Impact of Performance Appraisal System in Public Sector Undertaking with Special Reference to Tsgenco

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.

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Impact of Performance Appraisal System on Organization Growth – A Study with special reference to ITES Sector

Indian Journal Of Applied Research ◽

10.15373/2249555x/may2014/104 ◽

2011 ◽

Vol 4 (5) ◽

pp. 347-350

Author(s):

Dr. Rajeesh Viswanathan ◽

◽

Yasam Lakshmi Narayana Reddy ◽

Dr S Thiyagarajan Dr S Thiyagarajan

Keyword(s):

Special Reference ◽

Performance Appraisal ◽

Appraisal System ◽

Performance Appraisal System

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Public Sector Performance Appraisal Effectiveness: A Case Study

Public Personnel Management ◽

10.1177/009102609602500203 ◽

1996 ◽

Vol 25 (2) ◽

pp. 151-164 ◽

Cited By ~ 13

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.

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Towards Developing an Integrity Framework in Performance Appraisal System (PAS) in the Malaysian Public Sector: A Preliminary Analysis from Justice and Ethical Perspectives

Management and Organizational Studies ◽

10.5430/mos.v5n1p37 ◽

2018 ◽

Vol 5 (1) ◽

pp. 37

Author(s):

Norhaslinda Jamaiudin ◽

Normala Adnan ◽

Rabi'ah Aminuddin ◽

S.M. Abdul Quddus

Keyword(s):

Public Sector ◽

Performance Appraisal ◽

Pay For Performance ◽

Positive Association ◽

Assessment System ◽

Appraisal System ◽

Theoretical Contribution ◽

Performance Appraisal System ◽

Performance Assessment System ◽

Rater Error

The implementation of Performance Appraisal System (PAS) is seen as a strategic move to foster performance-basedwork culture in the Malaysia’s public sector. Embedded in pay-for performance system, the new appraisal systemwhich was first introduced in 1992 establishes linkage between pay system, performance and competenciesdevelopment. However, the chain tying pay to performance appears to be weak. Massive disappointment signalspoor implementation as the appraisal system was overshadowed by inappropriate instrument design, rater error,inaccurate rating, bias assessment, etc. These major setbacks have evoked concern over ethical and fairness in thepractices of PAS. Occurrence of problems in the implementation of PAS signified erosion of justice and ethics in thepractices of PAS, thus lead to growing demand for integrity-based performance assessment system. This preliminaryanalysis therefore seeks to examine the relationship between ethic, justice and the practices of PAS in the Malaysia’spublic sector. Correlation coefficient results disclosed positive association between variables as the instrument used,process employed are moderately associated with ethics and justice dimensions. The appraisal system is likelyperceived to be good if fair assessment and ethical supervision were present and vice versa. This study deliberatelydiscusses the aforementioned issues through integrated framework based on organizational justice and workcharacter ethics theories and proposed framework for integrity enhancement in the implementation of PAS.Significantly, this article makes a theoretical contribution towards developing higher integrity capacity which oftenrequires in HRM practice.

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Performance Appraisal Systems In Public Sector Universities Of Pakistan

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v1i1.851 ◽

2011 ◽

Vol 1 (1) ◽

pp. 41 ◽

Cited By ~ 2

Author(s):

Ambreen Anjum ◽

Kausar Yasmeen ◽

Bashir Khan

Keyword(s):

Public Sector ◽

Performance Appraisal ◽

Successful Implementation ◽

Survey Questionnaire ◽

Appraisal System ◽

The Public ◽

Depth Interview ◽

Study Results ◽

Performance Appraisal System ◽

Appraisal Systems

The current research investigates different aspects of performance appraisal system, & how performance appraisal system can play its role in improving the performance of teachers in higher education institutions of Pakistan. In the present study multi- methods approach was used which consist of survey questionnaire and in depth interviews. Survey questionnaire was used in order to investigate various aspects of current performance appraisal system and in depth interview to study the perception of teachers on performance appraisal approach. The focus of the study was on the employees of Bahauddin Zakariya University (BZU) Multan, Pakistan. The researchers undertook the public sector University of Pakistan, as a case study in the present study. Results show that although employees of BZU are aware of the useful outcomes of performance appraisal but there are some hindering factors e.g. untrained raters, exclusion of multiple raters, absence of feedback in the way of successful implementation of performance appraisal system. Present study also suggests the solutions with their implications regarding said factors.

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