scholarly journals Analysis of Performance Appraisal System of the Nigerian Public Sector Organizations

2013 ◽  
Vol 18 (3) ◽  
pp. 49-54
Author(s):  
Akpanim Ntekim ◽  
Keyword(s):  
Public Sector ◽  
Performance Appraisal ◽  
Appraisal System ◽  
Public Sector Organizations ◽  
Performance Appraisal System ◽  
Analysis Of Performance

Public Sector Performance Appraisal Effectiveness: A Case Study

1996 ◽  
Vol 25 (2) ◽  
pp. 151-164 ◽  
Author(s):  
Clinton O. Longenecker ◽  
Nick Nykodym
Keyword(s):  
Public Sector ◽  
Performance Appraisal ◽  
Appraisal System ◽  
Appraisal Process ◽  
Public Sector Organization ◽  
Public Sector Organizations ◽  
Performance Appraisal System ◽  
Sector Performance ◽  
The U.S

Performance appraisal usage is expanding in public sector organizations across the U.S. Organizations employ the formal appraisal process with the belief that it provides them with a host of potential human resource benefits. In this study, 254 members of a large public sector organization were surveyed to assess the degree to which the organization's formal performance appraisal system was perceived as being effective in serving functions typically associated with the appraisal process. In addition, differences in manager/subordinate perceptions were analyzed and suggestions for improving the appraisal process were solicited. This research demonstrates that a properly developed appraisal process can serve both managers and subordinates in a number of important areas. At the same time, several critical functions of the appraisal process were found to be less than effective. A discussion of the implications of these findings to both academics and practitioners is included.

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.

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 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.

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