Performance Appraisal System Research Articles

Influence of Student Council Decision-Making Skills on the Management of Discipline in Secondary Schools in Mbeere South Sub-County, Embu County, Kenya

The aim of the study is to examine the influence of student council’s decision-making skills on discipline management in secondary schools in Kenya. The study adopted correlational research design. The number of the study’s target population was 848 comprising deputy principals and student council leaders from 53 public secondary schools. Stratified and purposive sampling was used to select a sample of 272 respondents. Data were collected using questionnaires, which were piloted in four secondary schools selected purposively in Mbeere North Sub-County. The study establishes that: most schools train their student council leaders to acquire decision-making skills and also involve them in the decision-making process in their schools; involving leaders of student council in the decision-making process in their schools influences discipline management; the frequency at which school administration involves the leaders of student council in the decision-making process is low; majority of the student council leaders lack decision-making skills; and the decision-making skills of the leaders of student council significantly influence discipline management. The study recommends that: The Ministry of Education (MoE) should instruct all school boards of management to allocate some portion of their annual budget for the training and welfare of student council leaders, and school administrations should develop performance appraisal system for student council leaders, which would give them an opportunity to undertake self-evaluation and identify their gaps in leadership. The findings will be significant to school principals, teachers, student council leaders and educational policy makers to formulate strategies for managing students’ discipline. The findings also provide literature on the management of students’ discipline in secondary schools in Kenya. Keywords: leadership skills, management of discipline, decision-making skills, student discipline, student council, discipline

ESL Teachers’ Perceptions of the Individual Plan Measurement System (IPMS) and Its Impact on Professional Development

This research paper extrapolates the perceptions of English Language teachers about the effectiveness of the newly introduced Individual Plan Measurement System (IPMS) in terms of task performance at the University of Technology and Applied Sciences, Al Musannah (UTASA), Oman, and how this new performance appraisal system has contributed to teachers’ professional development. For the current study, the researchers employed a mixed methods approach by administering a survey questionnaire among the ESL teachers (N=31) of UTASA, conducting a semi-structured interview with selected staff members (N=7), and analyzing the data related to professional development activities conducted before and after the implementation of the new appraisal system. The study shows that most UTAS-A ELC staff perceive that IPMS has helped them plan and execute their professional goals effectively. Furthermore, the findings of the study highlight that a timebound individual plan guided and monitored by institutional agencies has a positive effect on employees’ intrinsic motivation and professional development, and it can make their task performance more efficient and systematic.

Pengaruh Employee Empowerment Terhadap Employee’s Performance Bisnis Fashion Syariah

There are many rivals in the sharia fashion business, because of the rise of this sharia fashion business, many people are involved and competing in sharia fashion which is a challenge for those who have this business. With this employee empowerment, it will affect employee performance, because with employees who carry out their jobs correctly can grow employee performance to motivate employees to give their best in carrying out their goals and business. If employees are motivated to provide the best for their business, then employees will be much more familiar with the business and the goals of the organization or business which is also called organizational commitment. A business will also experience inequality, so there needs to be a quality of performance appraisal system which will discuss the evaluation of employee's performance and a business and aims to stay in the business goals. If the Islamic fashion business runs this in its business, then the business will continue to run even the latest innovations

Impact of green HRM practices on bank employee service behaviors

This study aims to examine the influence of green human resource management (HRM) practices on the service behaviors of bank employees operating in the banking sector of Bangladesh. The study endeavors to offer valuable insights into the effectiveness of green HRM practices in enhancing practices and employee service behaviors in the banking sector. The results indicate that green human resource management practices have a beneficial influence on employee service behaviors by green knowledge sharing, green training and development, green performance appraisal, green reward system. This study also emphasizes how green HRM practices affect banks in terms of organizational sustainability, employee motivation, talent acquisition and retention, and the necessity of ongoing evaluation and improvement. Moreover, the current study used convenience sampling techniques to collect data from 258 workers of several commercial banks in Bangladesh using a self-reported questionnaire that had been modified from other studies. 95% confidence interval was used to accept the hypotheses during regression analysis. The results show that each and every hypothesis is supported, whereas hypothesis tests were analyzed using SPSS version 26.0. The results show that employees’ knowledge sharing tendency, training facility, performance appraisal and reward system have a significant and positive impact on bank employees’ service behavior. This study may contribute to the growing subject of sustainable HRM and offers useful advice for banks looking to include environmental sustainability into their HRM plans to spur progress and enhance service.

Research on employee engagement of delivery riders in the background of Gig Economy: study on the relationship between psychological contract, perceived organizational support and job performance

The food-delivery industry has gained increasing attention for its high level of freedom and flexibility and highly rewarding employment. This study aims to explore the relationship between employee engagement and psychological contract, perceived organizational support, and job performance in the context of gig economy, which has some reference value to theory and practice. In this study, quantitative analysis was conducted with the help of the Credamo Big Data platform, and descriptive statistics and multiple linear regression analysis were conducted on 105 sample data by SPSS27.0 and Stata 17.0. The study found a significant positive correlation between employee engagement and psychological contract, perceived organizational support, and job performance. Therefore, platform enterprises should pay attention to the psychological demands of delivery person, strengthen the perceived organizational support of platform enterprises to external selling riders, and optimize the performance appraisal system of takeout riders, so as to improve the employee engagement of takeout riders.

Performance Appraisal System

The processes for appraising organizational performance have become more complex. However, studies have focused on specific stages in the development of Performance Appraisal Systems, disregarding their completeness. This research seeks to describe how the evolutionary stages of a Performance Appraisal System (PAS) develop in the Brazilian public port context. A one-year case study was carried out, during which time the System went through the stages of the Life Cycle proposed by Bourne et al. (2000). To develop the System, data was collected through semi-structured interviews with the decision-maker of a public port holding company, guided by the Constructivist Multi Criteria Decision Aid (MCDA-C) methodology. The results of this research show how a PAS is designed, implemented, used and updated, offering contributions to the field of research, which is criticized for the lack of evidence demonstrating the complete Life Cycle of PAS. The study also provides evidence on the construction of knowledge generated during the stages of the System Life Cycle. In this way, it was possible to contribute by providing the organization with a model capable of measuring and supporting management activities and decision-making. The combination of theoretical contributions with the knowledge derived from the illustrated empirical results corroborates the area of Performance Appraisal research on the validity of the PAS Life Cycle and contributes to leveraging the organization's performance.

Assessing the Role of Performance Appraisals in Shaping Employee Job Satisfaction and Performance

Abstract: This study was conducted to investigate the performance appraisal system of employees working at the Dr. L.V. Prasad Eye Institute using Human Resource methods and methodologies. The goal was to implement a feasible and employee-beneficial appraisal system within the organization. To assess the existing appraisal system at the institute, a detailed questionnaire was prepared, and employee feedback was gathered. After a thorough analysis, a commitment was made to implement the best employee performance appraisals within the institute. To achieve this, secondary data was collected from the institute's accounts and Human Resource departments. The study employed various methods, including past-oriented and future-oriented approaches for a comprehensive examination to give valid conclusions.

Individual's Personality Traits, Perception of HRM Practices on Innovative Work Behavior: Innovative Climate as A Mediator

This study examines the structural relationships between individual's personality traits, perception of HRM practices, innovative climate and innovative work behavior based on the Trait Activation Theory (TAT) and Social Exchange Theory (SET). The main purpose of this study is to identify the significance of innovative climate as a mediator between individual's personality traits, perception of HRM practices and innovative work behavior. Individual's personality traits consist of openness to experience, conscientiousness, extraversion, agreeableness and neuroticism, perception of HRM practices consist of appropriate staffing and recruitment, a fair performance appraisal system, comprehensive training and development and competitive compensation. Innovative work behavior is measured in terms of creation, promotion and implementation.
 A quantitative approach is adopted to test the relationships. Questionnaires are used to gather data from 36 iron and steel companies of Tangshan in China, a total of 384 respondents participate in this study. The data are analyzed by using PLS algorithm and the bootstrapping procedure. Hierarchical Multiple Regression Analysis (HMRA) is used to examine (1) the relationship between individual's personality traits, perception of HRM practices and innovative climate; (2) the relationship between individual's personality traits, perception of HRM practices, innovative climate and innovative work behavior; and (3) the mediating role of innovative climate on the relationship between individual's personality traits, perception of HRM practices and innovative work behavior.

Retracted: The Performance Appraisal System of Country Well-Facilitated Farmland Based on AHP-Object Metatopological Model.

[This retracts the article DOI: 10.1155/2022/5117986.].

The impact of political competition on low-carbon technology innovation: From the perspective of officials’ personal characteristics

Political competition is reflected in the strategic interaction of regional government's behavioral motivation driven by “official tournament.” Especially since environmental protection was officially included in the official performance appraisal system in 2005, the interactive trend of local governments’ economic development and environmental protection is more obvious. The policy uncertainty caused by this interaction is a major challenge for the government to promote regional sustainable development. Different from previous studies that only focus on the impact of political competition on environmental governance, this paper studies the impact of political competition on the low-carbon technology innovation from the perspective of sustainable development. Combined with the characteristics of Provincial Party Secretaries and Provincial Governors, the influence mechanism of political competition on low-carbon technology innovation is analyzed based on the method of spatial dubin model. Firstly, it finds that political competition has a significant negative impact on low-carbon technology innovation in the region and its adjacent regions, which is mainly caused by the political competition of Provincial Governors, while the political competition of Provincial Party Secretaries has no significant impact on low-carbon technology innovation. Secondly, the results of the mediation effect test show that reducing the intensity of environmental regulation in exchange for economic growth and political promotion opportunities is one of the reasons why the political competition of Provincial Governors inhibits low-carbon technology innovation. Thirdly, the results of the heterogeneity test of official characteristics show that the age of Provincial Governors is less and the tenure is longer, the stronger the inhibiting effect of Provincial Governors’ political competition on low-carbon technology innovation is. These conclusions provide policy suggestions for enterprises to make environmental investment decisions under different political environments.

The Entrepreneurial Public Servant: Unlocking Employee Potential Through Recognition and Inclusion

Can public sector employees act as entrepreneurs and help solve some of the world’s most pressing problems? Amid crises such as COVID-19, rising inflation, and climate disasters, governments worldwide are facing credibility and legitimacy crises, and the need for innovation and entrepreneurship in the public sector has never been more critical. To understand how to make public servants more entrepreneurial, this study explores the relationship between human resource management (HRM) practices, person-environment fit theory, and attitudes toward public sector entrepreneurship. Based on data from the 2019 Australian Public Service census survey ( n = 92,128), this study finds the practices of promoting employee recognition and inclusion exhibit the strongest effects on entrepreneurial attitudes of public servants, via person-job and person-organization fit respectively. However, practices such as performance appraisal and trainings show irrelevant effects. Overall, this article suggests that public managers should instill a culture of inclusion, innovation, and participation within their organizations to unleash the entrepreneurial public servant, while they need to rethink their performance appraisal systems to serve better the purpose of improving employees fit with their tasks.

Investigating the Barriers to EFL Teachers’ Professional Development in Erbil High Schools

The present study entitled, ‘’ Investigating the Barriers to EFL Teachers’ Professional Development in Erbil High Schools”, aims at investigating the barriers to English Language teachers’ professional development in the city Centre of Erbil. To achieve the aims of the study, a questionnaire has been constructed to investigate the barriers to professional development. The tool of the study was exposed to some experts as jury members in the fields of English language, linguistics, and applied linguistics to achieve its validity.The sample of the study is 100 English Language teachers in public high schools. The data was analyzed after being statistically computed by employing SPSS programme to show Percentage, the Mean, and the Standard Deviation of the items of the questionnaire. The findings of this study reveal that there are some outstanding barriers that prevent English Language teachers from participating in professional development activities or training courses. The barriers are: (poor internet infrastructure and teachers’ illiteracy with modern technological tools, the ineffectiveness of teachers’ performance appraisal system, a bad design of professional development programmes, Training venues, financial constraints, teachers’ demotivation, the lack of qualified and professional English language trainers, English language teachers’ excessive workload, administrative routines, personal problems (family problems) and poor economic conditions, teachers’ beliefs and attitudes towards the professionalism of their performance, the effects of colleagues. The study also shows that the variables such as gender, age, marital status, qualification, years of teaching, and teaching hours per week have an impact on teachers’ participation in career-development activities. The contribution of this study can help other researchers in conducting further studies to investigate the barriers that influence teachers’ participation in profession-related activities or training courses among public high school English language teachers. It also helps the education decision makers to plan effective professional development programmes

The Effect of Performance Appraisal System on Organizational Commitment: Case Study Gaza Electricity Distribution Corporation

This study aims to investigate the effect of performance appraisal system on organizational commitment in Gaza Electricity Distribution Corporation (GEDCO). In total, 269 employees from the Gaza Electricity Distribution Company's six branches took part in the study, with a response rate of 82.16%. The analysis was conducted using a quantitative research methodology. To analyse the structural equation model and look at the study hypotheses, the (AMOS) tool was utilized.. The study found that there is a direct, weak, positive significant effect for performance appraisal system on organizational commitment. The results also denote that the dimensions (appraisal method (AM) and (appraisal feedback (AF) have the most impact on organizational commitment. The dimension (appraisal process (AP) was the least influential on organizational commitment.

Prototyping Model for Self-Appraisal Employee Performance Application Development in Cooperative

Employee performance appraisal which is currently still being implemented cannot yet describe transparency. In addition, the process is still manual, which is far from effective. This study aims to develop a web-based employee performance appraisal application system that can increase the transparency of assessments in microfinance cooperatives. The focus is on using self-appraisal techniques to promote transparency in the appraisal process. Transparent assessments are critical to building trust and fairness during performance evaluations. Using the self-appraisal method, individuals can evaluate their own performance, skills, and achievements in a transparent and unbiased manner. This study investigates the process of making an employee performance appraisal system with the prototyping model method as a development method. The findings of this study contribute to existing knowledge about performance evaluation in microfinance services, particularly in relation to self-appraisal techniques, and offer practical insights for organizations wishing to increase the transparency of appraisals through web-based application systems.

Performance, Commitment, and Growth: Understanding Turnover Intentions in Pakistan's Banking Sector Through Job Satisfaction

This study aims to examine the associations between performance appraisal, job satisfaction, career development, affective commitment, and turnover intentions among employees in the banking sector. Using a sample size of 400 banking sector employees, the research employs Smart PLS 3.0 for structural equation modeling. The study utilizes a cross-sectional design to analyze the direct and mediated relationships between the mentioned variables. The findings unveil a significant adverse association between affective commitment and turnover intentions, whereas performance appraisal demonstrates an unexpected positive correlation with turnover intentions, contrary to conventional expectations. Career development opportunities also display a positive albeit weaker link with turnover intentions. Job satisfaction emerges as a pivotal mediator, particularly in the relationships involving career development and performance appraisal. The study's focus on the banking sector limits its generalizability to other industries. The use of Smart PLS 3.0 and the cross-sectional nature of the study present methodological limitations. Future research could benefit, from a longitudinal approach, a more diverse sample, and the inclusion of various industries to enhance the applicability of the findings. The study underscores the need for banking sector organizations to reevaluate their performance appraisal systems and career development programs, considering their impact on turnover intentions. Enhancing affective commitment and job satisfaction is crucial for employee retention. This research contributes to the understanding of how performance appraisal, career development, and affective commitment influence turnover intentions in the banking sector, It offers valuable insights for human resource management practices in a rapidly evolving economic landscape.

Apex printing company limited employees’ appraisal

Apex Printing Company Ltd. (APC) performed appraisal on their employee to strategically achieve their organizational goals through staff enhancement. Performance appraisal evaluates personal traits and development for organizational benefits. Questionnaire administration and personal interview were the methodology adopted in this research. APC is made up of 1800 staff, comprising 1450 junior employees, 350 members of management and senior staff. APC performance appraisal system is unproductive in evaluating accurate performance of its staff, because of human prejudice in assessment. From the research, we therefore conclude that performance appraisal in APC is affected by prejudices while performance appraisal machinery in APC is ineffective in evaluating employee performance. Management of APC is recommended to embark on reviewing of the total appraisal system of the company design to achieve the goals of performance appraisal of employees.

Measurement Of Performance Commitment Of Employees In Health Care Unit

This paper aims at measuring the performance commitment of employees working in health care industry. Which is useful to know the strength and weakness of appraisal as well as employees? The present study is based on the objectives (1) to study and analyse the employees expectations, (2)to examine and analyse which appraisal system is being mostly used in the health care unit in Visakhapatnam, (3) to analyse whether the performance appraisal system of health care unit increase the productivity of employees or not. Hence study concludes that performance appraisal system will improve the motivation and job satisfaction in employees.

Academics' perceptions regarding performance evaluations and the consequences for their professional and personal activity

PurposeImproving and assuring the quality of higher education has become a key element of policy agendas worldwide. To this end, a complete accountability system has been developed through various evaluation procedures. Specifically, this study analyzes the perceptions of university teaching staff on the impact of performance appraisal systems on their professional activity, health and personal lives.Design/methodology/approachThe study adopted a nonexperimental descriptive and causal-comparative design using a questionnaire that was completed by a sample of 2,183 Spanish teachers. The data obtained were analyzed using descriptive statistics and comparisons of differences.FindingsThe results show that, according to teachers, the evaluation criteria undermine the quality of their work by encouraging them to neglect teaching, increase scientific production and engage in unethical research practices. Their views also emphasize the social and health-related consequences of an increasingly competitive work climate, including increased stress levels. Finally, significant differences are observed regarding gender, professional category and academic discipline, with women, junior faculty and social sciences teachers expressing particularly strong views.Originality/valueThe originality of this study lies in the application of a method that contributes to the international debate through a national perspective (Spain) that has so far received little attention.

Analysis of the Compensation and Benefit Management System of Chinese Enterprises Before and After COVID-19Taking Huawei as an Example

The purpose of this paper is to analyse Huawei's approaches to compensation and benefit management before and after COVID-19 through an analysis of past literature, combined with Huawei's actual compensation and benefit adjustment measures, focusing on how Huawei responded to the epidemic and dealt with the positive impact conveyed by its compensation and benefit management system. The main contents include the motivations for Huawei's payroll payments, the restructuring of its performance appraisal system and incentives before and after the epidemic. This study found that Huawei continued to improve its compensation and benefit management system before and after the epidemic, not only to maintain the level of employee benefits, but also so that the compensation program remained effective and did not pose a risk to employee benefits. In addition, Huawei's strategies for managing compensation and benefits have important implications for other internet communication companies.

Employee Job Satisfaction and its Impact on Performance of Private Security Industry

This study focuses on employee job satisfaction and its impact on performance of private security industries. The study used a descriptive research design and sampled 847 security personnel’s from 35 registered private security agencies in Maharashtra. The study concludes that most of the security personnel’s not satisfied towards their job and facilities they are getting and it creates negative impact on performance of private security industry. Therefore, the study recommends the security agencies should improve performance appraisal system, motivational practices, training programmes, social responsibilities towards security personnel’s etc. There should be a use of modernized technology as per changing needs for betterment of security industries. Researcher attempted to identify the various factors of job satisfaction and its impact on the job performance.