Performance Appraisal System Research Articles

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.

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