EFFECT OF PERFORMANCE APPRAISAL SYSTEM ON MOTIVATION AND PERFORMANCE OF ACADEMICS IN NIGERIAN PUBLIC UNIVERSITIES

2013 ◽  
Vol 03 (03) ◽  
pp. 20-28
Author(s):  
OJOKUKU R.M.
Keyword(s):  
Performance Appraisal ◽  
Public Universities ◽  
National Development ◽  
University Education ◽  
University Management ◽  
Appraisal System ◽  
Performance Appraisal System ◽  
Overall Performance ◽  
And Performance ◽  
The Impact

Nigerian universities are presently experiencing a number of challenges, primary among which is dearth of experienced academics, due to the mass exodus of lecturers to other countries in Africa and overseas, where the environment is more conducive to work and remuneration packages are more competitive. Series of research studies have established that a strong relationship exists between human resource (HR) practices and employee motivation and performance; however much still needs to be done in terms of investigating how it applies to academics in Nigerian universities. This study therefore set out to examine the impact of performance appraisal (PA), which is a key HR practice, on the motivation and performance of academics in Nigerian universities. The study sample was drawn from four (4) public universities in south western Nigeria. Data was sourced with the aid of a questionnaire, while percentage and multiple regression analysis were used for data analysis. Findings showed that the university academics see their performance appraisal system as not being accurate and fair enough because it does not capture adequately, all the job components that make up their performance during the review period. The performance appraisal system was also found to exert a strong influence on the academics’ motivation and overall performance. It was recommended that the PA system for academics should be reviewed by university management such that all the components of their job are captured, evaluated, and adequately rewarded. This is expected to impact positively on the motivation and overall performance of the academics, thereby working as a veritable tool for steering university education towards the right direction for national development.

scholarly journals EMPLOYEE PERCEPTION AND PERFORMANCE APPRAISAL: AN EVALUATION OF SELECTED DEPOSIT MONEY BANKS IN PORT HARCOURT

2020 ◽  
pp. 80-95
Author(s):  
Bienwi-Patrick, Ledum ◽  
B. Chima Onuoha ◽  
Best C. Eke
Keyword(s):  
Procedural Justice ◽  
Performance Appraisal ◽  
Pay For Performance ◽  
High Rate ◽  
Published Data ◽  
Employee Perception ◽  
Appraisal System ◽  
Port Harcourt ◽  
Performance Appraisal System ◽  
And Performance

Performance Appraisal system represents a major tool for most of the organizations to evaluate various aspects of their employees. Despite the prominence of the organizational phenomenon, very limited research is done in Nigerian organization in this area .To analyses the perception of employees regarding the performance appraisal system implementation, the Deposit Money Banks in Port Harcourt, Rivers state are selected due to the reported high rate of staff turnover. In order to analyze the perception of employees regarding the new system and its implementation, 33 item questionnaires consist of 4 independent and one dependent variables was distributed among 150 employees who were acquainted with the Performance appraisal procedure. The study employed four measures of performance appraisal which are Procedural justice, Goal setting, feedback and Pay for performance and one criterion variable, the employee perception towards these performance appraisal process. The instrument used was a 5 point Likert scale questionnaire. Factor analysis and regression analysis was done through the Statistical Package for Social Sciences version 25.The result shows the process was implemented as per organization guidelines to the overall satisfaction of employees. There are however some areas of improvement which have been noted in the conclusion. The results and outcome are in line with international published data. KEYWORDS: Employee Perception, Performance Appraisal, Procedural Justice.

scholarly journals The Role of Rater Motivation and Training in Effective Performance Appraisal System in Public Sector Universities of Khyber Pakhtunkhwa, Pakistan

2020 ◽  
Vol 6 (1) ◽  
pp. 155-166
Author(s):  
Muhammad Asad khan ◽  
Altaf Hussain ◽  
Mohammad Hanif khan
Keyword(s):  
Higher Education ◽  
Public Sector ◽  
Performance Management ◽  
Performance Appraisal ◽  
Appraisal System ◽  
Rater Training ◽  
Khyber Pakhtunkhwa ◽  
Performance Appraisal System ◽  
Rater Motivation ◽  
And Performance

Performance appraisal is considered to be the most significant element of performance management but often the former involves controversial practices, among other variables influenced by accuracy and effectiveness. However, it is generally understood that performance appraisal system commonly result into positive organizational outcomes, yet the accuracy of the measuring tools is still an arguable issue with more criticisms. The ongoing matters are measured and tested as a case study approach by paying attention on higher education institutions. Since higher education is progressively playing a vital role in economic competitiveness of a country. Aiming to examine the effect of rater motivation and rater training on performance appraisal process in public sector universities of Khyber Pakhtunkhwa, Pakistan and recognized as a critical contribution to organizational and people’s performance. Thus, this study finds the effects and consequences of rater motivation and rater training on performance appraisal system. This study is survey based, 300 questionnaires in total were distributed among the faculty of public sector universities of Khyber Pakhtunkhwa (KP), Pakistan. Out of which 160 were received back recording response rate of 53%. Findings of this study indicate that there was positive and significant relationship between rater motivation and performance appraisal and also between rater training and performance appraisal in public sector universities of Khyber Pakhtunkhwa, Pakistan. The current study offers researchers with the opportunity to search performance appraisal from a new perspective which has never been explored before in a developing country like Pakistan.

PERFORMANCE APPRAISAL SYSTEM IN MAJAN ELECTRICITY COMPANY (SOHAR, OMAN) AND ITS IMPACT ON EMPLOYEES’ MOTIVATION

2016 ◽  
Vol 2 (1) ◽  
pp. 13
Author(s):  
Maryam Al Fazari ◽  
Dr. M. Firdouse Rahman Khan
Keyword(s):  
Performance Appraisal ◽  
Random Sampling ◽  
Positive Impact ◽  
Strong Association ◽  
Evaluation Process ◽  
Appraisal System ◽  
Employees Satisfaction ◽  
Performance Appraisal System ◽  
Rater Error ◽  
The Impact

Purpose The objective of the study is to investigate whether the performance appraisal system used is in Majan Electricity Company, (Oman), measures the employees’ performance accurately and to ensure motivation and satisfaction of its employees.Design/methodology/approach  The study was conducted with 106 employees from all the departments of the main office of the company located at Sohar, who were selected on stratified random sampling basis and were contacted through a well-defined questionnaire. Findings The study reveals that even if there is a problem with the accuracy of performance appraisal system in measuring the performance accurately, or due to rater error in the evaluation process, the employees’ performance appraisal is not affected by them and has got positive impact on employees’ motivation and satisfaction.Practical Implications The study demonstrates that there is a strong association between the (i) performance appraisal system and (ii) motivation of the employees and the employees’ satisfaction. It is also found that there is no relationship between performance appraisal system, rater errors, and the accuracy of performance appraisal system.Social Implications Performance appraisal system is dependent on motivation of the employees and employees’ satisfaction. So, there exists necessity for the company to pay attention towards motivating the employees through concentrating on increasing the satisfaction of the employees.Originality/value No study have examined the impact of performance appraisal system of the Majan Electricity Company in Sohar ever before considering employee’s motivation and the welfare of the employees in one hand and the management on the other, and it is first hand study of its kind.Research limitations/Implications The study was restricted to the main office of the company located at Sohar, Oman. The study could be extended to know the insight of the personnel involved in the entire Majan Electricity Company, Oman. 

scholarly journals Analysis of the Relationships Between Sustainable Management Control and Performance Appraisal System

2019 ◽  
Vol 10 (4) ◽  
pp. 8-28
Author(s):  
Ionel BOSTAN ◽  
◽  
Aliona BIRCA ◽  
Neculai TABARA ◽  
Ligia MUNTEAN JEMNA ◽  
...  
Keyword(s):  
Performance Appraisal ◽  
Sustainable Management ◽  
Management Control ◽  
Appraisal System ◽  
Performance Appraisal System ◽  
And Performance

scholarly journals Examining Employees’ Attitudes towards Performance Appraisal and Its Impact on Performance and Motivation in a UK Information Technology (IT) Firm

2019 ◽  
pp. 1-14
Author(s):  
Ayomikun Oluwafemi Idowu
Keyword(s):  
Performance Appraisal ◽  
Employee Performance ◽  
Primary Data ◽  
Human Resource Managers ◽  
Appraisal System ◽  
Perceptions Of Fairness ◽  
Performance Appraisal System ◽  
Personal Approach ◽  
And Performance ◽  
A Performance

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. The study’s main objectives pertained to establishing the moderating role of employees’ attitude towards performance appraisal as a motivation and performance tool. The study was based on Shine Communications London, as the case study organization. Primary data was collected from the organisation’s employees and HR manager. Notably, a survey questionnaire was used to collect quantitative data from the employees while an interview was conducted with the HR manager. Data from the sample of 45 randomly selected employees was statistically analysed using the help of SPSS 2.0. Content analysis was used to analyse the qualitative responses from the HR manager. The study finds that a Performance Appraisal System can fail to achieve its motivational effect when it is used to threaten job security, is marked by inaccuracy and conducted by improperly trained reviewers. Among the study’s main recommendations include designing of a Performance Appraisal System that enhances perceptions of fairness and use of a personal approach in linking Performance Appraisal results to rewards.

scholarly journals The Effectiveness of Employee Performance Appraisal System in Health Sector: Evidence from Iranian organizations

2021 ◽  
Vol 16 (4) ◽  
pp. 36-44
Author(s):  
Abbas Homauni ◽  
Ali Mohammad Mosadeghrad ◽  
Ebrahim Jaafaripooyan
Keyword(s):  
Organizational Performance ◽  
Performance Appraisal ◽  
Performance Metrics ◽  
Employee Performance ◽  
Statistical Tests ◽  
Health Sector ◽  
Appraisal System ◽  
Performance Appraisal System ◽  
Assessment Performance ◽  
And Performance

Introduction: Performance appraisal is a formal process to review and improve the organizational performance of employees regularly. Despite the appropriate organizational frameworks for performance appraisal, they are not apparently addressing the operational realities of health care organizations. This study thus aimed to examine the effectiveness of the current performance appraisal system of employees at Tehran University of Medical Sciences (TUMS) from the perspective of employees. Methods: The data were collected from 504 TUMS employees using researcher-developed questionnaire following the validation. It consisted of 46 questions covering such various dimensions as performance expectations, communication of performance objectives to employees, self-assessment, performance metrics, surveyors, and performance appraisal results. ANOVA, t-test, Post hoc and Tukey statistical tests were used during analysis process by SPSS 22. Results: The performance appraisal system was not found as effective as expected from the employees’ perspective and the scores for all its dimensions dropped below the average. The overall performance appraisal score was 2.71 (out of 5). There was also a significant correlation between the employees’ education and organizational job group and the score of performance appraisal (p<0.0001). Conclusion: The current appraisal system according to the results is not well functioning. Therefore, it seems necessary to make urgent changes. The lack of active participation from employees and managers in performance appraisal development process, and the subsequent low motivation to improve their performance seems to be a persistent challenge. A fairly desirable solution might be to decentralize the appraisal processes rendering more authority to managers and supervisors along with empowering managers.

Fostering a Culture of Accountability through a Performance Appraisal System

2005 ◽  
Vol 18 (1) ◽  
pp. 35-38 ◽  
Author(s):  
Asmita Gillani ◽  
Kristine Jarvi ◽  
Andrew De Angelis
Keyword(s):  
Performance Appraisal ◽  
Healthcare Providers ◽  
Senior Management ◽  
Appraisal System ◽  
Healthcare Organizations ◽  
Performance Appraisal System ◽  
The Government ◽  
And Performance ◽  
High Level ◽  
Canadian Healthcare

The current climate in Canadian healthcare requires that healthcare providers be more accountable to the government and other stakeholders. Using a well-structured performance appraisal system that is based on quantifiable objectives and standards, a high level of accountability can be achieved. The objective of this article is to demonstrate how a sound performance appraisal system can increase accountability and performance of healthcare organizations and their senior management.

scholarly journals The Performance Appraisal System: An Examination in The City School of Bahawalpur in Terms of Employee Perceptions

2014 ◽  
Vol 4 (1) ◽  
pp. 71
Author(s):  
Muhammad Imran ◽  
Huzaifah Shafique ◽  
Nadeem Maqbool
Keyword(s):  
Performance Management ◽  
Performance Appraisal ◽  
Private School ◽  
Appraisal System ◽  
Operational Effectiveness ◽  
City School ◽  
Performance Appraisal System ◽  
The Status ◽  
Performance System ◽  
The Impact

Purpose: The purpose of this paper is to check the effectiveness of the performance appraisal system in private school.Design/methodology/approach: Data were collected by survey questionnaire from a random sample of 44teaching staff in City school Bahawalpur branch.Finding: The results are in first section, checking the status of performance appraisal system, overall 44 respondent which are employees all of them agreed with performance appraisal system status, in other words they perceived that performance system works effectively. In second section checking the impact of performance appraisal system on employees, I conclude that 28 employees affected by performance appraisal system.Practical implications: The finding useful for management who are reviewing the operational effectiveness of performance management within own schools, as well as for organizations that are considering the introduction of performance management into their school system.Originality/Value: This paper might be of particular value to national or private school management that wish to consider how to evaluate the effectiveness of various options before introducing a system of performance appraisal system.

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