scholarly journals Towards the development of performance appraisal system for vcc senior and junior staff

2000 ◽  
Vol 3 ◽  
pp. 128-143
Author(s):  
Emmanuel Oheneba Agyenim-Boateng
Keyword(s):  
Performance Appraisal ◽  
Work Performance ◽  
Rating Scale ◽  
Career Planning ◽  
Resource Planning ◽  
Appraisal System ◽  
Senior Staff ◽  
Junior Staff ◽  
Performance Appraisal System ◽  
The Ideal

The principal aim of this study was to evaluate the current VCC performance appraisal for the Junior and Senior Staff and to make recommendations for improvement or development of a new system for consideration by management. The study revealed that an effective performance appraisal system must, among other things, aim at: • Performance Improvement • Compensation Adjustments • Placement Decisions • Training and Development of Staff • Identification of Deficiencies in Staffing Process. Preparations to meet external Challenges It also revealed that management and staff use the feedback from the appraisal exercise in making important management and personal decisions including career planning Q/~d Human Resource Planning. The study further revealed that the VCC Junior and Senior Staff appraisal system document suffers from a number of problems and that there is the need to design a--l1e;V appraisal system for the assessment of VCC Junior and Senior Staff work performance. From the findings of the study, it is proposed for consideration by management, Peter Druker Management by Objectives (MBO) technique. Though this technique does not represent the ideal form of performance appraisal technique (Luthan I977), it is one of the techniques that come closest to the ideal. It represents a significant point of departure ji-om the rating scale and offers a great deal of potential for the future.

MENINGKATKAN MOTIVASI BERPRESTASI GURU MELALUI SISTEM PENILAIAN KINERJA

2018 ◽  
Vol 3 (2) ◽  
pp. 27
Author(s):  
Dewi Syamsiah ◽  
Tjutju Yuniarsih
Keyword(s):  
Performance Appraisal ◽  
Achievement Motivation ◽  
Rating Scale ◽  
Scale Model ◽  
Vocational High School ◽  
Appraisal System ◽  
Performance Appraisal System ◽  
Research Populations ◽  
Positive Effect ◽  
Rating Scale Model

This study aimed to analyze the effect of performance appraisal system towards motivation achievement of teacher. The research method used explanatory survey. Data collection techniques using used 5 rated quationare rating scale model. Respondents Research Populations are the 66 all of teachers at The State Vocational High School 11 Bandung. Data were analyzed using simple regression. The results showed Based on respondents perception showed: (1) teacher’s performance apppraisal system has been running effectively; (2) the level of teacher’s achievement motivation is in the satisfied category; And (3) performance appraisal system has a positive effect on achievement motivativation of teacher.ABSTRAKPenelitian ini bertujuan untuk menganalisis pengaruh sistem penilaian kinerja terhadap motivasi berprestasi. Metode penelitian yang digunakan adalah menggunakan explanatory survey, dengan teknik pengumpulan data menggunakan angket skala 5 model rating scale sebagai alat pengumpul data.  Responden Populasi penelitian adalah 66  seluruh guru Sekolah Menengah Kejuruan Negeri (SMKN) 11. Teknik analisis data yang digunakan adalah menggunakan regresi sederhana. Hasil penelitian menunjukkan Berdasarkan persepsi responden dapat disimpulkan bahwa: (1) sistem penilaian kinerja guru sudah berjalan secara efektif  (2) tingkat motivasi berprestasi guru berada pada kategori tinggi, dan (3) bahwa sistem penilaian kinerja berpengaruh positif terhadap motivasi berprestasi guru di SMK Negeri 11 Bandung.

scholarly journals PENINGKATAN PERSEPSI KARYAWAN TERHADAP OBJEKTIVITAS PENILAIAN KINERJA MENGGUNAKAN METODE BARS DAN MBO

2021 ◽  
Vol 5 (1) ◽  
pp. 21-28
Author(s):  
Wulan Purnamasari ◽  
Ika Widya Ardhiyani
Keyword(s):  
Performance Appraisal ◽  
Work Performance ◽  
Employee Performance ◽  
Performance Standards ◽  
Performance Appraisals ◽  
Employee Perceptions ◽  
Appraisal System ◽  
Performance Appraisal System ◽  
Performance Appraisal Process ◽  
A Company

The performance appraisal system in a company has an important role in achieving the target of achieving a job. Employee job satisfaction with the performance appraisal system depends on the level of employee perceptions of the performance appraisal system that applies to their workplace. This research was conducted in a company PT.X which is engaged in the BOPP film industry. The performance appraisal system in the company, based on employee perceptions, is still not effective. Here, the researcher attempted to design a performance appraisal system using the BARS and MBO methods. This research was conducted by means of field surveys, literature studies, and FGDs. The BARS and MBO methods are able to assess employee performance. Where in this method it creates unclear and measurable performance standards, there is no maximum feedback on the performance of employees, often the assessment is subjective, besides the assessment is carried out once a year so that it causes management to experience difficulties in monitoring. In addition, the company only dominantly assesses work activities and behavior, without assessing the work performance of each employee. Whereas here, the company should have carried out an objective performance appraisal, by having clear and measurable assessment standards and being able to provide feedback on employee performance achievements. Thus, researchers recommend using the BARS and MBO methods in the performance appraisal process. This aims to meet the company's needs for employee performance appraisals.

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.

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>

scholarly journals An Assessment of the Effectiveness of Performance Appraisal System in Educational Institution: IAMTECH Sierra Leone as a case study

2018 ◽  
Vol 6 (06) ◽  
Author(s):  
Ibrahim Abdulai Sawaneh ◽  
Umaru Peter Kamara ◽  
Osman Gbassay Kamara
Keyword(s):  
Performance Management ◽  
Performance Appraisal ◽  
Sierra Leone ◽  
Rating Scale ◽  
Educational Institution ◽  
Appraisal System ◽  
Appraisal Process ◽  
Staff Performance ◽  
Performance Appraisal System ◽  
Effective Performance

Human Resource Management (HRM) plays vital role in an educational institutions. HRM is an essential ingredient for changing the scope and dynamism of for evaluating worker’s performance. Performance appraisal permits institution to supervise their employee’s performance relating to competencies, punctuality, pedigree and potentials. Ignoring effective performance appraisal system results to low performance of staff work output.  Institutional objectives can be achieve by effectively applying performance appraisal system with diverse positive outcomes diligently monitoring both academic and administrative staff of the Institute of Advanced Management and Technology (IAMTECH) Sierra Leone. Effective performance management and appraisal system has ultimately improved staff performance and influences their potentials in thinking, and doing work.  Importantly, it brings benefits to employer and employee by creating a plain level ground for both parties.    Furthermore, performance appraisal system delivers a complete assessment of staff performance at IAMTECH with a comprehensive purposes, benefits, and challenges of performance appraisal system.  However the researcher establishes dissatisfaction with some appraisal processes, such as management not backing the appraisal process, authorities are not questioned for not completing their appraisal process on time, and the absence of performance appraisal workshop/seminar/training provided to authorities and staff at IAMTECH and more importantly, the performance appraisal system is done yearly at IAMTECH. IAMTECH uses rating scale, descriptive system and management by objective system methods of appraisal to evaluate employees.  Noting that management by objective is the mostly used method and hence, our method of effective performance appraisal system has created positive influence on job performance at IAMTECH staff and management.      

scholarly journals Perceived Fairness in Performance Appraisal System and Its Relationship with Work Performance

2016 ◽  
Vol 1 (2) ◽  
pp. 71-83
Author(s):  
Arene Ursolo Xervaser ◽  
Rusli Ahmad ◽  
Nur Fatihah Abdullah Bandar ◽  
Siti Mariam Abdullah
Keyword(s):  
Leadership Styles ◽  
Performance Appraisal ◽  
Significant Relationship ◽  
Work Performance ◽  
Pearson Correlation ◽  
Employee Perceptions ◽  
Perceived Fairness ◽  
Appraisal System ◽  
Rating Accuracy ◽  
Performance Appraisal System

This study aims to identify employee perceptions of perceived fairness in performance appraisal system and work performance as the performance appraisal system is crucial to evaluate employees’ performance in every organization; public or private. A private Oil & Gas company in Miri, Sarawak was chosen for this study. Quantitative research method was employed in this study, and closed-ended questionnaires were used to collect data from respondents. Statistical analysis using One Way ANOVA, Pearson correlation, and Independent sample t-test were used to test the hypotheses. The findings showed that there were no significance differences between the selected demographic factors (age, gender, duration of service, highest educational level, and rank) in performance appraisal system and the work performance. Also, there was a significant relationship between the rating accuracy in the performance appraisal system and work performance. Besides that, there was a significant relationship between employee perceptions of leadership styles in decision making in the performance appraisal system and work performance. The findings also showed that employees are concerned with the evaluation and rating given by their supervisor because the outcomes of the performance appraisal will influence their career development in the organization. Thus, performance appraisal system is crucial in increasing the work performance of employees and organization. Organizations should emphasize the role of the performance appraisal system practiced in their organizations and recognize that it is important in improving employees’ performance. Future researchers are encouraged to explore further on the performance appraisal elements that have not been investigated in this study, and conduct the research with a bigger population and sample size.Keywords: Performance Appraisal System; rating accuracy; leadership styles; work performance

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