scholarly journals The Importance of Organizational Justice, Appraisal Purposes and Employee Satisfaction in Performance Appraisal System in Academic Sector of Pakistan

2020 ◽  
Vol 6 (1) ◽  
pp. 191-200
Author(s):  
Mohammad Hanif Khan ◽  
Altaf Hussain ◽  
Muhammad Asad Khan
Keyword(s):  
Higher Education ◽  
Organizational Justice ◽  
Performance Appraisal ◽  
Human Resource Development ◽  
Human Resource ◽  
Employee Satisfaction ◽  
Education Sector ◽  
Appraisal System ◽  
Performance Appraisal System ◽  
Academic Sector

The purpose of this article is to find out the importance of organizational justice and its types along with employee satisfaction in the performance appraisal system. Data were collected from a sample of 180 respondents who replied their opinions regarding the variables included in the study. This study used SPSS to analyze collected data. The findings of study found a linkage of three kinds of organizational justice with performance appraisal. Also a strong association of employee satisfaction was found with components of organizational justice. The core restriction is that this study provides information limited to only one source, i.e. employees. This paper has practical effects on human resource development as it gives human resource practitioners and also to managers acting as rater of their employees with different ideas and recommendations.  Such ideas and recommendations typify how to maximize the perceived justice of the performance appraisal system in higher education sector of Pakistan. This study will also add some extra knowledge to the stake holders in higher education sector to understand and pinpoint the role of performance appraisal in academic sector.

scholarly journals ANALISIS EFEK KONSEKUENSI PENILAIAN KINERJA PADA MOTIVASI DAN PRODUKTIVITAS KARYAWAN: STUDI PADA TRIBUNNEWS.COM-SOLO

2021 ◽  
Vol 11 (1) ◽  
pp. 127
Author(s):  
Afifatul Maimunah ◽  
Handrio Adhi Pradana
Keyword(s):  
Linear Regression ◽  
Performance Appraisal ◽  
Human Resource ◽  
Quantitative Method ◽  
Employee Motivation ◽  
Employee Productivity ◽  
Appraisal System ◽  
Normality Test ◽  
Regression Test ◽  
Performance Appraisal System

Performance appraisal is acknowledged as one of the most important human resource practices. A performance appraisal system is a critically needed tool for effective human resource management if it is done systematically and effectively. This research examined whether performance appraisal influences employee motivation and employee productivity in Tribunnews.com-Solo. This research was conducted in Solo and the samples of this research were 50 employees of Tribunnews.com-Solo. This research was conducted in the quantitative method by using questionnaires for collecting the data. The data were analyzed with a linear regression test and normality test by using SPSS 25. The results of this research shows that performance appraisal has positive influences on the employee’s motivation and productivity.

Design and Implementation of Performance Appraisal System for Foundry Enterprises

2011 ◽  
Vol 291-294 ◽  
pp. 3189-3194
Author(s):  
Lu Chen ◽  
Jian Xin Zhou ◽  
Hong Wang ◽  
Xiao Yuan Ji
Keyword(s):  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Appraisal System ◽  
Valuable Data ◽  
Design And Implementation ◽  
The Past ◽  
Performance Appraisal System ◽  
Accurate Performance ◽  
Manual Methods

Performance appraisal, an effective method for human resource management, is getting increasing attention by more and more foundry enterprises. Traditional manual methods, though laborious and not conductive to the management, have been widely used to appraise employee’s performance in the past years. Most domestic foundry enterprises have achieved a certain extent of informationization, during which lots of valuable data are accumulated, but these data rarely play a significant role in performance appraisal. In order to solve these problems, this paper analyzes the features of performance appraisal methods of these foundry enterprises, then designs and implements a Performance Appraisal System (PAS) based on data integration. PAS is suitable for enterprises at different informationization levels. The aim of PAS is to achieve a more rapid, fair and accurate performance appraisal and help to promote informationization of foundry enterprises.

scholarly journals INOVASI PERANCANGAN INSENTIF UNTUK MENINGKATKAN KINERJA PADA PERUSAHAAN CLEANING SERVICE ONLINE

2020 ◽  
Vol 1 (2) ◽  
pp. 143
Author(s):  
Melati Kurniawati ◽  
Anas Nasrulloh Sidiq
Keyword(s):  
Performance Appraisal ◽  
Employee Turnover ◽  
Employee Satisfaction ◽  
Employee Performance ◽  
Appraisal System ◽  
Improve Performance ◽  
Significant Difference ◽  
Performance Appraisal System ◽  
Performance System ◽  
Model Approach

ABSTRAKPerusahaan XYZ adalah perusahaan cleaning service online yang baru berkembang. Perusahaan ini belum memiliki sistem penilaian kinerja karyawan yang objektif. Hal tersebut mengakibatkan karyawan yang tidak puas oleh sistem perusahaan sehingga turnover karyawan  tinggi setiap bulannya, setidaknya satu karyawan keluar. Dari permasalahan tersebut penelitian ini mencoba merancang sistem penilaian kinerja dan insentif yang digunakan untuk menyelesaikan permasalahan tersebut salah satunya dengan rancangan insentif untuk meningkatkan kinerja pada perusahaan. Sistem kinerja ini merupakan pendekatan dengan model campuran (mix model). Rancangan pemberian insentif ini dilihat dari dua indikator yaitu indikator perilaku dan kemampuan yang diturunkan dari misi perusahaan untuk menjadi dasar perancangan variable pengukuran. Hasil dari penelitian ini menunjukkan perbedaan signifikan dari nominal insentif yang didapat karyawan dan peningkatan kepuasan karyawan terhadap sistem penilaian kinerja.Kata kunci: Pengukuran kinerja, mix model, kompensasi, manajemen sumberdaya manusiaABSTRACTXYZ company is a new online cleaning service company. This company does not yet have an objective employee performance appraisal system. This resulted in employees being dissatisfied with the company's system so that employee turnover was high every month, at least one employee left. From these problems, this study tries to design a performance appraisal system and incentives that are used to solve these problems, one of which is by designing incentives to improve performance in the company. This performance system is a mix model approach. The design of this incentive is seen from two indicators, namely the behavioral and ability indicators derived from the company's mission to be the basis for designing measurement variables. The results of this study indicate a significant difference from the nominal incentives obtained by employees and an increase in employee satisfaction with the performance appraisal system. Keywords: Performance measurement, mix model, compensation, human resource management

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.

Performance Appraisal Challenge at Pakistan Civil Aviation Authority (CAA)

2017 ◽  
Vol 14 (2) ◽  
pp. 198-225
Author(s):  
Anwar Khurshid ◽  
Abdul Karim Khan ◽  
Sara Alvi
Keyword(s):  
Performance Appraisal ◽  
Human Resource ◽  
Civil Aviation ◽  
Appraisal System ◽  
Developmental Feedback ◽  
Performance Appraisal System ◽  
Star Performers

The case discusses the multitude of challenges that CAA faces with respect to its performance appraisal system. Sumair Saeed, Chief Human Resource CAA, feels that problems lie in the implementation of the current appraisal system. Firstly, the system of targets and objectives between and the appraiser and the appraisee at the start of the year is not being followed. This leads employees to feel unfairly treated because no criteria for performance appraisal for their evaluation have been agreed upon. Secondly, Sumair feels there is no buy-in for the performance appraisal system since supervisors regard appraisal as extra workload and an uneasy time of the year. Supervisors consider it to be a confrontational rather than developmental/feedback exercise with the subordinate. Moreover, supervisors lack training in providing feedback on appraisals. It is felt that the culture of the organisation develops hostility and distrust when the appraisals are being conducted. The appraisal system doesn’t differentiate between performers or non-performers; thus decisions on promotions or career progressions can’t be based on appraisals. The problem of demotivation among employees is also a result of an ineffective performance appraisal system, as no differentiation exists between star performers and non-performers. Sumair is now contemplating the changes in the design or the implementation of the performance appraisal system which are required to rectify the process of performance appraisal at CAA.

HRD Practices in Co-operative Sugar Mills in North Coastal Andra Pradesh

2015 ◽  
Vol 2 (3) ◽  
pp. 38
Author(s):  
B.Murali Krishna ◽  
Malla Jagarao
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Human Resource Development ◽  
Career Planning ◽  
Sugar Industry ◽  
Organizational Values ◽  
Contextual Analysis ◽  
Appraisal System ◽  
Performance Appraisal System ◽  
Sugar Mills

Human resources are considered as most valuable strategic assets to the organization. The success of any organization depends on efficient use of human resources in the organization. This paper aims to analyze the various Human resource development (HRD) practices in co-operative sugar industry in north coastal Andrapradesh. The study measured an evaluation of HRD practices in the sugar industry. A sample of 100 employees from five co-operative sugar mills responded to a questionnaire which measured the evaluation of HRD practices and improve the values. HRD practices like training and development, performance appraisal system, quality of work life and development were positively related to organizational values of humane treatment. However, performance appraisal system, career planning, and contextual analysis variables were negatively associated with values such as trust and creativity. The analysis was limited to existing HRD practices. Further studies are needed on a larger sample to examine why some HRD practices and contextual analysis contributed negatively to organizational values. The result of the study can be useful in designing effective employee development programs that promote cherished organizational values. Little empirical knowledge exists on HRD practices and organizational values linkages in the context of co-operative sugar industry in Andrapradesh. The paper makes a modest attempt to fill the gap.

Information System Development of Competence-Based Appraisal in Higher Education Institution

2012 ◽  
Vol 1 (1) ◽  
Author(s):  
Mochamad Nurhadi ◽  
Tatik Suryani ◽  
Tjahjani Prawitowati ◽  
Lutfi Lutfi
Keyword(s):  
Higher Education ◽  
Information System ◽  
Human Resources ◽  
Performance Appraisal ◽  
System Development ◽  
Education Institution ◽  
Software Performance ◽  
Validity And Reliability ◽  
Appraisal System ◽  
Performance Appraisal System

The performance appraisal system is considered an important factor for managing human resources in higher education institutions (HEIs). More importantly, when Information System (IS) is utilized for assisting such efforts, it inevitably makes the HEIs more efficient and competitive. This research attempts to integrate performance appraisal using competence-based appraisal (CBA). From this system, the HEIs are supposed to able to manage all activities related to their human resources and carriers. The methodology implemented in this research is by making the software of CBA model (the concept) and then the try out was done to find out both the weaknesses and strengths of the software, and finally the improvement was conducted as well. In addition, the evaluation of these software covers the aspects of validity and reliability testing so that the software are really proved to be completely applicable. The results provide the HEIs with information about both the weaknesses and strengths and therefore the system was made perfect based on such findings. It can be concluded that using CBA in HEIs, all the activities related to human recourses in HEIs can be rated. Thus, this CBA system enables the HEIs to do their human resources appraisal more accurately. Keywords - CBA, software, performance appraisal system (PAS)

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