scholarly journals Employee Performance Measurement and Performance Appraisal Policy in an Organisation

2014 ◽  
Keyword(s):  
Performance Measurement ◽  
Performance Appraisal ◽  
Employee Performance ◽  
And Performance

scholarly journals Generational Change, the Modern Workplace and Performance Appraisal: Why Changing Workplaces Need a Developmental Approach to Performance Appraisal

2018 ◽  
Vol 18 (5) ◽  
Keyword(s):  
Performance Management ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Business Practices ◽  
Demographic Analysis ◽  
Generational Change ◽  
Developmental Approach ◽  
Career Pattern ◽  
Generational Changes ◽  
And Performance

The issue of generations in the workplace has garnered much attention since the beginning of the 21st century, but what is often missing from this discussion is an examination of the generational, work and career pattern changes that have occurred in the postwar era. This paper presents a demographic analysis of cultural/generational changes in tandem with an analysis of shifts in business practices and career patterns as these relate to the practice of performance appraisal. It concludes that a performance management process that adopts a developmental approach to improve future employee performance makes more sense in today’s workplaces given cultural/generational and career pattern shifts.

scholarly journals Developing an Effective Employee Performance Appraisal System

2021 ◽  
Vol 10 (11) ◽  
pp. 237-247
Author(s):  
Nnanna Emmanuel E. ◽  
Ugha John O.
Keyword(s):  
Performance Measurement ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Current System ◽  
Information And Communications Technology ◽  
Appraisal System ◽  
Chi Square ◽  
Appraisal Process ◽  
Secondary Sources ◽  
Performance Appraisal System

This study focuses on developing an effective employee performance appraisal system and employees’ perception of justice with the appraisal outcome. The study tries to identify the various techniques used in the appraisal process, the error(s) associated with each technique, all known metrics of performance measurement, and best ways of capturing appraisal data. This study is imperative in view of the fact that most existing appraisal system limit staff performance to competence only. The current system uses generic ratings for all workers irrespective of their job roles and do not employ biometrics in the appraisal process. Leveraging on the potentials of information and communications technology (ICT) helps to harmonize all issues embedded in the current appraisal system. Data was collected from both primary and secondary sources in order to elicit information from stakeholders. Some hypotheses were adopted. Questionnaires were also used to help in data collection from both stake holders and workers in general. Hypothesises were tested using chi-square with degree of freedom (d.f.) = (n-1) = 4 and level of significance (α) is 0.05. Pie chart was also use in the analysis. Results show that there is a high level of perception of injustice with the present appraisal system by stakeholders. Result also shows that existing appraisal systems limits workers performance to competence only. It was revealed that an effective appraisal system should be technology-driven. Technology-driven employee performance appraisal system utilizes all known matrices of performance measurement in the appraisal process. This approach to workers appraisal would bring about transparency and efficiency in the system. It would also bring about wide participation in the appraisal process. Furthermore, it would create room for increased productivity, proper monitoring of workers performance and increased workers satisfaction.

scholarly journals HRM practices and performance management in public service organizations in Bangladesh: An empirical study

IIUC Studies ◽  
2020 ◽  
Vol 16 ◽  
pp. 9-34
Author(s):  
Mohammad Aktaruzzaman Khan ◽  
Nazamul Hoque ◽  
AM Shahabuddin
Keyword(s):  
Performance Management ◽  
Performance Appraisal ◽  
Public Service ◽  
Employee Performance ◽  
Service Organizations ◽  
Goods And Services ◽  
Hrm Practices ◽  
Hr Practices ◽  
Public Service Organizations ◽  
And Performance

This paper assesses the effects of HRM practices on the management performance of public service organizations as public service is believed to safeguard the national property for allocating goods and services timely, and reasonably to the inhabitants of the country especially in a developing country like Bangladesh. The question circling whether the HR practices in public service are sincere for equal and equitable distribution of products and services effectively. In doing so, this study investigated the effectiveness of HR practices and methods on the performance management of public service. The study, through a mixed-method approach, conveniently surveyed a sample of 142 respondents and interview drawn from seven key informants of two Bangladesh Civil Service (BCS) cadre from Chittagong, the second-largest city of the country. The study shows the differences in the effects of HRM practices that employee training positively and commensurate compensation negatively predict employee performance, respectively, however, performance appraisal feedback is not a significant predictor. The study drawn the implications for HRM practices in BCS organization and encouraged future scholars to further examine these differences. IIUC Studies Vol.16, December 2019: 9-34

scholarly journals THE EFFECT OF PERFORMANCE MEASUREMENT SYSTEM AND REMUNERATION TO EMPLOYEE PERFORMANCE WITH ORGANIZATIONAL CULTURE AS A MODERATING VARIABLE

2017 ◽  
Vol 1 (02) ◽  
pp. 93
Author(s):  
Dewi Noor Fatikhah Rokhimakhumullah
Keyword(s):  
Organizational Culture ◽  
Performance Measurement ◽  
Performance Appraisal ◽  
Measurement System ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Performance Measurement System ◽  
Directorate General ◽  
Relationship Of

This study aims to examine the effect of performance measurement system and remuneration on employee performance with organizational culture as moderating variable. This research uses survey research design with Partial Least Square (PLS) data analysis. Respondents in this study are 66 employees who have structural positions in KPP Madya Malang and KPP Pratama Batu. The results showed that the performance measurement system can improve employee performance. The results of this study demonstrated that organizational culture as a moderating variable was able to strengthen the relationship of performance measurement system and remuneration to employee performance. In addition, the results of the study was unable to prove that remuneration can improve the employees’ performance, because the remuneration given by the directorate general of taxes is not accompanied by a good performance appraisal.  

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.

scholarly journals The Influence of Succession Management and Performance Employee to Corporate Success (Analysis In PT Prisma Group)

2020 ◽  
Vol 4 (2) ◽  
pp. 24-35
Author(s):  
Irzan Syahrial
Keyword(s):  
Performance Appraisal ◽  
Quantitative Methods ◽  
Total Population ◽  
Employee Performance ◽  
Reliable Data ◽  
Succession Management ◽  
Business World ◽  
Analysis Techniques ◽  
And Performance ◽  
Questionnaire Method

The purpose of this research is to understand comprehensively on the implementation of corporate success as a tool for the business world for formulating company policies that are very useful in the field of human resource management, by applying variables that have a large influence consisting of succession management and performance employee. The sample that was studies was 365 employees from the total population of the population of all PT Pisma Group employees which was divided into 5 subsidiaries as many as 4,204 employees were carried out in three company locations: Semarang, Pekalongan and Surabaya, using the questionnaire method in testing the data generated is valid and reliable. Data analysis techniques use quantitative methods with path analysis methods. This study concludes that corporate success is directly related to the existence of succession management and employee performance. Succession management requires that employee performance against the company be clear and measurable and cannot stand alone. Employee performance appraisal must be consistent and integrated with well-agreed succession management, so that the company is able to get reliable and prospective professional company leaders are able to support the company in the future to be very competitive, to the desired company success.

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 The Effectiveness of Employee Performance Appraisal System in Health Sector: Evidence from Iranian organizations

2021 ◽  
Vol 16 (4) ◽  
pp. 36-44
Author(s):  
Abbas Homauni ◽  
Ali Mohammad Mosadeghrad ◽  
Ebrahim Jaafaripooyan
Keyword(s):  
Organizational Performance ◽  
Performance Appraisal ◽  
Performance Metrics ◽  
Employee Performance ◽  
Statistical Tests ◽  
Health Sector ◽  
Appraisal System ◽  
Performance Appraisal System ◽  
Assessment Performance ◽  
And Performance

Introduction: Performance appraisal is a formal process to review and improve the organizational performance of employees regularly. Despite the appropriate organizational frameworks for performance appraisal, they are not apparently addressing the operational realities of health care organizations. This study thus aimed to examine the effectiveness of the current performance appraisal system of employees at Tehran University of Medical Sciences (TUMS) from the perspective of employees. Methods: The data were collected from 504 TUMS employees using researcher-developed questionnaire following the validation. It consisted of 46 questions covering such various dimensions as performance expectations, communication of performance objectives to employees, self-assessment, performance metrics, surveyors, and performance appraisal results. ANOVA, t-test, Post hoc and Tukey statistical tests were used during analysis process by SPSS 22. Results: The performance appraisal system was not found as effective as expected from the employees’ perspective and the scores for all its dimensions dropped below the average. The overall performance appraisal score was 2.71 (out of 5). There was also a significant correlation between the employees’ education and organizational job group and the score of performance appraisal (p<0.0001). Conclusion: The current appraisal system according to the results is not well functioning. Therefore, it seems necessary to make urgent changes. The lack of active participation from employees and managers in performance appraisal development process, and the subsequent low motivation to improve their performance seems to be a persistent challenge. A fairly desirable solution might be to decentralize the appraisal processes rendering more authority to managers and supervisors along with empowering managers.

The Influence of Non-Physical Environment and Performance Appraisal on the Performance Employee Through Work Stress as an Intervening Variable

2020 ◽  
Vol 2 (2) ◽  
pp. 57-64
Author(s):  
Ayudini Samudri ◽  
Nurdjanah Hamid ◽  
Muhammad Yunus Amar
Keyword(s):  
Performance Appraisal ◽  
Work Stress ◽  
Physical Environment ◽  
Indirect Effects ◽  
Employee Performance ◽  
Direct And Indirect Effects ◽  
Analysis Technique ◽  
And Performance

This study aims to determine the direct and indirect effects of the non-physical environment and performance appraisal on the employee performance through work stress as an intervening variable. This research was conducted at the Makassar Branch of Bank Negara Indonesia using a questionnaire fo 85 respondents. The analysis technique using SPSS version 20. The results show that the non-physical environment has a significant effect on work stress. Interestingly, the performance appraisal has no significant effect on work stress, while the work stress has a significant effect on performance. The non-physical environment  and the performance appraisal affects employee performance with work stress as an intervening variable.

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