scholarly journals Effect of Performance Appraisal System on Employee Productivity;(Selected Public Senior High Schools, Ho Municipality, Ghana)

2021 ◽  
Keyword(s):  
High Schools ◽  
Performance Appraisal ◽  
Employee Productivity ◽  
Appraisal System ◽  
Performance Appraisal System

scholarly journals ANALISIS EFEK KONSEKUENSI PENILAIAN KINERJA PADA MOTIVASI DAN PRODUKTIVITAS KARYAWAN: STUDI PADA TRIBUNNEWS.COM-SOLO

2021 ◽  
Vol 11 (1) ◽  
pp. 127
Author(s):  
Afifatul Maimunah ◽  
Handrio Adhi Pradana
Keyword(s):  
Linear Regression ◽  
Performance Appraisal ◽  
Human Resource ◽  
Quantitative Method ◽  
Employee Motivation ◽  
Employee Productivity ◽  
Appraisal System ◽  
Normality Test ◽  
Regression Test ◽  
Performance Appraisal System

Performance appraisal is acknowledged as one of the most important human resource practices. A performance appraisal system is a critically needed tool for effective human resource management if it is done systematically and effectively. This research examined whether performance appraisal influences employee motivation and employee productivity in Tribunnews.com-Solo. This research was conducted in Solo and the samples of this research were 50 employees of Tribunnews.com-Solo. This research was conducted in the quantitative method by using questionnaires for collecting the data. The data were analyzed with a linear regression test and normality test by using SPSS 25. The results of this research shows that performance appraisal has positive influences on the employee’s motivation and productivity.

scholarly journals Effectiveness of Performance Appraisal as a Tool to Measure Employee Productivity in Organisations

2015 ◽  
Vol 4 (4) ◽  
pp. 135 ◽  
Author(s):  
Osabiya Babatunde Joseph
Keyword(s):  
Performance Appraisal ◽  
Employee Productivity ◽  
Appraisal System ◽  
Performance Appraisal System

The study is an evaluation of effectiveness of performance appraisal as a tool to measure employee productivity in organizations. The study revealed that employees are usually appraised by their immediate supervisors. As regards the frequency promotion in the organization, both the managers and officers asserted that there was a valid, laid down pattern for promotion and that this was at the management discretion. Often, managers allow biasing factors like rate, sex, tribe appearance and personal likeness or hatred to influence their rating. Unless the ratings are based on actual job performances, the evaluation will continue to be devoid of the objective that is often required in a fair performance appraisal system.

The relationship between performance appraisal system and employees' voice behavior through the mediation-moderation mechanism

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Khalid Rasheed Memon ◽  
Bilqees Ghani
Keyword(s):  
Performance Appraisal ◽  
Psychological Empowerment ◽  
Vital Role ◽  
Voice Behavior ◽  
Perceived Fairness ◽  
Appraisal System ◽  
Empowering Leadership ◽  
Content Type ◽  
Performance Appraisal System ◽  
The Relationship

PurposeThe purpose of this study is to investigate and articulate the performance appraisal process as a tool, used for the development of voice behavior through the fostering of trustworthiness and empowering culture in the organization.Design/methodology/approachData has been collected through survey instruments, filled by employees and their coworkers. The study proposes and tests a new model based on the relationship between performance appraisal and voice behavior through the moderation-mediation mechanism. Data analysis has been performed using SEM through SMART PLS 3.FindingsResults show that a strong and positive relationship exists between performance appraisal and voice behavior through the mediating variable of psychological empowerment. The moderators, empowering leadership and perceived fairness have played vital role in boosting psychological empowerment and strengthening the relationship with performance appraisal.Research limitations/implicationsThe study presents the performance appraisal system as one of the antecedents of employees' voice behavior generated through psychological empowerment (mediator) and perceived fairness and empowering leadership (moderators) since the appraisal system is to be implemented through the leader.Originality/valueThe study presents a unique and innovative idea while it tries to explore and measure the different effects/impacts of the relationship between performance appraisal and voice behavior.

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