediator collects the evaluation reports using

filling system. The evaluation report will be sent to the Committee of Cluster manually.

So, all this manual procedures more time consuming. There are also have

probability to lose data is high if some of the report missing in action. Finally it

becomes more tedious when decision makers have to decide by analyzing all those

forms. So, the purpose of Electronic Performance Evaluation and Career Development

Supporting System may help in doing these tasks, but the need of human judgment is

still there. It is because the purpose of the system is not to replace existing system but

for recommendation.

Currently, Committee of Promotion also does not have the electronic tool that

can suggest the staff who qualified for promotion. It is difficult for them to make

decision by using data from the form filling by the staff. Beside, the probability to he

bias may be occurred. So, they have to improve the staff promotion process with

decision support system.

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1.2 Project Aim

The aim of this project is to develop a Electronic Performance Evaluation and Career

Development Supporting System to provide suggestion for the decision makers in

choosing the right staff to push up to the high position that suitable for them.

1.3 Project Objective

The objectives of proposing and developing this system are:

i. To computerize the manual procedure of promotion to web based group

decision support system,

ii. To construct rules based on criteria of the staff performance,

iii. To determine the staff that qualified for promotion using automatic analysis for

purpose candidate recommendation.

1.4 Project Scope

This system is developed for academic staff in all faculties at Mara University of

Technology, Shah Alam who want to apply the promotion. The decision makers who

are involved in this system are Dean of Faculty, PTK ad Hoc, Committee of Faculty

and Committee of Cluster. The modules are suggested in this system development

consist of Staff Profile, Application, Service, Performance Evaluation, Competence

Level Evaluation (PTK) and Promotion.

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The system is built to determine the qualified staff for promotion based on four factors

as stated below:

i. Annual Performance

ii. Job Confirmation

iii. Evaluation of Competence Level (PTK)

iv. 7 General Principles

The factors mentioned above will be further explained in Chapter 3.

1.5 Project Significance

If this system is successfully developed, it will create benefits to academic staff in all

faculties, Mara University of Technology. Firstly, it will provide an efficient way and

allow immediate access the staff information. Academic staff can retrieve and view

information about them quickly. This system will make promotion process easier to be

handled. This is because of this system will provide faster process of promotion by

storing all data in one database. The most important thing is information and all

processes could be accessed online through the Internet. So all participants can

complete the process of promotion at anytime and anywhere without any constrains.

This system also can help evaluators easier to evaluate the staff and make decision

whether the staff qualified or not qualified for promotion.

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CHAPTER 2

LITERATURE REVIEW

2.0 Introduction

Review is one of the important things that must be concerned in system development in

order to get clue and information about the current system. There are many way that

can be used during review process in order to get the information that is related to the

system that will be built including data gathering and observation.

After review process is done, we will know the details about the flow and

process that is related to the system that will be developed. Through this way, the

problem identified will meet the solution. All of information about Performance

Evaluation System such as the background, process and also other requirement are

gathered in order to develop this system successfully.

2.1 Human Resource Information Systems (HRIS)

Based on Sellapan (2002), when an organization employs a large number of employees,

a Human Resource Information System (HRIS) can be very valuable. A HRIS deals

with all aspects of human resource management such as staff planning, selection and

recruitment, training and skills assessment, job placement, performance appraisals and

compensation administration.

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According to Dr. Kovach et al (1999), a HRIS is systematic procedure for

collecting, storing, maintaining, retrieving, and validating data needed by an

organization about its human resources, personnel activities, and organization unit

characteristics.

Many organizations are utilizing automated systems that have reengineered

processes by using interactive employee information kiosk or Web-based application.

Many similar systems are being utilized to provide employees and managers the

opportunity to interact with the organization's databases to apply for jobs, review

organizational regulation, and to facilitate communications between employees,

managers, and labor unions.

So, two general purposes of HRIS application as administrative purposes that

reduce processing costs and time, and decision-support applications that assists HR

managers, non-HR managers, and employees to make better decisions.The use of

expert systems in programming the questions, logic, and decision rules are an

additional feature of a HRIS that is gaining popularity. Such systems can be applied to

the decision of whether to reprimand an employee, what pay level to assign to a job,

which skills to look for in a new team member, or which benefit choices are best for an

employee.

2.2 Background of Performance Evaluation System

From the Public Service Department Malaysia, this research found that the existing of

an organization is to achieve certain objective. The achievement of that objective is

depending on the systematic plan and the effectiveness of human resource management

is involved the process like identifying the potential, training and the effectiveness of

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communication. In Malaysia, all of this can be held through the Performance

Evaluation System or "Sistem Penilaian Prestasi" that is effective and efficient.

As we know, the government was implementing Sistem Saraan Malaysia

starting from 1̂ ' November 2002 through "Pekeliling Perkhidmatan Bilangan 4, tahun

2002" or Service Circular, year 2002. One of the characteristic of Sistem Saraan

Malaysia is the improvement of Performance Evaluation System. All of government

organization is proclaimed to implement Performance Evaluation System in an

organization. Performance Evaluation System is a system for plan, implements,

manages and evaluates the achievement of staff performance and organization goal.

2.3 Performance Evaluation in Other Country

In other country, there are also organizations such as universities and colleges

implement the performance evaluation in organization. In Oklahoma State University

all departments are required to establish a system of performance evaluations for staff

that reflects an impartial rating of each staff member's performance and potential for

further advancement. Staff performance evaluations are conducted on a periodic basis.

Appraisals are to assist the staff member in improving job performance.

2.4 Electronic Performance Support System (EPSS)

The concept of EPSS is evolving and developing as Miller et al (1996) gain greater

experience with the design, development and implementation of these types of software

systems. Some definitions suggest that an EPSS should contain hypermedia,

multimedia or computer based instruction components. While many electronic

performance support systems will contain these types of features, this perspective may

inadvertently narrow the EPSS vision.

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According to Miller (1996), an electronic performance support system is any

computer software program or component that improves employee performance by

either reducing the complexity or number of steps required to perform a task (process

simplification), providing the performance information an employee needs to perform a

task, or providing a decision support system that enables an employee to identify the

action that is appropriate for a particular set of conditions.

Based on Paton (2005), a decision support system can enable an employee to

take the appropriate or required action without the need to fully understand or recall the

rules that govern the decision making process. Some electronic performance support

systems may contain decision flowcharts or other diagrams that are designed to support

the decision making process. While they may support the decision making process, for

the purpose of this definition these would not be classified as a decision support system,

but rather they are part of the performance information system.

2.5 Similar Electronic Appraisal Supporting System

2.5.1 Halogen e-Appraisal

Paton (2005) describes that Halogen eAppraisal enabled us to conduct performance

appraisals on our 1200 employees and the benefits have been realized company-wide.

Employees found the system easy to use and the records are now available online.

Halogen eAppraisal is a flexible, feature-rich employee performance appraisal software

solution that replaces today's time-consuming 'computerized paper' performance

appraisals with a simple to use web-based system for employee performance appraisal.

It is extensive authoring aids and point-and-click simplicity dramatically improve HR

and line manager productivity, resulting in professional quality reviews in a fraction of

the time. This system has the features that are important to users, user's organization,

and user's managers like goal and objective management, multi-rater assessment,

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competency management, development planning, comprehensive reporting,

competency libraries, spell checkers, language checkers, comment helper, and much

more. And yes, Halogen eAppraisal interfaces easily with other HR systems.

2.5.1.1 Example Halogen eAppraisal Interface

Below are interfaces figure on www.halogensoftware.com :

Figure 1.0 First Interface

A v a i l a b l e C o m p e t e n c i e s L i » d a r n h ip r ^ Ali l l i ty to «T taOKah dlF^cCron ar id lr<fli-ianca D t h a - i to He llo v t l iKt diraecior i , t o i r . . p j r s a n d m a t < v > t s

cttFivrs In o r d a r to • t t c i m p l l « h m c O T i m o n g a a l . [ ^ T^itB IridLvtdLjal c laar ly c o m m u n l c s t w g o a l * a n d p r f o r i t 4 > t o HtB t « a r n

j—] T h a •nd lv lduBl ! • a b l * t a p l a n a h a a d .

f^\ T r * a t v o t h a r a «vICh d i g n i t y a n d r « a p a c t - - Eatabl la l - iaa g a c d l n t * r p * r . o n a l r a l a t l Q n . H l p a b y h a t p l n g ' * - ' p a o p t a Faal v a l u a d . a p p r a c i a t a d » i n c l u d a d in t h a d i a o J K . i p n s ( « n h a n c a a B a l F - a a t a a n i . a m p a t t i l z a a .

I n v o l v a a , d i a c l o a a * , « u p p o r t a ) -f y i T K a indlv id i^a l wort^a WiaN in g r p w p . I t u a t j o n a

J—I A d d i t i o n a l c o r n m a n t a o n L-aadarahlp

C o m m u n l c a t l A n f;?] O r g » n i « a « a n d a x p r a a i a » i d a a a a n d I n f o r m a t i o n e l s a i l y , u B l n 0 »ppr«prtak<a a n d « H l d a n * m a C t i a d a « » ^-^ c o n v a v l i o t h a I n f a i - m a t t o n . [ ^ T h a I n d i v i d u a l . h a r a a I d a a a a n d c o m n - i u n l c a t a a « a l l vrfCH D t h a r a tan t h a t a a m .

[ ^ T t i a I n d i v i d u a l a x p r a s a a a t h a i r I d a a a .^lall.

f ^ S a a k a I n p u t t e I n v o l v a o t K a r a a n d d a u a l e p s u g g a a t l o r a - - Saa iea . m a i e a a . a n d d a u a l e p B • u g f l a a t l s n a Saal^a i n p u t fr&rn tHm « u d l a n c a i c h a t d ^ for u n d a r a t a n d l n o

T * a m v t o r k [ ^ NVork . o n p r o j e c t s a s p a r t o* a t a a r n . a j i c h a n o l n g I d a a s a n d e a n t r l b u t i n o a k l l l i t h a t c o m p l a m a n t

t h o a a of t h a o t h a r t a a m m a m b a r a - FulflFa e o m n n i t m a r c a ta t a a m n i a r n b a r a , [ ^ T h a I n d i v i d u a l v«ar(t« rjall inillh o t h a r a . I—I T h a I n d i v i d u a l >> M p a c t f u l af <>t>t«ra.

I n t v r p a r a o n a l ShlHa I p ^ la l a n a i t ' v a to t)^a n a a d a . f a a l l n g a a n d caMabl l l t l aa o ' o t h a r i , A p p r o a c h a a o t h a r a in a n a n - t h r a a t a n l n g l

a n d D l a a a a n t m a n n a r . a n d t r a a t a t h a m vrtth r a a p a c t .

Figure 1.1 Available Competencies Interface

10

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S u ( > J ^ C L t N f i K i ^ : l - l [ l t : o n , A n d r e w

C o i » » r » » 1 » 1 * i c * » r i o r t

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A g r « « c * r « « N « u n - « t D l r ^ n q m » „ , , „ q r - « A p p M < = ' . b l .

g o B l p a n d p n o n t i w t o H i « C t t a m

Trrm i n d i v i d u a l ! • a b i a C o p l a n a l i a s c l - ^J ̂ < . ^ '

T r a a C B o t l - k « r « w v i t h c l i g n i t y ^ o f l « ^ « « p o ^ ^ c - " E B t : a l » l i f i H 4 n g r » o i i i n t # » r p * ^ r ^ D r i i a i r e l d t i o r t a t t i p e t * v f n ^ l p c r i ^ p A o p l > ? f ^ e l v a l i U A d ^ a p p r « t f : i j « t A < : l f i i r - K i l u d d r f m t h e C ^ C!> C > C > C > C^" d l v c u P S J o n s C « r i r - i a r i < z a B n a r f - a s t v a m .

Figure 1.2 Evaluation Interface

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Figure 1.3 Performance Appraisal Interface

11

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