scholarly journals ANALISIS EFEK KONSEKUENSI PENILAIAN KINERJA PADA MOTIVASI DAN PRODUKTIVITAS KARYAWAN: STUDI PADA TRIBUNNEWS.COM-SOLO

2021 ◽  
Vol 11 (1) ◽  
pp. 127
Author(s):  
Afifatul Maimunah ◽  
Handrio Adhi Pradana
Keyword(s):  
Linear Regression ◽  
Performance Appraisal ◽  
Human Resource ◽  
Quantitative Method ◽  
Employee Motivation ◽  
Employee Productivity ◽  
Appraisal System ◽  
Normality Test ◽  
Regression Test ◽  
Performance Appraisal System

Performance appraisal is acknowledged as one of the most important human resource practices. A performance appraisal system is a critically needed tool for effective human resource management if it is done systematically and effectively. This research examined whether performance appraisal influences employee motivation and employee productivity in Tribunnews.com-Solo. This research was conducted in Solo and the samples of this research were 50 employees of Tribunnews.com-Solo. This research was conducted in the quantitative method by using questionnaires for collecting the data. The data were analyzed with a linear regression test and normality test by using SPSS 25. The results of this research shows that performance appraisal has positive influences on the employee’s motivation and productivity.

Design and Implementation of Performance Appraisal System for Foundry Enterprises

2011 ◽  
Vol 291-294 ◽  
pp. 3189-3194
Author(s):  
Lu Chen ◽  
Jian Xin Zhou ◽  
Hong Wang ◽  
Xiao Yuan Ji
Keyword(s):  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Appraisal System ◽  
Valuable Data ◽  
Design And Implementation ◽  
The Past ◽  
Performance Appraisal System ◽  
Accurate Performance ◽  
Manual Methods

Performance appraisal, an effective method for human resource management, is getting increasing attention by more and more foundry enterprises. Traditional manual methods, though laborious and not conductive to the management, have been widely used to appraise employee’s performance in the past years. Most domestic foundry enterprises have achieved a certain extent of informationization, during which lots of valuable data are accumulated, but these data rarely play a significant role in performance appraisal. In order to solve these problems, this paper analyzes the features of performance appraisal methods of these foundry enterprises, then designs and implements a Performance Appraisal System (PAS) based on data integration. PAS is suitable for enterprises at different informationization levels. The aim of PAS is to achieve a more rapid, fair and accurate performance appraisal and help to promote informationization of foundry enterprises.

scholarly journals The Importance of Organizational Justice, Appraisal Purposes and Employee Satisfaction in Performance Appraisal System in Academic Sector of Pakistan

2020 ◽  
Vol 6 (1) ◽  
pp. 191-200
Author(s):  
Mohammad Hanif Khan ◽  
Altaf Hussain ◽  
Muhammad Asad Khan
Keyword(s):  
Higher Education ◽  
Organizational Justice ◽  
Performance Appraisal ◽  
Human Resource Development ◽  
Human Resource ◽  
Employee Satisfaction ◽  
Education Sector ◽  
Appraisal System ◽  
Performance Appraisal System ◽  
Academic Sector

The purpose of this article is to find out the importance of organizational justice and its types along with employee satisfaction in the performance appraisal system. Data were collected from a sample of 180 respondents who replied their opinions regarding the variables included in the study. This study used SPSS to analyze collected data. The findings of study found a linkage of three kinds of organizational justice with performance appraisal. Also a strong association of employee satisfaction was found with components of organizational justice. The core restriction is that this study provides information limited to only one source, i.e. employees. This paper has practical effects on human resource development as it gives human resource practitioners and also to managers acting as rater of their employees with different ideas and recommendations.  Such ideas and recommendations typify how to maximize the perceived justice of the performance appraisal system in higher education sector of Pakistan. This study will also add some extra knowledge to the stake holders in higher education sector to understand and pinpoint the role of performance appraisal in academic sector.

scholarly journals Effectiveness of Performance Appraisal as a Tool to Measure Employee Productivity in Organisations

2015 ◽  
Vol 4 (4) ◽  
pp. 135 ◽  
Author(s):  
Osabiya Babatunde Joseph
Keyword(s):  
Performance Appraisal ◽  
Employee Productivity ◽  
Appraisal System ◽  
Performance Appraisal System

The study is an evaluation of effectiveness of performance appraisal as a tool to measure employee productivity in organizations. The study revealed that employees are usually appraised by their immediate supervisors. As regards the frequency promotion in the organization, both the managers and officers asserted that there was a valid, laid down pattern for promotion and that this was at the management discretion. Often, managers allow biasing factors like rate, sex, tribe appearance and personal likeness or hatred to influence their rating. Unless the ratings are based on actual job performances, the evaluation will continue to be devoid of the objective that is often required in a fair performance appraisal system.

Performance Appraisal Challenge at Pakistan Civil Aviation Authority (CAA)

2017 ◽  
Vol 14 (2) ◽  
pp. 198-225
Author(s):  
Anwar Khurshid ◽  
Abdul Karim Khan ◽  
Sara Alvi
Keyword(s):  
Performance Appraisal ◽  
Human Resource ◽  
Civil Aviation ◽  
Appraisal System ◽  
Developmental Feedback ◽  
Performance Appraisal System ◽  
Star Performers

The case discusses the multitude of challenges that CAA faces with respect to its performance appraisal system. Sumair Saeed, Chief Human Resource CAA, feels that problems lie in the implementation of the current appraisal system. Firstly, the system of targets and objectives between and the appraiser and the appraisee at the start of the year is not being followed. This leads employees to feel unfairly treated because no criteria for performance appraisal for their evaluation have been agreed upon. Secondly, Sumair feels there is no buy-in for the performance appraisal system since supervisors regard appraisal as extra workload and an uneasy time of the year. Supervisors consider it to be a confrontational rather than developmental/feedback exercise with the subordinate. Moreover, supervisors lack training in providing feedback on appraisals. It is felt that the culture of the organisation develops hostility and distrust when the appraisals are being conducted. The appraisal system doesn’t differentiate between performers or non-performers; thus decisions on promotions or career progressions can’t be based on appraisals. The problem of demotivation among employees is also a result of an ineffective performance appraisal system, as no differentiation exists between star performers and non-performers. Sumair is now contemplating the changes in the design or the implementation of the performance appraisal system which are required to rectify the process of performance appraisal at CAA.

scholarly journals Assessment of Human Resource Management Model in Islamic Banking of Pakistan With Moderating Role of Islamic Principles

2019 ◽  
Vol 5 (1) ◽  
pp. 23-32
Author(s):  
Danish Iqbal Godil ◽  
Muhammad Umer Quddoos ◽  
Liaquat Ali
Keyword(s):  
Organizational Performance ◽  
Performance Appraisal ◽  
Human Resource ◽  
Sampling Technique ◽  
Training And Development ◽  
Moderating Effect ◽  
Islamic Banks ◽  
Appraisal System ◽  
Performance Appraisal System

The objective of the study is to analyze the role of human resource practices on organizational performance with the moderating effect of Islamic principle application in the Islamic banks of Pakistan. Responses from 242 employees of Islamic banks located in Karachi, Pakistan, were collected using convenience sampling technique while PLS-SEM has been employed for data analysis using Smart PLS version 3.2.8. Results showed that employee involvement, performance appraisal system, and selection and recruitment have significant positive relationship with organizational performance; whereby, compensation, and training and development have no relationship with organizational performance. Furthermore, compensation. Training & development, selection and recruitment has improved whereas performance appraisal system has reduced its relationship with organizational performance due to the moderating effect of application of Islamic principles. Employee’s involvement may have reduced ,i.e., it showed insignificant impact on organizational performance due to the moderating effect of Islamic principles’ application. We suggest the managers of islamic banks to provide greater focus on the training and development side of the organization. This is so because, when a company provides relevant training to the employees, only then they would be able to perform their job in a proper way and as per the expectations of the management. Application of Islamic principles need to be coupled with providing monetary benefits as it motivates them to perform more actively and accurately.``

scholarly journals Perancangan Sistem Penilaian Performansi Karyawan

2016 ◽  
Vol 5 (1) ◽  
pp. 7
Author(s):  
Loren Pratiwi ◽  
Hotna Marina Sitorus ◽  
Elizabeth Marthalia
Keyword(s):  
Performance Appraisal ◽  
Human Resource ◽  
Rating Scales ◽  
Assessment System ◽  
Assessment Criteria ◽  
Appraisal System ◽  
Performance Appraisal System ◽  
Form Design ◽  
Assessment Procedures ◽  
A Performance

<p>Company X is one of the bakery companies that has several branch shops in Bandung. Over the<br />past few years, the performance of its human resource was stagnant and undeveloped. Especially in the<br />position of cashiers and salespersons who serve the consumers. Without a good human resource performance<br />management, Company X will not be able to survive in the competition. One of the requirements of good<br />human resource management performance is a good performance appraisal system. Performance assessment<br />conducted by Company X is still generic, and involving the assessment criteria that are very common.<br />Besides, this assessment is also used to measure all positions in the company. Sometimes, the assessment<br />process was very subjective, which often causes employees with different performance get the same value.<br />This research aims to design a performance appraisal system for the position of cashier and salesperson at<br />Company X by using Behaviorally Anchored Rating Scales (BARS). A performance appraisal system was<br />design started from the identification of assessment criteria and the determination of the scale of assessment<br />standards, and ends with a form design and assessment procedures. The study also designed a feedback<br />system, in order to improve the performance of the cashiers and salespersons at Company X. The developed<br />assessment system then tested in Company X to see how well the assessment able to distinguish employees<br />performance, where employees with different performance obtain different values. Besides these trials also<br />accomplished the objective of the proposed system, where the same employees have the same value relatively<br />despite assessed by different people.</p>

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