scholarly journals Performance Evaluation in Private Schools: a Case Study of the Educators School

2014 ◽  
Vol 3 (4) ◽  
pp. 82
Author(s):  
Shakeel Sarwar ◽  
Usama Awan ◽  
Mehak Nazeer
Keyword(s):  
Performance Appraisal ◽  
Private Schools ◽  
Quantitative Research ◽  
Small Sample Size ◽  
Small Sample ◽  
Primary Data ◽  
Research Approach ◽  
Appraisal System ◽  
Performance Appraisal System

Performance appraisal system is of important apprehension of any organization while administrating its human resources. The purpose of this paper is to evaluate the performance appraisal system for teachers in private schools and elaborate the problems align with this system. The Educators School has been taken as a case study. A quantitative research approach has been applied which consist on a self administered questionnaire to get primary data for exploring different parts of current performance appraisal system and perceptions of teachers regarding performance appraisal approaches in their school. Research results shows that The Educators School is using performance appraisal system that is closely related with traditional ACR (Annual Confidential Report) conducted annually. This study is conducted on a small level only on one franchise of the school system with small sample size. Researchers suggest that school administration should provide continuous feedback to their teachers and a solution to overcome their weaknesses and this system should only be used for performance improvement purpose.

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.

Public Sector Performance Appraisal Effectiveness: A Case Study

1996 ◽  
Vol 25 (2) ◽  
pp. 151-164 ◽  
Author(s):  
Clinton O. Longenecker ◽  
Nick Nykodym
Keyword(s):  
Public Sector ◽  
Performance Appraisal ◽  
Appraisal System ◽  
Appraisal Process ◽  
Public Sector Organization ◽  
Public Sector Organizations ◽  
Performance Appraisal System ◽  
Sector Performance ◽  
The U.S

Performance appraisal usage is expanding in public sector organizations across the U.S. Organizations employ the formal appraisal process with the belief that it provides them with a host of potential human resource benefits. In this study, 254 members of a large public sector organization were surveyed to assess the degree to which the organization's formal performance appraisal system was perceived as being effective in serving functions typically associated with the appraisal process. In addition, differences in manager/subordinate perceptions were analyzed and suggestions for improving the appraisal process were solicited. This research demonstrates that a properly developed appraisal process can serve both managers and subordinates in a number of important areas. At the same time, several critical functions of the appraisal process were found to be less than effective. A discussion of the implications of these findings to both academics and practitioners is included.

scholarly journals APPRAISING TEACHERS’ PERFORMANCE IN THE GHANA EDUCATION SERVICE: A CASE OF BIRIM CENTRAL DIRECTORATE OF GHANA EDUCATION SERVICE (G.E.S.)

2021 ◽  
Vol 4 (1) ◽  
pp. 15-24
Author(s):  
Barffour Samuel Kyei ◽  
Ampofo Isaac Atta Junior
Keyword(s):  
Performance Appraisal ◽  
Formal Method ◽  
Survey Design ◽  
Development Program ◽  
Research Approach ◽  
Appraisal System ◽  
Education Service ◽  
Performance Appraisal System ◽  
And Performance ◽  
Descriptive Survey

This study assessed the effectiveness of performance appraisal system in the Ghana Education Service. The study specifically examined the nature of performance appraisal in GES, teachers’ perception about the performance appraisal system, and teachers’ satisfaction with the performance system. Considering the objective of the study, the researcher adopted a descriptive survey design. The mixed research approach was adopted in addition to the research design. Teachers in basic schools in Birim Central Directorate constitute the population of the study. The study sampled 184 respondents for the study. Both questionnaire and interview guide were used to solicit data from respondents. Research instruments were personally administered by the researcher. The quantitative data were analysed using the Statistical Package for Social Science (SPSS), while the qualitative data were analysed manually. The study finds out the effectiveness of performance appraisal in GES and the result showed that GES has a performance appraisal system, and performance appraisal is mostly done more than thrice a year. The study also indicated that GES has several methods of appraising employees. Also, it was generally revealed that respondents perceived performance appraisal system positively and that they are satisfied with the performance appraisal system. The study recommends that appraisal should be carried out by experts so that it will serve its purpose. The study highlighted that there is a need for a more formal method to be adopted so that the overall purpose of performance appraisal can be attained. It is again recommended that there is a need for appraisers to adequately discuss every final appraisal report with appraisees. Finally, the study recommends that employees’ appraisal report should be sent to the education office for an effective and efficient decision on training and development program.

scholarly journals EVALUASI TATA CARA PENILAIAN UNTUK PTPN XII (PERSERO) BERDASARKAN KEP-100/MBU/2002

2017 ◽  
Vol 12 (2) ◽  
pp. 202
Author(s):  
Lilis Ardini
Keyword(s):  
Performance Appraisal ◽  
Single Case ◽  
Appraisal System ◽  
Improve Performance ◽  
Unit Manager ◽  
Financial Account ◽  
Performance Appraisal System ◽  
Long Time ◽  
Multiple Unit

The objective of this research is to get the descriptive in depth and effectiveness of performance appraisal system (based on financial account, operational account, and administrative account) that has been implemented by PT Perkebunan Nusaniara XII (Pcrsero) based on the Badan Usaha Milik Ncgara of Minister Decree, Number: KEP-100/MBU/2002.   This research used qualitative research with single case study and multiple unit analysis approach. The study involved 6 respondents as unit managers and as assistant of unit manager. They are financial manager, plant manager, accounting manager, processing manager, strategic business unit manager, strategic business manager, and  assistant of financial manager.  This study concluded that the performance appraisal system that has been implemented by PT Perkebunan Nusantara XII (Persero) was not effective in practice. This was caused by the differences of PT Perkebunan Nusantara XII (Persero) core business whose  long time plants and harvest for  many years from cultivation. It is suggested that the productivity is the main resource to increase as well as to improve performance and the sustainability of PT Perkebunan Nusantara XII (Persero)

scholarly journals Understanding the Relationship between Talent Mindset and Organizational Commitment of Employees in Pakistan

2020 ◽  
Vol 8 (2) ◽  
Author(s):  
Zanoor Haroon ◽  
Abideen Z.
Keyword(s):  
Organizational Commitment ◽  
Quantitative Research ◽  
Small Sample Size ◽  
Business Environment ◽  
Small Sample ◽  
Educational Institutions ◽  
Research Approach ◽  
Cross Sectional ◽  
Services Sector ◽  
The Relationship

Purpose:- Talented employees are one of the sources that enable the organizations to achieve competitive advantage. However, considering the globalization and hyper-competition in today’s business environment, organizations are facing many challenges including engaging and sustaining talented and skilled employees. Thus, the purpose of this - quantitative, correlational, descriptive and cross-sectional study is to understand the relationship between talent mindset (TM) and organizational commitment components (i.e., affective, normative and continuance) of employees in Pakistan. Design/methodology/approach: The researcher used the quantitative research approach and employed survey based method, using structured verified questionnaires, to collect data from 300 employees (i.e., principals, vice-principals, the chairman, head of the departments and administrative staff) in educational institutions (i.e., privates sector colleges) in two cities (Bahawalpur and Haroonabad) of the Punjab province of Pakistan.   Findings: Results confirmed that there is a positive and significant relationship between talent mindset and components of organizational commitment.   Practical Implications/Limitations: This study has considerable importance, because it provided insights regarding the relationship between dimensions of OC with talent mindset by focusing on employees in the services sector of Pakistan. It is also useful as it provided guidelines regarding how the commitment of employees in educational institutions can be enhanced through designing appropriate strategies and frameworks accordingly. In terms of limitations, the present study had small sample size, and focused on employees in services sector in a specific region. Originality/value: Most of the studies investigating the relationship between TM and dimensions of OC were conducted in the western context and focused on non-services sector. While, this study focused on services sector in non-western context to further the understanding of relationship between talent mindset and components of organizational commitment of employees in educational institutions in Pakistan.

Sign in / Sign up

Export Citation Format

Share Document