Performance Appraisal Effectiveness Research Articles

Effectiveness of Performance Appraisal in Multinational Companies

A strategic HRM method called international performance appraisal (IPA) helps multinationalcorporations (MNCs) to regularly assess and enhance corporate, subsidiary, and individual performance inrelation to well-defined, predetermined goals. An incentive structure established by an effective IPA canguarantee that foreign workers and foreign subsidiaries are operating in the best interests of the parent firm.Information asymmetry and goal incongruence between the parent firm and its subsidiaries are theprimary causes of IPA's complexity. MNCs can select from a variety of IPA approaches, and theseapproaches are influenced by a host of firm-specific and host-contextual factors. Even though IPAs arewidely acknowledged to be important, most MNCs have not handled IPAs well.

The Effect of Performance Appraisal and Allowances Performance on Employee Performance Through Work Discipline as an Intervening Variable in the Banten Provincial Public Works and Spatial Planning Office

Performance has a very important role because performance is the final result of the employee's process of completing their tasks. Employees who complete their tasks well and correctly will have high performance. The purpose of this study is to examine the effect of performance appraisal and performance allowances on employee performance through work discipline as an intervening variable. The approach used in this study is a quantitative approach with a descriptive causality design. In this study, data collection used a survey method through the distribution of questionnaires. The population of the study was 204 employees, and the sample was taken using a simple random sampling technique of 67 ASN PUPR employees of Banten Province. The analysis method used in this study used the SEM (Structural Equation Modeling) method and testing was carried out with the Partial Least Square (PLS) program using the assistance of SmartPLS v.3.2.9 software.The results of the study indicate that H1: there is a positive and significant influence of performance appraisal on employee performance, H2: there is a positive and significant influence of performance allowances on employee performance, H3: there is a positive and significant influence of performance appraisal on work discipline, H4: there is a positive and significant influence of performance allowances on work discipline, H5: there is a positive and significant influence of work discipline on employee performance, H6: there is a positive and significant influence of performance appraisal on employee performance through work discipline, H7: there is a positive and significant influence of performance allowances on employee performance through work discipline.

Effects of performance appraisal on employees’ extra-role behaviors and turnover intentions – A parallel mediation model

Effects of performance appraisal on employees’ extra-role behaviors and turnover intentions – A parallel mediation model

Effects of Financial Incentives, Performance Appraisal, and Employee Recognition on Work Motivation of Start-Up Employee

This study examines the effects of financial incentives, performance appraisal systems, and employee recognition on work motivation among employees in start-up environments. Utilizing a sample of 300 start-up employees, data were analyzed using descriptive statistics, reliability analysis, correlation analysis, and multiple regression analysis with SPSS software. The results indicate that all three factors—financial incentives, performance appraisal systems, and employee recognition—positively and significantly influence work motivation, with financial incentives having the strongest impact. Interaction effects analysis further reveals that the combined impact of these factors is greater than their individual effects, suggesting a synergistic relationship. The study's findings underscore the importance of a holistic approach to employee motivation, integrating financial rewards, effective performance evaluations, and meaningful recognition to enhance motivation and organizational performance in start-ups.

Pengaruh Keadilan Distributif Penilaian Kinerja, Kepuasan Kerja dan Komitmen Organisasional terhadap Kinerja Karyawan PT Shoetown Ligung Indonesia

Employee performance is an important aspect of HRM that reflects how effectively employees achieve the responsibilities and tasks assigned by the company, the role of HR is needed to maintain employee performance levels in order to achieve company targets. This study aims to determine the partial effect of distributive justice performance appraisal, job satisfaction and organizational commitment on employee performance at PT Shoetown Ligung Indonesia. This research uses descriptive verification research through interview, survey and questionnaire methods as data collection instruments. The sampling technique of this research is Non Probability Sampling with Systematic Sampling method multiples of 5 (five) with a total of 104 respondents from the total population of 520 employees. Data analysis was done using simple and multiple regression techniques to assess the effect of the independent variable on the dependent variable with the SPSS 26.00 version application. The results showed that partially distributive justice performance appraisal, job satisfaction and organizational commitment have a significant affected on employee performance at PT Shoetown Ligung Indonesia.

Effectiveness of Leadership Styles and Performance Appraisal on Job Satisfaction: A Systematic Review

Secondary school education plays a vital role in the development of socio-economic growth of the countries. To achieve this objective, it is necessary to adopt a supportive leadership style by the education leaders for the satisfaction of employees. The major objective of this study was to find out the effectiveness of leadership styles and performance appraisal on job satisfaction of teachers. The study was based on quantitative and correlational research design. The population of this study was public secondary school teachers from Bahawalnagar whereas, 313 respondents were selected as sample of this research through simple random sampling technique. The data was collected by using questionnaires. Statistical Package for Social Sciences (SPSS) software was administered to analyze the research objectives. The results revealed that there was a positive and significant relationship between leadership styles and performance appraisal with job satisfaction. Moreover, leadership styles have a more significant effect on job satisfaction as compared to performance appraisal. Significantly, this research has an advantage for the advancement of the teaching learning process through innovative approaches.

The Effect of Performance Appraisal on Employee Performance at The University of KwaZulu-Natal

Performance appraisal (PA) is commonly used to manage as well as to measure employees’ performance at various organisations. Large or small organisations are always seeking much better ways to effectively enhance and improve employee performance thus maximising profit. The main aim of the study was to investigate the effect of PA on employee performance at the University of KwaZulu-Natal (UKZN). The hypothesis for this study was that the PA process will have a positive impact on employee performance at the UKZN while the null hypothesis was that the PA process will not have any impact on employee performance at the UKZN. The study employed a quantitative research method. The study also used a descriptive research design to help the researcher describe the characteristics of the population in an accurate and systematic approach. A stratified random sampling technique was employed, employees were divided and categorised into groups representing departments or schools they belong to, and then a simple random sampling in each group was applied. The sample size was determined to be 225 academic and support staff. Findings showed that PA has a positive impact on employee performance at UKZN. The study recommends that managers and supervisors must continue to set clear work goals and work targets for their employees as it is noted that employees are more effective and highly motivated when they know what is required from them and their work target. Appraisers must give frequent feedback to employees and help them improve in areas where they are lacking.

Evaluating Effectiveness and Employee Development Through Performance Appraisal System

Performance appraisal helps to improve overall organisational efficiency. The employee productivity could be positively manipulated by the sustainable performance appraisal system of an organisation. The professional relationship between the employees, providing formal education and other aspects helps to influence the employee development. This helps to enhance the overall organisation performance by reviewing the job-related various internal and external work environment of the employees, which can be achieved through motivating the employees, providing training and maintaining a positive organisational culture. This present study analyse their performance appraisal system and its impact upon their employee development, through conducting survey among participants selected from working professionals and with the help of ANOVA technique, analysed the relationship between performance appraisal on employee development and productivity.This Project aims to evaluate the impact and effectiveness of performance appraisal by delve into various dimensions of appraisal, including its design, implementation, and outcomes. Additionally, key performance indicators (KPIs) such as employee engagement, job satisfaction, retention rate and organizational productivity will be analysed and recommendations are to assess for overall impact of performance appraisal system on organizational success.

Performance Management Indices as A Stimulant of Employee Productivity in Nigerian Telecommunication Firm

The study examined performance management indices as a stimulant of employee productivity in Nigerian Telecommunication Firms. Specifically, the study investigated the effect of performance feedback; evaluated the effect of performance appraisal; examined the effect of training and development and determined the effect of reward system on employee productivity. A descriptive survey research design was adopted for the study. The population of the study comprised the selected telecommunication firm (MTN, Glo) staff in Edo State, Nigeria. The sample size was 334. Primary data used for the study were gathered through the administration of a structured questionnaire. Data gathered were analyzed using multiple regression. The result showed that performance appraisal has a significant effect on employee productivity; Moreso, performance appraisal has a significant effect on employee productivity; it further showed that training and development have a significant effect on employee productivity; Finally, it showed that the reward system has a significant effect on employee productivity. The study concluded that all the constructs of the explanatory variables were significantly related to employee productivity in Nigerian Telecommunication Firms.

Factors Influencing Performance Appraisal Effectiveness in ODL Institutions

Factors Influencing Performance Appraisal Effectiveness in ODL Institutions

The Influence of the Teacher Performance Appraisal System and Principal Leadership on the Quality of Teacher Performance at TK Tunas Harapan Nusa

This study aims to investigate the effect of teacher performance appraisal and principal leadership on the quality of teacher performance in Tunas Harapan Nusa Kindergarten (TK) in West Manokwari District. This research uses field research, with quantitative research using a correlational approach. The instrument used is a questionnaire. In this study, the population and saturated samples taken were all teachers at Tunas Harapan Nusa Kindergarten, which had a population of 12 people and were used as saturated samples in this study. Quantitative data analysis using IBM SPSS Statistics 22 Based on the results, the probability number in the significance level is 0.00, where the significance level α = 0.05, then H0 is rejected and Ha is accepted. This shows that there is an influence of teacher performance appraisal and principal leadership on the quality of teacher performance at Tunas Hrapan Nusa Kindergarten in West Manokwari District. The coefficient of determination in the regression model with an adjusted R2 value of 0.751 means that 75.1 percent of the quality of teacher performance can be explained by teacher performance appraisal and principal leadership.

ASSESSMENT ON THE EMPLOYEE JOB PERFORMANCE OF THE COMMUNITY ENVIRONMENT AND NATURAL RESOURCES OFFICE, ILIGAN CITY

The present study is an overview of job performance in CENRO. It includes a definition of Job Performance and tends to influence the level of job performance of their respective work. Performance evaluation is a necessary and beneficial process, which provides annual feedback to staff members about job effectiveness and career guidance. Appraisal is an important instrument in manpower management, if performed correctly and logically, it can conduct the organizations to their goal and the personnel will achieve their interests. In this paper, we study the effects of performance appraisal results on the employees' Job motivation in Hamden's health centers. For studying the research 395 samples were selected by chance.

Performance Appraisal as a Tool to Achieve Higher Efficiency and Productivity in the South African Public Sector, with Reference to Limpopo Department of Education

This qualitative study was conducted to assess the performance appraisal on employee’s productivity at the Department of Basic Education in Limpopo, South Africa. Performance appraisal refers to the methods and processes that organisations use to evaluate their employees' level of performance. This usually entails assessing employees' performance and offering them with feedback on both the quantity and quality of their work. The study examined the kind of tool Department of Basic Education utilize and the effects of performance appraisal on employee’s productivity. The researchers adopted a qualitative approach in this study in order to better understand performance reviews and employee experiences. Data was gathered through interviews with senior/junior managers purposively chosen. Additionally, subordinates selected from a simple random sample based on their responsibilities, backgrounds, and experience. As a result, the study used a verbatim transcription to capture every detail of the interview. The data was then analysed using thematic mapping. The research findings demonstrated the inefficiency of the current performance management and development method. The study also shows that workers are unmotivated and no longer have faith in the evaluation process. The findings further show that supervisors' management and implementation of the system are prejudiced, which demotivate employees as a result. According to the study, the current system has to be changed or revised in order to address the gaps and issues that have arisen as a result of prejudice and ineffective execution. The study also suggests that in order for the system's goals to be met, managers need acquire the right training, and staff should receive training as well to have knowledge about the system.

Pengaruh Penilaian Kinerja Dan Budaya Organisasi Terhadap Motivasi Kerja Funding Officer Koperasi Artha Mandiri Abadi Cabang Cirebon

The problem in this study is the performance of funding officers in the form of savings Artha Mandiri Abadi Cirebon Cooperative does not reach the target every month. Even though from the initial survey research in terms of performance appraisal, motivation and organizational culture is quite good. This study aims to analyze the effect of performance appraisal and organizational culture on funding officer work motivation. This research is expected to be an input in the future development of cooperatives, especially those related to the performance of Artha Mandiri Abadi cooperative savings Cirebon branch. Respondents involved in this study were Funding Officer employees of Artha Mandiri Abadi cooperative, Cirebon branch, totaling 30 people. This type of research is descriptive and verification research

PENGARUH PENILAIAN KINERJA DAN KOMPENSASI TERHADAP KEPUASAN KERJA KARYAWAN

This research aims to determine the effect of performance appraisal and compensation on employee job satisfaction and how much influence it has on job satisfaction. The method used in this research is a quantitative method, namely the researcher goes directly to the research object. Meanwhile, the level of explanation or problem formulation is problem formulation using the associative method. The data collected and used in this research is primary data, namely data obtained from questionnaires distributed to a number of employees. The data analysis method used is the classic assumption test, namely the normality test, multicollinearity test, and heteroscedasticity test. Correlation coefficient test, coefficient of determination test, regression test and hypothesis test. Based on the calculation of the partial coefficient of determination test, the effect of performance appraisal on job satisfaction is 40.3%. Job satisfaction compensation was 52.2%, and simultaneously between performance assessment and job satisfaction compensation a result of 52.7% was obtained. From the partial t test between performance assessment and job satisfaction it was 8.948, and compensation and job satisfaction was 7.326, and simultaneously the F test produced a result of 11.064. So it can be concluded that there is an influence between performance appraisal and compensation on job satisfaction.

The Effects of Performance Appraisal on Secondary School Teachers' Work Engagement in China-Based on the Mediating Effect of Teacher Identity

The level of teachers' work engagement plays a crucial role in determining the quality of education. Secondary schools, being a vital component of China's basic education system, exert a significant influence on the overall educational quality in the country. This research delves into the connection between performance appraisal and the work engagement of secondary school teachers, while also exploring the mediating role of teacher identity. Employing a correlational research design, the study distributed 4848 questionnaires across 202 middle schools (comprising both middle and high schools) in eight cities within Henan Province, China. The returned 4290 valid questionnaires resulted in a commendable validity rate of 88.5%. The research methodology integrates descriptive statistical analysis, difference testing, and structural equation modeling to analyze survey responses and questionnaire retrieval outcomes. The study's findings reveal that while secondary school teachers exhibit a high level of identity, there is room for improvement in the fairness of performance appraisal and work engagement. Moreover, a fairer performance appraisal demonstrates a significant and positive correlation with work engagement and teacher identity. Additionally, teacher identity serves as a substantial predictor of teachers' work engagement and partially mediates the impact of performance appraisal on teachers' work engagement. These outcomes offer a foundational understanding for further enhancing the equity of performance appraisal for secondary school teachers in China. The study also recommends strategies to bolster teachers' self-identity by promoting fairness in performance appraisal, thereby fostering improvements in teachers' work engagement and, consequently, elevating the overall quality of education.

Effect of performance appraisal on employee performance in selected ministries in Enugu State Civil Service

Performance appraisal is a regular or systematic evaluation of the performance of an employee on his current job thereby advancing productivity. Therefore, the broad objective of this study was to investigate how performance appraisal can improve the performance of employees in some selected ministries in Enugu State Civil Service between the years 2015-2022. The Specific objectives of the Study were to: Examine the impact of performance appraisal on employee productivity; Explore the effect of performance appraisal on employee competence; and Examine the impact of performance appraisal on employee workload delivery. Three null hypotheses, aligned with the objectives, were formulated to guide the study. The descriptive research design and survey method of data collection were adopted. The population of the study consists of the 755 staff of the three selected ministries in Enugu state civil service, namely: Office of the Head of Service, Civil Service Commission and Ministry of Lands and Housing from the Enugu State Civil Service located at the State Secretariat Enugu. The instrument for data collection was a structured questionnaire administered to the 261 respondents. Mean statistics were used to present the data descriptively using frequency tables displaying the mean score. The three hypotheses were tested using Linear Regression. The result indicates that performance appraisal significantly influences employee productivity, employee competence, and employee workload delivery. Therefore, the study recommends that management of public offices should create channels for employee feedback, conducting training and retraining periodically.

Assessing the Effect of Performance Appraisal on Employee Productivity in Organzations; A Study of Chikankata Town Council, Kafue Gorge Training Centre and Riverside Farm Institute

The study assessed the effects of Performance Appraisal on Employee Productivity in organizations; A study of Chikankata Town Council, Kafue Gorge Training Centre and Riverside Farm Institute. The objectives were to determine the effects of performance appraisal on employee’s productivity in an organization. The results obtained from the study would generate insight that would assist organizations in developing effective performance measurement strategies for it would enable the organizations to identify and develop guidelines that would enhance effective staff appraisal that would improve staff performance and for academicians and scholars, the study findings would be beneficial to forming the basis for future research on the subject, providing a critical examination of the field. The study used qualitative research design. A stratified proportion sampling was employed to obtain a suitable unit representative of analysis with the target population of 310 employees from three (3) different institutions namely; Chikankata Town Council, Riverside Institute and Kafue Gorge Training Centre. The study was anchored on expectancy theory. The study targeted the population of 310 staff based in Chikankata District with the sample size of 45 employees. The researcher used the interview guide and focus group questions as the data collection instruments that was pilot tested using 15 staff based in Chikankata District. The data was analysed by use of Microsoft excel. Specifically, means, averages and percentages were employed by the researcher. The data analysis tools were simple tabulations and presentations of the report using spreadsheets. The data is presented using tables, charts and graphs. The findings indicated that performance appraisal is important because the process offers organizations a valuable opportunity to measure how each staff in relations to previously established standards and expectations. The study recommends that Managers, supervisors and employees should be involved in the planning process of performance appraisal and the Performance appraisal policy should be easily accessible to all members of staff and performance appraisal process in the organization should be more transparent and rational.

A Study on the Effect of Evaluative Performance Appraisal on Coworker Rejection

A Study on the Effect of Evaluative Performance Appraisal on Coworker Rejection

The Effect of Bundles of Strategic Human Resource Management Pratices on Employee Performance Of Geothermal Development Company in Nakuru County,Kenya

The purpose of the study was to assess the effect of performance appraisal on employee performance of a geothermal development company in Nakuru County, Kenya. The study adopted a descriptive research study. The target population of the study was 1097 employees which comprised 79 top-level employees and 351 middle-level employees and 667 lower-level employees from 17 departments in GDC Nakuru County. The study used Nassiuma’s (2000) formula to get a sample size of 100. The study further adopted a stratified random sampling from which the sample was allocated to various categories according to their relative sizes. The study collected primary data using questionnaires. The questionnaire included both open and closed-ended questions. The pilot study was carried out in Kenya Pipeline Company Nakuru County to assess the effectiveness of the data collection instruments before venturing fully into data collection. This consisted of 11 employees representing 10% of the sample size. The piloted questionnaires were not included in the main study. Cronbach's Alpha was used to determine internal consistency technique. During this initial visit, the researcher explained the purpose of the study to the senior manager in charge of the geothermal development firm in Nakuru County and arranged for data collection. Statistical Package for Social Sciences (SPSS) version 24 was used to evaluate qualitative data. In this study. Both descriptive and inferential statistics were used. The findings revealed that there is a strong significant positive relationship between performance appraisal and employee performance in Geothermal Development Company (r=0.547 and p<0.05). The study concluded that there is a statistically significant relationship between performance appraisal and employee performance in Geothermal Development Company. From the conclusion the researcher recommended that Geothermal Development Company should strictly adhere to performance appraisal results to ensure employees are rewarded and promoted based on performance appraisal results.