Public Sector Performance Appraisal Effectiveness: A Case Study

1996 ◽  
Vol 25 (2) ◽  
pp. 151-164 ◽  
Author(s):  
Clinton O. Longenecker ◽  
Nick Nykodym
Keyword(s):  
Public Sector ◽  
Performance Appraisal ◽  
Appraisal System ◽  
Appraisal Process ◽  
Public Sector Organization ◽  
Public Sector Organizations ◽  
Performance Appraisal System ◽  
Sector Performance ◽  
The U.S

Performance appraisal usage is expanding in public sector organizations across the U.S. Organizations employ the formal appraisal process with the belief that it provides them with a host of potential human resource benefits. In this study, 254 members of a large public sector organization were surveyed to assess the degree to which the organization's formal performance appraisal system was perceived as being effective in serving functions typically associated with the appraisal process. In addition, differences in manager/subordinate perceptions were analyzed and suggestions for improving the appraisal process were solicited. This research demonstrates that a properly developed appraisal process can serve both managers and subordinates in a number of important areas. At the same time, several critical functions of the appraisal process were found to be less than effective. A discussion of the implications of these findings to both academics and practitioners is included.

scholarly journals Risk Perception, Accounting, and Resilience in Public Sector Organizations: A Case Study Analysis

2020 ◽  
Vol 14 (1) ◽  
pp. 4
Author(s):  
Mouhcine Tallaki ◽  
Enrico Bracci
Keyword(s):  
Risk Perception ◽  
Public Sector ◽  
Budget Cuts ◽  
Case Study Analysis ◽  
Public Sector Organization ◽  
Building Resilience ◽  
Public Sector Organizations ◽  
The Face ◽  
Infrastructure Maintenance

There are various factors that can affect an organization’s ability to overcome a crisis and the uncertainties that arise thereafter. Little is known about the process of organizational resilience and the factors that can help or prevent it. In this paper, we analyzed how public sector organizations build resilience/traits of risks awareness, and in doing that, we derived some elements that could affect the process of resilience. In particular, drawing on the conceptual framework proposed by Mallak we analyzed an in-depth case study in a public sector organization (PSO) identifying some contextual dimensions implicated in the process of building resilience. In our analysis, we identified two main elements that affect resilience: Risk perception and the use of accounting. Results shown how risk perception is perceived as a trigger, while accounting is considered as an enforcer in the process of building resilience capacity. The results also show the way accounting is implicated in the management of austerity programs and supporting the creation of a resilient public sector organization. In our case, the risk has become an opportunity for change. In the face of these budget cuts, management began refocusing the company’s mission from infrastructure maintenance to providing services with a market-based logic.

scholarly journals The Role of Rater Motivation and Training in Effective Performance Appraisal System in Public Sector Universities of Khyber Pakhtunkhwa, Pakistan

2020 ◽  
Vol 6 (1) ◽  
pp. 155-166
Author(s):  
Muhammad Asad khan ◽  
Altaf Hussain ◽  
Mohammad Hanif khan
Keyword(s):  
Higher Education ◽  
Public Sector ◽  
Performance Management ◽  
Performance Appraisal ◽  
Appraisal System ◽  
Rater Training ◽  
Khyber Pakhtunkhwa ◽  
Performance Appraisal System ◽  
Rater Motivation ◽  
And Performance

Performance appraisal is considered to be the most significant element of performance management but often the former involves controversial practices, among other variables influenced by accuracy and effectiveness. However, it is generally understood that performance appraisal system commonly result into positive organizational outcomes, yet the accuracy of the measuring tools is still an arguable issue with more criticisms. The ongoing matters are measured and tested as a case study approach by paying attention on higher education institutions. Since higher education is progressively playing a vital role in economic competitiveness of a country. Aiming to examine the effect of rater motivation and rater training on performance appraisal process in public sector universities of Khyber Pakhtunkhwa, Pakistan and recognized as a critical contribution to organizational and people’s performance. Thus, this study finds the effects and consequences of rater motivation and rater training on performance appraisal system. This study is survey based, 300 questionnaires in total were distributed among the faculty of public sector universities of Khyber Pakhtunkhwa (KP), Pakistan. Out of which 160 were received back recording response rate of 53%. Findings of this study indicate that there was positive and significant relationship between rater motivation and performance appraisal and also between rater training and performance appraisal in public sector universities of Khyber Pakhtunkhwa, Pakistan. The current study offers researchers with the opportunity to search performance appraisal from a new perspective which has never been explored before in a developing country like Pakistan.

scholarly journals Developing an Effective Employee Performance Appraisal System

2021 ◽  
Vol 10 (11) ◽  
pp. 237-247
Author(s):  
Nnanna Emmanuel E. ◽  
Ugha John O.
Keyword(s):  
Performance Measurement ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Current System ◽  
Information And Communications Technology ◽  
Appraisal System ◽  
Chi Square ◽  
Appraisal Process ◽  
Secondary Sources ◽  
Performance Appraisal System

This study focuses on developing an effective employee performance appraisal system and employees’ perception of justice with the appraisal outcome. The study tries to identify the various techniques used in the appraisal process, the error(s) associated with each technique, all known metrics of performance measurement, and best ways of capturing appraisal data. This study is imperative in view of the fact that most existing appraisal system limit staff performance to competence only. The current system uses generic ratings for all workers irrespective of their job roles and do not employ biometrics in the appraisal process. Leveraging on the potentials of information and communications technology (ICT) helps to harmonize all issues embedded in the current appraisal system. Data was collected from both primary and secondary sources in order to elicit information from stakeholders. Some hypotheses were adopted. Questionnaires were also used to help in data collection from both stake holders and workers in general. Hypothesises were tested using chi-square with degree of freedom (d.f.) = (n-1) = 4 and level of significance (α) is 0.05. Pie chart was also use in the analysis. Results show that there is a high level of perception of injustice with the present appraisal system by stakeholders. Result also shows that existing appraisal systems limits workers performance to competence only. It was revealed that an effective appraisal system should be technology-driven. Technology-driven employee performance appraisal system utilizes all known matrices of performance measurement in the appraisal process. This approach to workers appraisal would bring about transparency and efficiency in the system. It would also bring about wide participation in the appraisal process. Furthermore, it would create room for increased productivity, proper monitoring of workers performance and increased workers satisfaction.

Sign in / Sign up

Export Citation Format

Share Document