scholarly journals A Systematic Review Of The Impact Of Performance Appraisal Systems And Competency Management Framework On The Performance of Employees In The Telecom Sector

2021 ◽  
Vol 58 (1) ◽  
pp. 2515-2531
Author(s):  
Uttam Sahay, Dr. Gagandeep Kaur

Among themost efficient employee related management practices identified in both the developed and the developing nations is performance appraisal system, which is alsorecognized as a strong motivator for employees. It also enables smooth functioning of managerial decision making, administrative decision making and the employee development. The present study reviews prominent and key studies conducted in recent past systematically in order to assess how organizational performance appraisal systems and competency management frameworks affect employees’ work performance in the telecomsector.

2021 ◽  
Vol 58 (1) ◽  
pp. 2532-2539
Author(s):  
Aeshah saif Alahmadi, Najla Mohamed Alqhtani

Among themost efficient employee related management practices identified in both the developed and the developing nations is performance appraisal system, which is alsorecognized as a strong motivator for employees. It also enables smooth functioning of managerial decision making, administrative decision making and the employee development. The present study reviews prominent and key studies conducted in recent past systematically in order to assess how organizational performance appraisal systems and competency management frameworks affect employees’ work performance in the telecomsector.


The Batuk ◽  
2020 ◽  
Vol 6 (2) ◽  
pp. 31-41
Author(s):  
Gopal Man Pradhan

In the current business world, humans are considered as the success factor for any business. For this reason, reputed business firms are trying to hire the best human resource that is available in the market so that the firms can maintain its image and goodwill in the future as well. This study is based on the impact of performance appraisal on organizational performance of service sector institutions consisting of hospitals of Nepal. It is found that the performance appraisal systems have positive correlation with organizational performance. Regression coefficients of performance appraisal positively contribute to organizational performance explained by employee commitment, quality work life and work flexibility. It means that if Nepalese service sector invests a significant amount and effort for development of proper performance appraisal system, it can improve organizational performance.


Author(s):  
Shalini Dixit Et.al

Performance management practices include various approaches to significantly assess the organizational performance and productivity. It includes critical analysis and evaluation of employees skills and knowledge to increase output at workplace which establishes culture of proper evaluation of individual performance i.e. directly linked with attainment of individual as well as organizational goal. With the changing dimensions of business operations performance of employees is ensured through involvement of strategic approaches which enables them to understand the required standards of performance and evaluation criteria to assess productivity with merits and demerits of learning and improving better alternatives which ultimately enhances the overall performance of organization. This study helps in critical assessment of various performance management practices and its effect on employee productivity in textile firms of Bhilwara city. The performance management practices comprised of employee appraisal system, training and development, reward system and feedback which all are considered as independent variables and dependent variable is defined as employee productivity. The research paper incorporates primary data collected through a structured questionnaire from a sample size of 100 respondents who worked at various managerial levels in textile firms. A descriptive research design is used for the analysis of data with the help of mean, standard deviation and regression analysis to accomplish the research objective of assessing the effect of independent variables performance appraisal, training & development, reward system and feedback on employee productivity. Various hypothesis are framed to test the results and draw inferences for the population. The study focuses on implementation of various approaches that can enhance employee productivity and develop a workforce through proper training and evaluation with the help of review and feedback mechanism and ensure growth of individuals as well as organization and fulfilment of organizational goals. The result is analysed through regression which helps in adoption of sustainable HR practices forced to rethink on decisions pertaining to employee productivity


2018 ◽  
Vol 2 (2) ◽  
pp. 94
Author(s):  
Ashish Ranga ◽  
Reshma Kamboj

A performance appraisal (PA), to boot ascertained as a performance review, performance analysis, (career) development discussion, or employee appraisal is also a way by that the work performance of an associate employee is documented and evaluated. The Performance appraisal has been viewed by lecturers and human resource practitioners as a significant human resource management practices as a result of it yields selections that area unit crucial and integral to varied human resource actions and outcomes. Yet, an honest Performance appraisal system remains a smart challenge for managers and employees thanks to psychological feature, psychological feature and behavioral factors associated with it. Employee outcomes among the sort of labor performance, effective structure commitment and turnover intention area unit is undeniably variety of the foremost necessary issues during a corporation.The management has to be compelled to concentrate to the extent of satisfaction in performance appraisal to substantiate that employees are happy and contribute utterly to their organization throughout the tenure of their employment with the organization. This can be often very crucial to support the expansion of an organization. The aim of this paper is to specialize in the impact of performance appraisal on employee's performance and to boot trace impact of motivation issue, as a result of it affects the association of performance appraisal and employee's performance.The paper reviews the• The relationship between perceptions of performance appraisal fairness and employee engagement in the context of the business organization.• The reaction of employees to these performance assessments.


1995 ◽  
Vol 24 (2) ◽  
pp. 197-221 ◽  
Author(s):  
Gary E. Roberts

This article presents the results of a national survey of municipal government performance appraisal system practices based upon the responses of 240 personnel professionals. The survey focuses on appraisal system structure, the link between performance and personnel decision making, perceived user acceptance, and observations on the effectiveness of the appraisal system. The results indicate that most performance appraisal systems are designed in accordance with the literature. However, the administration of these systems is more problematic. Most systems are perceived to be somewhat effective in terms of the process of appraisal and the affects on motivation and productivity.


Author(s):  
Yafra Naz ◽  
Sadhna Lohano ◽  
Abeer Khatri

In the current era of highly volatile corporate environment, organizations are facing challenges in the form of optimization of human resources in the banking sector of Pakistan. Human resources are measured as a source of ecological competitive advantage. The success of an organization depends upon several factors but the most decisive factor that effect the organizational performance and its employees. Job satisfaction is one of the most broadly discussed and devotedly studied paradigms in related disciplines such as industrial-organizational psychology, organizational behavior. The job satisfaction is the favorable or un-favorable attitude with which the employee views his and her work. Job satisfaction, thus, is the result of various attitudes possessed by an employee. The current study is in endeavor to observe and explore the impact of human resources practices on job satisfaction, Commitment & loyalty of private and public sector banking employees. In the study the scientific management model, identify that Human resource management practices like training performance appraisal teamwork and compensationhas significant impact on job satisfaction.


2014 ◽  
Vol 1 (1) ◽  
pp. 1-5 ◽  
Author(s):  
Tahira Nazir ◽  
Syed Fida Hussain Shah

This is the era of information economy. Performance of the organization is credited to knowledge and information. Intellectual capital is considered to be the most important assets. But dilemma is that only some organization focus on generation and preservation of knowledge. Participative decision making and transformational leaders are great tools of successful implementation of Knowledge management practices. This study is intended to study the impact of the impact of Knowledge Sharing, Participative Decision Making and Transformational Leadership on Organization Performance. A survey instrument covering knowledge sharing (KS), participative decision making (PDM), transformational leadership (TL), and organizational performance was developed. Data was collected by postal and personal surveys from health, education, manufacturing, telecom, and financial sector of Gujranwala and Lahore region of Pakistan using stratified random sampling technique. Sample size was 300 and 245 complete questionnaires were received back with response rate of 81.7%. The survey instrument used for the study was shown to be valid and reliable. Statistical analytical tools like (kindly mention all the tools) were used. Results of data analysis proposed a correlation between  This study is probably the first to understand the impact of KM practices on organizational performance. It offers valuable information about KM to all the organizations particularly those operating in Pakistan.


1976 ◽  
Vol 1 (2) ◽  
pp. 59-68 ◽  
Author(s):  
Ishwar Dayal

While examining the impact of some cultural factors on the behaviour of employees in Indian organization, the article discusses how these factors could be taken into account in developing appraisal systems. The Indian social environment tends to emphasize concepts of self, loyalty, regard for authority, interpersonal behaviour, etc., differently from those of the West. An understanding of this difference would be relevant for developing administrative systems for India. Whatever problems of developing appraisal systems exist in the Western industrial environment are also observed in India. Apart from the technical difficulties of operating appraisal system, certain difficulties arise also from the cultural aspects in India. The article suggests that taking these problems into consideration would greatly aid appraisal systems to serve their intended purpose.


2017 ◽  
Vol 76 (3) ◽  
pp. 107-116 ◽  
Author(s):  
Klea Faniko ◽  
Till Burckhardt ◽  
Oriane Sarrasin ◽  
Fabio Lorenzi-Cioldi ◽  
Siri Øyslebø Sørensen ◽  
...  

Abstract. Two studies carried out among Albanian public-sector employees examined the impact of different types of affirmative action policies (AAPs) on (counter)stereotypical perceptions of women in decision-making positions. Study 1 (N = 178) revealed that participants – especially women – perceived women in decision-making positions as more masculine (i.e., agentic) than feminine (i.e., communal). Study 2 (N = 239) showed that different types of AA had different effects on the attribution of gender stereotypes to AAP beneficiaries: Women benefiting from a quota policy were perceived as being more communal than agentic, while those benefiting from weak preferential treatment were perceived as being more agentic than communal. Furthermore, we examined how the belief that AAPs threaten men’s access to decision-making positions influenced the attribution of these traits to AAP beneficiaries. The results showed that men who reported high levels of perceived threat, as compared to men who reported low levels of perceived threat, attributed more communal than agentic traits to the beneficiaries of quotas. These findings suggest that AAPs may have created a backlash against its beneficiaries by emphasizing gender-stereotypical or counterstereotypical traits. Thus, the framing of AAPs, for instance, as a matter of enhancing organizational performance, in the process of policy making and implementation, may be a crucial tool to countering potential backlash.


2021 ◽  
Vol 13 (13) ◽  
pp. 7007
Author(s):  
Habtamu Nebere ◽  
Degefa Tolossa ◽  
Amare Bantider

In Ethiopia, the practice of land management started three decades ago in order to address the problem of land degradation and to further boost agricultural production. However, the impact of land management practices in curbing land degradation problems and improving the productivity of the agricultural sector is insignificant. Various empirical works have previously identified the determinants of the adoption rate of land management practices. However, the sustainability of land management practices after adoption, and the various factors that control the sustainability of implemented land management practices, are not well addressed. This study analyzed the factors affecting the sustainability of land management practices after implementation in Mecha Woreda, northwestern Ethiopia. The study used 378 sample respondents, selected by a systematic random sampling technique. Binary logistic regression was used to analyze the quantitative data, while the qualitative data were qualitatively and concurrently analyzed with the quantitative data. The sustained supply of fodder from the implemented land management practices, as well as improved cattle breed, increases the sustainability of the implemented land management practices. While lack of agreement in the community, lack of enforcing community bylaws, open cattle grazing, lack of benefits of implemented land management practices, acting as barrier for farming practices, poor participation of household heads during planning and decision-making processes, as well as the lack of short-term benefits, reduce the sustainability of the implemented land management practices. Thus, it is better to allow for the full participation of household heads in planning and decision-making processes to bring practical and visible results in land management practices. In addition, recognizing short-term benefits to compensate the land lost in constructing land management structures must be the strategy in land management practices. Finally, reducing the number of cattle and practicing stall feeding is helpful both for the sustainability of land management practices and the productivity of cattle. In line with this, fast-growing fodder grass species have to be introduced for household heads to grow on land management structures and communal grazing fields for stall feeding.


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