Performance Appraisal: Maintaining System Effectiveness

1998 ◽  
Vol 27 (2) ◽  
pp. 223-230 ◽  
Author(s):  
David C. Martin ◽  
Kathryn M. Bartol
Keyword(s):  
Performance Appraisal ◽  
Individual Performance ◽  
Appraisal System ◽  
Performance Appraisal System ◽  
Appraisal Systems ◽  
System Effectiveness ◽  
Over Time ◽  
A Performance

Although most organizations have some form of appraising individual performance, few have well-thought-out systems for ensuring that the appraisal systems they use are continuing to yield the best results over time. This article outlines actions which should be taken and areas to be monitored to keep a performance appraisal system responsive to the needs of the organization.

Barriers to Municipal Government Performance Appraisal Systems: Evidence from a Survey of Municipal Personnel Administrators

1994 ◽  
Vol 23 (2) ◽  
pp. 225-236 ◽  
Author(s):  
Gary E. Roberts
Keyword(s):  
Performance Appraisal ◽  
Municipal Government ◽  
National Sample ◽  
Turnover Rates ◽  
Appraisal System ◽  
Municipal Governments ◽  
Personnel Administrators ◽  
Performance Appraisal System ◽  
Appraisal Systems ◽  
A Performance

Performance appraisal systems are an important tool of personnel management, but not all municipalities utilize this technique. The study analyzed the major reasons why municipal governments do not implement a formal performance appraisal system. The data was derived from a national sample of municipal government personnel officers. The results indicate that the most important barriers were a lack of expertise in performance appraisal and insufficient resources to adequately support a system. Discriminate analysis showed that western and southern cities were more likely to utilize an appraisal system, while eastern cities were least likely. Other significant variables associated with existence of a performance appraisal system were a favorable labor relations climate and lower turnover rates. Implications for development of a performance appraisal system are discussed.

scholarly journals Personnel Performance Appraisal Dimensions for Indian Construction Organizations

2019 ◽  
Vol 8 (4) ◽  
pp. 3404-3410
Keyword(s):  
Performance Appraisal ◽  
Individual Performance ◽  
Appraisal System ◽  
Structured Interviews ◽  
Construction Organizations ◽  
Industry Performance ◽  
Performance Appraisal System ◽  
Effective Performance ◽  
Performance Dimensions ◽  
Construction Organization

Personnel Performance Appraisal (PPA) is a Human Resource Management (HRM) tool which helps to improve individual performance and there by enhance organization and industry performance at large. However, Personnel performance appraisal practice in construction organizations is poor. This is associated with lack of clear performance measurement dimensions. The purpose of this paper is to identify personnel performance appraisal dimensions for Indian construction organizations. In this study mixed method approach is adopted, different performance appraisal dimensions were identified through literature review and a questionnaire was developed. Also, semi structured interviews with professionals from construction organization was conducted. The survey has identified 7 Key performance dimensions. Additional performance dimensions applied in construction organizations were identified through the interviews and were categorized in to quantitative and qualitative dimensions. The interview findings show that the quantitative measures are given more attention than qualitative measures in the organizations. Effective performance appraisal system needs setting objective dimensions to measure performance. The qualitative and quantitative dimensions identified in this study will help construction organizations to improve their personnel performance appraisal system in particular and the HRM practice in general

scholarly journals Examining Employees’ Attitudes towards Performance Appraisal and Its Impact on Performance and Motivation in a UK Information Technology (IT) Firm

2019 ◽  
pp. 1-14
Author(s):  
Ayomikun Oluwafemi Idowu
Keyword(s):  
Performance Appraisal ◽  
Employee Performance ◽  
Primary Data ◽  
Human Resource Managers ◽  
Appraisal System ◽  
Perceptions Of Fairness ◽  
Performance Appraisal System ◽  
Personal Approach ◽  
And Performance ◽  
A Performance

Employee performance has traditionally been accorded prime focus by human resource managers. As a result, a number of performance appraisal techniques have over time been devised to help establish employee’s performance. In the contemporary times, the use of performance appraisals has been extended beyond rating of the employee’s performance to aspects such as motivation. The study’s main objectives pertained to establishing the moderating role of employees’ attitude towards performance appraisal as a motivation and performance tool. The study was based on Shine Communications London, as the case study organization. Primary data was collected from the organisation’s employees and HR manager. Notably, a survey questionnaire was used to collect quantitative data from the employees while an interview was conducted with the HR manager. Data from the sample of 45 randomly selected employees was statistically analysed using the help of SPSS 2.0. Content analysis was used to analyse the qualitative responses from the HR manager. The study finds that a Performance Appraisal System can fail to achieve its motivational effect when it is used to threaten job security, is marked by inaccuracy and conducted by improperly trained reviewers. Among the study’s main recommendations include designing of a Performance Appraisal System that enhances perceptions of fairness and use of a personal approach in linking Performance Appraisal results to rewards.

scholarly journals 360-Degree Feedback in Educational Institutions and its Applicability in Kerala

2019 ◽  
Vol 8 (3S3) ◽  
pp. 439-442
Keyword(s):  
Job Performance ◽  
Performance Appraisal ◽  
Educational Institutions ◽  
Primary Study ◽  
Appraisal System ◽  
360 Degree Feedback ◽  
Performance Appraisal System ◽  
Pros And Cons ◽  
Appraisal Systems ◽  
High Degree

The Performance Appraisal of the employees’ job performance is evaluated as per the standards already set for the category such as leadership, teamwork, output, supervision etc. This study is made to know about the Pros and Cons of the Performance Appraisal methods that are adopted in many organisations. The Management get to know the strengths and weaknesses of the organisations using the 360-degree feedback. Here an attempt is made to focus on the effectiveness of the performance appraisal system in various educational institutions in Kerala. Various arts colleges are considered for this study. It is very important to know the present scenario of education that is being imparted to the students who are the pillars for the next generations. The employees are expected to have a high degree of commitment and effort and the performance appraisal should be considered as an important function of every employer. The Performance Appraisal, if done rightly, can lead to better performance of the employees and ultimate effectiveness. It is also a systematic way for ensuring that the employer and the employee discuss regularly on the current/existing performance, the issues and arrive at consensus which will be beneficial for both. Here we have made an effort to Study on the performance appraisal system which is done to improve the condition for a better performance of employees at various colleges and know the effectiveness of various appraisal systems. The usual way of Top Down Performance Appraisal, in which only the supervisor appraises the subordinate is changed and even the subordinate has a chance to review the supervisor and vice-versa is practised in 360-degree performance appraisal. This paper contributes primary study of 360-degree feedback, the needs to link leader assessment and development efforts to individual, team, and organisation results and its need in educational institutions.

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