Appraisal Practices Research Articles

How does knowledge based human resource management practices enhance organizational performance? The mediating role of knowledge workers productivity

This research aims to investigate the impact of knowledge-based human resource management (KBHRM) practices on organizational performance through the mediating role of quality and quantity of knowledge worker productivity (QQKWP). The data were collected from 325 employees working in different private universities of Pakistan by using convenience and purposive sampling techniques. The quantitative research technique was used to perform analysis on WarpPLS software. The result revealed that only knowledge-based recruiting practices have a positive and significant direct effect on organizational performance. While knowledge-based performance appraisal practices, training and development practices and compensation practices all were insignificant in this regard. However, through mediator QQKWP, the knowledge-based recruiting practices (KBRP), knowledge-based training and development (KBTD), and knowledge-based compensation practices (KBCP) all were positively and significantly influencing organizational performance but only knowledge-based performance appraisal (KBPA) was insignificant in this mediating relationship. Lastly, the current study provides useful insights into the knowledge management (KM) literature in the context of private higher educational institutes of developing countries like Pakistan. The future studies should consider the impact of KBHRM practices on knowledge workers’ productivity and firms’ performances in the context of public universities.

A wall between real estate valuation standards and professional appraisal practice: A focus on Italian market

Real estate appraisal standards provide guidelines for the preparation of reliable valuations. These standards emphasize the central role of market data collection in market-oriented valuation methodologies such as the Market Comparison Approach (MCA), which is the most commonly used. The objective of this study is to highlight the difficulties in data finding, as well as the gap between the standards and the actual appraisal practices in Italy. Thus, a detailed comparison was made between the real estate data considered necessary by the standards and those ones reasonably detectable by appraisers, showing that some important market information is not reachable due to legal, technical and economic factors. Finally, a case study is presented in which the actual appraisal of a residential property is schematically described to support what is claimed with the research question and thus the degree of uncertainty around an estimate judgment.

Performance Appraisal Practices and Staff Performance in Universal Secondary Schools in Rubaga Division, Kampala District

This study explored the relationship between performance appraisal practices and staff performance in Universal Secondary Schools in Rubaga Division, Kampala District. The study was guided by the following specific objectives; i) To examine the relationship between performance planning and staff performance, ii) To analyse the relationship between performance monitoring and staff performance, and iii) To examine the relationship between performance evaluation and staff performance in Universal Secondary Schools in Rubaga Division, Kampala District. The study employed a correlational research design with a mixed research approach. A sample size of 76 respondents was considered constituting of head teachers and teachers from the three selected universal secondary schools in Rubaga division. Both descriptive analysis and inferential analysis were employed to provide answers to the study phenomenon. The study revealed that performance planning has a strong positive and statistically significant relationship with staff performance in universal secondary schools in Rubaga division, Kampala district. The study also revealed that performance monitoring has a strong positive and significant relationship with staff performance in universal secondary schools in Rubaga division, Kampala district. Further, the study revealed that performance evaluation has a strong positive and statistically significant relationship with staff performance in universal secondary schools in Rubaga division, Kampala district. Therefore, the study concludes that performance appraisal practices in terms of performance planning, performance monitoring, and performance evaluation have a statistically significant association with staff performance in universal secondary schools in Rubaga division, Kampala district. Therefore, a significant increase in the different aspects of performance appraisal practices resultantly leads to an improvement in staff performance in universal secondary schools in Rubaga division, Kampala district. The study recommends that the school administrators should develop clear and quantifiable performance metrics to assess staff performance where possible as well as provide opportunities for staff members to develop the skills necessary to meet their performance goals such as formal training, mentoring, or on-the-job learning which could contribute to an improvement in staff performance in universal secondary schools in Rubaga division, Kampala district.

Performance Appraisal Practices and Teacher Performance in Public Secondary Schools in Kenya: A Case of Busia County

Purpose: The purpose of the study was to investigate the relationship between performance appraisal practices and teacher performance in Busia County, Kenya. The Systems theory and the Ability-Motivation-Opportunity (AMO) theory informed this study. Methodology: The study was anchored on a pragmatic paradigm and adopted a mixed methods approach. The study targeted 185 public secondary schools in Busia County. The study categorized respondents into 3 strata: Principals, Mathematics Head of Department (HODs) and County Director of Education (CDE). Simple random sampling was then utilized to select samples from each stratum. Schools were clustered based on 7 Sub- Counties in Busia County. The sample size of the study was 126 HODs, 19 Principals and 1 CDE. Questionnaires and interview schedules were used to collect data. Piloting was conducted in 37 schools to refine instruments. Thematic analysis was applied in the analysis of qualitative data. Data analysis and interpretation was based on descriptive statistics such as frequencies, percentages, mean, standard deviation and inferential statistics such as correlation and regressions. Findings: The findings of the study was that there is a statistically significant relationship between performance appraisal and teacher performance (r = 0.440, p<0.05), hence the study rejected the null hypothesis. The study concluded that a unit improvement in performance appraisal is likely to result to an improvement in the teacher performance by 44% (b = 0.440, t= 0.855, p<0.05). The study holds substantial academic and policy implications. Unique Contribution to Theory, Practice and Policy: The findings contribute to the understanding of the complex relationships between performance appraisal practices and teacher performance. The study provides actionable insights for education managers, empowering them to take strategic measures to address performance gaps and improve teaching standards in the unique setting of public secondary schools in Kenya. By understanding the dynamics between performance appraisal practices and teacher performance, educational institutions can tailor strategies to optimize the effectiveness of their teaching staff in Science, Technology, Engineering and Mathematics STEM subjects.

Performance Appraisal Practices and Organizational Citizenship Behavior: Evidence from Jordan

Performance appraisal practices and organizational citizenship behavior are critical to leading employee recognition. This study examines the impact of performance appraisals on organizational citizenship behavior among employees at Jordanian private universities. A total of 170 administrative employees from Jordan's private universities participated in the study by distributing questionnaires using random sampling. The results of a regression analysis confirm the significance and positive impact of evaluating performance appraisal practices on organizational citizenship behavior. Finally, performance appraisal practices motivate the practice of organizational citizenship behaviors such as generosity, altruism, civilized behavior, general commitment, and sports spirit. Based on that, these results contribute to a better understanding of the impact of performance appraisal on organizational citizenship behavior. Also, this study reveals that private university employees exhibit this practice to a high degree, and they attribute this to a variety of factors, including performance appraisal, passion, human relationships, friendship, and human tendencies toward assisting.

Strategic management of internal employer branding – guerilla strategies to engage and retain top employees in a challenging workforce environment

IntroductionIn a globalized and constantly evolving employment environment, it is imperative that organizations cultivate effective employer branding strategies to maintain competitiveness and attractiveness. These would allow them to obtain unique advantages in the market but also support for the internal employer brand. Despite the critical role of employer branding in attracting and retaining top talent, there remains a gap in understanding its relationship to HRM practices and employee perceptions of those practices. The purpose of this research was to investigate the correlation between human resources management practices and employer branding measured through organizational attractiveness and seen from the employees’ perspective. Additionally, to find out if there is a significant difference between the private and public sector in terms of the perception of HRM practices influencing organizational attractiveness.MethodsA questionnaire was applied to 800 respondents, employed in various positions in private and public sector organizations in western Romania. Two scales were applied to evaluate human resources management practices and the employer’s attractiveness from the employees’ perspective.ResultsFindings indicate a direct and positive relation between HRM practices and organizational attractiveness, with particular emphasis on performance appraisal practice, training and development, and work-life balance practices. When it comes to private sector, the significant practices influencing organizational attractiveness are performance appraisal, safety, and work-life balance practices, whereas in the public sector we have training-development and performance appraisal practices.DiscussionThese results underline the role of human resource management in strengthening internal support for the employer brand and increasing overall employer attractiveness. The more appropriate human resource management practices are in the perception of employees, the more attractive the organization is perceived as an employer.

Influence of Performance Appraisal Practices on Employee Performance in Kenya, A Case of Eldowas in Gishu County

Representative execution is basic for a firm to support its monetary reasonability in the present business climate. Each association's prosperity is to a not set in stone by the efficiency of its representatives. Subsequently, expanding representative efficiency has arisen as a basic issue for the achievement and supportability of endeavors. The objectives of this study were: to determine the influence of evaluation to assess the influence of management by objective to establish the influence of performance appraisal and to evaluate the influence of 360 degree appraisal on employee performance at Eldoret Water and Sanitation Company. This study would be significant to the management of Eldoret Water and Sanitation Company as it will aid them in decision making and policy formulation, further, the findings also would be beneficial to both current and future researchers as it will act as reference point and literature review. The study was guided by goal setting, management by objective and expectancy theories. This study's target population was 405 workers. The sample size of the study was 121 workers who were picked by the use of random sampling technique. The gathered data was analyzed using descriptive statistics of mean, standard deviation, and percentages as well as inferential statistics which included multiple linear regression. Tables were used to present the analyzed data. The study found that evaluation methods had significant positive relationship with employee performance, as indicated by a coefficient of .474, similarly, management by objective was found to have a positive impact on employee performance, with a coefficient of .401. The study concluded that evaluation methods had positive perception among respondents towards performance evaluation. Lastly, the study recommended that ELDOWAS should continue in utilizing performance evaluation as a valuable tool for identifying areas of improvement and setting clear performance expectations.

Updating the Informational and Control Practices in the Sustainability Agenda

Abstract Research purpose. The sustainability concept embraces a wide scope of linked practices: green thinking, sustainability informational and management assurance, ESG reporting and scoring, responsible and impact investment, stability measurements, and others. Significantly expanding beneficiary's and stakeholders' circle needs information to build and implement a policy providing ESG values creation and meeting their requirements in relevant sustainable agenda. This is why it is important to create a transparent information landscape and to shape new highlights in management and decision-making. The article is aimed at exploring specific ways to transform information and management practices, primarily accounting, ESG-reporting, analysis, and assurance to create a transparent information environment for sustainability. Design / Methodology / Approach. The study is designed as a qualitative analysis of existing information and related practices to identify gaps in the information needed by stakeholders for decision-making with that practically generated in the current environmental momentum. It involves summarising, categorizing, and interpreting open access sources data, such as unidirectional studies, non-financial reporting and ESG-rankings databases, program documents, frameworks and standards for sustainability and "responsible" reporting, professional audit analytics, and others. Logical and comparative analysis was used for data processing. The study’s theoretical framework is based on accounting theories, particularly the Interpretative paradigm. Findings. The possibilities were assessed following proposed approaches to upgrade the up-to-date system of informational-verifying appraisal practices by the requirements of a proper ESG environment. A holistic system layout was suggested, including information and control practices employed to provide sustainability. The main part of the recommendations refers to accounting and reporting for sustainability. New accounting ESG objects to display in this system were identified. It developed an integrated balance model of total capitals and their sources engaged and ESG -value-creating, taking for the basis traditional balance theory. Given the diversity of corporate non-financial reporting, classification characteristics for ESG reporting were suggested, and two key models of ESG reporting were defined. Recommendations were made in the field of design and methodology for information support of sustainability. Originality / Value / Practical implications. The article is the author's vision of the problems and ways of advancing traditional information practices in the context of global sustainability management requests. Recommendations for the holistic system of sustainability governance, informational support creation, transformation of accounting, ESG-reporting, other linked practices, streamlining, and methodological development of information activities that can be used in the practical field and employed in programmatic, advisory, and regulatory documents that structure the information field of socio-economic life.

Do justice perceptions of performance appraisal practices affect organizational citizenship behavior through affective commitment? Evidence from the information technology industry

PurposeThe paper aims to examine the effect of justice perceptions of performance appraisal (JPPA) practices (i.e. distributive, procedural, informational and interpersonal justice) on organizational citizenship behavior (OCB) and affective commitment (AC) and the effect of AC on OCB. Further, it investigates the mediating role of AC in the relationship between JPPA practices and OCB. Moreover, this study examines the moderating effect of job level on the relationship between JPPA practices and OCB.Design/methodology/approachThe data were collected using a self-reported structured questionnaire. A total of 650 questionnaires were distributed among the employees of 50 information technology (IT) companies in India, and 503 samples were obtained. The conceptual framework was tested using the partial least squares structural equation modeling (PLS-SEM) method, and the moderating effect was tested using process macro.FindingsThe findings of this study reveal that the JPPA practices positively affect OCB and AC and AC affects OCB. Further, AC partially mediates this relationship between JPPA practices and OCB. Furthermore, the direct effect of JPPA practices on OCB happens to be strengthened when the job level decreases, thus confirming the moderating role of job level.Research limitations/implicationsThe findings of this study augment the social exchange theory (SET) by suggesting that individuals perceiving justice or fairness in performance appraisal practices are likely to have a greater AC that ultimately engages employees in OCB.Practical implicationsThis study will be helpful for human resource practitioners in IT companies who are responsible for the fairness of performance appraisal practices and expect their employees to be emotionally attached to the organization and engaged in OCB.Originality/valueThe study adds to the body of knowledge of how justice in performance appraisal practices links to OCB through AC and moderates by job level in an emerging economy in Asia.

INVESTIGATING THE EFFECTIVENESS OF EMPLOYEES' PERFORMANCE APPRAISAL SYSTEM: KUWAIT CASE STUDY

Purpose: Performance appraisal systems have become a crucial tool for organizations in evaluating and maximizing the effectiveness of their employees. It is the main goal of this study to find out how well the employees' performance appraisal system for employees works in Kuwait, paying special attention to how employees and managers feel about it in both private and public sectors.
 
 Theoretical Framework: Performance appraisal systems play a critical role in enhancing organizational performance, employee development, and overall job satisfaction. However, the effectiveness of such systems can vary based on organizational cultures, contextual factors, and the alignment of appraisal practices with local norms. A literature review was a vital step, it established a foundation for this study and guides its design, implementation, and interpretation.
 Design/Methodology/Approach: The study employs a mixed-methods approach, combining quantitative surveys and qualitative interviews to gather insights from a diverse sample of employees and managers across various institutions in Kuwait in both of its sectors. The research design allows for the collection of both quantitative data, offering statistical trends and patterns, and qualitative data, providing nuanced perspectives and in-depth understanding.
 Findings: Findings reveals a moderate level of agreement, satisfaction, or endorsement of the performance appraisal system in their organizations. Results also demonstrate significant differences between respondents from government and private sectors, in favor of private.
 Originality/Value: This research also shed lights on the strengths and areas requiring improvement in such systems which is valuable insights for organizations looking to improve their performance management processes, leading to improved employee performance, engagement, and decision-making.

Improving the Climate of Organizational Work Units through Socially Constructed Performance Appraisals

This research study aimed to explore the socially constructed performance appraisal strategies human resource managers need to improve the organizational work unit climate. Socially constructed performance appraisal strategies advocate for the employee based on social context, societal norms, and values. The methodology used was a qualitative exploratory study that explored the experiences of fifteen human resource managers, consultants, and practitioners who had knowledge, developed, or implemented socially constructed performance appraisal processes and practices to improve the organizational work unit climate. The theoretical basis for the research study was centered on three concepts--performance appraisal, organizational work unit climate, and performance appraisal strategies---and how organizational control theory intertwined with social exchange theory related to an organization’s performance appraisal practices, which influence employees’ perceptions of accuracy, trust, and fairness. The findings show the emergence of several themes, including challenges associated with the performance appraisal process, socially constructed performance appraisal characteristics, effective strategies for improving the organizational work unit climate, assessment of a socially constructed performance appraisal process, and the importance of social exchange theory when designing and administering socially constructed performance appraisal processes. Additional examination focused on the correlation between the organizational work unit climate and organization performance before and after the application of socially constructed performance appraisal process strategies.

Data-driven decision-making for district health management: a cluster-randomised study in 24 districts of Ethiopia

BackgroundUse of local data for health system planning and decision-making in maternal, newborn and child health services is limited in low-income and middle-income countries, despite decentralisation and advances in data...

The impact of justice perceptions of performance appraisal practices on job satisfaction and intention to stay: the mediating role of job engagement

PurposeThis study examines the direct impact of justice perceptions of performance appraisal practices (procedural, distributive, interpersonal and informational justice) on job satisfaction, intention to stay and job engagement. Further, it investigates the effect of job engagement on job satisfaction and intention to stay. Moreover, the study tests the mediating role of job engagement on the impact of justice perceptions of performance appraisal practices on job satisfaction and intention to stay.Design/methodology/approachA total of 650 self-report structured questionnaires were distributed among the employees of 50 information technology companies, and 503 samples were received. Partial least square-structural equation modeling was used to test the hypothesized model.FindingsThis study revealed that justice perception of performance appraisal practices positively affects job satisfaction, intention to stay and job engagement. In addition, job engagement positively affects job satisfaction and intention to stay. Further, job engagement significantly transfers the impact of justice perceptions of performance appraisal practices on job satisfaction and intention to stay, thus confirming the mediating role of job engagement. However, the significant direct impact of justice perceptions of performance appraisal practices on job satisfaction and intention to stay in the presence of a mediator, i.e. job engagement, revealed partial mediation.Research limitations/implicationsThe findings of this study augment the social exchange theory by explicating that an individual who perceives justice in performance appraisal practices is likely to have greater job engagement, which ultimately leads to higher job satisfaction and intention to stay. This study filled the research gap by examining the role of four justice components of performance appraisal practices on job satisfaction and intention to stay and the mediating role of job engagement in transferring the impact of justice perceptions of performance appraisal practices on job satisfaction and intention to stay.Practical implicationsThis study showed the importance of four justice components of performance appraisal practices in enhancing employee job engagement. Hence, this study would motivate information technology companies to maintain fairness in performance appraisal practices to enhance employee job engagement and ultimately increase job satisfaction and intention to stay.Originality/valueThis study is one of its kind that tested the direct impact of comprehensive justice components (procedural, distributive, interpersonal and informational justice) of performance appraisal practices on job satisfaction and intention to stay. In addition, this is a unique study that examined the mediating effect of job engagement on the impact of justice perceptions of performance appraisal practices on job satisfaction and intention to stay.

Impact of Performance Appraisal Fairness on Employee Productivity in Nigerian Federal Regulatory Agencies

In recent times, and in light of the global economic downturn, there have been calls for accountability and improved efficiency in the Nigerian public sector. The recently announced implementation of performance appraisal system across the entire federal civil service has highlighted the need for a review of the practice of performance appraisal in the public sector given the typical political influence that permeates most organizations in the sector. Drawing upon Equity Theory, this study examines the impact of performance appraisal fairness on employee productivity in Nigerian federal regulatory agencies, with emphasis on the National Agency for Food and Drug Administration and Control (NAFDAC). A descriptive survey research design was adopted, with primary data collected from staff of NAFDAC using a five-point Likert scale model questionnaire. Correlation and regression techniques were used to analyze the data which was collected through non probability quota sampling. The result revealed that interactional, procedural and distributive fairness in performance appraisal were statistically significant and positively influenced employees’ productivity in NAFDAC. Thus, the study recommends that considering the planned implementation of performance appraisal system across the entire federal civil service, government should design performance appraisal systems that will appropriately address these constructs to improve efficiency, accountability and productivity of the public sector.

From American Nightmare to American Dream? A Comprehensive Solution to Racially Discriminatory Appraisal Practices

From American Nightmare to American Dream? A Comprehensive Solution to Racially Discriminatory Appraisal Practices

How are climate policies assessed in emerging economies? A study of ex-ante policy appraisal in Brazil, China, and India

ABSTRACT Effective mitigation of climate change requires a robust set of policy interventions. Existing policy appraisal frameworks and approaches impact the design and choice of these policy options. However, their application to transformative climate policy can present several shortcomings. In light of criticism around current appraisal methods, we review the climate policy appraisal landscape and interview policy experts in three major emerging economies: Brazil, China and India. Little research has been done on the perception, approach, and practice of policy appraisal in these countries, even though they will have a significant impact on global progress to mitigate climate change. We find that policy appraisal in Brazil, China, and India is supported by guidelines, but the detail and implementation of those guidelines vary significantly. Cost–benefit analysis (CBA) is the prevailing decision-making framework in both Brazil and India whereas multi-criteria analysis is the dominant framework in China. Practitioners appear to understand CBA and its limitations well but also value its usability and the perception of robustness. Across all countries, political considerations can outweigh appraisal findings; respondents suggested this can be negative, in the sense that appraisal results are sometimes ignored, but can also be positive in the sense that other objectives are considered. Existing approaches present several limitations, particularly regarding transformational change, which could hamper progress to formulate and implement effective climate and energy policy.

Influence of Performance Appraisal on Employee Performance in the Energy Sector Kenya

Abstract
 The study focused more on exploring performance appraisal regarding employee performance to ascertain the influence of performance evaluation on employee performance in the energy sector. Similarly the objective of this research was to look into the result of goal setting on employee performance, to find out how career plans influence on workers’ effectiveness, and for determining the extent to which competency-based evaluation influence employees performance, to investigate the impact of ongoing feedback through employee achievement and to assess how incentives affect employee performance in Kenya energy sector through a research paper survey of Kenya Power Ltd. (KP), Kenya Electricity Transmission Company Ltd. (KETRACO), and Kenya Electricity Generating Company PLC. (KenGen), all of which are located in Nairobi County. The researcher used explanatory sequential design method. The study's population was 8820 employees, 11% of total population utilizing a sample size of 801 participant attracted as for all divisions in and to organizations, varying from Senior, middle, and lower-level management employees. Consequently, the researcher used a random sampling technique to collect data from respondents at various levels of management in Kenya's energy sector. Semi-structured questionnaires were used to gather primary data because they allow for open-ended responses from respondents and allow the researcher to easily prepare questions ahead of time to guide the discussion and keep the participants on topic. The collected data was analyzed by use of descriptive statistics and the Statistical Package for Social Sciences (SPSS). Finally, the data was interpreted into measures of central tendency, statistical dispersion, percentages, and person correlations utilizing the frequency distribution. Results were shown in tables, bar charts, and graphs will be used for information presentations. In relation to the impact on employee performance of performance appraisal, the observations suggest that the assessment leads to enhanced productivity in an organization. An effective evaluation model can increase the employees' interest and performance to achieve the specific objectives of the organization. Regarding the influence performance feedback on employee service delivery, the findings showed that effective feedback is crucial to employees to achieve their set objectives. Feedback allows employees to know exactly what is expected of them. The key to the successful empowerment and productivity is effective performance feedback between employees and supervisors. Adequate feedback builds accountability, as staff and supervisors contribute to development goals, skills identification, career development and motivation of employees for enhanced performance. The study concluded that efficient performance appraisal practices allow employees to express their performance challenges, ideas in achieving individual and company's set objectives. Effective feedback on measuring performance can result in improved productivity of employees. In order to improve employee performance, the study recommends optimizing practices for performance management. The contribution of each employee to accomplishing company goals should be the main emphasis of performance reviews.

The practice of information appraisal: An ethnographic study of a health information intervention.

As healthcare systems grow increasingly complex, greater demands are placed on patients' abilities to find, understand, appraise, and use health information - often termed their 'health literacy'. Most health literacy research does not focus on information appraisal. When it does, there is a tendency to equate it with patients' assessment of credibility. This reproduces a healthcare-centric understanding of information appraisal where patient agency is omitted. This study explores how participants in a health information intervention practiced information appraisal. The intervention aimed to increase information uptake for people with low back pain by delivering health information to them through animations. This study draws on ethnographic participant observation of the encounters between the intervention and its participants, including 49 rapid interviews and semi-structured telephone interviews with 23 participants carried out in the spring of 2021. Inspired by a social practice approach, the study thoroughly grounds the health literacy subcategory of 'appraisal' in practice. It illustrates that participants appraised the information provided in the intervention according to several factors. These include relating the information to their personal health needs, interpreting the intended audience of the health animations, and prioritising their attention situationally between the animations and other immediate concerns. We suggest that information appraisal is a fundamental component of health literacy and should be considered key in research, policy and practice. To accommodate current healthcare ideals of patient centeredness, empowerment and informed choice, the complex and dynamic ways in which people appraise health information need be considered legitimate practices of health literacy.

Time management practice and associated factors among employees working in public health centers, Northwest Ethiopia: a mixed method study

BackgroundWhile progressing towards universal health coverage, poor time management in the healthcare system had significant effect on an individual such as imbalance, job dissatisfaction, and work ineffectiveness and finally poor productivity of the organization will be resulted. Information about time management practice in the healthcare system is limited. Therefore, the objective of this study was to assess time management practice and associated factors among employees working in public health centers, Dabat District, Northwest Ethiopia.MethodsA facility-based cross-sectional mixed methods (quantitative and qualitative) study was conducted in Dabat District from May 27 to June 22, 2022. A simple random sampling technique was used to select 413 study subjects and for the qualitative data, six key informants were selected. Self-administered questionnaire was used for the quantitative study, and an interview guide was employed for the qualitative study. Epi-data version 4.6 and SPSS 26 software were used for data entry and analysis, respectively. Open Code 4.6 software was used for qualitative data analysis. Variables with p-value of < 0.05 in multivariable analysis were considered as significant associated factors.ResultsA total of 396 employees participated in the study with a response rate of 95.8%. The result showed that overall, 54.8% (95% CI: 49.5–59.6) of health employees had practiced good time management. The likelihood of good time management was higher among those health workers who had planning experience (AOR = 2.04, 95% CI: 1.22–3.4), low procrastination habit (AOR = 1.65 95% CI: 1.04–2.65), satisfied with performance appraisal (AOR: 1.7, 95% CI: 1.05–2.81), and satisfied with organizational policy and strategy (AOR: 2.6, 95% CI: 1.6–4.3). The qualitative result also showed that the existing performance appraisal practices were not linked to rewards or sanction planning.ConclusionThe overall time management practice of public health center employees was low compared with prior studies. Organizational policies, prior planning experience, procrastination, and performance appraisal were all significantly associated factors with time management practice. Therefore, health center managers need to set an intervention to address all of the following factors to enhance employees’ time management skills at public health centers like evidence-based performance appraisals, sharing organizational policies, and engaging in capacity building activities such as training in time management and planning.

A STUDY ON EFFECT OF TARGET BASED PERFORMANCE APPRAISAL TOWARDS EMPLOYEE PRODUCTIVITY AT ASHOKA FARM AIDS, PEENYA INDUSTRIAL AREA

This study examines how target-based performance appraisal impacts employee productivity in the company. Employing mixed methods, including surveys and interviews, the research explores the connection between appraisal practices and productivity, considering various contextual factors. Through a structured questionnaire, employees across departments at company shared insights. Interviews with managers and HR personnel provided deeper understanding of target-based performance appraisal implementation and outcomes. The study highlights a significant link between target-based appraisal and enhanced employee productivity. Alignment between individual targets and organizational goals fosters motivation. Effective communication during goal-setting, ongoing feedback and supportive coaching further amplify positive outcomes. Challenges like fair target setting and potential demotivation are acknowledged. The study suggests a balanced approach that integrates qualitative and quantitative elements when setting performance targets. Cultivating continuous performance discussions and feedback mechanisms is crucial. This research sheds light on target-based performance appraisal's impact on employee productivity. Transparent and equitable appraisal systems are vital for employee growth. By harnessing strengths and addressing challenges, organizations can optimize employee performance and overall success. Keywords: Performance appraisal, target-based approach, employee productivity, goal alignment, motivation, challenges.