Performance Appraisal System Research Articles

The Influence of Teachers’ Attitude towards Performance Appraisal System on Their Job Performance as Mediated by Secondary School Teachers’ Motivation

The Influence of Teachers’ Attitude towards Performance Appraisal System on Their Job Performance as Mediated by Secondary School Teachers’ Motivation

Perceived Fairness of Performance Appraisal: Does It Shape Bankers’ Attitudes towards their Job and Organization?

Purpose: The study aimed to assess the effect of perceived fairness of performance appraisal (PA) on bankers’ attitudes, namely job satisfaction, job involvement, work engagement, and organizational commitment. Methodology: The research employed a convenience sampling method to gather data from 207 front-line bank officers working in 10 private commercial banks in Bangladesh. For the analysis of the collected data, the study used statistical tools such as ANOVA, Pearson correlation, and regression, using SPSS version 25. Findings: The study found that fair PA has a significant positive impact on all four types of attitudes. From the control variables (i.e., experience, age, gender, education, and marital status), only education level is found to have a significant negative association with job satisfaction and job involvement. Practical Implications: By highlighting the significance of a fair performance appraisal (PA) system, the study provides insights for bank administrations on improving the positive attitudes of their workforce. This, in turn, may boost bankers’ performance and foster success for the banks as a whole. Originality/Value: In a first-of-its-kind endeavor, the study contributes valuable theoretical insights by exploring the influence of fair PA on diverse types of desirable employee attitudes towards jobs, work, and the organization. Moreover, the study explains the findings in the context of social exchange theory as well as equity theory. Research Limitations: A small sample size, convenience sampling, and cross-sectional self-reported data are the main limitations.

Identifying the job competencies of Generation Z hotel employee in an intelligent environment in China

This study aims to identify and enhance the job competencies of Generation Z hotel employees in China, focusing specifically on how intelligent environments influence their job roles. Employing a mixed-methods approach, the research integrates focus group interviews with five groups to explore how job roles evolve in response to intelligent environments and uses questionnaires with 167 participants to develop a competency framework. The investigation addresses various dimensions of the intelligent hotel environment, including work support, internal communications, customer experience, and staff-customer interactions. Results show that the sense of responsibility towards customer interactions escalates to another level after hotels adopt an intelligent environment. Furthermore, this study establishes a job competency framework with 3 dimensions and 33 evaluation factors for Generation Z hotel employees, validated through Exploratory Factor Analysis and Confirmatory Factor Analysis. The framework of job competencies assists hotels in refining job competency assessment standards, developing robust performance appraisal systems, planning effective career development pathways, and designing targeted training programs. We expect these enhancements to significantly enhance the operational excellence and competitive advantage of hotels in China.

The Extent to Which Teachers Perceive Open Performance Appraisal System in Enhancing Work Commitment in Public Secondary Schools in Moshi District, Tanzania

The study investigated the extent to which teachers perceive OPRAS in enhancing their work commitment in public secondary schools in Moshi District, Tanzania. The study was guided by one research question for which the researcher searched for a response. The study was guided by the Management by Objectives theory (MBO), which was propounded by Peter Drucker in 1954. Convergent Research Design under Mixed Research Methods was adopted. The target population was 1239 teachers, 10 heads of schools, one DSEO and one TCS secretary. The study used total population and stratified random sampling techniques to determine the study sample, which consisted of 136 respondents. Instruments for data collection were questionnaires and In-depth interview guides. Face and content validity was ensured by three MWECAU research experts. Pilot testing was done in two public secondary schools. The reliability was aided by the Likert-items type, which was estimated using Cronbach's Alpha, whereby the results obtained from the teachers' questionnaire were 0.74. Triangulation and peer debriefing were used to ensure the reliability of the interview guide. Descriptive statistics were used to analyze quantitative data in frequencies, means and percentages and presented in tables with the aid of SPSS version 22. Qualitative data were transcribed and analyzed thematically. The study found that teachers in public secondary schools perceive negatively that OPRAS enhance work commitment in public secondary schools. Some teachers do not believe that OPRAS effectively enhances their overall job dedication and engagement. This negative perception highlights a gap between teachers who had expectations and those who perceived the effectiveness of the OPRAS system. The study recommends that the government should come up with practical mechanisms to ensure that all teachers work effectively and efficiently in order to improve general organizational performance.

Challenges Facing Sustainability of Performance Management System in Public Sector in Tanzania: A Critical Analysis of Open Performance Review and Appraisal System in the Commission for Mediation and Arbitration–Arusha

Challenges Facing Sustainability of Performance Management System in Public Sector in Tanzania: A Critical Analysis of Open Performance Review and Appraisal System in the Commission for Mediation and Arbitration–Arusha

Influence of Principals’ Participative Leadership Style on Tutors’ Support for Implementation of Performance Appraisal in Public Primary Teachers Training Colleges in Kenya

The study aimed at investigating the influence of principals’ participative leadership style on tutors’ implementation of the performance appraisal in teachers training colleges in Kenya. The study sought to test the following null hypothesis H01: There is no significant relationship between Principals’ participative leadership style and tutors’ support for the implementation of the performance appraisal in public primary teachers training colleges in Kenya. The study was guided by the Path-Goal Theory. The study employed a descriptive research design. The study's target population comprised 840 tutors and 21 principals in the 21 public teacher training colleges in Kenya in 2021. The sample size was determined using Yamane's formula. Therefore, the sample size for tutors was 271. Stratified random sampling was used to select tutors in teachers’ training colleges in Kenya. A census was used to select all the 21 principals of training colleges in Kenya. Primary data were collected using a questionnaire for tutors and an interview guide for the 21 Principals. It was established that principals’ participative leadership style had a positive significant (β=.431, p=0.00<0.05) relationship with the implementation of performance appraisal of tutors. The study concluded that principals’ participative leadership style had a significant influence on tutors’ implementation of performance appraisal. Based on the study's findings, it is recommended that the Ministry of Education, Board of Management, Kenya Education Management Institute, teacher training colleges, universities, parents, and Quality Assurance and Standards officers collaborate in designing and implementing performance appraisal systems. This inclusive approach ensures diverse perspectives are considered, leading to a comprehensive and effective appraisal system aligned with the sector's needs

The Mediating Role of Talent Management in Succession Planning and Private Organization Sustainability: A Conceptual Article

In the contemporary landscape of business, talent management has emerged as a strategic imperative for organisations aiming to enhance their performance and ensure long-term sustainability. The recognition of talent management's significance lies in its ability to attract, retain, and nurture key talents within an organisation. This process is particularly crucial for private enterprises, where human capital plays a pivotal role in driving innovation, productivity, and competitive advantage. Talent management operates within the broader framework of succession planning, which itself is a critical component of effective human resource planning. Succession planning involves identifying and developing internal talent to fill key leadership positions as they become vacant. This proactive approach not only mitigates the risks associated with leadership transitions but also ensures continuity and stability within the organization. This study delves into the intricate relationship between talent management and succession planning, specifically focusing on their impact on organizational sustainability. By conducting a comprehensive review of existing literature, the study aims to uncover insights into how talent management practices contribute to shaping effective succession planning strategies. Key areas of investigation include planning practices, training and development initiatives, performance appraisal systems, talent retention strategies, and overall talent management policies. Through the proposed conceptual model, the study seeks to elucidate the dynamics that connect succession planning and organizational sustainability within the context of talent management. By integrating these elements, organizations can better align their talent strategies with long-term sustainability goals, thereby enhancing their resilience and competitive positioning in the Nigerian business landscape.

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.

Haze Management Competition and Industrial Green Transformation

To clarify the relationship between haze management competition and industrial green transformation, this paper is based on the theoretical perspectives of local government competition and environmental federalism, the specific form of haze governance competition is analyzed by applying the two-region spatial Durbin model, and then the impact of haze governance competition on industrial green transformation and its transmission mechanism is explored by constructing a spatial panel linkage model and adopting the generalized spatial three-stage least squares method. The empirical results show that, with the profound changes in the performance appraisal system since the 18th National Congress, the interaction of environmental governance strategies between geographically adjacent provinces is imitative. In contrast, that which is between economically adjacent provinces is a “race to the top”, and haze governance is conducive to promoting the development of industrial green transformation. Further research found that the competition of haze governance is heterogeneous, and smog control in the eastern region contributes to the green transformation of local industries, while smog control in the central and western regions inhibits their industrial green transformation, and haze governance mainly enhances industrial green transformation through the innovation compensation effect, the human capital effect, and the industrial structure optimization effect. Therefore, the central government should carry out overall planning for the industry, and local governments should strengthen the joint prevention and control of haze and promote technological innovation, to improve environmental quality and realize high-quality economic development.

Strategic Human Resource Management Practices for Enhancing Employee Engagement and Organizational Performance

This research investigates the role of strategic human resource management (SHRM) practices in enhancing employee engagement and organizational performance. The primary objective is to qualitatively explore how SHRM practices contribute to fostering a highly engaged workforce and driving superior organizational outcomes. The study employs a qualitative methodology, incorporating case studies, in-depth interviews with HR professionals, and thematic analysis to understand the impact of SHRM on employee engagement and organizational performance. The research involves detailed case studies of organizations recognized for their exemplary HR practices, along with interviews with HR managers, executives, and employees. These qualitative data collection methods provide insights into the specific SHRM practices implemented, such as talent management, performance appraisal systems, employee development programs, and inclusive workplace policies. The thematic analysis identifies key themes and patterns in how these practices influence employee motivation, job satisfaction, and overall performance. The findings reveal that organizations that integrate SHRM practices, such as continuous learning opportunities, clear performance feedback mechanisms, and a supportive work environment, significantly enhance employee engagement. The qualitative data suggest that engaged employees are more likely to exhibit higher levels of productivity, creativity, and loyalty, which in turn contributes to improved organizational performance. Case studies highlight that companies with a strategic focus on HR management are better positioned to adapt to changing market conditions and achieve sustained competitive advantage.

Digital economy and fiscal decentralization: Drivers of green innovation in China

The impact of government behavior under a fiscal decentralization system on the interplay between the digital economy and both the quality and efficiency of green innovation poses an intriguing question. To address this, the present study employs two-way fixed-effects models, instrumental variables, and spatial econometric techniques, using data from 30 provinces and cities in China spanning 2004 to 2019. The findings reveal that the advancement of the digital economy significantly enhances the quality and efficiency of green innovation. In the context of China's fiscal decentralization, local governments frequently employ a “race to the top” strategy, amplifying the digital economy's beneficial impact on green innovation. This effect is particularly pronounced in economically prosperous regions that prioritize environmental assessments. Additionally, the study identifies a spatial demonstration effect, indicating that fiscal decentralization bolsters the digital economy's influence in adjacent regions. Consequently, policy recommendations include deepening the digital economy, advocating for increased fiscal autonomy for local governments, refining the performance appraisal systems for local officials, and establishing a well-calibrated environmental transfer mechanism. Further, leveraging the positive spatial correlations among local governments can foster a competitive yet collaborative landscape for green innovation.

Performance Appraisal System and its Effectiveness with Reference to a Select Automobile Firm

Performance Appraisal System and its Effectiveness with Reference to a Select Automobile Firm

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.

A Bibliometric Analysis of the Use of Technology in Employee Performance Evaluation: Trends and Implications

This bibliometric analysis explores the integration and implications of technology in employee performance evaluations, emphasizing trends over the last few decades. As organizations globally adapt to rapid digital transformations, traditional performance appraisal systems are increasingly replaced with technologically advanced methods including AI, blockchain, and machine learning. This study systematically reviews literature from major scholarly databases to map the evolution of these technologies and their impact on human resource management practices. It identifies significant trends, such as the rise in digital solutions post-COVID-19 and the challenges associated with data privacy and algorithmic bias. The findings offer a comprehensive understanding of how technology reshapes employee performance evaluation, highlighting a transition from conventional methods to dynamic, real-time assessment processes. This research not only documents existing patterns but also pinpoints gaps in current studies, suggesting avenues for future exploration to enhance organizational effectiveness through technology.

A STUDY ON ANALYSIS OF PERFORMANCE APPRASIAL SYSTEM

This study aims to analyze the performance appraisal system implemented at Koso India Pvt. Ltd., a leading provider of industrial valves and automation solutions. Performance appraisal systems are critical in assessing employee performance, enhancing productivity, and aligning individual objectives with organizational goals. This research investigates the effectiveness, efficiency, and employee perceptions of the current appraisal system at Koso India Pvt. Ltd. The methodology involves a mixed-methods approach, combining quantitative data from employee performance records and qualitative insights from employee surveys and interviews. Key performance indicators (KPIs) and appraisal outcomes were analyzed to gauge the system's impact on employee development and organizational performance. Findings reveal that while the performance appraisal system at Koso India Pvt. Ltd. effectively identifies high performers and areas needing improvement, there are challenges related to consistency, transparency, and feedback mechanisms. Employees expressed concerns over the subjective nature of certain evaluation criteria and the lack of actionable feedback. Additionally, the study highlights the need for continuous training for appraisers to ensure fairness and objectivity. Recommendations include enhancing the transparency of the appraisal process, incorporating 360-degree feedback mechanisms, and providing regular training sessions for both employees and appraisers. By addressing these areas, Koso India Pvt. Ltd. can improve employee satisfaction, foster a culture of continuous improvement, and better align individual performance with the company's strategic goals.

A Study on Employee Relationship Management

Recent studies highlight the importance of employee relationship management in the context of strategic human resources management, outlining the role of organizational context. Accordingly, the paper presents an employee performance appraisal conceptual framework including the role of contextual factors, where strategic human resources management plays a key role. Moreover, the model includes two sets of procedural and representative basic performance criteria, as well as a new category of profile performance criteria as the foundation for developing flexible, customized and meaningful employee performance appraisal systems and processes aimed at improving individual and organizational overall performance. Keywords—Conceptual model, organizational context, employee relationship performance criteria.

Pemberian Kompensasi Strategi dan Implikasi dalam Konteks Organisasi Modern

In the pursuit of business activities, companies require various resources such as capital, materials, machinery, and notably, human resources represented by employees. Employees, possessing talents, energy, and creativity, play a crucial role in achieving the company's objectives. This reciprocal relationship is driven by the employees' needs, motivating them to work. In this research, one shot time horizon is used with cross-section data type. Descriptive hypothesis testing using the technique of determining the average score. In verification research, the modeling approach and solution technique that will be used as an analysis tool is the variant or component-based structural equation modeling (SEM) method, namely PLS (partial least square). The results include that competitive salaries are an important component of an effective compensation strategy. Attractive perks and benefits can help organizations attract and retain the best employees. An objective and transparent performance appraisal system can help to ensure that high-performing employees receive appropriate compensation.

Does environmental decentralization improve industrial ecology? Evidence from China's Yangtze River Economic Belt

The rational division of environmental management powers between governments is the institutional basis for promoting the transformation of industrial ecology (IE). Based on panel data of 105 prefecture-level cities in the Yangtze River Economic Belt (YREB) of China from 2006 to 2020, this study analyzes the spatial and temporal evolution characteristics of IE and environmental decentralization (ED) in the YREB by constructing evaluation index systems. The spatial econometric model is used to explore the effects of ED on IE under economic growth pressure (EGP) and officials’ tenure (LT). The results indicate that regional differences in IE in the YREB exhibit a fluctuating downward trend and that the imbalance between regions is the leading cause of overall differences. Furthermore, IE presents a significant spatial positive correlation. ED has a restraining effect on IE and is regulated by EGP and LT. Moderate EGP can mitigate the negative effects of ED on IE, while LT intensifies the negative effects of ED on IE. Heterogeneity exists in the relationship between ED and IE in regional locations and pollution control pressure areas. These results are significant for developing a modern industrial system, formulating differentiated environmental protection strategies, and improving the government performance appraisal system.

An examination of the usefulness of a quantitative appraisal method in nursing human resource management in primary hospital operating rooms: An example of integrated collaborative scheduling.

In recent years, China medical and health services have made great development. However, the management of nursing human resources in operating room of primary hospitals still faces a series of challenges. In the nursing work of operating room, high-quality nursing human resource management is important for improving the efficiency of operating room and ensuring the safety of patients. From January 2022 to December 2022, comprehensive collaborative scheduling and quantitative scoring evaluation methods were carried out in our hospital, and relevant data were collected. The flexible scheduling combined quantitative scoring performance appraisal system and the traditional scheduling plus average distribution performance appraisal system were statistically analyzed and compared in terms of annual surgical cases, annual overtime hours, annual back work hours, annual compensatory rest hours, and average daily working hours. This study was based on 30 medical staff (27 females and 3 males) in the operating room of a primary hospital. The annual operation volume increased by 387 cases compared with before, and the attitudes of patients to the service attitude and preoperative waiting time were significantly improved, reaching more than 95%. In addition, in the survey of surgeons, it was found that their satisfaction with preoperative preparation and operation time was significantly higher than that of the traditional scheduling method, and reached more than 95%. In the survey of nursing staff, it was found that the satisfaction with the traditional scheduling method was about 80%, and the satisfaction directly reached 100% after the comprehensive collaborative scheduling system. Based on the above survey, the satisfaction of nurses, doctors and patients with the new comprehensive collaborative scheduling system has improved compared with before. After the implementation of the comprehensive collaborative scheduling system, the annual surgical volume has increased significantly, and the average daily working hours of nursing staff have decreased. Comprehensive collaborative scheduling is an effective method of nursing human resource management in operating room, which can effectively improve the work efficiency of nurses and the satisfaction of patients, doctors and nurses. In practice, this method needs to be continuously explored and refined to adapt to different application scenarios and requirements.

Technology impact: A study on the performance appraisal process in the IT industry

This study investigates the impact of technology on the performance appraisal process within the IT industry. Rapid advancements in technology have transformed traditional performance appraisal methods, and understanding the implications of these changes is crucial for organizations striving to optimize their performance management strategies. The use of technology for performance appraisals in the IT industry can introduce several problems that can negatively impact the evaluation process and employee morale. Automated systems may rely on irrelevant or incomplete metrics that do not capture important qualitative aspects of performance. These systems may be prone to errors, biases, and inaccuracies in data collection and interpretation. The findings of this study reveal the significant impact of technology on the performance appraisal process in the IT industry. There are potential solutions for mitigating performance appraisal problems in the IT industry. To ensure that performance appraisal systems are relevant and accurate, organizations can involve employees in the development of metrics and provide regular feedback. The integration of digital tools has enhanced the efficiency and accuracy of data collection, tracking, and analysis, leading to streamlined processes, reduced administrative burdens, and increased data reliability. Real-time communication channels have facilitated more frequent and timely feedback, fostering employee engagement and development.