Effective Performance Appraisal Research Articles

Nurses’ Views and Attitudes of the Performance Appraisal System Efficacy and Its Impact on Their Work Outcomes in a Tertiary Hospital

ABSTRACT Introduction Performance appraisal (PA) is essential for healthcare organizations. Highlighting the impact of the nursing PA system on nurses’ work outcomes has the potential to significantly improve the quality of patient care. Understanding and enhancing the performance appraisal system is key to achieving this goal. This study aimed to assess the efficacy of the nursing PA system and its effect on nurses’ work outcomes. It also compared the perceptions of PA among staff nurses (SNs), charge nurses (CNs), and head nurses (HNs), providing valuable insights into the dynamics of the nursing PA system. Method A cross-sectional, descriptive, and comparative design was adopted to assess the current nursing PA system. Results This study, which included 356 nurses, revealed significant differences in the perception of PA among nurses at all levels. The findings underscore the practical implications of the potential for more efficient use of PA to improve nurses’ performance. SNs and CNs showed significant gender-based differences in PA effectiveness (p = 0.006) and efficiency (p = 0.034). The participant’s age and years of nursing experience also had statistically significant effects on PA effectiveness (p = 0.006, p = 0.025, respectively). Conclusion This study’s findings underscore the significant impact of inappropriate PA systems, inefficient instruments, and unskilled evaluators on organizational commitment, job satisfaction, maintaining a committed nursing workforce, and high-quality healthcare. The study also highlights the importance of effective performance appraisal systems in healthcare organizations. However, the study also emphasizes the crucial role of a mutual understanding between the appraiser and the appraisee. This understanding is a key factor in enhancing the efficacy of PA, thereby emphasizing its importance in the appraisal process.

Appraisal System and Employee Performance: A Qualitative Study in The Education Sector

Higher education institutions offer the advanced training required for a wide range of professions, including educators, physicians, nurses, engineers, humanists, business owners, and social scientists. In addition, HEIs also provide the high-level skills required for every labor market. Faculty members in HEIs are the source of delivering better education. Hence, the study aims to increase faculty members' performance in HEIs. This study uses the qualitative research approach to investigate the relationship between performance appraisal and faculty members' performance in higher education institutions (HEIs). The research data is collected from the faculty members of the HEIs, and the content analysis of the interviews is utilized as the primary data analysis method. The study's findings indicate the positive effects of the performance appraisal system in universities on the performance of faculty members and universities. The research highlights the importance of implementing an effective performance appraisal system that promotes faculty members' professional growth and contributes to the institution's overall success.

Building a Performance Allowance System Merit-Based Pay In The Public Sector

This paper aims to describe how to build a merit pay-based performance allowance system for public organizations using the compensation method. The research method used is qualitative research method with Literature Review. The source of research data used is journal articles from research on merit-based public organizations to measure organizational performance. Researchers focused on taking data from financial policymakers who are daily involved and have a slice of work in the implementation of performance allowance budget distribution. The results of several previous studies showed a positive and significant relationship between the performance-based benefits policy system and employee performance. This study examines conceptually based on research literature on merit pay, which shows that instruments in achievement payments for performance appraisals can motivate employees and increase job satisfaction and increase commitment in organizations. This study provides suggestions that future studies emphasize the need for effective incentive and performance appraisal systems in public administration so as to have an impact on the motivation of public employees which has been carried out.

Exploring the Optimisation of Enterprise Performance Management in the Context of Artificial Intelligence

The impact of artificial intelligence on enterprises has gradually penetrated the human resource management of enterprises, and artificial intelligence is accelerating the excess of traditional human resources to predictive human resources, which also requires more talents in the field of artificial intelligence to devote themselves to enterprises. Through literature review and relevant cases, this paper finds that the current enterprise performance management has the problems of backward performance appraisal methods, lack of effective performance communication, and insufficient use of performance evaluation results. It is found that with the help of AI, enterprises can use big data and algorithms, enterprises can establish a more scientific performance management system, use AI to select appropriate performance management tools, and finally get effective performance appraisal results. Enterprises can use AI coaching and transparent performance feedback to promote performance communication and make performance results can play a role in promoting employee performance improvement. This paper concludes that the reasonable use of AI by enterprises can solve many existing problems of their performance management and can save time and labor costs for enterprises. Therefore, enterprises need to seize the opportunities brought by AI and pay attention to the research of AI technology to help improve performance management.

Analisis Penilaian Kinerja Karyawan pada PT. La Vida Herculon

Performance appraisal of employees is one important aspect in human resource management within a company. An effective performance appraisal process can provide significant benefits, such as identifying employees' strengths and weaknesses and measuring individual contributions to company goals. PT La Vida Herculon has implemented employee performance appraisal as one instrument to measure employee performance. This study involves observation, interviews, and analysis of the existing performance appraisal process in the company. The research also refers to current theories and practices in human resource management and performance appraisal to support the analysis and recommendations presented. The hope is that this research can provide a deeper understanding of employee performance appraisal at PT La Vida Herculon and make a positive contribution to the development of a more effective and relevant performance appraisal system aligned with the company's needs. With an increased understanding of the importance of effective performance appraisal, PT La Vida Herculon can create a more productive work environment, motivate employees to develop, and enhance overall company goal achievement. Through this research, it is expected to provide useful information for PT La Vida Herculon in improving the employee performance appraisal system and achieving competitive advantage in this increasingly competitive industry.

The Impact of Effective Performance Appraisal on Employee Productivity

Performance appraisal is a process in which employees are evaluated based on their work performance and productivity. An effective performance appraisal system can have a significant impact on employee productivity, job satisfaction, and overall organizational performance. Research studies have shown that effective performance appraisal systems lead to increased employee motivation, job satisfaction, and engagement. Employees who receive regular feedback and are aware of their strengths and weaknesses tend to be more productive and focused on achieving their goals. Furthermore, an effective performance appraisal system provides a platform for employees to communicate their concerns and aspirations to their supervisors. This communication helps to build a better relationship between employees and their managers, which in turn promotes a positive work culture. Moreover, an effective performance appraisal system helps organizations to identify the training needs of their employees. This identification leads to a more targeted and effective training program that enhances employee skills, knowledge, and productivity. In conclusion, an effective performance appraisal system is a critical tool for enhancing employee productivity. It provides employees with regular feedback, promotes better communication between employees and managers, and identifies training needs. Organizations that implement an effective performance appraisal system tend to have more engaged and productive employees, leading to increased organizational performance.

Effect of Performance Appraisal on Employee Development in Novartis Basel, Switzerland

Performance appraisals play a pivotal role in identifying individuals' training needs and guiding them towards relevant learning programs and resources. Feedback and recognition are fundamental aspects of performance appraisal process. Regular check-ins between managers and employees foster ongoing discussions, addressing challenges, and identifying growth opportunities. It is essential to explore whether the feedback provided during performance appraisals is sufficiently constructive, actionable, and aligned with employees' development goals. Companies are required to invest in both internal and external training initiatives, such as workshops, seminars, e-learning platforms, and leadership development programs. The study utilized the descriptive research design. The target population was 85 workers.  The research did sampling of 70 respondents that were selected from the target population of 85 employees in Novartis, Switzerland. Questionnaires were used to collect the data. The research concluded that by offering constructive feedback, the company helps individuals understand their strengths and areas for development, enabling them to enhance their skills and knowledge. The goal-setting component of the performance appraisal allows employees to align their personal objectives with the organization's goals, promoting focus and direction in their development efforts. Effective performance appraisal system, combined with its commitment to talent development, positions it as a leading organization in Switzerland when it comes to employee development. It was recommended that managers should focus on highlighting both strengths and areas for improvement, offering clear guidance on how employees can enhance their performance and achieve their development goals. Managers should provide personalized guidance and support, helping employees create effective development plans and providing resources to facilitate their growth. Implementing regular feedback mechanisms and establishing forums for knowledge sharing and collaboration can further promote employee development. Keywords: Performance Appraisal, Employee Development, Novartis, Switzerland

Impact of Effective Performance Appraisal Systems on Employee Motivation and Retention in Private Banking Industry of Bangladesh

Aims: Healthy economic development requires properly managing the banking industry of any country. Along with state-owned banks, private banks play a critical role in the country's economy. Managers in all types of banks now confront the same challenge: how to get the utmost output from their employees. Therefore, Performance appraisal appears to be inevitable since it set the standard for comparing actual performance to established objectives and recommending practical solutions that help the organization achieve sustainable growth. Therefore, the purpose of this research is to determine the effect of performance appraisal on employee motivation and retention.
 Place and Duration of Study: The study was conducted in the private banking industry of Bangladesh between November 01, 2022, to March 30, 2023. The study duration was determined based on the scope of the research project and the availability of time and resources to complete it within the designated timeframe.
 Methodology: A random sampling method was used to conduct the study through a structured questionnaire among 110 employees from various private banks. Questionnaires were used to collect quantitative data, which was then analyzed using the Statistical Package for Social Sciences (SPSS) 25.0 software.
 Results: Major findings of the study indicate that performance appraisal is critical for employee motivation and employees perceived performance appraisal as a fair procedure, which increased their motivation and retention. Compensation and reward, and feedback are also perceived positively by the employees, which motivate them to stay in the banks.
 Conclusion: There is a recommendation that banks should review the appraisal process regularly, improve the feedback policy, introduce an effective reward system, provide the opportunity to employees for career development and empowerment, and maintain a participative environment.

Empirical analysis of the impact of Performance Appraisal System on employee's productivity: A study of Pakistan Telecommunication Limited (PTCL): Non-managerial employees' perspective

Organizations are acknowledging the importance of employee performance appraisals as an important measure for enhancing productivity in an organization. To evaluate the impact of performance mechanism for measuring employee performance was the main objective of this study, with a focus on Pakistan Telecommunication Limited (PTCL). The independent variable in this research is the Performance appraisal system, and the dependent variable is employee productivity. The research design used in this study was a descriptive survey. The structured questionnaires for this study were adapted and developed on a five-point Likert scale and distributed randomly to non-managerial employees. The number of respondents in this research study is 210 non-managerial employees and their responses are analyzed in Smart PLS 3 software. The study concluded that an effective performance appraisal system allows employees to share their thoughts and expectations for achieving the company's strategic goals. The ability of a company to achieve its objectives and improve its workers' productivity is influenced by its performance appraisal system. Employee productivity may increase if evaluation feedback is effective. Both measurement and structural model assessments and P-values are considerable, and the results demonstrate significant and favorable results so the study concluded that an effective performance appraisal system improves employee productivity in an organization.

Predictive Effect of Self-Efficacy on Academics’ Performance Appraisals

For the past few decades, universities in many countries have been required to adopt systematic performance appraisal systems to increase quality and effectiveness of academics’ performances. In line with much effort expended to examine aspects of effective performance appraisals and how appraisal processes likely influence academics’ performance, increasing attention has been paid to empirically study how intra-individual psychological factors and cultural orientations at the individual level are related to performance appraisal. With the aim to develop knowledge of self-efficacy in relation to academic performance appraisal from a cross-cultural perspective, this exploratory study through an online survey investigated relationships between academics’ self-efficacy for research, self-efficacy for teaching, self-efficacy for performance appraisal, trust in performance appraisal, and cultural orientation at the individual level. The study proposes a newly conceptualised construct, “self-efficacy for appraisal”, and reports the first attempt to examine this construct in universities. The main results pointed to positive association of self-efficacy for research, self-efficacy for teaching, and trust in appraisal with self-efficacy for appraisal. These relationships together appear never to have been proposed previously in the literature.

Empirical investigation in analysing the critical factors of performance appraisal system in enhancing employee capability in select ITES companies in India using structural equation model (SEM) analysis

This study is mainly related in analysing the main determinants of performance appraisal system in enhancing the capabilities of the employees. In India, the ITES industries employ nearly 4.4 million and it accounts for 8% of India’s GDP. Hence, it is highly critical for the management to apprehend the overall performance of the employees so that they can contribute effectively of organisational growth and nation development. The performance appraisal system is stated as the systematic analysis of the progress of the employees based on the agreed objectives. Companies uses many appraisal methods like Management by objectives, 360-degree feedback etc. so as to understand the progress of the employees on different parameters. Through the effective performance appraisal system, the employees can focus on their key skills, harness their fullest potential and thereby enhance their capabilities.
 The study uses both primary and secondary data sources, the researchers has used questionnaire method in order to collect the data from the respondents, the major analysis used are demographic analysis, correlation analysis, T test and Structural equation model. The analysis reveals that the critical determinants considered in the study possess stronger influence in enhancing employee capabilities in the ITES industry.

Selection, Performance Evaluation and Inspection Strategy of Purchasing Personnel

Procurement is the key link to determine the quality and cost of products, and the purchaser is the important person responsible for this key link. It is particularly important to ensure that purchasing personnel take the first pass of Tal product quality and cost. The article mainly selects the purchasing personnel from the aspects of knowledge, ability and personal moral quality, urges them with reasonable and effective performance appraisal, and manages the purchasing personnel with strict and standardized inspection and management system, so as to expect the good performance of the purchasing personnel’s work duties.

Relationship Between Performance Appraisal and Teachers’ Burnout in Public Secondary Schools in Sabatia Sub-County, Vihiga County

Globally, an effective performance appraisal system assists in holding teachers’ accountable, addressing underperformance, enhancing performance and best practice. The main objective of this study was to establish the relationship between teachers’ performance appraisal and burnout, and find out relationship between self-efficacy, performance appraisal, and burnout among public secondary school teachers in Sabatia Sub-county, Vihiga County. This study was anchored on the self-efficacy theory component of the social cognitive theory by Bandura. It adopted a descriptive survey design. The sample consisted of twelve schools selected using purposive and stratified random sampling from the sampling frame developed for all public secondary schools in Sabatia Sub-county, Vihiga County, Kenya out of which 227 teachers were sampled using random sampling. Principals of each sampled school were included in the sample. The Sabatia Sub-county TSC Director was part of the respondents. Data for this study was collected using interviews, questionnaires, and document analysis. Validity of data collection tools was established through piloting with ten respondents who were not included in the study. Reliability was established using test-retest reliability. Data analysis was done using descriptive and inferential statistics and analyzed findings presented using frequency tables, percentage and mean scores. The R value from the model summary of the regression between self-efficacy, performance appraisal and burnout was 0.810. The R square value was 0.656, which implied 65.6 % effect on burnout was attributed to performance appraisal and self-efficacy. The results show a constant t-value of 6.944 at p=0.001. When performance appraisal was introduced into the equation, it reduced to -8.977 at p=0.000.In addition, when self-efficacy was introduced into the relationship, it further reduced to -11.161. The results show that there was a negative relationship between the independent and dependent variables. The findings of the study may be useful to the Ministry of Education and Teachers’ Service Commission in designing programs that focus on increasing teacher efficacy, perfecting performance appraisal, and reducing their burnout and the study may raise issues that may be a base for further research.

Քաղաքացիական ծառայողների կատարողականի գնահատման համակարգային հիմնախնդիրները ՀՀ-ում և դրանց/System Problems of Civil Servants' Performance Appraisal in the RA and the Ways to Implement Them

 The paper studies the performance appraisal system of civil servants in the Republic of Armenia. In particular, attention is paid to the effectiveness assessment methodology. In order to comment on the system of remuneration resulting from the assessment, the amount of remuneration for the simulated government structure has been calculated in the case of receiving the highest and lowest performance rating. As a result of the study, systemic problems are identified and solutions are proposed. It is necessary to carry out proper work planning, as a consequence of which performance estimates obtained as a result of changing the performance appraisal methodology should be applied in management decisions. One of the results of the research is the need to change the remuneration system in terms of staffing the civil service system, which will lead to an increase in the efficiency of the civil service system. The author arrives at the conclusion that an effective performance appraisal system will increase the efficiency of civil servants and improve the quality of work.

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.

Perceptions of Faculty on the Performance Appraisal Process

In recent decades, there has been increasing pressure for teacher accountability. Additionally, interest in teacher evaluation throughout the field of education has grown. While research has been conducted on multiple factors contributing to student achievement, there is a lack of research in the Vietnamese culture on faculty perceptions of the meaning and interpretation of the faculty performance evaluation. This study addressed faculty perceptions of the evaluation process and overall impact on their teaching performance. The purpose of this qualitative case study was to explore full-time faculty members' perceptions of the performance appraisal (PA) process currently implemented at a local university (i.e., private university in Ho Chi Minh City, Vietnam). Data obtained from individual, semi-structured interviews with 12 full-time faculty was analyzed. After analysis of the data, salient findings were identified regarding the enhancement of teaching quality. Second, substantial factors contributing to the faculty's positive perceptions of the PA process and instructional methods were determined. Leading on from this, this study identified key factors that instructors believe are critical in an effective performance appraisal process. Furthermore, the leadership tools required to make the overall process meet instructors' expectations were met.

Performance Appraisal

The concept of performance appraisal is gaining popularity in the discourse on organizational management. Performance appraisal is associated with the evaluation and monitoring of the levels of achievement of set employee goals with intent to assess their contribution towards the achievement of the common organizational goal. This practice is thought enhance employee productivity by improving on their areas of weaknesses and motivating them through job satisfaction. This paper is intended to evaluate the validity of the assertion that performance appraisal contributes to organizational productivity. Data is collected form secondary sources to determine whether performance appraisal can enhance organizational productivity. The findings suggest that adoption of an effective performance appraisal method can improve employee performance and thus, organizational productivity.

Factors Affecting the Effectiveness of Employees’ Performance Appraisal in Private Hospitals in Malaysia

Many organizations conduct performance appraisal to evaluate their employees’ productivity and performance. Effective performance appraisal leads to accurate reviews and thereafter some compensation for the employees who have performed and contributed to their organizations. An effective performance appraisal process is necessary to ensure accurate performance appraisal outcomes. In year 2016, the number of private hospitals in Malaysia is recorded higher than the public hospitals where 216 as compared to 153 (Ministry of Health Malaysia, 2013). Seeing that the healthcare standards demand is high in the private sectors, it is crucial to align employees’ standard of performance with the organizational standards, especially through effective performance appraisal which able to keep track of employees’ performance standard. This study examines the factors affect the effectiveness of employees’ performance appraisal in private hospitals in Malaysia. The factors are performance appraisal process which included planning, controlling and decision making, level of trust, perceived fairness and level of communication. Research questionnaires were distributed to selected private hospitals’ employees to get the relevant data. Data collected were further analyzed using Statistical Package for the Social Science (SPSS) software to find out the results. The results show that only two factors which are performance appraisal process and perceived fairness have significant effect on effectiveness of performance appraisal. The results of the study can be implied by the human resource managers to improve on the significant factors that can affect the performance appraisal system.Keywords: Performance Appraisal, Trust, Perceived Fairness, Communication, Employees.

Tools for a Statewide Performance Appraisal System for Extension Professionals

In response to research demonstrating that Tennessee Extension agents desired a performance appraisal system that better reflected their jobs and provided for appraisers' professional development, a committee of University of Tennessee and Tennessee State University personnel undertook a 2-year initiative to revise the performance appraisal system. The committee produced a performance appraisal form and a performance appraisal rubric delineating performance factors, criteria, and performance-level descriptions; a comprehensive appraisal guide; and case studies and training guides for Extension professionals to use in learning about effective performance appraisal. Extension professionals conducting similar efforts in other states may benefit from using these tools.

Mediating Effects of Job Satisfaction and Organizational Commitment between Problems with Performance Appraisal and Organizational Citizenship Behavior

The objective of this study was to test the developed models with empirical evidence regarding job satisfaction (JS) and organizational commitment (OC) as mediators and influential variables concerning problems with performance appraisal and organizational citizenship behavior (OCB). The sample consisted of 450 employees who worked at the operational level in automobile parts manufacturing companies in the Navanakorn Industrial Estate, Thailand. The study’s instrument was applied from previous research and verified for content validity and reliability before collecting the data. Structural equation analysis of 5000 rounds of bootstrapping was used to examine the model developed from the empirical data and the influence of problem variables in appraising work performance. The developed model fitted well with the empirical evidence. JS and OC were identified as mediators among problem variables in appraising performance and OCB, while problem variables in appraising work performance influenced OCB through JS and OC. Findings from this study expand our knowledge of this field and are useful for effective human resource management and performance appraisal. The developed model explains the phenomena of problems with performance appraisal concerning fairness, JS, OC, and OCB. JS and OC are useful mediators to explain and expand knowledge in human resource management and performance appraisal.