scholarly journals APPRAISING TEACHERS’ PERFORMANCE IN THE GHANA EDUCATION SERVICE: A CASE OF BIRIM CENTRAL DIRECTORATE OF GHANA EDUCATION SERVICE (G.E.S.)

2021 ◽  
Vol 4 (1) ◽  
pp. 15-24
Author(s):  
Barffour Samuel Kyei ◽  
Ampofo Isaac Atta Junior
Keyword(s):  
Performance Appraisal ◽  
Formal Method ◽  
Survey Design ◽  
Development Program ◽  
Research Approach ◽  
Appraisal System ◽  
Education Service ◽  
Performance Appraisal System ◽  
And Performance ◽  
Descriptive Survey

This study assessed the effectiveness of performance appraisal system in the Ghana Education Service. The study specifically examined the nature of performance appraisal in GES, teachers’ perception about the performance appraisal system, and teachers’ satisfaction with the performance system. Considering the objective of the study, the researcher adopted a descriptive survey design. The mixed research approach was adopted in addition to the research design. Teachers in basic schools in Birim Central Directorate constitute the population of the study. The study sampled 184 respondents for the study. Both questionnaire and interview guide were used to solicit data from respondents. Research instruments were personally administered by the researcher. The quantitative data were analysed using the Statistical Package for Social Science (SPSS), while the qualitative data were analysed manually. The study finds out the effectiveness of performance appraisal in GES and the result showed that GES has a performance appraisal system, and performance appraisal is mostly done more than thrice a year. The study also indicated that GES has several methods of appraising employees. Also, it was generally revealed that respondents perceived performance appraisal system positively and that they are satisfied with the performance appraisal system. The study recommends that appraisal should be carried out by experts so that it will serve its purpose. The study highlighted that there is a need for a more formal method to be adopted so that the overall purpose of performance appraisal can be attained. It is again recommended that there is a need for appraisers to adequately discuss every final appraisal report with appraisees. Finally, the study recommends that employees’ appraisal report should be sent to the education office for an effective and efficient decision on training and development program.

scholarly journals EMPLOYEE PERCEPTION AND PERFORMANCE APPRAISAL: AN EVALUATION OF SELECTED DEPOSIT MONEY BANKS IN PORT HARCOURT

2020 ◽  
pp. 80-95
Author(s):  
Bienwi-Patrick, Ledum ◽  
B. Chima Onuoha ◽  
Best C. Eke
Keyword(s):  
Procedural Justice ◽  
Performance Appraisal ◽  
Pay For Performance ◽  
High Rate ◽  
Published Data ◽  
Employee Perception ◽  
Appraisal System ◽  
Port Harcourt ◽  
Performance Appraisal System ◽  
And Performance

Performance Appraisal system represents a major tool for most of the organizations to evaluate various aspects of their employees. Despite the prominence of the organizational phenomenon, very limited research is done in Nigerian organization in this area .To analyses the perception of employees regarding the performance appraisal system implementation, the Deposit Money Banks in Port Harcourt, Rivers state are selected due to the reported high rate of staff turnover. In order to analyze the perception of employees regarding the new system and its implementation, 33 item questionnaires consist of 4 independent and one dependent variables was distributed among 150 employees who were acquainted with the Performance appraisal procedure. The study employed four measures of performance appraisal which are Procedural justice, Goal setting, feedback and Pay for performance and one criterion variable, the employee perception towards these performance appraisal process. The instrument used was a 5 point Likert scale questionnaire. Factor analysis and regression analysis was done through the Statistical Package for Social Sciences version 25.The result shows the process was implemented as per organization guidelines to the overall satisfaction of employees. There are however some areas of improvement which have been noted in the conclusion. The results and outcome are in line with international published data. KEYWORDS: Employee Perception, Performance Appraisal, Procedural Justice.

scholarly journals The Role of Rater Motivation and Training in Effective Performance Appraisal System in Public Sector Universities of Khyber Pakhtunkhwa, Pakistan

2020 ◽  
Vol 6 (1) ◽  
pp. 155-166
Author(s):  
Muhammad Asad khan ◽  
Altaf Hussain ◽  
Mohammad Hanif khan
Keyword(s):  
Higher Education ◽  
Public Sector ◽  
Performance Management ◽  
Performance Appraisal ◽  
Appraisal System ◽  
Rater Training ◽  
Khyber Pakhtunkhwa ◽  
Performance Appraisal System ◽  
Rater Motivation ◽  
And Performance

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.

scholarly journals Analysis of the Relationships Between Sustainable Management Control and Performance Appraisal System

2019 ◽  
Vol 10 (4) ◽  
pp. 8-28
Author(s):  
Ionel BOSTAN ◽  
◽  
Aliona BIRCA ◽  
Neculai TABARA ◽  
Ligia MUNTEAN JEMNA ◽  
...  
Keyword(s):  
Performance Appraisal ◽  
Sustainable Management ◽  
Management Control ◽  
Appraisal System ◽  
Performance Appraisal System ◽  
And Performance

scholarly journals Examining Employees’ Attitudes towards Performance Appraisal and Its Impact on Performance and Motivation in a UK Information Technology (IT) Firm

2019 ◽  
pp. 1-14
Author(s):  
Ayomikun Oluwafemi Idowu
Keyword(s):  
Performance Appraisal ◽  
Employee Performance ◽  
Primary Data ◽  
Human Resource Managers ◽  
Appraisal System ◽  
Perceptions Of Fairness ◽  
Performance Appraisal System ◽  
Personal Approach ◽  
And Performance ◽  
A Performance

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. The study’s main objectives pertained to establishing the moderating role of employees’ attitude towards performance appraisal as a motivation and performance tool. The study was based on Shine Communications London, as the case study organization. Primary data was collected from the organisation’s employees and HR manager. Notably, a survey questionnaire was used to collect quantitative data from the employees while an interview was conducted with the HR manager. Data from the sample of 45 randomly selected employees was statistically analysed using the help of SPSS 2.0. Content analysis was used to analyse the qualitative responses from the HR manager. The study finds that a Performance Appraisal System can fail to achieve its motivational effect when it is used to threaten job security, is marked by inaccuracy and conducted by improperly trained reviewers. Among the study’s main recommendations include designing of a Performance Appraisal System that enhances perceptions of fairness and use of a personal approach in linking Performance Appraisal results to rewards.

scholarly journals The Effectiveness of Employee Performance Appraisal System in Health Sector: Evidence from Iranian organizations

2021 ◽  
Vol 16 (4) ◽  
pp. 36-44
Author(s):  
Abbas Homauni ◽  
Ali Mohammad Mosadeghrad ◽  
Ebrahim Jaafaripooyan
Keyword(s):  
Organizational Performance ◽  
Performance Appraisal ◽  
Performance Metrics ◽  
Employee Performance ◽  
Statistical Tests ◽  
Health Sector ◽  
Appraisal System ◽  
Performance Appraisal System ◽  
Assessment Performance ◽  
And Performance

Introduction: Performance appraisal is a formal process to review and improve the organizational performance of employees regularly. Despite the appropriate organizational frameworks for performance appraisal, they are not apparently addressing the operational realities of health care organizations. This study thus aimed to examine the effectiveness of the current performance appraisal system of employees at Tehran University of Medical Sciences (TUMS) from the perspective of employees. Methods: The data were collected from 504 TUMS employees using researcher-developed questionnaire following the validation. It consisted of 46 questions covering such various dimensions as performance expectations, communication of performance objectives to employees, self-assessment, performance metrics, surveyors, and performance appraisal results. ANOVA, t-test, Post hoc and Tukey statistical tests were used during analysis process by SPSS 22. Results: The performance appraisal system was not found as effective as expected from the employees’ perspective and the scores for all its dimensions dropped below the average. The overall performance appraisal score was 2.71 (out of 5). There was also a significant correlation between the employees’ education and organizational job group and the score of performance appraisal (p<0.0001). Conclusion: The current appraisal system according to the results is not well functioning. Therefore, it seems necessary to make urgent changes. The lack of active participation from employees and managers in performance appraisal development process, and the subsequent low motivation to improve their performance seems to be a persistent challenge. A fairly desirable solution might be to decentralize the appraisal processes rendering more authority to managers and supervisors along with empowering managers.

Fostering a Culture of Accountability through a Performance Appraisal System

2005 ◽  
Vol 18 (1) ◽  
pp. 35-38 ◽  
Author(s):  
Asmita Gillani ◽  
Kristine Jarvi ◽  
Andrew De Angelis
Keyword(s):  
Performance Appraisal ◽  
Healthcare Providers ◽  
Senior Management ◽  
Appraisal System ◽  
Healthcare Organizations ◽  
Performance Appraisal System ◽  
The Government ◽  
And Performance ◽  
High Level ◽  
Canadian Healthcare

The current climate in Canadian healthcare requires that healthcare providers be more accountable to the government and other stakeholders. Using a well-structured performance appraisal system that is based on quantifiable objectives and standards, a high level of accountability can be achieved. The objective of this article is to demonstrate how a sound performance appraisal system can increase accountability and performance of healthcare organizations and their senior management.

scholarly journals Performance Evaluation in Private Schools: a Case Study of the Educators School

2014 ◽  
Vol 3 (4) ◽  
pp. 82
Author(s):  
Shakeel Sarwar ◽  
Usama Awan ◽  
Mehak Nazeer
Keyword(s):  
Performance Appraisal ◽  
Private Schools ◽  
Quantitative Research ◽  
Small Sample Size ◽  
Small Sample ◽  
Primary Data ◽  
Research Approach ◽  
Appraisal System ◽  
Performance Appraisal System

Performance appraisal system is of important apprehension of any organization while administrating its human resources. The purpose of this paper is to evaluate the performance appraisal system for teachers in private schools and elaborate the problems align with this system. The Educators School has been taken as a case study. A quantitative research approach has been applied which consist on a self administered questionnaire to get primary data for exploring different parts of current performance appraisal system and perceptions of teachers regarding performance appraisal approaches in their school. Research results shows that The Educators School is using performance appraisal system that is closely related with traditional ACR (Annual Confidential Report) conducted annually. This study is conducted on a small level only on one franchise of the school system with small sample size. Researchers suggest that school administration should provide continuous feedback to their teachers and a solution to overcome their weaknesses and this system should only be used for performance improvement purpose.

Employee performance appraisal system development in the National Library and Archives of Iran (NLAI): soft operational research approach

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Babak Zendehdel Nobari ◽  
Aryan Gholipour ◽  
Elham Ebrahimi ◽  
Ali Shoja
Keyword(s):  
Change Management ◽  
Performance Appraisal ◽  
Operational Research ◽  
Employee Performance ◽  
Lessons Learned ◽  
Research Approach ◽  
Appraisal System ◽  
National Library ◽  
Content Type ◽  
Performance Appraisal System

PurposeThe performance evaluation process is a key step in any management system and constitutes the basis for continuous improvement. Resistance to change is considered as a critical factor in any change management project; so, development of employee performance appraisal systems like all of the change management projects has always faced many challenges. This study seeks to illustrate the two-year experience (2018–2020) and lessons learned by developing an employee performance appraisal system in the National Library and Archives of Iran (NLAI) as a cultural public sector organization.Design/methodology/approachThis study was carried out by using soft operational research (OR) approaches, using a novel combination of two methods, soft system methodology (SSM) and importance performance analysis (IPA). For this purpose, at the beginning, with the help of the SSM approach, the challenges of implementation was identified, then, using the opinions and experiences of the system's stakeholders, improvement actions were defined and prioritized using the IPA method.FindingsThe research findings showed that “coaching development,” “optimizing the forced distribution rating system (FDRS)” and “customizing the system” are the most important improvement actions.Originality/valueThe research has bridged the gap between research and practice in the field of employee performance appraisal system in national libraries.

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