The Function of Performance Appraisal in Career Development

1998 ◽  
Vol 7 (3) ◽  
pp. 16-21 ◽  
Author(s):  
Jennifer Baldwin
Keyword(s):  
Career Development ◽  
Performance Appraisal ◽  
Training And Development ◽  
Career Goals ◽  
Appraisal System ◽  
Tertiary Institutions ◽  
Strategic Value ◽  
Performance Appraisal System ◽  
Effective Development ◽  
A Performance

The design of a performance appraisal system may be considered an unusual topic in the field of career development. However, it is considered most relevant in the current employment climate for graduates given the repeated emphasis on career development at various stages of the employment process. There has been a growing emphasis since the mid-1970s on employees' needs rather than just organisational needs, and a recognition of the strategic value of employees being developed to their best potential. Organisations have become increasingly aware that the effective development of their employees' skills and knowledge has benefits for the whole organisation. Career development (or employee or professional development) is a thread that runs through each stage of this discussion of the design of a performance appraisal system. This issue of career development may also be observed in promotional brochures and information sessions given by recruiters of graduates of tertiary institutions. Much is made of training and development opportunities as organisations seek to attract the brightest and best graduates to their graduate management trainee programs. Performance appraisal can be a crucial factor in the setting of career goals and the perception of job satisfaction leading to increased motivation and productivity.

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 A Needs Assessment for the Development of a Performance Appraisal System for Government Employees at the Provincial Statistical Office

2019 ◽  
Vol 7 (3) ◽  
pp. 71
Author(s):  
Pornweenus Khoungsimma ◽  
Songsak Phusee-orn
Keyword(s):  
Needs Assessment ◽  
Performance Appraisal ◽  
Performance Monitoring ◽  
P Value ◽  
Appraisal System ◽  
Government Employees ◽  
Past Performance ◽  
Significant Difference ◽  
Performance Appraisal System ◽  
A Performance

This study aimed at two main objectives. The first objective is to perform a needs assessment for the development of a performance appraisal system for government employees. The second objective was to examine the guidelines on the development of the performance appraisal system for government employees. The findings of the study included the followings.The performance appraisal system for government employees indicated a significant difference (Z* = 15.55, P-value = 0.00) between the current conditions and expected conditions. The performance appraisal system for government employees was at a critical level of the need for development (PNImodified = 0.40).The guidelines for the development of the performance appraisal system are the following. First, the inputs should clearly define the workload as well as the metrics and mutual evaluation criteria between the evaluator and the evaluates. Second, the process of the performance appraisal system should be conducted in the using an evaluation committee. A periodic performance monitoring system can be used to review the scoring rubrics of all evaluators. Third, the output of the performance appraisal report must show a clear scoring scale. Suggestions should be presented to tell the evaluator what has been observed. Fourth, feedback can divide government employees into 3 groups: 1) very good and excellent, admire the past performance, 2) good and fair , focus on acceptable and must-be-improved behaviors, and 3) must-be-improved , focus on what needs to be improved to make better performance as soon as possible.

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