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

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.

Developing an Effective Employee 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.

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

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.

PENILAIAN KINERJA KARYAWAN MENGGUNAKAN METODE TOPSIS

The Employee’s performance appraisal is something that must be done by the company or organization to be able to evaluate the company's development. Permata Hati Duri Hospital conducts employee performance appraisals every month. This study aims to create an employee performance appraisal system that can facilitate the hospital when evaluating employee performance. The assessment criteria used are competence, professionalism, communication, management and friendliness with. This research uses TOPSIS method, PHP and MySQL programming as database. The sample used is 10 employees. The final result obtained in the system is the result of ranking employee. Keywords: employee performance appraisal; topsis. Abstrak: Penilaian kinerja karyawan adalah hal yang harus dilakukan oleh perusahaan atau organisasi untuk dapat mengevaluasi perkembangan perusahaan. Rumah Sakit Permata Hati Duri melakukan penilaian kinerja terhadap karyawan pada setiap bulannya. Penelitian ini bertujuan membuat sistem penilaian kinerja karyawan yang dapat memudahkan pihak rumah sakit saat melakukan penilaian kinerja karyawan. Kriteria penilaian yang digunakan adalah kompetensi, profesionalisme, komunikasi, manajemen dan keramahan dengan. Penelitian ini menggunakan metode TOPSIS, pemograman PHP dan MySQL sebagai database. Adapun sampel yang digunakan adalah 10 karyawan. Hasil akhir yang didapatkan pada sistem berupa hasil perangkingan nilai karyawan. Kata kunci: penilaian kinerja karyawan; topsis.

PENGUKURAN PERSEPSI DOSEN FAKULTAS TEKNIK TENTANG IMPLEMENTASI REMUNERASI DI UNIVERSITAS PATTIMURA

This study aims to determine the perception of lecturers of the Faculty of Engineering on the policy of implementing remuneration at the Pattimura University. Perceptions related to remuneration implementation can be measured from several indicators, including grading determination, tariff setting, performance reporting system, reward system, performance appraisal system as well as experience and years of service. The analysis was carried out by clustering using K-mean cluster. The results showed that of the three clusters formed, there were significant differences, with high, medium and low perceptions. The limitations of the study and suggestions for further research are discussed at the end of this paper.