Implementation Of Performance Appraisal System Research Articles

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.

Employees’ Attitude and Implementation of Performance Appraisal System in the Ministry of Education in Nairobi City County, Kenya

Performance appraisal (PA) is a critical element in the performance management system and a key human resource management function which is used to track individual contribution and work performance against organizational goals and to identify individual strengths and opportunities for future improvements. However, in the Ministry of education, performance appraisal seems not to be effective mainly due to the perceptions the employees hold towards the implementation of performance appraisal that it is a bureaucratic process, with little relevance on improving performance and accountability, which consequently led to the less importance and emphasis attached to it. This study determined the effects of employee attitude on the implementation of performance appraisal system among the employees in the Ministry of Education in Nairobi City County, State Department of Early Learning and Basic Education. The study adopted the concurrent mixed methods design where quantitative and qualitative methodologies were employed, simultaneously. The researcher used stratified sampling method to select the samples of the study by stratifying the staff into Education officers and Quality Assurance and Standards officers (QASOs). Semi-structured questionnaires and interview guides were used to collect data from the respondents. The study recommends that “Appraisal training by MoE”; and “Perceived organization support by MoE”; are the main critical factors that need to be seriously addressed to improve employees’ Attitude on the implementation of Performance Appraisal System. The anticipated key beneficiaries of the findings include human resources department of the Ministry of Education, the Public service management, other institutions and future researchers.

Employees’ Perceptions on the Contribution of Performance Appraisal to Career Growth and Development in Kenya’s Ministry of Education in Nairobi City County, Kenya

Performance Appraisal System (PAS) is a vital tool to measure the work set by any organization to its employees. PAS is used to track individual contribution and work performance against organizational goals and to identify individual strengths and opportunities for future improvements. Performance Appraisal System (PAS) assesses whether organizational goals are achieved and serves as basis for the organization’s future planning and development. This study determined the effects of employee attitude on the implementation of performance appraisal system among the employees in the Ministry of Education in Nairobi City County, State Department of Early Learning and Basic Education. The study adopted the concurrent mixed methods design where quantitative and qualitative methodologies were employed, simultaneously. The researcher used stratified sampling method to select the samples of the study by stratifying the staff into Education officers and Quality Assurance and Standards officers (QASOs). Semi-structured questionnaires and interview guides were used to collect data from the respondents. The study recommends that ‘Appraisal training by MoE’; and ‘Perceived organization support by MoE’; are the main critical factors that need to be seriously addressed to improve employees’ Attitude on the implementation of Performance Appraisal System. The anticipated key users of the findings include human resources department of the Ministry of Education, the Public service management, other institutions and future researchers.

Factors influence nurses’ job motivation at governmental health institutions of Jimma Town, South-west Ethiopia

BackgroundNurses’ low job motivation can significantly affect the quality of service and also one factor that causes nurses drive away from the profession. ObjectiveThe main objective of this study was to assess job motivation and associated factors among nurses working at Jimma Town health institutes. MethodsA facility based cross-sectional study was employed from May 20–30/2019 on 253 systematically selected nurses. Data was collected through self-administered questionnaires and analyzed using SPSS version 23.0. Significant association was declared at p-value of <0.05. ResultsThis study revealed that, 115 (45.5%) of nurses were unmotivated. Type of health institutions [(AOR (95% CI) 0.162 (0.078–0.336)], educational qualification [(AOR (95% CI) 0.458 (0.247–0.851)], perceived respect for nursing profession [(AOR (95% CI) 0.472 (0.248–0.900)], Perceived respect and benefit to nurses in the working organization [(AOR (95% CI) 0.281 (0.114–0.695)] and work experience [(AOR (95% CI) 0.343 (0.146–0.804)] were significantly associated with nurses’ job motivation. ConclusionsIn conclusion, nurses’ job motivation was low. Type of health institution, educational qualification, perceived respect for nursing profession by other professionals, perceived respect and benefit for nurses in the working organization, and work experience were identified independent predictors of nurses’ job motivation. Therefore, it is better to improve the nurses’ job motivation through implementation of performance appraisal system to recognize the nurses according to their loads and performance, creating collaborative and cooperative working environment, and team sprit among health care providers.

Analysis Of Employee Performance Appraisal System In Primary Health Care

Performance appraisal is an important tool used in measuring the framework established by the organization along with employees. Performance appraisals are useful for monitoring individual performance in order to stay on track to meet organizational goals and to identify individual development capabilities and opportunities. In addition, performance appraisal is also to assess whether organizational goals are achieved and function as future organizational planning and development. A study on the evaluation of performance appraisal system was conducted at Cukir Primary health care, Jombang District. Respondents in this study were all Civil Servants working in primary health care. The instruments used were questionnaires and interviews. The results showed that the performance appraisal system at Cukir Primary health care has been carried out periodically, in accordance with the vision and mission of the institution, and has accurate content and objectives. Respondents identified a gap in the performance appraisal system that no appropriate rewards were given to employees, the appraisal system was not fully explained to the employee, no feedback was given to the employee and the employee was not involved in the formulation of standards and performance targets. It is suggested that the leadership must review the implementation of performance appraisal system at Cukir Primary health care. Performance appraisal should have a positive impact on organizational well-being. If the performance appraisal is done well, then the productivity and performance of employees will increase.

Perceived Effectiveness of Teachers’ Performance Appraisal System in Government Owned Secondary Schools of Sidama Zone, Ethiopia

The study was conducted to investigate the perceived effectiveness of performance appraisal system in government owned secondary schools of Sidama Zone, Ethiopia. The study used teachers, school principals and experts from District education office as a unit of analysis. Descriptive survey method of quantitative research supported by qualitative study was employed to investigate the reaction of teachers and principal against the standards set for effective implementation of performance appraisal system in terms of the design, process and implementation of the appraisal system in secondary schools. The research was conducted in sidama zone with randomly selected government secondary schools. One hundred forty seven teachers were selected using systematic sampling method and all seven principals of the selected schools were included due to the fact that their number is manageable. Survey questionnaire of both closed and open ended questions were used. In addition, Interview and document analysis were conducted to triangulate the data. Data collected through questionnaire was analyzed using percentages, frequency, spearman’s rank order correlation coefficient and chi –square. Whereas, data collected through interview and document analysis were presented in a narrative form. The findings of the study revealed that; a) there was no common consensus on the objectives specified in the plan for appraising due to lack of participation b) some of the measures used as a performance standards were not reasonably convenient and practical c) teachers were not fully involved in developing appraisal criteria d) the schools did not arrange performance review meetings as per the guideline e) teachers lost trust and confidence in their appraiser(s) f) teachers and principals were not exposed to training related to the result oriented appraisal system. Based on the findings, the researcher forwarded the following recommendations: i. the school must fully involve teachers in developing the appraisal criteria and performance plan, ii) the district office should facilitate trainings related to result oriented performance appraisal iii) the zonal and district education office should ensure the practicality and convenience of the measures used as a performance standards in the schools. iv) the school should organize committee( comprising school principal, unit leader, department heads and representatives of student) to appraise teachers. V) the school should arrange continuous discussion on the objectives specified in result oriented performance appraisal. Vi. There should be performance review meetings between the appraiser/s and the teachers. Index Terms — Result oriented Teachers performance appraisal (ROTPA), Management by Objectives DOI : 10.7176/JEP/10-10-03 Publication date : April 30 th 2019

Performance Appraisal System for Intern doctors in Selected Medical college hospitals of Bangladesh Current situation

Background: Formal assessment could ensure all junior doctors receive feedback about their performance in the workplace early in their career, essential for professional development. Aim: . This study was aimed to analyze the situation of performance appraisal system of intern doctors in different medical college hospitals of Bangladesh.Method: This descriptive, cross-sectional study was carried out at 9 medical college hospitals(4 govt. and 5 non govt.) for a period of one year(July2016-June 2017) among 52 teachers and 445 intern doctors. Convenience sampling technique was administered. Data were collected by using self administered semi structured questionnaire. Data analysis were done using SPSS version 19.0 software.Results: The study revealed that the medical college hospitals under this study had mostly satisfactory internship training facilities. About 56% interns responded negatively about the utilization of logbook in each major discipline rotation. Around 54% of them responded negatively about the practice of performance appraisal system in their institute About 42.3% of teachers were not satisfied with the current practice of performance appraisal system of interns in their institute. However 27.5% teachers said that they arranged assessment always and 27.5% said that most of the time they arranged assessment for interns. About 35.5% interns blamed lack of interest of teachers about assessment of interns but 40% of teachers said work overload is the most important among the barriers in implementing appraisal system for interns. Around 42.1% interns suggested that existing logbook should be properly used and 48.9% of them suggested that the entire training should be under close supervision of the supervisors. Majority of the teachers were in favor of assessing interns on regular work along with formal assessment, they suggested regular morning session, ward round and bedside teaching should be ensured for the improvement of the standard of training.Conclusions: Proper utilization of logbook, successful implementation of performance appraisal system with feedback, active monitoring committee for the interns were recommended by the study.Bangladesh Journal of Medical Education Vol.9(1) 2018: 14-17

Towards Developing an Integrity Framework in Performance Appraisal System (PAS) in the Malaysian Public Sector: A Preliminary Analysis from Justice and Ethical Perspectives

The implementation of Performance Appraisal System (PAS) is seen as a strategic move to foster performance-basedwork culture in the Malaysia’s public sector. Embedded in pay-for performance system, the new appraisal systemwhich was first introduced in 1992 establishes linkage between pay system, performance and competenciesdevelopment. However, the chain tying pay to performance appears to be weak. Massive disappointment signalspoor implementation as the appraisal system was overshadowed by inappropriate instrument design, rater error,inaccurate rating, bias assessment, etc. These major setbacks have evoked concern over ethical and fairness in thepractices of PAS. Occurrence of problems in the implementation of PAS signified erosion of justice and ethics in thepractices of PAS, thus lead to growing demand for integrity-based performance assessment system. This preliminaryanalysis therefore seeks to examine the relationship between ethic, justice and the practices of PAS in the Malaysia’spublic sector. Correlation coefficient results disclosed positive association between variables as the instrument used,process employed are moderately associated with ethics and justice dimensions. The appraisal system is likelyperceived to be good if fair assessment and ethical supervision were present and vice versa. This study deliberatelydiscusses the aforementioned issues through integrated framework based on organizational justice and workcharacter ethics theories and proposed framework for integrity enhancement in the implementation of PAS.Significantly, this article makes a theoretical contribution towards developing higher integrity capacity which oftenrequires in HRM practice.

An Analysis of Performance Appraisal System in Shurugwi District Day Secondary Schools

The study was designed to find out if there was a clear policy on the execution and implementation of performance appraisal system as well as a clear understanding of the use of the system and its proper implementation by both the appraiser and the appraisee. The study adopted a quantitative research approach. Systematic random sampling was used to come up with schools to be involved. Stratified sampling was also used to come up with the number of teachers and heads respondents. For data collection, questionnaires were used. Frequency table percentages pie chart was used. Results indicated that there is a policy on performance appraisal although it was not written down for all implementers. There is a fair understanding of the performance appraisal implementation and its uses. The study concluded that administrators and teachers did not know the model of performance appraisal. It was recommended that there be more effort by policy –decision makers to ensure that the policy on the performance appraisal system be available to all stations where the system is being used.

Establishing Effective Performance Appraisal Practices in the Ghana Civil Service

Performance appraisal system is one of the most popular tools used in contemporary reform programmes by governments to enhance efficient and effective performance in the public sector.However, appraising employee performance is considered a controversial management practice anywhere it is being practiced because the successful implementation of effective performance appraisal system faces numerous challenges and obstacles. It is however inspiring to note that, the human resource system can become more effective by having a valid and accurate appraisal system used for rating performances of employees.In spite of the numerous efforts to improve the performance management system, it is evident that, the system lacks impetus to improve the performance of the Ghana Civil Service. Considering the crucial role Performance Appraisal play in employee performance strategy, this study sought to discover the extent to which Civil Servants consider the existing performance appraisal system as effective and efficient. The study was also to discover the various challenges confronting the effective implementation and utilization of performance appraisal in the Civil Service in order to provide recommendations for the better.The study adopted a case study design from the Office of the Head of the Civil Service (OHCS) and the Ministry of Education (MOE). It however, solicited the views of other Civil Servants from various Ministries, Departments, and Agencies (MDAs) through the Civil service Training Centre (CSTC). The study also used a descriptive survey because it involved collection of data, which informed the answers to the problem stated.The population for the study was the staff of the above-mentioned institutions that have gone through the appraisal exercise for at least once. The sample size for the study was 200 employees (60 from the OHCS, 80 from the MOE, and 60 from other MDAs through the CSTC ). Out of the 200 questionnaires that were distributed, 173 responded. The study relied on both primary and secondary sources of data and the researcher collected the data for the study, through the administering of questionnaires to the respondents in both senior and junior staff categories. Interpretation of quantitative data was done mostly by the use of tables/ figures and the data gathered from the in-depth interviews were analysed in a narrative form using the research questions raised for the study in relation to the main sections of the interview guide and the questionnaire. Data were analysed with the use of the Microsoft excel programme. The findings of the research have revealed that the current performance appraisal system in the Civil Service does not fulfill the aspirations of the employees, because it is characterized by certain flaws, which need to be addressed. Employees believe that the current PAS cannot help achieve organizational strategic goals and objectives; there is a negative general perception about the PAS; performance monitoring and feedback is poor; results from the appraisals are not judiciously used; performance is not linked to rewards and sanctions and finally, employees are hugely dissatisfied with the current PAS. Consequently, employees cannot be sufficiently motivated to put in their best. All these factors have worked against the effective implementation of the performance appraisal system in the Ghana Civil Service.Based on the findings, it was recommended that clear-cut performance appraisal objectives should be set out and made known to all concerned. Objectives should be developed jointly between the supervisor and the employee. Appropriate stakeholders need to set up a monitoring system to ensure that due process is followed by both appraisers and appraisees. Communication between supervisors and subordinates need to be improved drastically. Additionally, performance measures of individual organizations should be directly related to the overall mission and strategic goals of the entire Civil Service, particularly in terms of goals and objectives. Also, it is very crucial that appraisal reports are used judiciously. More also, appraisers and appraisees must be adequately trained on effective implementation of the PAS. It is important that various MDAs under the umbrella of the Civil Service develop different sets of performance appraisal systems that will cover specific task and job-holders since their job descriptions differ. Finally, review and appeal procedures should be adhered to in order to promote fairness and satisfaction by participants for higher motivation that may lead to higher performance and productivity in the Ghana Civil Service and government business as a whole.

Poor Employee Work Performance : A Case Study : Cambridge Police Station

Understanding the impact of employee poor performance and dealing with it immediately is very important to curb the negative element in the organization especially if left unattended. The study aimed at identifying the root causes and consequences of employee poor work performance and to explore the possible solutions. The results of the study exhibited how much the role of the management in the performance of the members. The morale of the members is important for the organisation’s success to improve the level of performance and productivity. Cambridge Police Station was identified as one of the contributors and was producing the expected desired result on performance especially on the operational programmes. Main drivers of poor performance were explored focusing on Visible Policing and Detective Components; the reasons for the employee low morale and the relationship between employer and employee. The study also takes into consideration the work environment with regard to resources and skills required for the members to perform their duties with the aim to maximize their performance. In any company or organisation it becomes imperative to consider return on investment, to ensure that resources utilized are yielding the desired outcome. Quantitative research approach was followed utilising an interpretive descriptive design to obtain the information. Structured questionnaires deemed to be relevant for data collection for this study. The response to the study was marginal with 70% [n=30] responses received. Data analysis included identifying and comparing existence of factors that affect the members personally and work related factors that threatens turnover intensions. The study participants composed members working at the Community Service Centre, Complaint attendance and Investigating Officers in the Cambridge Police Station precinct regardless of levels. The results revealed various factors that affect the performance of the station. The study findings showed a problem with regard to management aspects in terms of effective communication, lack of resources, implementation of performance appraisal system, recognition of good performance done by members and members’ views are not given recognition. These aspects played a negative effect on member’s morale that adversely affected the overall performance; hence the members lacked motivation and recognition by managers.

Poor Employee Work Performance : A Case Study Cambridge Police Station

Understanding the impact of employee poor performance and dealing with it immediately is very important to curb the negative element in the organization especially if left unattended. The study aimed at identifying the root causes and consequences of employee poor work performance and to explore the possible solutions. The results of the study exhibited how much the role of the management in the performance of the members. The morale of the members is important for the organisation’s success to improve the level of performance and productivity. Cambridge Police Station was identified as one of the contributors and was producing the expected desired result on performance especially on the operational programmes. Main drivers of poor performance were explored focusing on Visible Policing and Detective Components; the reasons for the employee low morale and the relationship between employer and employee. The study also takes into consideration the work environment with regard to resources and skills required for the members to perform their duties with the aim to maximize their performance. In any company or organisation it becomes imperative to consider return on investment, to ensure that resources utilized are yielding the desired outcome. Quantitative research approach was followed utilising an interpretive descriptive design to obtain the information. Structured questionnaires deemed to be relevant for data collection for this study. The response to the study was marginal with 70% [n=30] responses received. Data analysis included identifying and comparing existence of factors that affect the members personally and work related factors that threatens turnover intensions. The study participants composed members working at the Community Service Centre, Complaint attendance and Investigating Officers in the Cambridge Police Station precinct regardless of levels. The results revealed various factors that affect the performance of the station. The study findings showed a problem with regard to management aspects in terms of effective communication, lack of resources, implementation of performance appraisal system, recognition of good performance done by members and members’ views are not given recognition. These aspects played a negative effect on member’s morale that adversely affected the overall performance; hence the members lacked motivation and recognition by managers.

Evaluation of Employee Poor Work Performance with Specific Focus on Operational Functions at Cambridge Police Station in the Eastern Cape Province

Employee poor performance is a very negative aspect especially if left unattended. The aim for this study was to find the root causes and the impact of employee poor work performance and to explore the possible solutions. It was also noticed that the performance for the province was deteriorating; since the province is vast the study was conducted from one of the stations that are contributing towards poor performance to establish the reasons for the predicament. It was acknowledged that Cambridge Police Station as one of the contributors was not yielding the expected and desired result on performance especially on the operational programmes. The study explores the main drivers of poor performance focusing on Visible Policing and Detective Components; the reasons for the employees low morale and the relationship between employer and employee. The study also looked into working conditions regarding resources and skills required for the members to perform their duties with the aim to maximize their performance. The study followed a quantitative research approach using an interpretive descriptive design. The data was obtained by means of structured questionnaires. The reaction to the study was marginal with a response rate of 70% [n=30]. Data analysis included identifying and comparing existence of factors that affect the members personally and work related factors that threatens turnover intensions. The target population was composed of members working at the Community Service Centre, Complaint attendance and Investigating Officers at Cambridge Police Station regardless of levels. The response results revealed various factors which affects the performance of the station. The study revealed that the station have a problem with regard to management aspects in terms of effective communication, lack of resources, implementation of performance appraisal system, recognition of good performance done by members and members views are not given recognition. These aspects had a negative effect on member’s morale that adversely affected the overall performance; hence the members lacked motivation and recognition by managers. It transpired that the poor performance regulatory policy was either unknown or there was very little knowledge by members who heard about the policy. The results indicated that the policy was not correctly implemented instead managers did not care about the welfare of members and they dealt with members in accordance to disciplinary procedures without giving them a chance for explain their perspective.

Performance Appraisal Systems In Public Sector Universities Of Pakistan

The current research investigates different aspects of performance appraisal system, &amp; how performance appraisal system can play its role in improving the performance of teachers in higher education institutions of Pakistan. In the present study multi- methods approach was used which consist of survey questionnaire and in depth interviews. Survey questionnaire was used in order to investigate various aspects of current performance appraisal system and in depth interview to study the perception of teachers on performance appraisal approach. The focus of the study was on the employees of Bahauddin Zakariya University (BZU) Multan, Pakistan. The researchers undertook the public sector University of Pakistan, as a case study in the present study. Results show that although employees of BZU are aware of the useful outcomes of performance appraisal but there are some hindering factors e.g. untrained raters, exclusion of multiple raters, absence of feedback in the way of successful implementation of performance appraisal system. Present study also suggests the solutions with their implications regarding said factors.

Design and Implementation of Performance Appraisal System for Foundry Enterprises

Performance appraisal, an effective method for human resource management, is getting increasing attention by more and more foundry enterprises. Traditional manual methods, though laborious and not conductive to the management, have been widely used to appraise employee’s performance in the past years. Most domestic foundry enterprises have achieved a certain extent of informationization, during which lots of valuable data are accumulated, but these data rarely play a significant role in performance appraisal. In order to solve these problems, this paper analyzes the features of performance appraisal methods of these foundry enterprises, then designs and implements a Performance Appraisal System (PAS) based on data integration. PAS is suitable for enterprises at different informationization levels. The aim of PAS is to achieve a more rapid, fair and accurate performance appraisal and help to promote informationization of foundry enterprises.