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.

scholarly journals INOVASI PERANCANGAN INSENTIF UNTUK MENINGKATKAN KINERJA PADA PERUSAHAAN CLEANING SERVICE ONLINE

2020 ◽  
Vol 1 (2) ◽  
pp. 143
Author(s):  
Melati Kurniawati ◽  
Anas Nasrulloh Sidiq
Keyword(s):  
Performance Appraisal ◽  
Employee Turnover ◽  
Employee Satisfaction ◽  
Employee Performance ◽  
Appraisal System ◽  
Improve Performance ◽  
Significant Difference ◽  
Performance Appraisal System ◽  
Performance System ◽  
Model Approach

ABSTRAKPerusahaan XYZ adalah perusahaan cleaning service online yang baru berkembang. Perusahaan ini belum memiliki sistem penilaian kinerja karyawan yang objektif. Hal tersebut mengakibatkan karyawan yang tidak puas oleh sistem perusahaan sehingga turnover karyawan  tinggi setiap bulannya, setidaknya satu karyawan keluar. Dari permasalahan tersebut penelitian ini mencoba merancang sistem penilaian kinerja dan insentif yang digunakan untuk menyelesaikan permasalahan tersebut salah satunya dengan rancangan insentif untuk meningkatkan kinerja pada perusahaan. Sistem kinerja ini merupakan pendekatan dengan model campuran (mix model). Rancangan pemberian insentif ini dilihat dari dua indikator yaitu indikator perilaku dan kemampuan yang diturunkan dari misi perusahaan untuk menjadi dasar perancangan variable pengukuran. Hasil dari penelitian ini menunjukkan perbedaan signifikan dari nominal insentif yang didapat karyawan dan peningkatan kepuasan karyawan terhadap sistem penilaian kinerja.Kata kunci: Pengukuran kinerja, mix model, kompensasi, manajemen sumberdaya manusiaABSTRACTXYZ company is a new online cleaning service company. This company does not yet have an objective employee performance appraisal system. This resulted in employees being dissatisfied with the company's system so that employee turnover was high every month, at least one employee left. From these problems, this study tries to design a performance appraisal system and incentives that are used to solve these problems, one of which is by designing incentives to improve performance in the company. This performance system is a mix model approach. The design of this incentive is seen from two indicators, namely the behavioral and ability indicators derived from the company's mission to be the basis for designing measurement variables. The results of this study indicate a significant difference from the nominal incentives obtained by employees and an increase in employee satisfaction with the performance appraisal system. Keywords: Performance measurement, mix model, compensation, human resource management

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.

scholarly journals Research on Appraisal System of Procurator Performance by Using High-Order CFA Model

2014 ◽  
Vol 2014 ◽  
pp. 1-9 ◽  
Author(s):  
Yong-mao Huang
Keyword(s):  
Performance Management ◽  
Performance Appraisal ◽  
Evaluation Method ◽  
Comprehensive Evaluation ◽  
Fuzzy Comprehensive Evaluation ◽  
High Order ◽  
Main Body ◽  
Appraisal System ◽  
Comprehensive Evaluation Method ◽  
Performance Appraisal System

The prosecutor is the main body of procuratorial organs. The performance appraisal system plays an important role in promoting the work efficiency of procurator. In this paper, we establish the performance appraisal system of procurators by high-order confirmatory factor analysis method and evaluate procurators’ performance by fuzzy comprehensive evaluation method based on the 360 degrees. The results have some help to performance management of procuratorial organs.

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. 

Growing pains: problems in the performance appraisal of China's state-owned enterprises transformed from governmental organizations

2012 ◽  
Vol 2 (8) ◽  
pp. 1-10
Author(s):  
Huang Gui ◽  
Fu Chunguang ◽  
Chen Jingli ◽  
Pan Minting
Keyword(s):  
Performance Management ◽  
Performance Appraisal ◽  
Management System ◽  
Assessment System ◽  
Performance Management System ◽  
Appraisal System ◽  
Content Type ◽  
Governmental Organization ◽  
Growing Pains ◽  
Performance Appraisal System

Study level/applicability This case is suitable for undergraduates, MBA students and students from business administration departments in the teaching of human resources management and performance management. Case overview Luodian Electric Power Construction Corporation Group (LEPCC Group) is a state owned enterprise transformed from a construction unit of Luopu Power Supply Bureau (LPSB), a governmental organization in charge of all the electricity supply in Luopu City. The general manager of LEPCC, Gu Ming tried to set up a modern market-oriented management system for LEPCC. Unfortunately the problems that had accumulated in the past two decades during which LEPCC was a governmental organization made his reforms very difficult. The first headache for Gu Ming was the performance appraisal reform in LEPCC. The existing performance appraisal system seemed to have at least three problems in practice: unclear appraisal objectives, an improper assessment system, a different appraisal standard for similar positions. What should Gu Ming do to build a proper performance appraisal system to help the fast-growing LEPCC Group to make LEPCC a competitive market-oriented player? Expected learning outcomes The first objective of this case is to enable students to understand that the issues of working performance are issues of people first, rather than issues of the management system. If the management focuses on the system instead of on the staff of the company to design the performance management system, the system will be fruitless and inefficient. The second objective is to cultivate students' capability to apply the basic theories of human resource management and the knowledge of performance appraisal in case analysis and practical management. This case, seemingly about performance appraisal, is in fact about the organizational structure and processes of the organization. Reform should start with organizational analysis, job analysis and job descriptions. Only when all these have been done correctly, can the performance management system be designed more reasonably, scientifically and efficiently. Supplementary materials Teaching notes are available; please consult your librarian for access.

scholarly journals Employees Perception on Performance Appraisal Effectiveness in The Cyprus Public Sector (EAC)

2020 ◽  
Vol 4 (1) ◽  
pp. 26-41
Author(s):  
Andreas Petasis ◽  
Stylianos Christodoulou ◽  
Alexia Louca
Keyword(s):  
Performance Management ◽  
Performance Appraisal ◽  
Management Practices ◽  
Current System ◽  
Appraisal System ◽  
Organizational Goals ◽  
Performance Appraisal System ◽  
Effective Performance ◽  
Managerial Implications ◽  
Integrated Or

Performance appraisals are important for effective evaluation and management of personnel. This research investigates the Electricity Authority of Cyprus’ employees’ perceptions of performance appraisal. Data were collected from 161 employees of the Organization, using an online semi-structured questionnaire, and analyzed using SPSS; the qualitative data were analyzed manually. The results of the study highlighted respondents’ perceptions with regard to the Organization’s performance management practices, which have a created a culture of mistrust towards the performance management system in use. The Organization’s present performance appraisal system seems to posit more shortcomings than strengths and it doesn’t seem to be integrated or linked with the organizational goals and missions of the Authority’s. The research has delivered some information on what needs to be changed in order to improve the current system. The findings have serious managerial implications for redesigning the performance appraisal system so as to be more effective, more credible and more transparent. These implications include actions towards introducing new methods, training the appraisers, increasing motivation and provision of resources for effective performance appraisal.

scholarly journals Analisis Faktor-Faktor yang Mempengaruhi Penilaian KinerjaSatuan Kerja Perangkat Daerah Di Kota Bandung

2018 ◽  
Vol 10 (1) ◽  
Author(s):  
Yuliana Gunawan ◽  
Aurora Angela ◽  
Ilham Pranata
Keyword(s):  
Regression Analysis ◽  
Performance Appraisal ◽  
System Performance ◽  
Appraisal System ◽  
Performance Appraisal System ◽  
Performance System

The purpose of this research is to reveal other factors that may affect the performance of SKPD in Indonesia. Factors used are incentive-oriented performance appraisal system, exploration-oriented performance appraisal system with contractibility as a moderating variable. This research was done in 3 SKPD located in Bandung City. Moderated Regression Analysis (MRA) have been used to analyzed the hypothesis. The results showed that incentive-oriented performance appraisal system and exploration-oriented performance appraisal system had no effect on SKPD performance, and when moderated by contractibility variable, the result also had no effect on SKPD performance. Keywords:Incentive-oriented Performance Appraisal System, Performance-oriented Appraisal Performance System, Contractibility, SKPD Performance. 

Performance Management at IRD Corporation (B)

2015 ◽  
pp. 1-12
Author(s):  
Vishal Gupta
Keyword(s):  
Performance Evaluation ◽  
Performance Management ◽  
Performance Appraisal ◽  
Evaluation System ◽  
Case Series ◽  
Appraisal System ◽  
Performance Evaluation System ◽  
Design And Implementation ◽  
Performance Appraisal System ◽  
Depth Study

The Performance Management at IRD Corporation case series is designed to be an in-depth study of performance appraisal in the R&D context. The case series can be used as a platform for discussing the rationale of performance appraisal system, system design and implementation, the differences between R&D and other work contexts (manufacturing, services, etc.), and the challenges involved in R&D management. This case revolves around the Chairman of IRD Corp and his dilemmas, providing an insight to the participants into the challenges of performance management and also R&D management. The series highlights the complex dilemmas associated with managing performance and the necessity of having a new performance evaluation system.

Is it time to do away with Annual Performance Appraisal System?

2016 ◽  
Vol 24 (3) ◽  
pp. 7-10 ◽  
Author(s):  
Anita Sarkar
Keyword(s):  
Performance Management ◽  
Performance Appraisal ◽  
Feedback Mechanism ◽  
Team Work ◽  
Appraisal System ◽  
Content Type ◽  
Performance Appraisal System ◽  
Employee Attrition ◽  
Traditional Performance ◽  
New System

Purpose The purpose of this paper is to describe factors that determine scrapping of traditional performance appraisal system. Design/methodology/approach The study explains how the new system of feedback giving is aligned with the requirement of performance management system. Findings Traditional performance appraisal often created employee dissatisfaction, stalled employee creativity and team work, and increased employee attrition and missed out on performance improvement of employees. New check-in system promises to develop employees on the basis of continuous feedback mechanism. Originality/value This paper aims to provides insights on how the new system of performance management is connected to overall needs of the organization and the employees.

scholarly journals Teljesítményértékelés a gyakorlatban

2008 ◽  
Vol 3 (1) ◽  
pp. 55-63
Author(s):  
Csilla Juhász
Keyword(s):  
Performance Evaluation ◽  
Performance Management ◽  
Performance Appraisal ◽  
Appraisal System ◽  
Corporate Values ◽  
Performance Appraisal System

Performance management is one of the most important fields of management. For the evaluation of it, I have worked out a questionnary. In this questionnary I studied the importancy and method of performance evaluation. I hope my results may contribute to the reveal of practise of performance evaluation. Based on my examinations I have found that feedback for the employees was that factor, which was considered most important by interviewees at the study of performance appraisal objectives. The performance appraisal system is mainly influenced by corporate values and management. Of the others, the evaluation of tasks performed was highlighted as the most positively appraised factor. The person of the evaluator coincides with ruler manager of the traditional aspect, who may be a direct manager of the workplace or a superior manager. Examinations show that organizations mainly apply traditional systems and think by the traditional aspect.

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