Multi-Source Assessment - A Total Quality Management Driven Performance Appraisal System: The Issue of Fairness

Zaini Abdullah,Rushami Zien Yusoff

doi:10.32890/mmj.8.1.2004.8754

Abstract

Performance Management and Total Quality Management are important factors of organizational life, it helps organizations to identify and manage the performance of highs achievers, as well as identify low and non-performers for intervention and development. Total Quality Management takes a system - oriented perspective in managing individuals and group performance and must be compatible with continuous improvement efforts and customer-based strategies. The TQM driven Multi-source Assessment provides an alternative to traditional supervisor only appraisal process. This study was under- taken to determine whether Total Quality Management (TQM) based multi-source assessment (MSA) appraisal is perceived as fairer than traditional supervisor only appraisal system. The study was con- ducted using multi-group experimental design in a field setting. The perceived fairness of the performance assessment system was tested using the combined pretest posttest data of the experimental and control group. The t-test results indicated that changes in agreement scores from pretest to posttest result were significant and respondents perceived the TQM driven MSA process to be fairer The results and discussion of the study show that the MSA process depicts a paradigm shift, not only to management process, but how employees see their changing roles in total quality management driven organization.

Highlights

Performance appraisal is the key to effective human resources management. Latham and Wexley, (1982) identified selection, appraisal, training and motivation as the four key systems necessary for ensuring the proper management of an organization’s human resources
The results of this study show that a change in how performance management is undertaken has an effect on user perception of performance appraisal fairness in organizations
It manages to solve the problems that are related to the vagueness of standards, subjectivity of rater and inconsistency among appraisers that are present in the single source appraisal process as reported by Basnigth and Wolkinson (1977)

Summary

Introduction

Performance appraisal is the key to effective human resources management. Latham and Wexley, (1982) identified selection, appraisal, training and motivation as the four key systems necessary for ensuring the proper management of an organization’s human resources. Latham and Wexley, (1982) identified selection, appraisal, training and motivation as the four key systems necessary for ensuring the proper management of an organization’s human resources. Of these four, they argue that performance appraisal is the most important because it is the prerequisite for establishing the other three. Organizational Challenges in Today’s Environment – Its Effects on Performance Appraisal A number of changes are taking place in many organizations, be it public or private. Changes in the environment, such as fast changing technology, development of self-directed teams and the incorporation of customer satisfaction as the organizational objective, reflect a more rapid change in society

Methods

Discussion

Conclusion