scholarly journals Perceived quality of performance appraisal system and its impact on job performance of employees in Bank of Ceylon

2020 ◽  
Vol 7 (2) ◽  
pp. 77
Author(s):  
T. Raveendran ◽  
T. Hameela
Keyword(s):  
Job Performance ◽  
Performance Appraisal ◽  
Perceived Quality ◽  
Appraisal System ◽  
Performance Appraisal System

Job Performance Appraisal System Training Program

1981 ◽  
Author(s):  
Zita Glasgow ◽  
Mary Lou Simkins ◽  
John A. Guerrieri
Keyword(s):  
Job Performance ◽  
Training Program ◽  
Performance Appraisal ◽  
Appraisal System ◽  
Performance Appraisal System

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 Implementasi Metode Balanced Scorecard dalam Perancangan Sistem Penilaian Kinerja Perguruan Tinggi Vokasi

2020 ◽  
Vol 20 (3) ◽  
pp. 834
Author(s):  
Imam Bayhaqi
Keyword(s):  
Performance Appraisal ◽  
Balanced Scorecard ◽  
Quality Of Education ◽  
Appraisal System ◽  
Analytic Hierarchy ◽  
The Balanced Scorecard ◽  
Performance Appraisal System ◽  
Hierarchy Process ◽  
A Performance

The Balanced Scorecard (BSC) is one tool that can be used to measure the performance of an organization. To improve the quality of education, a performance appraisal system is needed to measure the ability of universities to carry out their functions. In this study, the authors will design a performance appraisal system for vokasi colleges by integrating indicators in BAN-PT, AUN-QA, MQA, and TEQSA. Integrating indicators aims to enable vokasi colleges to compete nationally and internationally. The results of this study obtained 90 indicators divided into four BSC perspectives. Each value will be calculated with the Analytic Hierarchy Process (AHP) method. The performance appraisal system that has been designed will be used by vokasi colleges to measure its performance so that it can be seen that improvements will be made by vokasi colleges to compete at national and international levels.

Job Performance Appraisal System Training Program.

1981 ◽  
Author(s):  
Zita Glasgow ◽  
Mary Lou Simkins ◽  
John A. Guerrieri
Keyword(s):  
Job Performance ◽  
Training Program ◽  
Performance Appraisal ◽  
Appraisal System ◽  
Performance Appraisal System

The relationship between performance appraisal system and employees' voice behavior through the mediation-moderation mechanism

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Khalid Rasheed Memon ◽  
Bilqees Ghani
Keyword(s):  
Performance Appraisal ◽  
Psychological Empowerment ◽  
Vital Role ◽  
Voice Behavior ◽  
Perceived Fairness ◽  
Appraisal System ◽  
Empowering Leadership ◽  
Content Type ◽  
Performance Appraisal System ◽  
The Relationship

PurposeThe purpose of this study is to investigate and articulate the performance appraisal process as a tool, used for the development of voice behavior through the fostering of trustworthiness and empowering culture in the organization.Design/methodology/approachData has been collected through survey instruments, filled by employees and their coworkers. The study proposes and tests a new model based on the relationship between performance appraisal and voice behavior through the moderation-mediation mechanism. Data analysis has been performed using SEM through SMART PLS 3.FindingsResults show that a strong and positive relationship exists between performance appraisal and voice behavior through the mediating variable of psychological empowerment. The moderators, empowering leadership and perceived fairness have played vital role in boosting psychological empowerment and strengthening the relationship with performance appraisal.Research limitations/implicationsThe study presents the performance appraisal system as one of the antecedents of employees' voice behavior generated through psychological empowerment (mediator) and perceived fairness and empowering leadership (moderators) since the appraisal system is to be implemented through the leader.Originality/valueThe study presents a unique and innovative idea while it tries to explore and measure the different effects/impacts of the relationship between performance appraisal and voice behavior.

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