scholarly journals Performance Appraisal in the Public Sector in Niger

2011 ◽  
Vol 6 (6) ◽  
Author(s):  
Harouna Saibou
Keyword(s):  
Public Sector ◽  
Performance Appraisal ◽  
The Public

scholarly journals Public Sector Performance Assessment:

2021 ◽  
Vol 7 (2) ◽  
pp. 59-79
Author(s):  
Gabriela Almeida Marcon Nora ◽  
Leonardo Ensslin ◽  
Ademar Dutra ◽  
Vinícius Dezem
Keyword(s):  
Performance Evaluation ◽  
Public Sector ◽  
Performance Appraisal ◽  
Scientific Literature ◽  
Research Area ◽  
Research Papers ◽  
The Public ◽  
Literature Reviews ◽  
The Subject ◽  
Sector Performance

This paper aims to identify the international literature approaches regarding the subject of performance evaluation of the public sector. Within a qualitative approach, this research applies the ProKnow-C method to select a bibliographic portfolio (BP). It was uncovered a theoretical framework that discloses the evolution of performance evaluation in the public sector and then this paper reports, specifically, the steps of the review, which also contributes, as a guide, to the improvement of scientific literature reviews in general. In this manuscript, 39 research papers were selected out of a first search that resulted in 2228 papers. Basic and advanced bibliometric analysis were performed to identify some particularities of the research area like authors, most quoted papers and journals, besides the specific concerns of performance evaluation in the public sector, such as the need for performance appraisal fostering organizational strategy.

Predicting Job Performance from Background Characteristics: More Evidence from the Public Sector

1992 ◽  
Vol 21 (3) ◽  
pp. 347-362 ◽  
Author(s):  
Robert J. Lavigna
Keyword(s):  
Public Sector ◽  
Grade Point Average ◽  
Performance Appraisal ◽  
Employee Selection ◽  
Background Characteristics ◽  
Grade Point ◽  
Entry Level ◽  
The Public ◽  
Selection Decisions ◽  
And Performance

Despite extensive research on employee selection, managers still do not have clear guidance on whether specific background characteristics predict good performance. To help clarify this issue, this study analyzed the relationships between several academic/work background characteristics and performance appraisal scores for entry-level professionals in a public sector agency. Agency managers were also surveyed to determine if they believed that these characteristics predict performance. Although the managers perceived that most of the characteristics studied are linked to performance, only one characteristic, grade point average, was found to be statistically related to appraisal scores. This study's findings support other research which suggests that it may be better to base employee screening/selection decisions on specific job-related knowledge, skills, and abilities, instead of relying primarily on background characteristic “signals.”

scholarly journals Motivating and Demotivating Effects of Performance-Related Pay in Swedish Public Sector Organizations

2021 ◽  
pp. 0734371X2199083
Author(s):  
Bengt Larsson ◽  
Ylva Ulfsdotter Eriksson ◽  
Petra Adolfsson
Keyword(s):  
Public Sector ◽  
Performance Appraisal ◽  
Local Level ◽  
Theoretical Point ◽  
The Public ◽  
Public Sector Organizations ◽  
Justice Perceptions ◽  
Per Se ◽  
Point Of Departure

This study contributes to the evidence on motivational effects from performance-related pay (PRP) in the public sector. The theoretical point of departure is that the practical organization and administration locally affect the motivational effects of PRP. The analysis is based on surveys administered to employees (including managers) in Swedish public sector organizations at municipal, regional, and state levels. One of the main conclusions is that PRP is not motivating or demotivating per se, but can be both motivating and demotivating within in the same organization. The (de/)motivational effect depends on the local level organization and practices of PRP, particularly the quality of the performance appraisal dialogue. While confirming the importance of justice perceptions, it also shows the effects of managers’ and employees’ preparations, knowledge of criteria, the quality of the performance appraisal dialogue, and the manager’s evaluation style, while controlling for justice perceptions and background variables.

scholarly journals TANTANGAN MEMBANGUN MANAJEMEN DAN PENGUKURAN KINERJA SEKTOR PUBLIK DI INDONESIA

2021 ◽  
Vol 5 (1) ◽  
pp. 1
Author(s):  
M. Rizki Pratama
Keyword(s):  
Public Sector ◽  
Performance Measurement ◽  
Performance Management ◽  
Performance Appraisal ◽  
Literature Study ◽  
The Public ◽  
Performance Targets ◽  
Public Sector Performance ◽  
Sector Performance ◽  
And Performance

Management and performance measurement in the public sector are inherently more complex compared to the business sector. Conflicting values such as politics and abstract performance targets make public sector performance management and measurement have distinctive points with different challenges as well. This study aims to describe the various challenges that occur in the context of developing management and performance measurement of the public sector in Indonesia after the implementation of The Law Number 5 of 2014 concerning Civil Servants. The researcher applied a literature study by conducting literature inclusion on two main bases, namely internal and external problems in management and public sector performance measurement. In the end, there are four challenges that must be considered in order to further improve the management and performance measurement of the public sector in Indonesia, namely managing the good and bad impacts of management and performance measurement, managing bias and independence of performance appraisal, managing performance during times of disruption and pandemic and managing the performance of the millennial generation.

scholarly journals Performance appraisals in the public sector: are they accurate and fair?

2001 ◽  
Vol 27 (1) ◽  
Author(s):  
D. J. Rademan ◽  
H. D. Vos
Keyword(s):  
Public Sector ◽  
Human Resources ◽  
Performance Appraisal ◽  
Performance Appraisals ◽  
The Public

Traditionally, performance appraisal has been a much maligned human resources function. As a result of criticism normally being more generalised, research was conducted regarding the extent to which differing perceptions play a role in terms of specific aspects of performance appraisal. Opsomming Prestasiebeoordeling word tradisioneel as een van die mees gekritiseerde menslikehulpbron-bestuursfunksies beskou.Vanwee die feit dat hierdie kritiek dikwels bate veralgemeen word, is dit ten doel gestel om die mate waartoe indiwiduele persepsies met betrekking tot sekere aspekte van prestasiebeoordeling verskil, na te vors.

scholarly journals Influence of Performance Appraisal on Performance of Civil Servants in Kenya

2020 ◽  
Vol 5 (4) ◽  
pp. 415-420
Author(s):  
Yahya Idriss Elhadi
Keyword(s):  
Public Sector ◽  
Performance Management ◽  
Performance Appraisal ◽  
Public Management ◽  
New Public Management ◽  
Management Practice ◽  
Positive Influence ◽  
Research Strategy ◽  
Civil Servants ◽  
The Public

This article is part of a doctoral project entitled “Results-Based Management and Performance of Civil Servants in Kenya”. The purpose of the article is to determine the influence of performance appraisal on performance of civil servants. During the last three decades performance appraisal has become a popular instrument in public sector reform agenda under the New Public Management which is results-driven. Its application has since become an important human resource management practice in the public sector performance management systems. The underlying aim is to foster organizational and individual efficiency and effectiveness in the public sector. Applying both descriptive survey and case study designs with a mixed research strategy, the study found that performance appraisal has a significant positive influence on performance of civil servants in Kenya. This means that, when performance appraisal process is effective, civil servants learn about themselves; gaining sense of personal worth, become more knowledgeable about their tasks, and more imperatively they learn about what are mostly valued by the employer. The study recommends for pragmatic use of performance appraisal since has significantly and positively influenced the performance of civil servants in Kenya.

Performance appraisal systems and public sector efficiency in small island developing states

2019 ◽  
Vol 49 (4) ◽  
pp. 974-992 ◽  
Author(s):  
Patricia Loga ◽  
Anand Chand
Keyword(s):  
Developing Countries ◽  
Public Sector ◽  
Performance Appraisal ◽  
Developing Country ◽  
Small Island ◽  
Future Research ◽  
Developed Country ◽  
Content Type ◽  
The Public ◽  
Appraisal Systems

Purpose There is extant literature on performance appraisal systems (PAS) in public sector globally; however, most of the literature focuses on PAS in public sector in large developed and large developing countries. To the best of the authors’ knowledge, there is scant literature on PAS in the public sector of small developing countries. Hence, the purpose of this paper is to fill the research gap and analyse employee perceptions of the annual performance appraisal (APA) system and its implications in the Fiji’s public sector. It examines the APA more specifically in the case study of Ministry of Health and Medical Services in Fiji. Design/methodology/approach A mixed methods approach was undertaken and information collected from each research method was triangulated to ensure the reliability and validity of the findings. Findings This study found that the APA system shows promise of delivering on the expected outcomes for PAS. Similarly, staff morale was found to increase while employee behaviour improved with employee involvement and simple key performance indicators. However, much work needs to be done at the macro, meso and micro level of policy planning and implementation in order to ensure the success of APA. Research limitations/implications The limitations of this research are that it is based solely on Fiji’s experience and future research could expand this study to other developing country contexts, especially small island states. Originality/value After conducting a literature review on developed nations and research in a small developing country (Fiji), this paper produces two models: a PAS model in the developed country context and another in Fiji’s small developing country context. This paper contributes to the existing literature of PAS in the public sector and more specifically in the context of developing small island countries.

scholarly journals Performance Appraisal Systems In Public Sector Universities Of Pakistan

2011 ◽  
Vol 1 (1) ◽  
pp. 41 ◽  
Author(s):  
Ambreen Anjum ◽  
Kausar Yasmeen ◽  
Bashir Khan
Keyword(s):  
Public Sector ◽  
Performance Appraisal ◽  
Successful Implementation ◽  
Survey Questionnaire ◽  
Appraisal System ◽  
The Public ◽  
Depth Interview ◽  
Study Results ◽  
Performance Appraisal System ◽  
Appraisal Systems

The current research investigates different aspects of performance appraisal system, & how performance appraisal system can play its role in improving the performance of teachers in higher education institutions of Pakistan. In the present study multi- methods approach was used which consist of survey questionnaire and in depth interviews. Survey questionnaire was used in order to investigate various aspects of current performance appraisal system and in depth interview to study the perception of teachers on performance appraisal approach. The focus of the study was on the employees of Bahauddin Zakariya University (BZU) Multan, Pakistan. The researchers undertook the public sector University of Pakistan, as a case study in the present study. Results show that although employees of BZU are aware of the useful outcomes of performance appraisal but there are some hindering factors e.g. untrained raters, exclusion of multiple raters, absence of feedback in the way of successful implementation of performance appraisal system. Present study also suggests the solutions with their implications regarding said factors.

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