scholarly journals How can organizations effectively use appraisal systems to retain knowledge workers? A systematic review of the literature.

10.28945/4603 ◽  
2020 ◽  
Vol 4 ◽  
pp. 157-168
Author(s):  
John Onyeaku
Keyword(s):  
Systematic Review ◽  
Performance Appraisal ◽  
Management Practice ◽  
Knowledge Workers ◽  
Knowledge Worker ◽  
Expectancy Theory ◽  
Review Of The Literature ◽  
Appraisal System ◽  
Worker Turnover ◽  
Appraisal Systems

Organizations have long struggled with appropriate interventions to mitigate knowledge worker turnover. Because of their unique skills, knowledge workers have a considerably higher rate of turnover than traditional workers, and they are expensive to replace. Organizations use performance appraisal systems to identify and retain critical employees. Knowledge workers enable organizations to remain creative and innovative as well as maintain their competitive edge. The purpose of this study was to use systematic review of extant literature to show how organizations can effectively use performance appraisal systems to improve the retention of knowledge workers. This was done by gathering evidence on performance appraisal systems and knowledge workers from various databases and conducting a rigorous synthesis of available evidence. The efficacy of appraisal systems in mitigating knowledge worker churn was viewed through the lens of expectancy theory and a conceptual framework was developed. Expectancy theory focuses on an individual’s belief that they can obtain desired outcomes if they exert certain effort. Knowledge workers want to be challenged and evaluated based on objective criteria. A thematic analysis of the evidence revealed important themes for management practice: identify and segment knowledge workers, ensure a positive perception of the appraisal system via ‘voice’ inclusion, and deploy competent job evaluators for accurate performance evaluation. This is the first known systematic review of the literature which focuses on the competence of the appraiser as an important influence on knowledge workers’ reaction to appraisal outcome and how this impacts intention to quit.

scholarly journals The correlation between polygamy and educational achievement of children

2021 ◽  
Vol 58 (1) ◽  
pp. 2532-2539
Author(s):  
Aeshah saif Alahmadi, Najla Mohamed Alqhtani
Keyword(s):  
Decision Making ◽  
Organizational Performance ◽  
Performance Appraisal ◽  
Work Performance ◽  
Management Practices ◽  
Educational Achievement ◽  
Recent Past ◽  
Appraisal System ◽  
Managerial Decision ◽  
Appraisal Systems

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.

scholarly journals Using of Performance Appraisal Methods in Czech and Slovak Organisations

2017 ◽  
Vol 21 (3) ◽  
pp. 62 ◽  
Author(s):  
Hana Urbancová ◽  
Katarina Stachová ◽  
Zdenko Stacho
Keyword(s):  
Czech Republic ◽  
Performance Appraisal ◽  
Slovak Republic ◽  
Knowledge Workers ◽  
Univariate Analysis ◽  
Formal System ◽  
Bivariate Analysis ◽  
Appraisal System ◽  
Job Market ◽  
The Czech Republic

<p><strong>Purpose:</strong> People, their knowledge, abilities and skills are considered to be the most valuable source every organisation can exploit. It is, therefore, necessary to care about their fair remuneration and continuing development, as well as their objective and fair appraisal. Implementing an effective appraisal system in the personnel strategy, satisfying both employers and employees, is an essential part of the success of all competing organisations. The aim is to evaluate the use of employee appraisal methods in the selected Czech and Slovak organisations, and to recommend proposals for improvement on the grounds of such evaluation.</p><p><strong>Methodology/Approach:</strong> The data were obtained in two quantitative researches conducted in the selected organisations in the Czech Republic (n = 402) and the Slovak Republic (n = 339). Univariate analysis, bivariate analysis and analysis of qualitative traits were employed in order to evaluate results.</p><p><strong>Findings:</strong> The results showed that 58.46% of the interviewed Czech organisations and 69.32% of the Slovak organisations had established a formal system of employee appraisal. Most of them were medium-sized enterprises with an HR department, operating in the private sector.</p><p><strong>Research Limitation/implication:</strong> Limits can be seen in to focus on research in two selected countries, but they have comparable from historical, political and the job market perspectives.</p><strong>Originality/Value of paper:</strong> The article focused on using of modern performance appraisal methods in practice to build the employer’s good brand and attract knowledge workers.

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 Impact of Performance Appraisal on Organizational Performance of Service Organizations in Nepal

The Batuk ◽  
2020 ◽  
Vol 6 (2) ◽  
pp. 31-41
Author(s):  
Gopal Man Pradhan
Keyword(s):  
Organizational Performance ◽  
Performance Appraisal ◽  
Service Sector ◽  
Service Organizations ◽  
Success Factor ◽  
Appraisal System ◽  
Business World ◽  
Quality Work ◽  
Appraisal Systems ◽  
The Impact

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.

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
Keyword(s):  
Decision Making ◽  
Organizational Performance ◽  
Performance Appraisal ◽  
Work Performance ◽  
Management Practices ◽  
Appraisal System ◽  
Managerial Decision ◽  
Appraisal Systems ◽  
The Impact ◽  
Competency Management

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.

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 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 Analisis Penilaian Kinerja Organisasi Perangkat Daerah di Kota Bandung

2018 ◽  
Vol 10 (2) ◽  
Author(s):  
- - Meyliana ◽  
Lidya - Agustina ◽  
Chandra - Setiawan
Keyword(s):  
Performance Appraisal ◽  
Assessment System ◽  
Appraisal System ◽  
Performance Assessment System ◽  
Appraisal Systems ◽  
The Many ◽  
Compulsory Subject ◽  
The Relationship ◽  
The City ◽  
Interaction Test

Satuan Perangkat Kerja Daerah (SKPD) is a compulsory subject to the Laporan Akuntabilitas Kinerja Instansi Pemerintahan (LAKIP) in Indonesia. Of the many SPKDs incorporated in the city or district governments throughout Indonesia, it was reported that none of them had achieved an A rating of the LAKIP they had compiled. This phenomenon forms the basis for our research to disclose other factors that might influence the assessment of LAKIP on performance appraisal systems for SKPD in Indonesia. Based on research conducted by Spekle and Verbeeten (2013) explained that there is a factor of contractibility that can affect the relationship between the performance appraisal system with the performance used as the dependent variable. Therefore, this study attempts to replicate previous research to test whether it will produce a similar conclusion or not. The type of this research is causal explanatory, where the sample comes from population 3 SKPD located in Bandung while Moderated Regression Analysis (MRA) is used as a data analysis techniquewhether interaction test is a special application of linear regression (multiplication of two or more independent variables).Keywords: Performance Assessment System, Performance, Contractibility, Satuan Perangkat Kerja Daerah (SKPD) Bandung, Public Sector’s Performance.

scholarly journals 360-Degree Feedback in Educational Institutions and its Applicability in Kerala

2019 ◽  
Vol 8 (3S3) ◽  
pp. 439-442
Keyword(s):  
Job Performance ◽  
Performance Appraisal ◽  
Educational Institutions ◽  
Primary Study ◽  
Appraisal System ◽  
360 Degree Feedback ◽  
Performance Appraisal System ◽  
Pros And Cons ◽  
Appraisal Systems ◽  
High Degree

The Performance Appraisal of the employees’ job performance is evaluated as per the standards already set for the category such as leadership, teamwork, output, supervision etc. This study is made to know about the Pros and Cons of the Performance Appraisal methods that are adopted in many organisations. The Management get to know the strengths and weaknesses of the organisations using the 360-degree feedback. Here an attempt is made to focus on the effectiveness of the performance appraisal system in various educational institutions in Kerala. Various arts colleges are considered for this study. It is very important to know the present scenario of education that is being imparted to the students who are the pillars for the next generations. The employees are expected to have a high degree of commitment and effort and the performance appraisal should be considered as an important function of every employer. The Performance Appraisal, if done rightly, can lead to better performance of the employees and ultimate effectiveness. It is also a systematic way for ensuring that the employer and the employee discuss regularly on the current/existing performance, the issues and arrive at consensus which will be beneficial for both. Here we have made an effort to Study on the performance appraisal system which is done to improve the condition for a better performance of employees at various colleges and know the effectiveness of various appraisal systems. The usual way of Top Down Performance Appraisal, in which only the supervisor appraises the subordinate is changed and even the subordinate has a chance to review the supervisor and vice-versa is practised in 360-degree performance appraisal. This paper contributes primary study of 360-degree feedback, the needs to link leader assessment and development efforts to individual, team, and organisation results and its need in educational institutions.

The Introduction of New Appraisals Systems in the Public Services of the Commonwealth Caribbean

2000 ◽  
Vol 29 (2) ◽  
pp. 277-292 ◽  
Author(s):  
Ann Marie Bissessar
Keyword(s):  
Trinidad And Tobago ◽  
Performance Appraisal ◽  
Structural Adjustment ◽  
Public Services ◽  
Developed Countries ◽  
Successful Implementation ◽  
Appraisal System ◽  
The Public ◽  
Appraisal Systems ◽  
Special Circumstances

This article examines the challenges and problems that emerge during the introduction of a system that attempts to link performance to pay in the public services of three countries, namely Trinidad and Tobago, Guyana, and Jamaica. It briefly discusses the merits of introducing pay B related performance appraisal systems and argues that while such systems may attain success in the more developed countries, in ex-colonial societies, implementation will be constrained by other factors. The article proposes that the more critical constraints are the rigidity of the structures under which the services operate and the cultures of the institutions themselves. In addition the imperatives of structural adjustment would also be a critical constraint to the successful implementation of a new appraisal system. The article, however, concedes that the special circumstances of Jamaica allowed a greater measure of success; yet in Guyana and Trinidad and Tobago it clearly failed.

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