scholarly journals Performance Appraisal and Employee Development in the University of Education, Winneba, Ghana

2019 ◽  
Vol 14 (8) ◽  
pp. 83
Author(s):  
Moses Segbenya ◽  
Ernest Osei Bonsu
Keyword(s):  
Performance Appraisal ◽  
Pearson Correlation ◽  
Employee Development ◽  
Sampling Technique ◽  
Administrative Staff ◽  
Appraisal System ◽  
Multiple Sources ◽  
360 Degree Feedback ◽  
Performance Appraisal System ◽  
The University

The study examined performance appraisal (PA) and employee development in the University of Education, Winneba. The concurrent triangulation strategy or design from the pragmatic perspective was adopted for the study. A multi-stage sampling technique such as simple random, stratified and purposive sampling techniques were used to sample of 159 from a population of 271 (comprising 61 senior members and 210 senior staff) administrative staff of the University of Education, Winneba. Data collection instruments were questionnaire and unstructured interview guide. Quantitative data was analysed with frequencies, percentages, means and standard deviations, and Pearson correlation matrix. Pattern matching was used to present the qualitative data after coding and thematic analysis. The study found that administrative staff of the University were not satisfied with the present ranking PA method or system in vogue. Respondents strongly endorsed the need for 360-degree feedback PA system because it provides feedback from multiple sources and had a statistically positive significant relationship with employee development and performance. It was recommended that the management of the division of the human resource of the university should gradually phase out the existing performance appraisal system and introduce the 360-degree feedback performance appraisal system.

scholarly journals Factors Affecting the Satisfaction of School Teachers with Performance Appraisal System in Punjab

2020 ◽  
Vol 1 (3) ◽  
pp. 1-11
Author(s):  
Dr. Seema Arif ◽  
Muhammad Nadeem ◽  
Dr. Fazli Khaliq
Keyword(s):  
Performance Appraisal ◽  
Pearson Correlation ◽  
Sampling Technique ◽  
Final Analysis ◽  
Appraisal System ◽  
School Teachers ◽  
Complex Situation ◽  
Factors Affecting ◽  
Analysis Technique ◽  
Performance Appraisal System

Performance Appraisal System (PAS) is the tool the education department of Pakistan uses to evaluate the performance of teachers. Survey research was conducted to determine the satisfaction level of public-school teachers with conduction and outcomes of PAS. The correlational research design was planned to determine the perceptions of the teachers about their competencies in areas evaluated by PAS and its outcomes. A multistage random sampling technique was used to access the target sample of 900 higher secondary school teachers from 12 out of 36 districts of Punjab. Since it was a pioneer study, a self-constructed questionnaire was used for the survey piloted on two out of 12 selected districts. The questionnaire was distributed among 1200 teachers; 960 were retrieved, and 900 were tabulated and recorded on SPSS 21 for the final analysis. Both descriptive and inferential statistics were applied. After ensuring reliability, the items were factorized using the exploratory factor analysis technique yielding six factors. Pearson Correlation was conducted to determine the strength of the relationship among the variables, while multiple linear regressions using the stepwise method were conducted to get informed with the critical risk factors associated with the satisfaction of teachers with the conduction of PAS. The results reveal a highly complex situation faced by school teachers; though teachers have displayed complete knowledge about the conduction of the PAS process and its consequences, yet, not only the teachers seem deficient in the needed skills; they also lack motivation for self-development.

scholarly journals Penerapan Sistem Penilaian Kinerja Berbasis E-Kinerja Terhadap Prestasi Kerja Pegawai Melalui Kepuasan Kerja Sebagai Variabel Intervening Pada Dinas Kependudukan dan Pencatatan Sipil Kabupaten Banyuwangi

2019 ◽  
Vol 6 (2) ◽  
pp. 175
Author(s):  
Dwi Rafita Mukti ◽  
Sri Wahyu Lelly Hana Setyanti ◽  
Lilik Farida
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Path Analysis ◽  
Performance Appraisal ◽  
Sampling Method ◽  
Sampling Technique ◽  
Analysis Method ◽  
Appraisal System ◽  
Purposive Sampling ◽  
Performance Appraisal System

This study aims to knowing the influence of performance appraisal system based on e-performance on employee achievement through job satisfaction as an intervening variable on Dinas Kependudukan dan Pencatatan Sipil Kabupaten Banyuwangi. This study is causal research, it means problem characteristics research in a form cause-effect between two variables or more. Population is employees of Dinas Kependudukan dan Pencatatatn Sipil Kabupaten Banyuwangi with the amount 80 employees. The sampling method for this study was doing with purposive sampling technique and it has been gotten 37 respondents as samples. Data analysis method is Path Analysis. The hypothesis of research are performance appraisal based on e-performance has significantly affected job achievement, performance appraisal based on e-performance has significantly affected job satisfaction, and job satisfaction has significantly affected job achievement. The result of study was performance appraisal based on e-performance has positive and significantly affected employees achevement. It means performance appraisal based on e-performance can increase employee achievement. Performance appraisal based on e-performance has positive and significantly affected job satisfaction on employees. It means performance appraisal based on e-performance can increase job satisfaction on employees. Job satisfaction has positive and significantly affected employees achievement. It means the employees successfully in doing the tasks which have been given by company can increase job satisfaction which got. Keywords: Performance Appraisal, E-Performance, Job Saticfaction, employee acievement.

scholarly journals 360-Degree Feedback in Educational Institutions and its Applicability in Kerala

2019 ◽  
Vol 8 (3S3) ◽  
pp. 439-442
Keyword(s):  
Job Performance ◽  
Performance Appraisal ◽  
Educational Institutions ◽  
Primary Study ◽  
Appraisal System ◽  
360 Degree Feedback ◽  
Performance Appraisal System ◽  
Pros And Cons ◽  
Appraisal Systems ◽  
High Degree

The Performance Appraisal of the employees’ job performance is evaluated as per the standards already set for the category such as leadership, teamwork, output, supervision etc. This study is made to know about the Pros and Cons of the Performance Appraisal methods that are adopted in many organisations. The Management get to know the strengths and weaknesses of the organisations using the 360-degree feedback. Here an attempt is made to focus on the effectiveness of the performance appraisal system in various educational institutions in Kerala. Various arts colleges are considered for this study. It is very important to know the present scenario of education that is being imparted to the students who are the pillars for the next generations. The employees are expected to have a high degree of commitment and effort and the performance appraisal should be considered as an important function of every employer. The Performance Appraisal, if done rightly, can lead to better performance of the employees and ultimate effectiveness. It is also a systematic way for ensuring that the employer and the employee discuss regularly on the current/existing performance, the issues and arrive at consensus which will be beneficial for both. Here we have made an effort to Study on the performance appraisal system which is done to improve the condition for a better performance of employees at various colleges and know the effectiveness of various appraisal systems. The usual way of Top Down Performance Appraisal, in which only the supervisor appraises the subordinate is changed and even the subordinate has a chance to review the supervisor and vice-versa is practised in 360-degree performance appraisal. This paper contributes primary study of 360-degree feedback, the needs to link leader assessment and development efforts to individual, team, and organisation results and its need in educational institutions.

scholarly journals Analysis of performance appraisal system with 360 degree feedback method in PT. PERTAMINA RU IV (PERSERO) Cilacap

2020 ◽  
Vol 5 (02) ◽  
pp. 105
Author(s):  
Dina Prasetyaningrum ◽  
Yudi Agus Setiawan
Keyword(s):  
Performance Appraisal ◽  
Performance Optimization ◽  
Employee Performance ◽  
Appraisal System ◽  
Method Performance ◽  
360 Degree Feedback ◽  
Performance Appraisal System ◽  
Feedback Method ◽  
The Right ◽  
Analysis Of Performance

The 360 degree feedback method is one of the performance appraisal methods which implementation takes an assessment of the parties around the employee being assessed. The 360 degree feedback method performance appraisal system conducted at PT. Pertamina RU IV (Persero) Cilacap aims to determine the implementation of the performance appraisal system using the 360 degree feedback method, determine employee performance with what variables are used in performance appraisal, and obtain performance optimization. The research method used in this research uses qualitative methods with a quantitative approach. The 360 degree feedback method is used to find data from respondents, namely from superiors, colleagues, themselves and subordinates. Based on the research that had been done, it had succeeded in determining the best workers from each discipline and position based on the calculation of variables and indicators used. The 360 degree feedback performance assessment can help the company appropriately to provide rewards for workers with the highest percentage and provide punishment for workers with lowest percentage. The calculation of these variables and indicators helps the company to find the right solution in an effort to optimize the performance of its employees.Keywords: performance, performance appraisal, 360 degree feedback method

scholarly journals Assessment of Human Resource Management Model in Islamic Banking of Pakistan With Moderating Role of Islamic Principles

2019 ◽  
Vol 5 (1) ◽  
pp. 23-32
Author(s):  
Danish Iqbal Godil ◽  
Muhammad Umer Quddoos ◽  
Liaquat Ali
Keyword(s):  
Organizational Performance ◽  
Performance Appraisal ◽  
Human Resource ◽  
Sampling Technique ◽  
Training And Development ◽  
Moderating Effect ◽  
Islamic Banks ◽  
Appraisal System ◽  
Performance Appraisal System

The objective of the study is to analyze the role of human resource practices on organizational performance with the moderating effect of Islamic principle application in the Islamic banks of Pakistan. Responses from 242 employees of Islamic banks located in Karachi, Pakistan, were collected using convenience sampling technique while PLS-SEM has been employed for data analysis using Smart PLS version 3.2.8. Results showed that employee involvement, performance appraisal system, and selection and recruitment have significant positive relationship with organizational performance; whereby, compensation, and training and development have no relationship with organizational performance. Furthermore, compensation. Training & development, selection and recruitment has improved whereas performance appraisal system has reduced its relationship with organizational performance due to the moderating effect of application of Islamic principles. Employee’s involvement may have reduced ,i.e., it showed insignificant impact on organizational performance due to the moderating effect of Islamic principles’ application. We suggest the managers of islamic banks to provide greater focus on the training and development side of the organization. This is so because, when a company provides relevant training to the employees, only then they would be able to perform their job in a proper way and as per the expectations of the management. Application of Islamic principles need to be coupled with providing monetary benefits as it motivates them to perform more actively and accurately.``

scholarly journals Performance Appraisal System for Intern doctors in Selected Medical college hospitals of Bangladesh Current situation

2018 ◽  
Vol 9 (1) ◽  
pp. 14-17
Author(s):  
Riffat Rahim ◽  
Iffat Ara ◽  
Md Humayun Kabir Talukder ◽  
Kazi Khairul Alam
Keyword(s):  
Performance Appraisal ◽  
Sampling Technique ◽  
Junior Doctors ◽  
Successful Implementation ◽  
Appraisal System ◽  
Active Monitoring ◽  
Cross Sectional ◽  
Formal Assessment ◽  
Medical College ◽  
Performance Appraisal System

Background: Formal assessment could ensure all junior doctors receive feedback about their performance in the workplace early in their career, essential for professional development. Aim: . This study was aimed to analyze the situation of performance appraisal system of intern doctors in different medical college hospitals of Bangladesh.Method: This descriptive, cross-sectional study was carried out at 9 medical college hospitals(4 govt. and 5 non govt.) for a period of one year(July2016-June 2017) among 52 teachers and 445 intern doctors. Convenience sampling technique was administered. Data were collected by using self administered semi structured questionnaire. Data analysis were done using SPSS version 19.0 software.Results: The study revealed that the medical college hospitals under this study had mostly satisfactory internship training facilities. About 56% interns responded negatively about the utilization of logbook in each major discipline rotation. Around 54% of them responded negatively about the practice of performance appraisal system in their institute About 42.3% of teachers were not satisfied with the current practice of performance appraisal system of interns in their institute. However 27.5% teachers said that they arranged assessment always and 27.5% said that most of the time they arranged assessment for interns. About 35.5% interns blamed lack of interest of teachers about assessment of interns but 40% of teachers said work overload is the most important among the barriers in implementing appraisal system for interns. Around 42.1% interns suggested that existing logbook should be properly used and 48.9% of them suggested that the entire training should be under close supervision of the supervisors. Majority of the teachers were in favor of assessing interns on regular work along with formal assessment, they suggested regular morning session, ward round and bedside teaching should be ensured for the improvement of the standard of training.Conclusions: Proper utilization of logbook, successful implementation of performance appraisal system with feedback, active monitoring committee for the interns were recommended by the study.Bangladesh Journal of Medical Education Vol.9(1) 2018: 14-17

scholarly journals Performance Appraisal for Employee Development: Exploring Perceptions of Supervisors

2016 ◽  
Vol 3 (2) ◽  
pp. 93-101
Author(s):  
Anup Bhurtel ◽  
Eka Raj Adhikari
Keyword(s):  
Performance Appraisal ◽  
Vocational Training ◽  
Employee Development ◽  
Objective Data ◽  
Appraisal System ◽  
Structured Interviews ◽  
Technical Schools ◽  
Performance Appraisal System ◽  
Permanent Employees ◽  
Further Development

The purpose of the present study was to explore the perceptions of supervisors on performance appraisal in relation to employee development adopting a qualitative design. In line with its research objective, data obtained from semi-structured interviews conducted with 14 supervisors from the proposed 10 model technical schools and the head office of the Council for Technical Education and Vocational Training (CTEVT), Nepal was analysed. The study brought forth that supervisors perceived the existing performance appraisal system less effective as it was used merely for getting employee-promotion. The supervisors were unable to appraise non-permanent employees; and even for permanent classed employees, they were obliged to keep the results confidential. They were thus unable to discuss the results with the concerned employees and jointly set goals for their further development. The study calls for establishing a comprehensive performance appraisal system for all employees in which results were analysed, and linked with plans for employee development. As the paper was confined to exploring the perception of 14 supervisors, further research could be done in future with greater number of samples. Moreover, there is room for studying the appraisees’ perception so that this issue can be explored from wider perspective aiding in the employee performance.Int. J. Soc. Sci. Manage. Vol-3, issue-2: 93-101

Role of the School Management for the Improvement of Teachers Satisfaction during the Conduction of Performance Appraisal System

2021 ◽  
Vol 10 (2) ◽  
pp. 42-55
Author(s):  
MUHAMMAD NADEEM ◽  
SEEMA ARIF ◽  
IRFANA RASUL
Keyword(s):  
School Improvement ◽  
Secondary Schools ◽  
Performance Appraisal ◽  
School Principals ◽  
Pearson Correlation ◽  
School Management ◽  
School Principal ◽  
Appraisal System ◽  
Performance Appraisal System

Teacher’s satisfaction during the conduction of Performance Appraisal System (PAS) is highly dependent on the school management. Therefore, role of the school principal for monitoring the performance of teachers at higher secondary schools is commendable to achieve the targets. Survey research was conducted to review how the school management role impacted achieving the PAS targets for the satisfaction of teachers. Multistage sampling technique was opted for exploring the opinions of school principals and teachers from nine districts of the Punjab by using an already established tool Performance Appraisal Scale for Higher Secondary School Teachers (PAS-HSSTs). This questionnaire comprised of closed-ended items was used to get opinions from 90 principals and 540 teachers of higher secondary schools of Punjab. Both descriptive and inferential statistics were applied. Items were factorized using the explanatory factor analysis technique yielding seven factors. Pearson Correlation was conducted to determine the strength of the relationship among the variables, while multiple linear regressions using the stepwise method was conducted to check the critical risk factors associated with the satisfaction of teachers during conduction of Performance Appraisal System. Management facilitation was rendered the best approach for successful Performance Appraisal System implementation. Performance appraisal was a significant and powerful predictor of teachers’ satisfaction; hence school principals focused on the ways and procedures to manage their teachers’ performance in order to enhance the overall effectiveness of PAS. Results revealed a highly complex situation faced by school mangers; though satisfaction of the teachers during PAS might be enhanced through proper training and awareness of the system. PAS might be more effective if teachers were satisfied. Keywords: Performance Appraisal System, Teacher’s Satisfaction, Management Role and School Improvement.

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