Effective Performance Appraisal Research Articles

Effective performance management practice

Is your school's performance management helpful or harmful? Maria Cunningham looks at the evidence and explains how to make effective performance management and appraisal systems that contribute to genuine teacher development and improvement

Effective teacher performance review and appraisal practices

The School Teachers' Pay and Conditions Document applies to all maintained schools and the majority of academies. Brian Rossiter shares advice on good appraisal practice as part of the Professional Development Review cycle and performance-related pay

Workplace deviance and human resource management relations: A case study of Turkish hotel employees

ABSTRACTThe main purpose of this study is to examine the negative associations between employees' perception of the effectiveness of performance appraisal practices and deviant workplace behavior. This study also tests the mediating effect of the forms of organizational justice in the relationship between performance appraisal practices and deviant workplace behavior. Moreover, it also investigates how line managers' performance appraisal politics may influence the relationship between perceptions of performance appraisal practices and employee deviant workplace behavior. In order to facilitate this study, the research team employed a survey design. A total of 193 service employees from different service establishments attended the forum where the study was conducted in the capital city of Turkey, Ankara. The results of this study strongly support the premise that effective performance appraisal practices influence employee deviance behavior, and especially that interactional justice is an important predictor of employee violative behavior. Moreover, the findings indicate that there is no evidence regarding the moderating effect of employees' perception of managers' appraisal politics in the negative relationship between performance appraisal effectiveness and employee deviance.

Factors Influencing Age Management in Organisations in the Czech Republic

This paper deals with the topical issues of age management and population ageing in the Czech Republic and Europe. The main objective of the paper is to evaluate the importance of individual visions of age management according to Ilmarinen (2006) and Cimbálníková et al. (2012) in organisations in the Czech Republic and to identify factors that influence the implementation of individual visions in the organisation. The primary data (n = 549) was collected by means of a questionnaire technique. The research results have shown that the most important visions are as follows: (1) a fair attitude towards age, (2) knowledge about age issues and (3) a happy life and motivation. In order to evaluate the implementation of age management visions, a factor analysis was performed, on the basis of which two significant factors were identified: (1) organisational culture and (2) job performance and relationships. Based on the research results, organisations are recommended to focus on continuous analysis of their organisational culture, to adapt to changes in their environment, also to implement an effective employee performance appraisal system, and to explore the development of employees and relationships among generations of employees with emphasis on eliminating ageism.

A feedback model for an effective performance appraisal system

The paper discusses a performance feedback model for an effective performance appraisal system in organisations. Most organisations today lack an effective performance appraisal system primarily because the way performance feedback is given and received promotes a culture that discourages an effective performance appraisal (PA) system. An effective performance feedback model can play a key role in an organisation by enhancing employee engagement, motivation and job satisfaction. Keeping in view the problems that organisations face owing to poor feedback culture, the paper proposes and outlines a new performance feedback model that involves a positive quality-centred feedback approach relying on employee assertion and reinforcement. Unlike the conventional limitation-centred performance feedback model that highlights the gap areas and shortcomings of the employees, the new model takes its sustenance from a positive feedback culture.

A feedback model for an effective performance appraisal system

The paper discusses a performance feedback model for an effective performance appraisal system in organisations. Most organisations today lack an effective performance appraisal system primarily because the way performance feedback is given and received promotes a culture that discourages an effective performance appraisal (PA) system. An effective performance feedback model can play a key role in an organisation by enhancing employee engagement, motivation and job satisfaction. Keeping in view the problems that organisations face owing to poor feedback culture, the paper proposes and outlines a new performance feedback model that involves a positive quality-centred feedback approach relying on employee assertion and reinforcement. Unlike the conventional limitation-centred performance feedback model that highlights the gap areas and shortcomings of the employees, the new model takes its sustenance from a positive feedback culture.

Convergence in Effective Performance Appraisal System Technique: Foster Employee Involvement and Organizational Commitment Evidence from Indian SMEs

The performance appraisal system is the way of finding, examining, and recording information about the employees‘ performance for the specific period in the organization. It is an investigation of an employee‘s current accomplishment and malfunction, individual strengths and weak point, and further fittings for promotion or guidance and training. Appraisal system is also the judgment about an employee‘s performance in a job, based on considerations other than productivity. The appraisal system has become mandatory in an organization to judge one‘s performance, since its absence would lead to certain ethical issues in the organization. Hence, this research was conducted with objective to investigate the effectiveness of performance appraisal system and its relationship with the employee motivation, involvement, and commitment in leading small-and medium-scale enterprises (SMEs). A conceptual framework model was developed for an effective performance appraisal system proved using SPSS 20.0, Smart PLS 3.0, Minitab 17.0, AMOS package and R statistics. Also, many relevant results were showing that the following subsequent components such as appraisal method, fairness outcome, fairness process, goal congruity, employee participation, performance feedback, performance-based pay, and performance appraisal feedback have a strong relationship with the effective performance appraisal process in SMEs. This research work is an effort to discover the impact of effective performance appraisal system on enhancing employees‘ performance and further increasing their motivation, commitment, and involvement in the leading small-and medium-scale enterprises (SMEs)

Realising the Value of Performance Appraisal for Middle Leaders in New Zealand Secondary Schools

This paper reports on a study that investigated the appraisal of middle leaders in three New Zealand secondary schools in order to determine what constituted effective performance appraisal and how this practice could be improved from the perspective of this middle tier of leadership. Overall, appraisal was variably practised and seen as a compliance mechanism rather than an opportunity for conversations about achievement and development, when it occurred at all. It is concluded that what middle level leaders experience as performance appraisal may be devalued by senior leaders paying insufficient attention to the appraisal of middle leaders especially in relation to their management responsibilities. Development linked to the appraisal of both senior and middle leaders could strengthen appraisal practice, increase its value for all parties, and tap the unrealised potential that performance appraisal has for supporting middle leaders to improve student learning outcomes.

Leveraging Information Technology for Effective Performance Appraisal in the Nigerian Public Service

The paper explores the utility of information technology in facilitating effective performance appraisal in the public service sector of Nigeria, Africa’s largest economy and most populous nation. Save for recent developments such as TSA (Treasury Single Account), IPPIS (Integrated Personnel and Payroll Information System), and GIFMIS (Government Integrated Financial Management Information System), the Nigerian Public Service remains largely manual in its operations. Poor service delivery in performance appraisal - evaluating employees and checking what they have done, or not done, what they have done poorly or well, and where improvement is needed – is sometimes associated with job dissatisfaction and under-performance. As a possible solution, the paper proposes information technology-based performance appraisal approach within an integrated Systems-Goal-Setting theoretical framework. The study was based on published materials and focal group discussions with selected stakeholders from across the country. It is explained how a robust performance appraisal is a priceless tool for strategy execution and leadership effectiveness. A technology-based employee appraisal model is illustrated in simple cases using a spreadsheet package on a 5-level rating scale. The feasibility and relative simplicity of IT-based performance appraisal approach is elucidated. Some major challenges including phobia for the numeric and general reluctance to embrace technology-change in performance appraisal practice are highlighted. The implications for staff training and development and scope for future research are covered.

Leveraging Information Technology for Effective Performance Appraisal in the Nigerian Public Service

Leveraging Information Technology for Effective Performance Appraisal in the Nigerian Public Service

Effective Performance Appraisal Systems in Competitive Schools

Effective Performance Appraisal Systems in Competitive Schools

Evaluation of Input Output Efficiency in Higher Education Based on Data Envelope Analysis

The level of development of higher education is a sign of a country's comprehensive national strength and the level of economic and social development. In this paper, the author makes comprehensive evaluation of the resource utilization efficiency in higher education, by using large scale network data, the result shows that the main reason lead to non DEA effective in colleges and universities is caused by the low scale efficiency and the low technical efficiency. Therefore, the university should pay special attention to the effective use of investment resources, gradually build effective performance appraisal system, and make implementation of the organic combination of teaching and scientific research. Also, reduce the cost of education investment, so as to effectively improve resources utilization and running benefits in colleges.

Performance Appraisal Practices: Quatitative Research and Framework for Future Development in SME Industries, India

The Performance appraisal practices can be done using the technique, Performance Management System, which involves the process of recognizing, motivating, assessing, developing, and rewarding the employees for their job performance. A descriptive research was used for this study. The analysis was done with a self prepared 5-point likert scale rating questionnaire and it was pre-tested by distributing fifty numbers of questionnaires to the pilot group. A Random sampling technique using the lottery method was employed to collect the questionnaires from the sample of 2224 respondents. A reliability test was conducted and the reliability (Cronbach's alpha) was found to be 0.878, which confirms that the internal consistency reliability of the data is satisfactory. A conceptual framework model was developed and proved using AMOS package and R statistics. Also, many relevant results were shows that the following subsequent components such as goal congruity, experience of the appraiser, transparency and understand ability, validity, employee participation, fairness in the process and fairness outcome have a strong relationship with the Effective performance appraisal process in SMEs. This research paper is an effort to discover the impact of Effective performance appraisal in enhancing employees’ performance and further increasing their job contentment in the leading Small and Medium size Enterprises (SMEs). This research can be carried out further in other industries like software, banking etc. and this may be very useful to the Indian SMEs to cope up with the current trends in the industry.

Human resource practices and knowledge sharing: The moderating role of trust

HRM is considered as a backbone for successful organizations and knowledge sharing plays a vital role for an organization to success globally. The purpose of the study is to understand the factors that contribute to knowledge sharing in an organization. This study explains how the effective training, fair compensation and performance appraisal affects the knowledge sharing. The impact of trust on relationship of HR practices and knowledge sharing is also examined. The study empirically analyzes the relationship between HR practices and the knowledge sharing and the strong effect of trust. The correlations, simple and multiple regression tests apply to data. Findings provide evidence of a positive and significant relationship between the HR practices and knowledge sharing in the presence of trust. An organization that wants to enhance the creation, innovation and development of knowledge sharing in organization must pay attention to its HRM practices and on trust worthy environment.

Overcoming Personal Biases:A Key for Effective Performance Appraisal

Overcoming Personal Biases:A Key for Effective Performance Appraisal

Impact of Performance Appraisal Strategy on Employee’s Job Satisfaction in Ghana Technology University (2015)

Rapid change and development of human resource management practices have made the existence of efficient and effective organisational performance appraisal system for the organisation inevitable. This study is designed to study the relationship between the performance appraisal (PA) strategy and its impact on employee’s job satisfaction. Questionnaire was used for this purpose and the study was conducted at Ghana Technology University Main Campus. Statistical population for this study is 60 employees of Ghana Technology University. SPSS software was used for the analysis. The major findings were that correlation coefficient for the relationship between performance appraisal strategy and employees’ job satisfaction was, however, positive at 0.001. Also, it was found that the relationships between performance appraisal strategy and the employees’ job satisfaction were statistically significant at alpha (α) = 0.01. These indicate, there are positive influences or impact of performance appraisal and employees’ job satisfaction and performance appraisal strategy on job satisfaction and satisfaction on overall position in Ghana Technology University. It is recommended that performance appraisal should be conducted with both managers and employees of Ghana Technology University.

AN UNDERSTANDING TOWARDS BENEFITS AND CONCERNS ASSOCIATED WITH PERFORMANCE APPRAISALS- A STUDY HIGHLIGHTING THE ESSENTIALS OF GOOD APPRAISAL SYSTEM

INTRODUCTION:Performance appraisal process is a formal structured system for assessing the performance of employees. It assists in comparing the employee performance to the established standards and agreed - upon goals (Fred.S & John.S, 2007, p.390). At organizations, the performance appraisal process is initiated not only for administrative decisions making but also with an aim to improve the performance of employees. The appraisals are usually linked to compensation benefits, and promotion in organizational hierarchy. Subsequently, appraisals contribute to the increased motivation among employees to perform efficiently. As compensation benefits and promotions are linked to app raisals, employees tend to understand the organizational objectives. Hence an effective appraisal would always assist organizations in achieving the organizational goals. Performance appraisals provide feedback on past performance, evaluates employees' potential and support development opportunities, it is applicable for managers as well to motivate employees to achieve personal goals that are compatible with organization's goals (Diane A, 2007, p.4). The effective performance appraisals usually allow easier communication of organizational goals. Performance appraisals are also often the source of increased self-esteem among the employees; because an effective appraisal would comprise of a promotion, and/or rewards and awards to the employees.Nevertheless, an appraisal would also create a negative experience when the managers judge the performance of employees in a biased manner. The bias may occur either deliberately or inadvertently, whatever may be the reasons or causes it creates a negative experience for the affected employees. The negative experience would be the cause of grievances; and this would be the cause for vicious environment at organizations. The organization can achieve its success; provided the appraisals are integrated with the organization's goals and strategies i.e. a proper alignment of individual goals with organizational goals would create an effective appraisal system. The study focuses on the purposes of using appraisals in an organization; it also emphasizes the benefits and concerns associated with appraisals; further the study also suggests the essentials requirements needed for a good appraisal system.RESEARCH OBJECTIVES:The purpose of this paper is to focus on the purposes of using appraisals in an organization. The objectives of this study are also to emphasize both the benefits and concerns associated with the appraisals. The main purpose of this paper is to present comprehensively the essentials requirements of a good appraisal system.RESEARCH DESIGN & METHODOLOGY:The paper is focused to provide insights to the employers, academicians and other interested parties who wish to know the true purposes of appraisals. The study presents the benefits associated with a well-planned appraisal process. Further, the study also highlights the various concerns associated with appraisals. The concerns explained in the study which are presented in a comprehensive manner are Objective vs. Subjective measurements, negative experience of employees, fear and distrust of employees, lack of time and commitment devoted by the management, and various biases connected with performance rating. The efforts were made in the study to provide the readers the essentials of a good performance appraisal system. Data for this study were drawn through a review of secondary sources, consisting primarily of e-books on human resource management, authored by reputed academicians and consultants, several websites and blogs related to the study sites. The various essential requirements of good appraisal system are comprehensively presented in the study.BROAD, COMMON AND GENERIC PERSPECTIVE OF THE STUDY:The study presents the purposes of performance appraisal in organizations; and highlights the benefits associated with a well-planned appraisal process and the various concerns associated with appraisals. …

Impact of Performance Appraisal Strategy on Employee’s Job Satisfaction in Ghana Technology University (2015)

Rapid change and development of human resource management practices have made the existence of efficient and effective organisational performance appraisal system for the organisation inevitable. This study is designed to study the relationship between the performance appraisal (PA) strategy and its impact on employee’s job satisfaction. Questionnaire was used for this purpose and the study was conducted at Ghana Technology University Main Campus. Statistical population for this study is 60 employees of Ghana Technology University. SPSS software was used for the analysis. The major findings were that correlation coefficient for the relationship between performance appraisal strategy and employees’ job satisfaction was, however, positive at 0.001. Also, it was found that the relationships between performance appraisal strategy and the employees’ job satisfaction were statistically significant at alpha (α) = 0.01. These indicate, there are positive influences or impact of performance appraisal and employees’ job satisfaction and performance appraisal strategy on job satisfaction and satisfaction on overall position in Ghana Technology University. It is recommended that performance appraisal should be conducted with both managers and employees of Ghana Technology University.

From Offer Letter to Resignation Letter

Ostensibly the case is about an employee resigning from the organization due to lack of support, job clarity, and information about reporting structure. It addresses issues of socialization process, performance appraisal, and communication issue between colleagues in a consulting organization. The case serves as medium for diagnosis and action planning around integration of new employees into the organization, effective performance appraisal, and resolving communication barriers.

The Application of Intuitionistic Fuzzy Set TOPSIS Method in Employee Performance Appraisal

With the rapid development of knowledge economy, human resources have been one of the most important strategies of all walks of life. The role of performance appraisal of human resource management in the modern enterprise is becoming increasingly prominent, and has become the core issue of human resource management. There are two basic methods, qualitative and quantitative appraisal, in the employee performance appraisal. However, there are a large number of uncertainty fuzzy concepts in the human resource appraisal, which make lots of indexes are difficult to direct quantify. So the article utilizes the intuitionistic fuzzy set TOPSIS method to evaluate the employee performance. Through the case study, the method can evaluate the employee performance more comprehensive and effective. Therefore, the method can provide strong support in decision-making, such as training, promotion, rewards and punishments in human resource management. And it is an effective performance appraisal method.