scholarly journals Effectiveness of Performance Appraisal System and its Effect on Employee Motivation

2017 ◽  
Vol 3 (5) ◽  
pp. 15 ◽  
Author(s):  
Ayomikun Idowu
Keyword(s):  
Performance Appraisal ◽  
Employee Performance ◽  
Employee Motivation ◽  
Performance Appraisals ◽  
Human Resource Managers ◽  
Appraisal System ◽  
Resource Managers ◽  
Appraisal Systems ◽  
Moderating Role

<p>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. Accordingly, this study sought to investigate effectiveness of performance appraisal systems and its effect on employee motivation. The study’s main objectives pertained to establishing the moderating role of performance appraisal as a motivation tool as well as potential challenges.</p><p>The study findings show the presence of significant positive outcomes when the organisation uses performance appraisal as a motivation tool. Further, the study finds that the use of more than one appraisal techniques helps yield greater satisfaction and consequently higher motivational levels. The specific aspects of performance appraisal systems (PAS) that help improve motivation include the linking of performance to rewards; using the PAS to help set objectives and benchmarks; as well as the use of PA to help identify employee’s strength and weaknesses.</p>

scholarly journals The Role of the Employee in Hungarian Hospital Performance Appraisal Systems

2021 ◽  
Vol 16 (2) ◽  
pp. 210-225
Author(s):  
Norbert Zétény Sárga ◽  
Richard Kása
Keyword(s):  
Performance Appraisal ◽  
Employee Engagement ◽  
Employee Satisfaction ◽  
Employee Performance ◽  
Hospital Performance ◽  
Appraisal System ◽  
Appraisal Systems ◽  
Hungarian State ◽  
The Relationship

In this paper, we examined the employee Performance Appraisal System (PAS) of hospitals and gave a description of the role and significance of employees in the PAS covering 27% of the population of Hungarian state-run hospitals. In the research, we also examined the relationship between performance appraisal and employee engagement, as well as the practice of measuring employee satisfaction. We created a scale called Employee participation in the employee performance appraisal scale. Based on our findings, we can state that the employee is an active participant in the Hungarian performance appraisal systems of hospitals, as they are involved in the appraisal and their views are taken into account. It has been found that where employee satisfaction is measured, there is an opportunity for the employees to formulate reflections on their evaluations. Although not outstanding, the employee is considered a partner in the evaluation of his work.

scholarly journals Problems associated with the management of performance appraisals in universities: The case of Ghanaian Public Sector Universities

2008 ◽  
Vol 5 ◽  
pp. 134-152
Author(s):  
E. O. Agyenim-Boateng
Keyword(s):  
Public Sector ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Performance Appraisals ◽  
Administrative Staff ◽  
Appraisal System ◽  
Public And Private ◽  
Study Approach ◽  
Effective Performance ◽  
Appraisal Systems

The use of performance appraisal, a presence of the private sector organisations, has now become wide spread and has grown to include previously untouched organisations and occupational hierarchies such as secretarial and administrative staff in both the public and private sectors. However, verv little has been reported in the literature concerning the perceptions and experiences of the universities in developing countries relating to performance appraisals. This study therefore sought to explore performance appraisal systems in the Ghanaian public sector universities to consider the perceptions and experiences of the administrative staff about the problems associated with the performance appraisal systems of the universities. The study adopted an exploratory, descriptive and evaluative triangulation case study approach and generated data through semistructured interviews and self-completing questionnaires from 401 university employees in Ghana from four of the six public sector universities. Both quantitative and qualitative methods of analysis in the form of frequencies, percentages, means, graphs and content analysis were used to analyse the data. The results indicate that generally the perceptions of the administrative staff conceming the effectiveness of the present performance appraisal systems of the universities were skewed towards dissatisfaction because they lacked essential characteristics of an effective performance appraisal system. These include lack of c1early formulated and defined policies and objectives, performance measures, effective staff participation and training and development that could make them effective. The study concludes that there is a need for the universities to recognise their employees as valued resources and treat them as a source of competitive advantage which have to be strategically managed to achieve improved employee performance and development as well as the effectiveness of the universities.

scholarly journals Role of Performance Appraisal System and Its Impact on Employees Motivation

2020 ◽  
Vol 2 (1) ◽  
Author(s):  
Pooja Dangol
Keyword(s):  
Performance Appraisal ◽  
Work Performance ◽  
Service Industry ◽  
Employee Performance ◽  
Employee Motivation ◽  
Appraisal System ◽  
Job Descriptions ◽  
Appraisal Process ◽  
Performance Appraisal Process

The general objective of the study is to determine the role of performance appraisal and its impact on employee. The study is guided by the following specific objectives: to establish the extent to which performance appraisal process affects employee motivation, to determine the extent to which appraisers affect staff motivation and to determine the challenges in appraising employee performance. The study adopted descriptive research design. The population of interest consists of 120 employees of Service Industry in Nepal. Data is collected using structured questionnaires and additional qualitative data is collected using the reference from the questionnaire and the objectives of the study. The data is analysed using statistical tools such as frequency distribution, percentages and Pearson correlations. Data is presented using tables and charts. The research findings suggest that regular assessment of performance leads to employee motivation. Performance appraisal rating can be considered as a technique that has a positive effect on work performance and employee motivation. Employees may be motivated if the appraisal process is based on accurate and current job descriptions. On the challenges of performance appraisal on employee motivation established that some managers tend to be liberal or strict in their rating of staff which may affect the employees’ motivation. The manager’s ability to address the skills gaps can have a significant impact on the employee’s motivation. Regular ratings may affect the performance and motivation of the employees. Fair assessment of the employee’s performance may enhance their motivation.

Performance Appraisal Systems and Their Impact on Employee Performance

2020 ◽  
Vol 33 (4) ◽  
pp. 17-32
Author(s):  
Bhawna Chahar
Keyword(s):  
Job Performance ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Employee Motivation ◽  
Future Research ◽  
Appraisal System ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Future Research Directions ◽  
Appraisal Systems

The purpose of this study was to understand the relationship between employee performance appraisal systems, employee motivation, and employee job performance. A cross-sectional survey of 393 employees of an Indian service organization showed that the performance appraisal system has a direct impact on employee job performance, and that this impact is moderated by the employee's motivation. Respondents were asked about 36 appraisal system, performance, and motivation attributes. Implications of the findings for the future research directions and practice are discussed.

Training Appraisers: An Orientation Program for Improving Supervisory Performance Ratings

1987 ◽  
Vol 16 (1) ◽  
pp. 37-46 ◽  
Author(s):  
Ronald R. Sims ◽  
John G. Veres ◽  
Susan M. Heninger
Keyword(s):  
Employee Performance ◽  
Employee Motivation ◽  
Performance Appraisals ◽  
Performance Evaluations ◽  
Performance Ratings ◽  
Appraisal System ◽  
Orientation Program ◽  
Employee Evaluation ◽  
Effective Training ◽  
Appraisal Systems

This paper addresses management's need to train supervisory personnel in the use of employee performance appraisals. First, the application as well as the usefulness of the appraisal system is described — as dictated by and in relation to — recent litigation concerning discrimination charges. After exploration of the various approaches to employee evaluation, recommendations for effective training of supervisory personnel in implementing appraisal systems are presented. These recommendations take into consideration often neglected factors such as employee motivation, employee aptitude and discussion of performance evaluations with the employees.

It’s time to bring performance appraisal into the twenty-first century

2015 ◽  
Vol 23 (7) ◽  
pp. 23-26 ◽  
Author(s):  
Shahina Javad ◽  
Sumod S.D.
Keyword(s):  
Performance Management ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Performance Appraisals ◽  
Appraisal System ◽  
Business World ◽  
Content Type ◽  
Rating Method ◽  
Modern Business ◽  
The Right

Purpose – Examines the weaknesses of many current performance appraisals and shows how to improve them. Design/methodology/approach – Draws on examples from companies such as Cisco, Google and Infosys. Findings – Shows that there are two main sets of reasons for the failure of performance management – system related and people related. System-related problems crop up while defining the performance goals or designing the appraisal system. People-related problems usually arise while discussing the results of appraisals. Practical implications – Investigates the importance of the three key elements of performance appraisal – the appraiser, the appraisal period and the rating method. Social implications – Shows how important performance appraisal can be in the modern business world where skilled and talented workers are at a premium. Originality/value – Argues that present-day organizations need to develop an ongoing process to manage employee performance, make sure the right things are being measured, and that the feedback is carried out as constructively as possible.

Employee Performance Appraisal System Participation: A Technique That Works

2003 ◽  
Vol 32 (1) ◽  
pp. 89-98 ◽  
Author(s):  
Gary E. Roberts
Keyword(s):  
Performance Appraisal ◽  
Employee Performance ◽  
Employee Voice ◽  
Appraisal System ◽  
Conceptual Foundation ◽  
Performance Appraisal System ◽  
Effective Performance ◽  
Available Information ◽  
Participatory Performance

Performance appraisal is one of the most complex and controversial human resource techniques. Participatory performance appraisal is an essential and proven attribute of an effective performance appraisal system. This article summarizes the conceptual foundation for participation including its intrinsic motivational value, the expansion of available information, and the opportunity to interject employee voice. The moderating role of goal setting and feedback in enhancing participation effectiveness is outlined. The article concludes with factors that attenuate the effectiveness of participation including lack of training, absence of rater accountability strategies, and organizational and supervisory resistance to honest subordinate feedback.

Employee Performance Appraisal System Participation: A Technique That Works

2002 ◽  
Vol 31 (3) ◽  
pp. 333-342 ◽  
Author(s):  
Gary E. Roberts
Keyword(s):  
Performance Appraisal ◽  
Employee Performance ◽  
Employee Voice ◽  
Appraisal System ◽  
Conceptual Foundation ◽  
Performance Appraisal System ◽  
Effective Performance ◽  
Available Information ◽  
Participatory Performance

A performance appraisal is one of the most complex, and controversial, human resource techniques. The participatory performance appraisal is an essential and proven attribute of an effective performance appraisal system. This article summarizes the conceptual foundation for participation including its intrinsic motivational value, the expansion of available information, and the opportunity to interject employee voice. The moderating role of goal setting and feedback in enhancing participation effectiveness is outlined. The article concludes with factors that attenuate the effectiveness of participation including lack of training, absence of rater accountability strategies, and organizational and supervisory resistance to honest subordinate feedback.

scholarly journals Examining the Barriers and Problems of Employee Performance Appraisal Systems and Their Ranking in Qazvin University of Medical Sciences

2020 ◽  
Author(s):  
Mehdi Shafikhani ◽  
Abbas Shafikhani ◽  
Mostafa Pouyakian ◽  
Ali Akbar Shafikhani
Keyword(s):  
Performance Appraisal ◽  
Employee Performance ◽  
Performance Validity ◽  
Validity And Reliability ◽  
Appraisal System ◽  
Medical Sciences ◽  
University Employees ◽  
Kolmogorov Smirnov ◽  
Friedman Method ◽  
Appraisal Systems

Background: Measuring the employee's performance and examining their behaviors and capabilities are among the principal responsibilities in managing human factors in organizations. A performance appraisal system meets specific barriers. It is required to recognize these barriers to decrease their influences to a satisfactory level to take proper measures to decrease their influences in any organization. This research aims to examine the executive barriers of Article 81 of the Civil Service Act concerning the appraisal of personnel's performance in Qazvin University of Medical Sciences. Methods: This research is a kind of applied based on the used objective. Basically, 11 factors were recognized to analyze the barriers (strategic congruence, thoroughness, practicality, meaningfulness, specificity, recognizing efficient and inefficient performance, validity, acceptability and fairness, inclusiveness, openness and ethicality) utilizing literature review and expert's view and included in the questionnaire. This questionnaire was distributed among 350 university employees after discovering its validity and reliability. The data were analyzed using the Nonparametric Binomial Test and Friedman method after checking for being parametric (Kolmogorov–Smirnov test). Results: The results revealed that except for the three variables of being ethical ((mean 4.13), openness (mean 4.46) and acceptability and fairness (mean 4.46), other variables were not recognized as barriers; Consequently, Conclusion: It is required to take proper measures in the mentioned organization to decrease the influences of these barriers to enhance the productivity of the organization.

scholarly journals PENINGKATAN PERSEPSI KARYAWAN TERHADAP OBJEKTIVITAS PENILAIAN KINERJA MENGGUNAKAN METODE BARS DAN MBO

2021 ◽  
Vol 5 (1) ◽  
pp. 21-28
Author(s):  
Wulan Purnamasari ◽  
Ika Widya Ardhiyani
Keyword(s):  
Performance Appraisal ◽  
Work Performance ◽  
Employee Performance ◽  
Performance Standards ◽  
Performance Appraisals ◽  
Employee Perceptions ◽  
Appraisal System ◽  
Performance Appraisal System ◽  
Performance Appraisal Process ◽  
A Company

The performance appraisal system in a company has an important role in achieving the target of achieving a job. Employee job satisfaction with the performance appraisal system depends on the level of employee perceptions of the performance appraisal system that applies to their workplace. This research was conducted in a company PT.X which is engaged in the BOPP film industry. The performance appraisal system in the company, based on employee perceptions, is still not effective. Here, the researcher attempted to design a performance appraisal system using the BARS and MBO methods. This research was conducted by means of field surveys, literature studies, and FGDs. The BARS and MBO methods are able to assess employee performance. Where in this method it creates unclear and measurable performance standards, there is no maximum feedback on the performance of employees, often the assessment is subjective, besides the assessment is carried out once a year so that it causes management to experience difficulties in monitoring. In addition, the company only dominantly assesses work activities and behavior, without assessing the work performance of each employee. Whereas here, the company should have carried out an objective performance appraisal, by having clear and measurable assessment standards and being able to provide feedback on employee performance achievements. Thus, researchers recommend using the BARS and MBO methods in the performance appraisal process. This aims to meet the company's needs for employee performance appraisals.

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