scholarly journals Factors Affecting the Satisfaction of School Teachers with Performance Appraisal System in Punjab

2020 ◽  
Vol 1 (3) ◽  
pp. 1-11
Author(s):  
Dr. Seema Arif ◽  
Muhammad Nadeem ◽  
Dr. Fazli Khaliq
Keyword(s):  
Performance Appraisal ◽  
Pearson Correlation ◽  
Sampling Technique ◽  
Final Analysis ◽  
Appraisal System ◽  
School Teachers ◽  
Complex Situation ◽  
Factors Affecting ◽  
Analysis Technique ◽  
Performance Appraisal System

Performance Appraisal System (PAS) is the tool the education department of Pakistan uses to evaluate the performance of teachers. Survey research was conducted to determine the satisfaction level of public-school teachers with conduction and outcomes of PAS. The correlational research design was planned to determine the perceptions of the teachers about their competencies in areas evaluated by PAS and its outcomes. A multistage random sampling technique was used to access the target sample of 900 higher secondary school teachers from 12 out of 36 districts of Punjab. Since it was a pioneer study, a self-constructed questionnaire was used for the survey piloted on two out of 12 selected districts. The questionnaire was distributed among 1200 teachers; 960 were retrieved, and 900 were tabulated and recorded on SPSS 21 for the final analysis. Both descriptive and inferential statistics were applied. After ensuring reliability, the items were factorized using the exploratory factor analysis technique yielding six factors. Pearson Correlation was conducted to determine the strength of the relationship among the variables, while multiple linear regressions using the stepwise method were conducted to get informed with the critical risk factors associated with the satisfaction of teachers with the conduction of PAS. The results reveal a highly complex situation faced by school teachers; though teachers have displayed complete knowledge about the conduction of the PAS process and its consequences, yet, not only the teachers seem deficient in the needed skills; they also lack motivation for self-development.

scholarly journals Performance Appraisal and Employee Development in the University of Education, Winneba, Ghana

2019 ◽  
Vol 14 (8) ◽  
pp. 83
Author(s):  
Moses Segbenya ◽  
Ernest Osei Bonsu
Keyword(s):  
Performance Appraisal ◽  
Pearson Correlation ◽  
Employee Development ◽  
Sampling Technique ◽  
Administrative Staff ◽  
Appraisal System ◽  
Multiple Sources ◽  
360 Degree Feedback ◽  
Performance Appraisal System ◽  
The University

The study examined performance appraisal (PA) and employee development in the University of Education, Winneba. The concurrent triangulation strategy or design from the pragmatic perspective was adopted for the study. A multi-stage sampling technique such as simple random, stratified and purposive sampling techniques were used to sample of 159 from a population of 271 (comprising 61 senior members and 210 senior staff) administrative staff of the University of Education, Winneba. Data collection instruments were questionnaire and unstructured interview guide. Quantitative data was analysed with frequencies, percentages, means and standard deviations, and Pearson correlation matrix. Pattern matching was used to present the qualitative data after coding and thematic analysis. The study found that administrative staff of the University were not satisfied with the present ranking PA method or system in vogue. Respondents strongly endorsed the need for 360-degree feedback PA system because it provides feedback from multiple sources and had a statistically positive significant relationship with employee development and performance. It was recommended that the management of the division of the human resource of the university should gradually phase out the existing performance appraisal system and introduce the 360-degree feedback performance appraisal system.

scholarly journals Penerapan Sistem Penilaian Kinerja Berbasis E-Kinerja Terhadap Prestasi Kerja Pegawai Melalui Kepuasan Kerja Sebagai Variabel Intervening Pada Dinas Kependudukan dan Pencatatan Sipil Kabupaten Banyuwangi

2019 ◽  
Vol 6 (2) ◽  
pp. 175
Author(s):  
Dwi Rafita Mukti ◽  
Sri Wahyu Lelly Hana Setyanti ◽  
Lilik Farida
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Path Analysis ◽  
Performance Appraisal ◽  
Sampling Method ◽  
Sampling Technique ◽  
Analysis Method ◽  
Appraisal System ◽  
Purposive Sampling ◽  
Performance Appraisal System

This study aims to knowing the influence of performance appraisal system based on e-performance on employee achievement through job satisfaction as an intervening variable on Dinas Kependudukan dan Pencatatan Sipil Kabupaten Banyuwangi. This study is causal research, it means problem characteristics research in a form cause-effect between two variables or more. Population is employees of Dinas Kependudukan dan Pencatatatn Sipil Kabupaten Banyuwangi with the amount 80 employees. The sampling method for this study was doing with purposive sampling technique and it has been gotten 37 respondents as samples. Data analysis method is Path Analysis. The hypothesis of research are performance appraisal based on e-performance has significantly affected job achievement, performance appraisal based on e-performance has significantly affected job satisfaction, and job satisfaction has significantly affected job achievement. The result of study was performance appraisal based on e-performance has positive and significantly affected employees achevement. It means performance appraisal based on e-performance can increase employee achievement. Performance appraisal based on e-performance has positive and significantly affected job satisfaction on employees. It means performance appraisal based on e-performance can increase job satisfaction on employees. Job satisfaction has positive and significantly affected employees achievement. It means the employees successfully in doing the tasks which have been given by company can increase job satisfaction which got. Keywords: Performance Appraisal, E-Performance, Job Saticfaction, employee acievement.

scholarly journals Effectiveness of Performance Appraisal System for Government Secondary School Teachers in Punjab

2018 ◽  
Vol III (IV) ◽  
pp. 590-600
Author(s):  
Naveed Azmat ◽  
Khuda Bakhsh ◽  
Khaliq Hussain
Keyword(s):  
Secondary School ◽  
Performance Appraisal ◽  
Secondary School Teachers ◽  
School Principals ◽  
Secondary School Principals ◽  
Descriptive Statistics ◽  
Appraisal System ◽  
School Teachers ◽  
Core Element ◽  
Performance Appraisal System

Performance Appraisal of the team is a core element of administration to achieve the required objectives of an organization. The study was intended to measure the effectiveness of the existing performance appraisal system towards professional excellence of secondary school teachers as perceived by their principals. Two hundred secondary school principals were found available as a sample to mark the questionnaire. The researcher himself developed a questionnaire for the principals to seek their opinions on the present performance appraisal system. The data collected were analyzed with descriptive statistics. It was found that the effectiveness of the system is of moderate level in Punjab. The performance appraisal system contributed fifty-nine per cent to the professional excellence of the teachers. Some strong recommendations were also written on the basis of findings to see the performance appraisal system more effective

scholarly journals Development and Validation of Performance Appraisal Scale (PAS-HSSTs) for Higher Secondary School Teachers

sjesr ◽  
2020 ◽  
Vol 3 (3) ◽  
pp. 105-116
Author(s):  
Muhammad Nadeem ◽  
Dr. Seema Arif ◽  
Dr. Muhammad Zaheer Asghar
Keyword(s):  
Public Schools ◽  
Secondary School ◽  
Secondary Schools ◽  
Classroom Management ◽  
Performance Appraisal ◽  
Secondary School Teachers ◽  
Sampling Technique ◽  
Appraisal System ◽  
School Teachers ◽  
Total N

A study was conducted to develop the research instrument for evaluating the Performance Appraisal System (PAS) at public higher secondary schools in Punjab. Data were collected from the three divisions total (N=900) male and female teachers of public schools using a multi-stage sampling technique. The questionnaire was founded on the factors elaborated in the Performance Evaluation Report (PER), National Professional Standards (NPS) for teachers. This scale is extended to evaluate the satisfaction of the teachers with the performance appraisal process. The factors taken from PER are classroom management, quality of teaching, motivation, teamwork, and punctuality, whereas Awareness, Satisfaction with PAS, Dissatisfaction with PAS, and Need for Improvement were added by the researchers to evaluate the PAS process. Performance Appraisal Scale for higher secondary school teachers (PAS-HSSTs) contained 57 items. The experts' opinion was sought to check for content validity, and a pilot study was performed with 300 teachers from public higher secondary schools. The reliability coefficient (Cronbach alpha) of the instrument was .866 for the pilot and .883 for final data. Structure Equation Modelling (SEM) was used for the validation of the instrument (PAS-HSSTs) using Confirmatory Factor Analysis (CFA). The factor loadings of all items used in the scale were well above the threshold value 0.35. The SEM results indicated that Fit indices for PAS resulted in an acceptable model fit.

scholarly journals Assessment of Human Resource Management Model in Islamic Banking of Pakistan With Moderating Role of Islamic Principles

2019 ◽  
Vol 5 (1) ◽  
pp. 23-32
Author(s):  
Danish Iqbal Godil ◽  
Muhammad Umer Quddoos ◽  
Liaquat Ali
Keyword(s):  
Organizational Performance ◽  
Performance Appraisal ◽  
Human Resource ◽  
Sampling Technique ◽  
Training And Development ◽  
Moderating Effect ◽  
Islamic Banks ◽  
Appraisal System ◽  
Performance Appraisal System

The objective of the study is to analyze the role of human resource practices on organizational performance with the moderating effect of Islamic principle application in the Islamic banks of Pakistan. Responses from 242 employees of Islamic banks located in Karachi, Pakistan, were collected using convenience sampling technique while PLS-SEM has been employed for data analysis using Smart PLS version 3.2.8. Results showed that employee involvement, performance appraisal system, and selection and recruitment have significant positive relationship with organizational performance; whereby, compensation, and training and development have no relationship with organizational performance. Furthermore, compensation. Training & development, selection and recruitment has improved whereas performance appraisal system has reduced its relationship with organizational performance due to the moderating effect of application of Islamic principles. Employee’s involvement may have reduced ,i.e., it showed insignificant impact on organizational performance due to the moderating effect of Islamic principles’ application. We suggest the managers of islamic banks to provide greater focus on the training and development side of the organization. This is so because, when a company provides relevant training to the employees, only then they would be able to perform their job in a proper way and as per the expectations of the management. Application of Islamic principles need to be coupled with providing monetary benefits as it motivates them to perform more actively and accurately.``

scholarly journals Performance Appraisal System for Intern doctors in Selected Medical college hospitals of Bangladesh Current situation

2018 ◽  
Vol 9 (1) ◽  
pp. 14-17
Author(s):  
Riffat Rahim ◽  
Iffat Ara ◽  
Md Humayun Kabir Talukder ◽  
Kazi Khairul Alam
Keyword(s):  
Performance Appraisal ◽  
Sampling Technique ◽  
Junior Doctors ◽  
Successful Implementation ◽  
Appraisal System ◽  
Active Monitoring ◽  
Cross Sectional ◽  
Formal Assessment ◽  
Medical College ◽  
Performance Appraisal System

Background: Formal assessment could ensure all junior doctors receive feedback about their performance in the workplace early in their career, essential for professional development. Aim: . This study was aimed to analyze the situation of performance appraisal system of intern doctors in different medical college hospitals of Bangladesh.Method: This descriptive, cross-sectional study was carried out at 9 medical college hospitals(4 govt. and 5 non govt.) for a period of one year(July2016-June 2017) among 52 teachers and 445 intern doctors. Convenience sampling technique was administered. Data were collected by using self administered semi structured questionnaire. Data analysis were done using SPSS version 19.0 software.Results: The study revealed that the medical college hospitals under this study had mostly satisfactory internship training facilities. About 56% interns responded negatively about the utilization of logbook in each major discipline rotation. Around 54% of them responded negatively about the practice of performance appraisal system in their institute About 42.3% of teachers were not satisfied with the current practice of performance appraisal system of interns in their institute. However 27.5% teachers said that they arranged assessment always and 27.5% said that most of the time they arranged assessment for interns. About 35.5% interns blamed lack of interest of teachers about assessment of interns but 40% of teachers said work overload is the most important among the barriers in implementing appraisal system for interns. Around 42.1% interns suggested that existing logbook should be properly used and 48.9% of them suggested that the entire training should be under close supervision of the supervisors. Majority of the teachers were in favor of assessing interns on regular work along with formal assessment, they suggested regular morning session, ward round and bedside teaching should be ensured for the improvement of the standard of training.Conclusions: Proper utilization of logbook, successful implementation of performance appraisal system with feedback, active monitoring committee for the interns were recommended by the study.Bangladesh Journal of Medical Education Vol.9(1) 2018: 14-17

RELATIONSHIP BETWEEN PERFORMANCE APPRAISAL AND ACHIEVEMENT MOTIVATION OF SECONDARY SCHOOL TEACHERS

2018 ◽  
Vol 6 (26) ◽  
Author(s):  
(Fr.) Ignatius Topno ◽  
Smita Paschal
Keyword(s):  
Secondary School ◽  
Performance Appraisal ◽  
Achievement Motivation ◽  
Secondary School Teachers ◽  
Intentional Action ◽  
Performance Standard ◽  
Survey Method ◽  
Appraisal System ◽  
School Teachers ◽  
Performance Appraisal System

Broadly speaking, the process of evaluation begins with the establishment of ‘performance standard’. At the time of designing a job and formulating a job description, performance standards are usually developed for the position. These standards should be clear and not vague. Achievement motivation is affect in connection with evaluated performance in which competition with a standard of excellence was paramount. Intentional actions are usually considered the prototype of all acts of will. Theoretically, a complete intentional action is conceived of as follows: its first phase is a motivation process, either a brief or a protracted vigorous struggle of motives; a second phase is an act of choice, decision, or intention, terminating this struggle; the third phase is the consummatory intentional action itself, following either immediately or after an interval short or long. The objectives of the study were to enquire the effectiveness of the Performance Appraisal System in the Schools based on the basis of gender, degree and type of school and to enquire the Achievement Motivation of the secondary school teachers based on the basis of gender, degree and type of schools. The population consists of secondary School Teachers teaching in Patna, Bihar and the sample consisted of 257 secondary school teachers. The investigator adopted survey method by using self-constructed and validated Performance Appraisal Scale and Achievement Motivation Scale. The investigator has used Mean, Standard Deviation and t-test to analyze the data. The major findings of the study show that there is a significant difference between the mean scores of secondary school teachers on the basis of gender ,degree and type schools in their Performance Appraisal System and Achievement Motivation of secondary school teachers.

scholarly journals Development of Performance Appraisal System for Local School Teachers in Thailand

2015 ◽  
Vol 8 (11) ◽  
pp. 228 ◽  
Author(s):  
Suphawadee Uttaramart ◽  
Kowat Tesaputa ◽  
Anan Sri-am-pai
Keyword(s):  
Secondary School ◽  
Performance Appraisal ◽  
Educational Administration ◽  
Rating Scale ◽  
Good Governance ◽  
Secondary School Teachers ◽  
Current Situation ◽  
Appraisal System ◽  
School Teachers ◽  
Performance Appraisal System

<p class="apa">The objectives of this research were: 1) to study current situation and problem in the performance appraisal system of secondary school teachers, under jurisdiction of the Local Administrative Organization (LAO), 2) to develop the performance appraisal system to apply with the LAO school teachers, and 3) to evaluate the application from the performance appraisal system by using research and development process. The researcher intended to study the current situation and problem of appraisal system in work practice of secondary school teachers. The research was based on the appraisal system, system development, evaluation of performace, factors in performance appraisal system, the LAO educational administration, and the Good Governance principle. The samples were 758 school directors, vice-directors, and division/department chairs from the secondary schools in Thailand. Research instruments were semi-structure interview, rating scale questionnaires, and open-ended questions. Research finding revealed that ethical values were the highest rank in content of performance appraisal while learning management ranked the lowest. Discussion aspects were included current situation, performance appraisal system, application of the system, and satisfaction to performance appraisal system.</p>

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