Performance Appraisal System Research Articles

Staff Nurses' Perception of Performance Appraisal System and Its Relation to Job Crafting Behaviours

Staff Nurses' Perception of Performance Appraisal System and Its Relation to Job Crafting Behaviours

Implementation of 360 Degree Feedback Performance Appraisal System for Civil Servants: A Good Things Towards Behavior and Performance Change

Implementation of 360 Degree Feedback Performance Appraisal System for Civil Servants: A Good Things Towards Behavior and Performance Change

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

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

The Impact of Performance Appraisal and Training and Development on The Financial Performance of Small and Medium-Sized Enterprises (SMEs)

This study aims to measure the influence of human resource management (HRM) practices on the financial performance of small and medium enterprises (SMEs). It notably focuses on analyzing the effects of training and development programs and performance appraisal methodologies. In order to carry out this study, a quantitative methodology was employed, which entailed the use of self-administered questionnaires. A linear regression analysis was conducted on data obtained from 130 small and medium-sized enterprises (SMEs) to examine, assess, and improve the relationship between performance appraisal, training and development, and the financial performance of SMEs. The results indicate a clear and direct association between training and development, performance appraisal systems, and the financial success of small and medium-sized enterprises (SMEs). The findings highlight the critical importance of HRM practices as strategic investments rather than just administrative tasks. These findings provide useful insights for scholars and practitioners, offering a framework for implementing training and development and performance evaluation procedures to achieve financial success in small and medium-sized enterprises (SMEs), not just in Kosovo but also in similar global contexts.

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.

Effective Performance Climate for State-Owned Enterprises: A Case Study of BEI’s Performance Management System

Using BEI’s performance management system as a case study, this study investigates the creation of an efficient performance environment within the context of a state-owned enterprise in China. The company utilizes goal orientation and skills, competence, and knowledge orientation as primary components, underlining the importance of tracking and managing the performance process. This optimizes the application of performance outcomes, transforming employees' generalized knowledge, skills, and abilities (KSAs) into specific KSAs. This ensures a consistent performance climate with the strategy and thus improves organizational performance. Additionally, technical term abbreviations are explained upon first use. Focusing on KSAs and creating a performance climate that aligns with the strategy is necessary to improve organizational performance. This study outlines the implementation of a goal-oriented performance appraisal process and a corresponding performance appraisal system based on KSAs. Through a case study of BEI's performance management system, the research demonstrates its beneficial effect on corporate performance and thoroughly investigates its characteristic features, including legitimacy, effectiveness, relevance, fairness, and content environment. The study outlines the practical and enlightening effects of implementing an appropriate performance climate that aligns with Chinese state-owned enterprises’ cultural values. It also emphasizes the need for diverse organizations and industries to perform climate models that cater to their unique needs.

A study on performance appraisal system in axis bank

A study on performance appraisal system in axis bank

Development and implementation of real-time staff performance monitoring and evaluation system based on Global Positioning System (GPS)

This work presents the development and implementation of a Real-Time Staff Performance Monitoring and Evaluation System (RT-SPMES) using Global Positioning System (GPS) technology. In line with the dynamism of the workplace, due to rapid changes in technology, existing staff performance appraisal systems have fallen short of expectations due to their manual nature. Hence, the need arises for a more robust approach to monitoring and evaluating employee work performance. To achieve this, this work carried out an exhaustive review of existing performance evaluation methods within the academic and a conceptual architecture was developed. A real-time monitoring and evaluation system was developed, using PHP programming language, Hyper Text Markup Language and Cascading Styles Sheet. The system is hosted on Azure Cloud infrastructure. Through sufficient testing of the developed system developed in this work, it was asserted effectively monitors employee performance in real-time, paving the way for an objective appraisal process devoid of bias and manipulation.

Exploring human capital management practices: A comprehensive review

This paper comprehensively reviews Human Capital Management (HCM) practices, focusing on key dimensions such as Training and Development, Performance Appraisal, Recruitment and Selection, and Career Management. The success and survival of an organization depend on the efficient management of human resources in today's fast-paced, cutthroat commercial world. Through an extensive analysis of existing literature and empirical studies, this review identifies the critical role of HCM practices in enhancing employee skills, performance, engagement, and retention. The examination of Training and Development initiatives reveals their significance in fostering employee growth, improving competencies, and ensuring adaptability to changing job requirements. Similarly, Performance Appraisal systems emerge as essential tools for providing feedback, aligning individual goals with organizational objectives, and driving continuous improvement. Recruitment and Selection processes are highlighted as crucial stages in acquiring and retaining top talent, emphasizing the importance of aligning recruitment strategies with organizational culture and goals. Moreover, Career Management practices are explored in depth, emphasizing their role in promoting employee satisfaction, retention, and professional growth through clear career pathways, mentoring, and skill enhancement opportunities. Overall, this review underscores the need for organizations to prioritize effective HCM practices as strategic imperatives. By investing in the development, engagement, and retention of human capital, organizations can adapt to market dynamics, foster innovation, and achieve sustainable growth. The findings of this review offer valuable insights for practitioners and scholars alike, informing future research directions and guiding the implementation of HCM strategies in diverse organizational contexts.

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

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

An Investigation into the Effectiveness of the Current Performance Appraisal System and Its Contribution to Employee Performance for National Health Laboratory Services Employees at Amajuba-Mzinyathi and Umkhanya-Zulu Business Units, Kwazulu-Natal Region

An Investigation into the Effectiveness of the Current Performance Appraisal System and Its Contribution to Employee Performance for National Health Laboratory Services Employees at Amajuba-Mzinyathi and Umkhanya-Zulu Business Units, Kwazulu-Natal Region

Transforming the Performance Management System at Sapient

In 2013, Alan Herrick, the CEO of Sapient, raised concerns with his HR leadership regarding the effectiveness of the existing performance management system (PMS). He tasked Kameshwari Rao, Vice President of People Strategy at Sapient India, with evaluating the current performance appraisal system, which relied on bell curving and forced ranking. Leading a core team, Rao explored alternative systems to replace the current one, eliminating the use of the bell curve. The team’s findings led to the proposal of a new approach named ‘enabling your potential’ (EYP), focusing on regular conversations throughout the year rather than a singular year-end effort for gathering and disseminating performance information. The EYP approach emphasized coaching and feedback. The case outlines the dilemma faced by Rao when confronted with feedback from various organizational stakeholders regarding the proposed EYP PMS. Rao must decide whether to persist with the bell curve system or adopt the proposed EYP approach.

Linking Performance Appraisal and Government Employees’ Organizational Citizenship Behavior

This study investigates the relationship between performance appraisal (PA) and organizational citizenship behavior (OCB) among Korean government employees, integrating social exchange theory, prosocial values, and impression management perspectives. It analyzes how employees respond to PA’s perceived effectiveness, focusing on both direct and indirect effects of PA components alongside traditional OCB antecedents. Surveying 3,336 employees, the findings indicate positive correlations between performance feedback adequacy, PA fairness, and OCB, but a negative link with PA leniency. Organizational commitment emerged as a key mediator, especially between PA leniency, performance feedback frequency, and OCB. The study emphasizes the importance of a well-structured PA system to foster employee engagement in OCB.

Crowding-Out or Crowding-In? The Impact of Performance Rating on Public Service Motivation: Evidence From a Chinese Local Government

Despite extensive research on Public Service Motivation (PSM), reconciling the debate over whether PSM is a state or a trait remains a challenge among public administration scholars. Studies exploring the antecedents of PSM that engage in this debate often overlook the importance of organizational factors in influencing PSM. Framed within the literature on the behavioral aspects of performance information processing and adopting a propensity-score-matching model with data from a Chinese local government, we examine whether and how performance ratings influence public service motivation of public servants. The results show that performance ratings have a crowding-out effect, underscoring how the ways in which signals of performance feedback are conveyed to public servants can shape PSM. Our findings contribute to understanding the antecedents that preserve and promote public service motivation. We call for future research that focuses on public-value-based performance appraisal systems in centralized regimes.

Instrument of Performance Assessment of State Higher Education Employees Public Service Agency Based on Strategic Plans and Competitive Advantage

The government issued Government Regulation (PP) No. 30 of 2019 which essentially evaluates the performance of employees based on results and is derived from the performance of the institution. PTN PK-BLU that are given financial flexibility is required to improve the quality of their service and financial performance based on strategic plans and institutional excellence. Government agencies enforce the implementation of PP No. 30 of 2019, issuing regulations regarding the transfer of administrative positions to functional positions as regulated in the Regulation of Minister of PANRB No. 6 of 2022 on Performance Management of State Civil Apparatus Employees. This study aims to analyze the effect of a performance appraisal system based on business strategic plans and the advantages of PTN PK-BLU based on PP No. 30 of 2019. This study uses a qualitative descriptive approach conducted at the Universitas Pembangunan Nasional Veteran Yogyakarta. The results showed that there was a change in the preparation of the SKP for lecturers and employees based on employee performance appraisals. Performance assessment uses a rubric whose indicators are adjusted to the strategic plan, all of which will relate to the achievement of the Key Performance Indicators.

INVESTIGATING THE EFFECTIVENESS OF EMPLOYEES' PERFORMANCE APPRAISAL SYSTEM: KUWAIT CASE STUDY

Purpose: Performance appraisal systems have become a crucial tool for organizations in evaluating and maximizing the effectiveness of their employees. It is the main goal of this study to find out how well the employees' performance appraisal system for employees works in Kuwait, paying special attention to how employees and managers feel about it in both private and public sectors.
 
 Theoretical Framework: Performance appraisal systems play a critical role in enhancing organizational performance, employee development, and overall job satisfaction. However, the effectiveness of such systems can vary based on organizational cultures, contextual factors, and the alignment of appraisal practices with local norms. A literature review was a vital step, it established a foundation for this study and guides its design, implementation, and interpretation.
 Design/Methodology/Approach: The study employs a mixed-methods approach, combining quantitative surveys and qualitative interviews to gather insights from a diverse sample of employees and managers across various institutions in Kuwait in both of its sectors. The research design allows for the collection of both quantitative data, offering statistical trends and patterns, and qualitative data, providing nuanced perspectives and in-depth understanding.
 Findings: Findings reveals a moderate level of agreement, satisfaction, or endorsement of the performance appraisal system in their organizations. Results also demonstrate significant differences between respondents from government and private sectors, in favor of private.
 Originality/Value: This research also shed lights on the strengths and areas requiring improvement in such systems which is valuable insights for organizations looking to improve their performance management processes, leading to improved employee performance, engagement, and decision-making.

Application of Simple Additive Weighting Method To Design an Employee Performance Assessment System in a National Logistics Company

This research aims to discover how an employee performance appraisal system using the website-based SAW method can help managers carry out the employee performance appraisal process. The method used in developing a web-based decision-making system is the prototype method. For data collection, two techniques were used. First, obtain the necessary information through interviews. Second, by collecting performance assessment data previously carried out manually by managers. It can be observed that the system may function effectively by performing its functions as an employee performance assessment utilizing the simple additive weighting calculation technique after creating a prototype decision-making system using the website-based simple additive weighting method. After managers have completed an evaluation, website-based solutions can combine data to make it easier to access, preserve data security, and support decision-making. The results provided yield high accuracy based on the SAW formula. This system uses the SAW calculation method so that employee performance assessments are carried out based on the percentage weight of the criteria that the manager has determined. From the requirements and results of this assessment, SAW can produce a ranking of employees with the best to worst performance. From this ranking, the manager can determine the employee with the best and worst performance, and then managers can make decisions based on that data.

Need of Performance Evaluation Systems for Employees in Insurance Companies

Companies use performance appraisals to figure out how well their employees are doing. This involves setting goals, deciding what's important to measure, and then checking if employees meet those goals. Employees get regular feedback on how they're doing, and there are training programs to help them get better. A good performance appraisal system is fair and objective, making sure everyone is treated the same way. For insurance companies, it's especially important to have a strong system for evaluating employee performance. This is because the insurance industry has its own unique challenges and is always changing. The study highlighted in this summary talks about why it's so crucial for insurance companies to regularly evaluate how their employees are doing. By doing this, companies can improve how well their employees work, help them grow in their careers, and make sure everyone is working towards the company's goals. The summary aims to explain the specific needs and benefits of performance appraisals designed specifically for the insurance industry in an easy-to-understand way.

Analisis Sistem Penilaian Kinerja Karyawan dalam Meningkatkan Kualitas Sumber Daya Manusia pada Bengkel Pusat PTPN II

This research aims to analyze the employee performance evaluation system used at the PTPN II central workshop. This research includes data collection through interviews with managers and employees as well as analysis of relevant documents. The research results show that the current PTPN II Workshop employee performance appraisal system has several weaknesses, namely the lack of quality of employee performance appraisal in the areas of skills, personal, soft skills and hard skills. The evaluation process is not always objective, the assessment criteria are unclear and the comments provided are not systematic. Additionally, there is a need to improve employee training and development based on their performance appraisal. Recommendations include establishing clearer evaluation criteria, training managers to provide effective feedback, and improving the employee development system to determine the objectives of research on employee performance and quality in the areas of personal skills, soft skills and hard skills. It is hoped that this will help improve the quality of employee performance assessments and their contribution to the success of the PTPN II focus workshop. This study provides useful information for other organizations seeking to improve their employee performance appraisal systems and also provides guidance for improving overall human resource management.

The Impact of Performance Appraisal System (PAS) on Employee Performance in Banks Operating in South East Nigeria Post-Covid-19 Pandemic

This study examined the impact of the performance appraisal system (PAS) on employee performance in banks operating in South East Nigeria post the Covid-19 pandemic. The study's broad objective was to examine the impact of performance appraisal on employees' work performance in South East Nigeria. This research also looked into the important components of performance appraisal, such as setting performance criteria, communicating those goals, measuring actual performance against those standards, discussing the appraisal with employees, and providing feedback. The required data for this investigation was acquired using a closed-ended structured questionnaire. Many related studies were used to create the questionnaire, which was then modified. The following approaches were used to select the comprehensive sample from a total population of 1745 employees: The target demographic was first determined, and then the sample size was calculated using a formula. Basically, 325 questionnaires were distributed to the employees that were sampled, and 260 of them were returned, representing 80% response rate. The 260 completed surveys were then analysed with smart PLS, a programme designed specifically for Structural Equation Modeling, path analysis, and confirmatory component analysis. It is also known as causal modelling software or analysis of covariance software. Correlation analysis and descriptive statistics were used. The study's findings revealed that performance appraisal had a primarily favourable impact on employee performance in Nigeria's banking sector. There was some positive and a negative (very significant) relationship between performance appraisal and employee performance, according to the correlation study.