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.

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>

Performance Appraisal Practices and Teachers' Job Performance in Private Universal Secondary Schools in Manafwa District, Uganda

2021 ◽  
Vol 4 (1) ◽  
pp. 46-63
Author(s):  
Fred Wamimbi ◽  
Muhammadi Bisaso
Keyword(s):  
Secondary Schools ◽  
Job Performance ◽  
Performance Appraisal ◽  
Performance Monitoring ◽  
Survey Design ◽  
Simple Random Sampling ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Target Setting ◽  
Head Teachers

The study examined the effect of performance appraisal practices on teachers’ job performance, and sought to investigate the effect of 1) target setting 2) performance monitoring and 3) employee feedback on teachers’ job performance. A cross-sectional survey design with a mixed-method approach was adopted. The target population of the study was composed of 211 respondents spread across four private universal secondary schools; 207 teachers and four head teachers; and a sample size of 189 respondents with 185 teachers and four head teachers selected using a simple random sampling approach coupled with a fish-bowl technique, while census inquiry was adopted to select head teachers. A self-designed closed-ended questionnaire was administered to collect data from teachers while an interview guide was adopted to collect data from head teachers. The CVI obtained for the instrument was .90 and a reliability index of 931 Cronbach alpha co-efficient. Data was analyzed using frequencies, percentages, and simple regression. Findings indicate that target setting (β = 0.375, p< 0.05), performance monitoring (β = 0.435, p< 0.05) and employee feedback (β = 0.375, p< 0.05) had very strong significant effect on teachers’ job performance. The study concludes that performance appraisal practices can significantly aid teachers’ job performance in private USE schools if well handled in terms of comprehensiveness, clarity and timeliness. It recommends that target setting should involve teachers and their individual differences be reflected; academic meetings should be held monthly and performance support should be extended to teachers; whilst feedback given to teachers ought to be timely, comprehensive and interactive.

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 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 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.

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.

scholarly journals Linkage between Performance Appraisal System and Employee Performance: Does Motivation Moderate?

2019 ◽  
Vol IV (I) ◽  
pp. 39-47
Author(s):  
Muhammad Toseef ◽  
Muhammad Imran ◽  
Ahsan Owais
Keyword(s):  
Performance Appraisal ◽  
Employee Performance ◽  
Sampling Technique ◽  
Target Population ◽  
Assessment Process ◽  
Appraisal System ◽  
Care Family ◽  
Fair Wage ◽  
Appraisal Systems ◽  
Strongly Agree

The concept of performance appraisal came into ideal practice in the 1940s, helping a system to launch merit rating during the era of the Second World War as a fair wage system (Lillian & Sitati, 2011). Lots of research in recent decades have been done on the assessment of results (Bretz et al., 1992; Fisher, 1989). Often, a key aspect of human resource management is the performance assessment process. The target population of the present study consisted of all the employees working in the three private (Multan Medical complex, Care Family and Ibne Sina) hospitals of Multan, Pakistan. The study follows a convenient sampling technique for the determination of sample size and having n=131. Adopted questionnaire of Al-Ghamdi (2011) Verhulp (2006) was used with a 5-point Likert scale starting from 1= strongly agree, 2=agree, 3= uncertain, 4=disagree and lastly 5= strongly disagree. The study findings indicate 63% of the respondents belong to a male category, while on the other hand, 37% of the respondents belong to the female category. The study findings verified the fact that there exists an association between performance appraisal systems and seem to suggest that hospitals are interested in improving their performance through the performance appraisal systems. The findings verified the fact that there exists an association between motivation with employee performance.

scholarly journals High-involvement innovation: views from frontline service workers and managers

2018 ◽  
Vol 40 (2) ◽  
pp. 208-226 ◽  
Author(s):  
Marisa Kay Smith
Keyword(s):  
Performance Appraisal ◽  
Management Practices ◽  
Employee Performance ◽  
Future Research ◽  
Call Centre ◽  
Appraisal System ◽  
High Involvement ◽  
Content Type ◽  
Innovation Activities ◽  
Managerial Employees

Purpose The purpose of this paper is to examine the experience of call centre employees who have been involved in high-involvement innovation (HII) activities to understand what frontline and managerial employees think of these involvement activities. Design/methodology/approach A qualitative case study approach is utilised, drawing on evidence from seven UK call centres. Various sources of data are examined, i.e. interviews, observation, call listening and documentary. Findings From the analysis of the testimonies, it is found that job design, the mechanisms and practices as well as other people’s perceptions of involvement influence the experience of frontline and managerial employees. The findings highlight that HII has the potential to intensify jobs (both frontline and managerial employees) when the quantity of ideas submitted becomes a component of the employee performance appraisal system. Research limitations/implications This research has shown that the heightened targets used in many of the cases have reduced the ability of employees to be involved in any innovation activities. What is not clear from the findings is that if performance measures can be used in a more participative way with employees so that they can have less time pressure allowing them to become more involved in innovation activities. Thus, an interesting direction for future research would be to consider the effects of performance measurement systems in the role they play in facilitating HII activities. Practical implications The findings show that HII has the potential to enrich frontline employees’ jobs, making them feel more valued and giving them some variety and challenge in their job. Therefore, practitioners should approach employee involvement in the innovation process as something potentially fruitful and not just wasted time away from the phones. Originality/value This research is important as it explores what effects these involvement initiatives have on the employees and managers involved in them. This is valuable since there is no real consensus across human resource management, labour process and critical management fields resulting in a limited conceptualisation of the relationship between management practices, employee experiences and the outcomes. This research makes a contribution through the elaboration of current theory to understand the complexities and subtleties that exist between the high involvement management practices and the experience of workers and their managers.

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.

Sign in / Sign up

Export Citation Format

Share Document