Performance Appraisal Practices Research Articles

The influence of performance-driven cultures on performance appraisal best practices effectiveness

Purpose This paper aims to analyze the synergistic influence of performance appraisal (PA) practices and performance-driven culture (PDC) on the effectiveness of the performance management (PM) system, which is measured by employees' reactions, namely satisfaction and perceived utility. It also analyzes the type of relationship between PA practices and PA satisfaction, specifically whether it is additive or modeled as a latent factor.Design/methodology/approach This is a cross-sectional study. Data were collected from 513 managers and employees working in 135 public and private organizations. The research model and hypotheses were tested using structured equation modeling.Findings The results support the positive impact of a set of four PA best practices on PA satisfaction. It shows that PDC is an enabler for the effective deployment of PA practices. It also demonstrates that the perceived utility of the PM system plays a role as a mediator in the relationship between PA practices and PA satisfaction.Research limitations/implications Data were collected using a questionnaire at a single point in time, and thus, cause-and-effect inferences were not possible.Practical implications The results provide guidance to organizations that are interested in designing and implementing PM systems and PA practices that contribute toward enhancing employees' managing performance experiences.Originality/value This study advances our understanding of the mechanisms by which organizational culture and PA practices influence the effectiveness of the PM system. It suggests that organizations, to benefit the most from a set of PA best practices, need to have a PDC.

Influence of Distributive Fairness on Performance Appraisal Practices in Public Secondary Schoolsin Cherangany Sub-County

Aims: Teachers’ performance appraisal has been an integral component of teacher management system in Kenya. As such its application is critical in ensuring quality delivery. This study therefore sought to establish the influence of distributive fairness on implementation of performance appraisal practices in public secondary schools in Cherangany Sub-County.
 Study Design: The study used concurrent triangulation design.
 Place and Duration of the Study: Public secondary schools in Cherangany Sub-County.
 Methodology: The study included 187 respondents. Of these there were 37 (25 male and 12 femaleprincipals having an age range of 35 – 51 years). In addition 150(80 male and 70 female teachers were included. Stratified, simple random and purposive sampling was used to select respondents. Questionnaire was used to collect information and opinions from teachers and interviews from the principals.
 Results: There was a significant positive influence of distributive fairness on implementation of performance appraisal practices (r= 0.51, p =0.000). Therefore, the more distributive fairness led to an increase in implementation of performance appraisal practices.
 Conclusion: The results indicated positive influence of distributive fairness in the implementation of performance appraisal practices in public secondary schools in Cherangany Sub-County. To change the negative influence from the teachers, the study recommends use of a combination of methods in collection of performance appraisal data such as peer observation, self-evaluation, 360-degree assessment, verbal discussions and external assessment. The teachers should however be involved in selection of the preferred appraisal methods.

Performance Appraisal for Career Development in A Semi-Political Institution

Performance management has become a popular instrument of reform in many countries and effectively improves the quality of bureaucracy. Its use is not limited to the macro and meso-levels but extends to the micro level as a basis for individual career development. Objectivity and subjectivity are contradictory but appear simultaneously in performance appraisal practice. This paper focuses on performance appraisal practices for individual career development in a semi-political organization in terms of four aspects: education, training, promotion, and rotation. The study uses a qualitative method to gather primary data through interviews with source persons in the Secretariat General of the House of Representatives, Republic of Indonesia. The result shows that subjectivity and political factor dominate employees’ performance appraisal as well as career development. It occurs predominantly in the process of rotation and promotion. Furthermore, performance appraisals have not been used in creating an individual development plan in terms of education and training.

Moderately developed employee performance appraisal systems in Hungarian hospitals

The aim of the study is to assess and present the structure of the performance management system and the practice of performance appraisal in Hungarian state-run hospitals in the framework of an exploratory, descriptive research. Objective data may be used to support performance appraisal practices, primarily alongside a strategic performance management goal. The performance measurement and evaluation practice emerging from the research can be considered to be of adequate quality on the basis of the recommendations formulated in the literature. It is found that moderately developed performance appraisal systems exist in Hungarian hospitals. When observing work performance, the direct results of employees’ work are the primary basis for performance appraisal. A scale for measuring the development of a performance appraisal system has been developed.

Performance appraisal practices in Bangladesh: the role of culture

Although existing human resource management literature has investigated the link between performance appraisal and culture, research based on smaller economies in Asia is limited. With a multiple case study approach, this paper analysed the performance appraisal process of five organisations in the private sectors of Bangladesh. It also examined how cultural dimensions, namely, assertiveness, in-group collectivism, power distance, uncertainty avoidance and future orientation, influence the appraisal practices. The findings show that pioneer domestic firms are in the initial stage of transition to performance management from performance appraisal, while weaknesses, such as single-source rating, a lack of performance feedback, and an absence of documentation for performance monitoring, exist in general. In addition, recent changes in employee assessment systems reflect shifts in the national culture. This study contributes to the literature that combines performance appraisal and culture, especially in the context of an emerging economy. It also offers managerial and policy implications.

EVALUATION OF PERFORMANCE APPRAISAL PRACTICES AND ORGANISATIONAL JUSTICE TOWARDS WORK-RELATED OUTCOMES: A CASE STUDY OF A MALAYSIAN GOVERNMENT AGENCY IN THE NORTHERN REGION

Performance appraisal practices and work-related outcomes have become a serious matter of concern to many organisations. These issues would jeopardise the employees’ well-being if there is no fairness in treatment in the organisation. As a result, this research aims to evaluate the effect of performance assessment practices on work-related outcomes, with organisational justice serving as a mediator. This research examined a randomly selected sample of 127 administrative employees from a Malaysian government institution located in the northern region. It examined the relationships between performance assessment practices and organisational justice, work performance, work deviant behaviour and the mediating consequences of organisational justice on these linkages. The research model was tested based on the Social Cognitive Theory. Results from the Partial Least Squares Structural Equation Modelling (PLS-SEM) indicated that performance assessment practices positively impacted organisational fairness and work performance. The results suggest that organisational fairness mediates the correlation between the work-related deviant behaviour and the impact of performance assessment practices on work performance. Looking at the study’s findings, enforcing HR practices would gain positive favour among its employees, who are vital assets in executing the organisation’s agenda. As a result, the transformation programme will be more aligned, allowing it to continue providing talent to the economy by improving its performance through its employees.

Influence of Procedural Fairness on Implementation of Performance Appraisal Practices in Public Secondary Schools in Cherangany Sub-County

This study sought to establish the influence of procedural fairness on implementation of performance appraisal practices in public secondary schools in Trans Nzoia County. The study was guided by ‘goal-setting and Vrooms expectancy theories respectively. The study used concurrent triangulation design. The target population was 2340 respondents comprising of 242 principals and 2098 teachers from 242 public secondary schools. The sample size was 342 comprising of 35 Principals and 307 teachers’ respondents. Stratified, simple random and purposive sampling was used to select respondents. This sample of was drawn from 243 public secondary schools in Trans Nzoia County. Questionnaire were used to provide information and opinions from teachers and interviews from the principals. There was a significant influence of procedural fairness on implementation of performance appraisal practices (r=0.543, p=0.00). The procedural justice had significant influence on the implementation of performance appraisal practices. The study concludes that there was significant influence of procedural justice, on implementation of performance appraisal practices. The study recommends that TSC needs to develop and conduct continuous induction courses on performance appraisal for principals, deputy principals, heads of departments and teachers in order to demystify purpose of teachers’ performance appraisal in schools. Enhanced awareness can change the attitude that, teachers’ appraisals are aimed at aiding only the school management.

ASSESSING THE IMPACT OF HUMAN RESOURCES MANAGEMENT PRACTICES ON EMPLOYEE ENGAGEMENT IN SOUTH AFRICA

Employee engagement has become an area of interest among scholars and corporates alike. Employees who are not engaged do not perform at their maximum and this effect productivity. Hence, it is important for organisations to establish factors influencing levels of engagement. This study assesses the impact of selected HRM practices in the Gauteng Cooperative Governance and Traditional Affairs Department. This study employed the quantitative approach using a survey in the form of a questionnaire. A systematic sampling method was used, from the population (N=376). The questionnaire was distributed to a sample of (n=188) respondents and 157 questionnaires were valid. The results indicated a weak positive correlation between (HRM practices) recruitment, appointment and selection; compensation, rewards and benefits, performance appraisal; and employee engagement with p-values of (r=.07, n=157, p=.38); (r=.23, n=157, p=.00); and (r=.20, n=157, p=.01) respectively. The former was not statistically significant, while the latter two were statistically significant. Collinearity between variables was found to be (β=.07, t (.87) =.38, p0.05); and (B=.18, t (2.58) = 0.11, p>0.05). Recruitment, selection and appointment practices did not predict employee engagement whereas compensation, rewards and benefits practices, and performance appraisal practices predicted employee engagement. The analysis of variance (ANOVA) model was statistically significant (F (3.154) = 4.183, p=.01). The R-Squared (R2) was 8% and the Durbin-Watson statistic 1.93. The results contributed to the available literature on employee engagement.

A Study on Performance Appraisal System in Pallava Granites Pvt Ltd, Chennai

The aim of the descriptive research study was to know the opinion of employees with respect to performance appraisal system in the organization. The outcome of the research witnessed that majority of the respondents have shown positive tendency with respect to performance appraisal practices in the organization. The researcher has taken the advantage of both primary and secondary data sources. Applied both descriptive and inferential statistics to analyze the data in all dimensions. The research will facilitate to motivate the employees by applying fair performance appraisal practices. The outcome of the research can be generalized under any context where the need arises to appraise the performance of employees. Key words Performance, Appraisal, Appraisal system, Performance Management, Performance Analysis, etc..

The Role of Performance-based Rewards and Developmental Performance Appraisal in Promoting Innovative Work Behaviour: The Mediating Roles of Affective Commitment and Knowledge Sharing

The aim of this paper is to study the role of the motivation-enhancing human resource management practices of performance-based rewards and developmental performance appraisal in fostering innovative work behaviour (IWB). Furthermore, the paper considers the mediating roles of affective commitment and knowledge sharing in this relationship. The data was collected using a survey questionnaire from 235 unit managers working in technological, pharmaceutical, banking and manufacturing firms in Jordan. Structural-equation modeling using AMOS27 was employed to analyze the data. Findings indicated that performance-based rewards and developmental performance appraisal both have significant effects on affective commitment and knowledge sharing and that there is a direct and significant impact of performance appraisal on IWB. Affective commitment was found to mediate the relationship between rewards, performance appraisal and IWB. No support was found for the direct impact of rewards or knowledge sharing on IWB.

Driving SMEs’ Performance in South Africa: Investigating the Role of Performance Appraisal Practices and Managerial Competencies

Managerial competencies and performance appraisal practices are often ignored when considering the performance of Small-to-Medium Enterprises (SMEs). Yet, these competencies and practices are fundamental for the survival of the SMEs. SMEs are critical for economic growth and job creation in many economies. The current study sought to establish whether managerial competencies and performance appraisal practices correlate with SMEs’ performance in South Africa. Firm performance was measured using two variables: innovation and return on investment (ROI). The study adopted a structural equation modelling analytical approach. Interpersonal competencies were found to be a significant factor of managerial competencies, but conceptual and political competencies were not. The study also found that managerial competencies, and not performance appraisal practices, significantly correlated with both innovation and ROI. The study recommends that performance appraisal practices be tailored to suit SMEs in the developing countries context.

THE IMPACT OF PERFORMANCE APPRAISAL ON EMPLOYEES’ PRODUCTIVITY IN ELECTRICAL MANUFACTURING SECTOR AT PENANG, MALAYSIA

The purpose of this study is to examine the relationship between performance appraisal including job knowledge, communication skills, creativity and innovative on employees’ productivity in electrical manufacturing sector at Penang, Malaysia. In order to evaluate the relationship a sample size of 222 respondents taken from 28 electrical manufacturing sector with 6322 populations and 361 samples. A questionnaire was design for data collection to measure performance appraisal included job knowledge, communication skills, creativity and innovative on employees’ productivity. Stratified sampling method was used to analyze the data used SmartPls 3.7.8. The result of the study shown that job knowledge, communication skills, creativity and innovative have a significant relationship on employees’ productivity. The limitation of this study only covers electrical manufacturing sector. Suggested for future study focus on electronic, plastic and fabricated manufacturing sector in order to be more effective result in improving the performance appraisal practices in manufacturing sector.

Comparative study of performance appraisal practice in public sector and private sector banks in Haryana state

Performance assessment or evaluation measure is probably the most ideal approaches to further develop competence or expertise inside the business. A reasonable procedure performed at normal spans aids job satisfaction and upgrades corporate efficiency. Performance evaluation gives noteworthy as well as valuable framework for determining the competencies, awareness, confidence and entire work effectiveness of personnel. Evaluation system enables a supervisor to discover whether his existing work output requires extra workshop or not to boost the efficiency of individual. The effectiveness of talent acquisition strategies deployed at workplace is evaluated through assessment system. The program allows supervisors and staff to detect problem areas quickly by outlining precise objectives for individuals and formulating guidelines for superior work quality. Assessment System offer the individual and the administrator with a turning point in spotting and analysing issues for improving the efficiency. It may serve as a significant possibility to boost & clarify personnel & supervisor aspirations.

Do HRM practices facilitate innovation? A qualitative study in a developing country

PurposeThe purpose of this study is to examine the implementation of human resource management (HRM) practices that facilitate innovation in the public sector in a developing country.Design/methodology/approachQualitative method was engaged whereby a semi-structured interview was conducted to get the responses of two groups of employees which are top management and executive in two types of public organizations which are awarded and non-awarded. The collected data was later analyzed thematically.FindingsThe results show that there are differences and similarities among the public agencies in terms of their implementation of HRM practices that facilitate innovation. Apparently, the awarded public agencies do follow HRM practices that really facilitate innovation such as local training, provide more types of rewards to their employees and set a higher minimum level of innovation in their performance evaluation.Research limitations/implicationsThis research confines only 10 public agencies in Malaysia. Future studies might want to include a larger sample size to make the findings more extensive. It also would be interesting to know different approaches in HRM implemented in the private organizations as well as to examine their influences on performance and other organizational factors.Practical implicationsGood and fair HRM practices such as training, reward and performance appraisal practices that focus on innovation facilitate and produce more innovative employees and organization innovation. Thus, public managers should implement them to a higher extent.Originality/valueTo the best of the authors’ knowledge, this is the first study that aims to engage the qualitative method in understanding how HRM practices can facilitate innovation in a developing country.

The impact of performance-based rewards and developmental performance appraisal on innovation: the mediating role of innovative work behaviour

PurposeThe aim of this paper is to study and empirically test the relationship between employees' perceptions of the two motivation-enhancing human resource management (HRM) practices of reward and performance appraisal and both incremental and radical innovation. The paper examines whether innovative work behaviour (IWB) mediates the hypothesised relationship.Design/methodology/approachData were collected from 313 unit managers in manufacturing, pharmaceutical and technology companies in Jordan. Structural equation modelling (SEM) using AMOS v27 was employed to analyse the data and test the hypotheses.FindingsThe study finds that employees perceive rewards to be significant and to directly influence incremental and radical innovation. Additionally, employees perceive that performance appraisal to be significant for incremental innovation. The study also finds that IWB mediates the relationship between rewards, performance appraisal and incremental and radical innovation. No support was found for the impact of performance appraisal on radical innovation.Originality/valueDistinctively, this paper considers both incremental and radical innovation in studying the link between HRM practices and innovation. It also takes an intra-organisational perspective by considering employees' perceptions of rewards and performance in fostering innovation. Additionally, it assesses the impact of IWB in mediating the relationship between rewards, performance appraisal and innovation. IWB is rarely empirically studied in the HRM–innovation link specifically when linked with radical and incremental innovation.

Implementasi Teknik Penilaian Blended Learning Pada Keterampilan Pembelajaran Fiqih Masa Pandemi Covid-19

The purpose of this study was to determine the application of the skill aspect of blended learning assessment techniques in fiqh learning during the covid-19 pandemic at Madrasah Ibtidaiyah Ngabar Ponorogo. The method used in this study uses a qualitative approach. The data collection using interview and documentation techniques. The results of this study indicate that the learning concept used in Madrasah Ibtidaiyah Ngabar Ponorogo uses a combination of two learning systems, namely online and offline or blended learning. The technique for assessing the skill aspect of blended learning uses performance appraisal techniques or practices and products in fiqih learning during the covid-19 pandemic and in its implementation there are advantages and disadvantages. The conclusion of this study is that the learning of fiqh at Madrasah Ibtidaiyah Ngabar Ponorogo applies a blended learning model with techniques for assessing aspects of performance skills or practices and products that are going well even though there are shortcomings in implementation in the field during the covid-19 pandemic.

Performance appraisal justice and work attitudes of health-care workers in Ghana

PurposeWhile the extant literature has mainly examined either organisational justice or performance appraisal on employee attitudes, studies assessing the effect of performance appraisal justice (PAJ) on employee work attitudes are very limited. Hence, this study aims to investigate the effects of PAJ on employee work attitudes (job satisfaction and employee commitment) using empirical insights from health-care workers in Ghana.Design/methodology/approachThe study collected data from 302 workers in six selected health-care institutions and used multiple regression and bootstrapping mediation methods for the analyses.FindingsThis study found that interpersonal and procedural PAJ has significant positive effects on job satisfaction, but distributive PAJ showed an insignificant positive outcome. Then, while distributive and procedural PAJ has significant positive effects on employee commitment, interpersonal PAJ was insignificant. Moreover, job satisfaction significantly mediated the relationship between employee commitment and the three dimensions of PAJ.Practical implicationsThis implies that PAJ can trigger positive employee work attitudes such as job satisfaction and commitment to facilitate the realisation of positive health-care outcomes if fairness and justice are effectively integrated into performance appraisal practices in health-care institutions.Originality/valueThe study contributes to extending organisation and human resource theories in the context of health-care services by applying the organisational justice theory to understand the job attitudes of workers in the health-care sector and institutions: a highly under-research context with respect to the topic.

Performance evaluation of automotive product development team members based on a PLM system: A case study of M Automotive Products Company.

Based on product lifecycle management (PLM) theory and social comparison theory, this paper constructs a performance ranking model of automobile product development project team members, uses an active server provider (ASP) to develop the system, realizes the online operation and real-time analysis of the performance management system, and solves the problems of the low efficiency, low morale and unfair assessment of product development team members caused by traditional performance assessment. The performance management platform for the team members of the automotive product development project uses a PLM system to realize a systematic and standardized list of project functions and provide a performance appraisal management system that can be evaluated and fairly compared for project team members. Based on the performance appraisal practice of automotive product development project team members of M Automotive Products Company, this study verified the feasibility of the ranking model's transformation to work habits based on the predetermined and result data of the mission completion rate, the punctuality rate and the degree of improvement of the management level of product development project team. Through the tracking of the team performance ranking function, it is found that the model can solve the problems of untimely assessment and insufficient incentives in the current traditional performance appraisal, enhance the overall enthusiasm of the team, and give full play to the subjective initiative of the team.

What do we have faith in? – a comparative study on trust and performance appraisal practices in French and German MNE-subsidiaries

We explore how subsidiaries in a high-trust (Germany) and low-trust (France) country adopt the performance appraisal (PA) system from their US-headquarter. In-depth interviews with 30 informants illustrate trickle-down effects of trust from the national level to the organizational and individual levels shaping processes, outputs, and interactions of PA. While German informants expressed trust in the overall PA practice of the US-headquarter, French informants reacted with mistrust to PA manifested in different processes, rater and ratee attitudes, outcomes of PA, as well as the role of HR. We add to the comparative HRM literature by untangling, within an MNE context, the interaction of societal, organizational, and individual trust with the overall PA to provide a more holistic explanation for cross-national variations in PA beyond the mere assignment to separate cultural categories.

Performance Appraisal Practices and Teachers’ Job Performance in Private Universal Secondary Schools in Manafwa District, Uganda

The study examined the effect of performance appraisal practices on teachers’ job performance, and sought to investigate the effect of 1) target setting 2) performance monitoring and 3) employee feedback on teachers’ job performance. A cross-sectional survey design with a mixed-method approach was adopted. The target population of the study was composed of 211 respondents spread across four private universal secondary schools; 207 teachers and four head teachers; and a sample size of 189 respondents with 185 teachers and four head teachers selected using a simple random sampling approach coupled with a fish-bowl technique, while census inquiry was adopted to select head teachers. A self-designed closed-ended questionnaire was administered to collect data from teachers while an interview guide was adopted to collect data from head teachers. The CVI obtained for the instrument was .90 and a reliability index of 931 Cronbach alpha co-efficient. Data was analyzed using frequencies, percentages, and simple regression. Findings indicate that target setting (β = 0.375, p< 0.05), performance monitoring (β = 0.435, p< 0.05) and employee feedback (β = 0.375, p< 0.05) had very strong significant effect on teachers’ job performance. The study concludes that performance appraisal practices can significantly aid teachers’ job performance in private USE schools if well handled in terms of comprehensiveness, clarity and timeliness. It recommends that target setting should involve teachers and their individual differences be reflected; academic meetings should be held monthly and performance support should be extended to teachers; whilst feedback given to teachers ought to be timely, comprehensive and interactive.