PERFORMANCE APPRAISAL SYSTEM IN MAJAN ELECTRICITY COMPANY (SOHAR, OMAN) AND ITS IMPACT ON EMPLOYEES’ MOTIVATION

2016 ◽  
Vol 2 (1) ◽  
pp. 13
Author(s):  
Maryam Al Fazari ◽  
Dr. M. Firdouse Rahman Khan
Keyword(s):  
Performance Appraisal ◽  
Random Sampling ◽  
Positive Impact ◽  
Strong Association ◽  
Evaluation Process ◽  
Appraisal System ◽  
Employees Satisfaction ◽  
Performance Appraisal System ◽  
Rater Error ◽  
The Impact

Purpose The objective of the study is to investigate whether the performance appraisal system used is in Majan Electricity Company, (Oman), measures the employees’ performance accurately and to ensure motivation and satisfaction of its employees.Design/methodology/approach  The study was conducted with 106 employees from all the departments of the main office of the company located at Sohar, who were selected on stratified random sampling basis and were contacted through a well-defined questionnaire. Findings The study reveals that even if there is a problem with the accuracy of performance appraisal system in measuring the performance accurately, or due to rater error in the evaluation process, the employees’ performance appraisal is not affected by them and has got positive impact on employees’ motivation and satisfaction.Practical Implications The study demonstrates that there is a strong association between the (i) performance appraisal system and (ii) motivation of the employees and the employees’ satisfaction. It is also found that there is no relationship between performance appraisal system, rater errors, and the accuracy of performance appraisal system.Social Implications Performance appraisal system is dependent on motivation of the employees and employees’ satisfaction. So, there exists necessity for the company to pay attention towards motivating the employees through concentrating on increasing the satisfaction of the employees.Originality/value No study have examined the impact of performance appraisal system of the Majan Electricity Company in Sohar ever before considering employee’s motivation and the welfare of the employees in one hand and the management on the other, and it is first hand study of its kind.Research limitations/Implications The study was restricted to the main office of the company located at Sohar, Oman. The study could be extended to know the insight of the personnel involved in the entire Majan Electricity Company, Oman. 

Functions of the Performance Appraisal System

2012 ◽  
Vol 1 (1) ◽  
pp. 1-15
Author(s):  
Bahrija Umihanic ◽  
Mirela Cebic
Keyword(s):  
Performance Appraisal ◽  
Empirical Research ◽  
Random Sampling ◽  
Sampling Method ◽  
Stratified Random Sampling ◽  
Appraisal System ◽  
Administrative Functions ◽  
Performance Appraisal System ◽  
Effective Performance ◽  
Level Of Motivation

In this paper, the authors integrate the analysis of functions of the performance appraisal system and research of their impact on the level of employees’ motivation in the institutions of Bosnia and Herzegovina. They start from the assumption that the purpose of effective performance appraisal system is reflected in linking employees’ activities through the stabilization function and documentary function, using valid and useful information in making administrative decisions about employees and providing feedback to employees which they will use for developing. One of the most important benefits should be enhanced employees’ motivation at work. The hypothesis was tested by stratified random sampling method, and all levels of management were encompassed. Results of empirical research have established that the existing system primarily has documentary and administrative functions, and such as that does not provide raising of level of motivation, and it should be considered in redesigning the performance appraisal system of employees.

scholarly journals The Performance Appraisal System: An Examination in The City School of Bahawalpur in Terms of Employee Perceptions

2014 ◽  
Vol 4 (1) ◽  
pp. 71
Author(s):  
Muhammad Imran ◽  
Huzaifah Shafique ◽  
Nadeem Maqbool
Keyword(s):  
Performance Management ◽  
Performance Appraisal ◽  
Private School ◽  
Appraisal System ◽  
Operational Effectiveness ◽  
City School ◽  
Performance Appraisal System ◽  
The Status ◽  
Performance System ◽  
The Impact

Purpose: The purpose of this paper is to check the effectiveness of the performance appraisal system in private school.Design/methodology/approach: Data were collected by survey questionnaire from a random sample of 44teaching staff in City school Bahawalpur branch.Finding: The results are in first section, checking the status of performance appraisal system, overall 44 respondent which are employees all of them agreed with performance appraisal system status, in other words they perceived that performance system works effectively. In second section checking the impact of performance appraisal system on employees, I conclude that 28 employees affected by performance appraisal system.Practical implications: The finding useful for management who are reviewing the operational effectiveness of performance management within own schools, as well as for organizations that are considering the introduction of performance management into their school system.Originality/Value: This paper might be of particular value to national or private school management that wish to consider how to evaluate the effectiveness of various options before introducing a system of performance appraisal system.

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

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.

EFFECT OF PERFORMANCE APPRAISAL SYSTEM ON MOTIVATION AND PERFORMANCE OF ACADEMICS IN NIGERIAN PUBLIC UNIVERSITIES

2013 ◽  
Vol 03 (03) ◽  
pp. 20-28
Author(s):  
OJOKUKU R.M.
Keyword(s):  
Performance Appraisal ◽  
Public Universities ◽  
National Development ◽  
University Education ◽  
University Management ◽  
Appraisal System ◽  
Performance Appraisal System ◽  
Overall Performance ◽  
And Performance ◽  
The Impact

Nigerian universities are presently experiencing a number of challenges, primary among which is dearth of experienced academics, due to the mass exodus of lecturers to other countries in Africa and overseas, where the environment is more conducive to work and remuneration packages are more competitive. Series of research studies have established that a strong relationship exists between human resource (HR) practices and employee motivation and performance; however much still needs to be done in terms of investigating how it applies to academics in Nigerian universities. This study therefore set out to examine the impact of performance appraisal (PA), which is a key HR practice, on the motivation and performance of academics in Nigerian universities. The study sample was drawn from four (4) public universities in south western Nigeria. Data was sourced with the aid of a questionnaire, while percentage and multiple regression analysis were used for data analysis. Findings showed that the university academics see their performance appraisal system as not being accurate and fair enough because it does not capture adequately, all the job components that make up their performance during the review period. The performance appraisal system was also found to exert a strong influence on the academics’ motivation and overall performance. It was recommended that the PA system for academics should be reviewed by university management such that all the components of their job are captured, evaluated, and adequately rewarded. This is expected to impact positively on the motivation and overall performance of the academics, thereby working as a veritable tool for steering university education towards the right direction for national development.

A. Analisis Sistem Evaluasi Kinerja Karyawan Melalui E-Performance

2019 ◽  
Vol 4 (1) ◽  
pp. 1
Author(s):  
Ika Purwanti ◽  
Rahman .
Keyword(s):  
Performance Evaluation ◽  
Performance Appraisal ◽  
Evaluation System ◽  
Employee Performance ◽  
Appraisal System ◽  
Performance Evaluation System ◽  
Evaluation Systems ◽  
Study Approach ◽  
Performance Appraisal System ◽  
The Impact

The focus of this study is the Analysis of Employee Performance Evaluation Systems Through E-Performance. The purpose of this study is to analyze the employee performance evaluation system through E-Performance at the Badan Kesatuan Bangsa dan Politik Kabupaten Lamongan and identify the impact of its implementation. The research method used in this study is qualitative with a case study approach. The object of this study is Civil Servants at the Badan Kesatuan Bangsa dan Politik Kabupaten Lamongan. Data obtained through direct observation, interviews and documentation. The result shows that the performance appraisal system  through E-Performance provides speed access to Pegawai Negeri Sipil in reporting their performance in the context of employee performance evaluation at the Badan Kesatuan Bangsa dan Politik Kabupaten Lamongan. The performance of Pegawai Negeri Sipil at the Badan Kesatuan Bangsa dan Politik has increased since the implementation of a performance appraisal system through the E-Performance application. This system is monitored directly by their respective superiors so that the results of the evaluation can be directly followed up by their respective superiors. Every civil servant is more eager to do his job so that the performance target can be achieved well. Besides that it makes it easier for leaders to monitor the performance of their subordinates. Keywords: e-performance, employee performance

scholarly journals Cultural Factors in Designing Performance Appraisal System

1976 ◽  
Vol 1 (2) ◽  
pp. 59-68 ◽  
Author(s):  
Ishwar Dayal
Keyword(s):  
Performance Appraisal ◽  
Social Environment ◽  
Cultural Factors ◽  
Appraisal System ◽  
The West ◽  
Industrial Environment ◽  
Cultural Aspects ◽  
Performance Appraisal System ◽  
Appraisal Systems ◽  
The Impact

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.

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