scholarly journals Towards Developing an Integrity Framework in Performance Appraisal System (PAS) in the Malaysian Public Sector: A Preliminary Analysis from Justice and Ethical Perspectives

2018 ◽  
Vol 5 (1) ◽  
pp. 37
Author(s):  
Norhaslinda Jamaiudin ◽  
Normala Adnan ◽  
Rabi'ah Aminuddin ◽  
S.M. Abdul Quddus
Keyword(s):  
Public Sector ◽  
Performance Appraisal ◽  
Pay For Performance ◽  
Positive Association ◽  
Assessment System ◽  
Appraisal System ◽  
Theoretical Contribution ◽  
Performance Appraisal System ◽  
Performance Assessment System ◽  
Rater Error

The implementation of Performance Appraisal System (PAS) is seen as a strategic move to foster performance-basedwork culture in the Malaysia’s public sector. Embedded in pay-for performance system, the new appraisal systemwhich was first introduced in 1992 establishes linkage between pay system, performance and competenciesdevelopment. However, the chain tying pay to performance appears to be weak. Massive disappointment signalspoor implementation as the appraisal system was overshadowed by inappropriate instrument design, rater error,inaccurate rating, bias assessment, etc. These major setbacks have evoked concern over ethical and fairness in thepractices of PAS. Occurrence of problems in the implementation of PAS signified erosion of justice and ethics in thepractices of PAS, thus lead to growing demand for integrity-based performance assessment system. This preliminaryanalysis therefore seeks to examine the relationship between ethic, justice and the practices of PAS in the Malaysia’spublic sector. Correlation coefficient results disclosed positive association between variables as the instrument used,process employed are moderately associated with ethics and justice dimensions. The appraisal system is likelyperceived to be good if fair assessment and ethical supervision were present and vice versa. This study deliberatelydiscusses the aforementioned issues through integrated framework based on organizational justice and workcharacter ethics theories and proposed framework for integrity enhancement in the implementation of PAS.Significantly, this article makes a theoretical contribution towards developing higher integrity capacity which oftenrequires in HRM practice.

scholarly journals Policy implementation of the performance assessment system of aparatures in Cilandak Jakarta IPDN campus

2021 ◽  
Vol 10 (3) ◽  
pp. 403-411
Author(s):  
Rizki Rizki Amalia ◽  
Wirman Syafri ◽  
Muafi Muafi
Keyword(s):  
Performance Assessment ◽  
Performance Appraisal ◽  
Assessment System ◽  
Appraisal System ◽  
Soft System Methodology ◽  
Implementation Model ◽  
Performance Appraisal System ◽  
Performance Assessment System ◽  
Bureaucratic Structure ◽  
System Methodology

This study aims to identify and analyze and formulate a model for implementing the Apparatus Performance Assessment System Policy (Sikerja) at the IPDN Cilandak Jakarta Campus. The type of research used is descriptive with a qualitative approach. To formulate a model for the implementation of the apparatus performance appraisal system policy (Sikerja) at the IPDN Cilandak Jakarta campus, researchers used Soft System Methodology (SSM). In this study, an analysis of the implementation of the Sikerja policy was carried out with the dimensions studied were communication, resources, disposition and bureaucratic structure. The results showed that the implementation of the Sikerja policy at IPDN CIlandak Jakarta campus has been carried out quite well in the disposition and bureaucratic structure dimensions, however in the communication and resource dimensions there are still obstacles. The Implementation Model of the Apparatus Performance Appraisal System (Sikerja) policy at the IPDN Cilandak Jakarta Campus is a model that adds a dimension of commitment as an additional dimension in implementing the Sikerja policy. 

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. 

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 Analisis Penilaian Kinerja Organisasi Perangkat Daerah di Kota Bandung

2018 ◽  
Vol 10 (2) ◽  
Author(s):  
- - Meyliana ◽  
Lidya - Agustina ◽  
Chandra - Setiawan
Keyword(s):  
Performance Appraisal ◽  
Assessment System ◽  
Appraisal System ◽  
Performance Assessment System ◽  
Appraisal Systems ◽  
The Many ◽  
Compulsory Subject ◽  
The Relationship ◽  
The City ◽  
Interaction Test

Satuan Perangkat Kerja Daerah (SKPD) is a compulsory subject to the Laporan Akuntabilitas Kinerja Instansi Pemerintahan (LAKIP) in Indonesia. Of the many SPKDs incorporated in the city or district governments throughout Indonesia, it was reported that none of them had achieved an A rating of the LAKIP they had compiled. This phenomenon forms the basis for our research to disclose other factors that might influence the assessment of LAKIP on performance appraisal systems for SKPD in Indonesia. Based on research conducted by Spekle and Verbeeten (2013) explained that there is a factor of contractibility that can affect the relationship between the performance appraisal system with the performance used as the dependent variable. Therefore, this study attempts to replicate previous research to test whether it will produce a similar conclusion or not. The type of this research is causal explanatory, where the sample comes from population 3 SKPD located in Bandung while Moderated Regression Analysis (MRA) is used as a data analysis techniquewhether interaction test is a special application of linear regression (multiplication of two or more independent variables).Keywords: Performance Assessment System, Performance, Contractibility, Satuan Perangkat Kerja Daerah (SKPD) Bandung, Public Sector’s Performance.

scholarly journals Employees Perception on Performance Appraisal System in a public limited company in Pakistan

2016 ◽  
Vol 6 (3) ◽  
Author(s):  
Abdul Hameed Khan
Keyword(s):  
Performance Appraisal ◽  
Pay For Performance ◽  
Published Data ◽  
Appraisal System ◽  
Regular Feature ◽  
Appraisal Process ◽  
Limited Company ◽  
Performance Appraisal System ◽  
Performance Appraisal Process ◽  
Strongly Agree

<p>The Performance Appraisal system is now a common phenomenon in Pakistan. It is a major tool for most of the organizations to evaluate various aspects of their employees. Majority of the organization has implemented this process and is a regular feature for evaluation of their staff. Ample literature is available which has discussed the performance appraisal process at length targeting various dimensions of it. Although in the last few decades many studies are done and sufficient  international literature on performance appraisal  is available (Landy and Farr, 1980),  however very  limited research is done in Pakistan in this area .To analyses the perception of employees regarding the performance appraisal system implementation a public limited company in energy sector is selected .The company which previously used to undertake employees evaluation through the Annual Confidential Report (ACR) system introduced Performance appraisal system in 2001 in order to comply with the new vision of the company.</p><p>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 management position employees   who were acquainted with the Performance appraisal procedure. The questionnaire has 4 independent variable which are Procedural justice, Goal setting, feedback and Pay for performance and one dependent variable, the employee perception towards Performance appraisal process.  The instrument used was a likert scale questionnaire with the scale of 1 for strongly disagree to 5 for strongly agree. Factor analysis and regression analysis was done through SPSS19 .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.</p>

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