Performance Appraisal Practices Research Articles

Talent Management Strategies and Employee Performance in the National Police Service, a Case Study of Nairobi City County Kenya

The success of every organization is dependent on the strategies put in place to acquire, grow, and retain top talent to enhance employee performances. Today’s greatest challenge faced by managers in the wake of globalization, developing technology and workforce diversity is competition for talented employees which has increased considerably. These emerging trends have led organizations focus on effective strategies for talent management. The aim of this study was to establish the effect of talent management strategies on performance of National Police Service officers in Nairobi County. This study focused on establishing the effects of performance appraisal on employee performance in the National Police Service within Nairobi County. The study was underpinned by the Talent-Based Theory. This study embraced descriptive survey research design in which Yamen’s formula for sample size determination was used to arrive at a sample of 351 respondents. The study adopted questionnaires and interviews as the research instruments for data collection. The study questionnaire was tested for validity by doing a pretest, thus content and criterion validity that informed refinement of the items to enhance validity. Reliability of the questionnaire was ascertained using test-retest method where Cronbach’s Alpha coefficient of reliability was computed. Data collected was analyzed using the Statistical Package for the Social Sciences (SPSS) Version 23.0 for windows. Both Descriptive and inferential statistics were analyzed in the study. The findings of the study revealed a statistically significant relationship between performance appraisal and employee performance in the National Police Service in Nairobi County to the extent that a unit change in performance appraisal practices resulted in 0.772 unit change in employee performance in the National Police Service in Nairobi County, Kenya. The study recommended that talent management practices should be emphasized as doing so brings about superior organizational performance. Key words: Talent Management, Performance Appraisal, Employee Performance, National Police Service DOI: 10.7176/PPAR/11-4-06 Publication date: May 31 st 2021

Culture and performance appraisal in multinational enterprises: Implementing French headquarters' practices inMiddle East and North Africasubsidiaries

AbstractPerformance appraisal requires interactions between managers and employees and as such can be highly sensitive to differences in cultural values. This can be challenging when multinational enterprises (MNEs) are active across different institutional contexts, particularly when operating in the culturally complex Middle East and North Africa (MENA) region. In this qualitative study, we apply institutional theory to explore how performance appraisal practices are implemented and internalized in MNE subsidiaries in the MENA region through manager–employee interactions. A total of 117 interviews were conducted with different headquarter and subsidiary stakeholders (managers and employees) of four French MNEs operating in Lebanon and Tunisia. The findings indicate that, during implementation, performance appraisal criteria, evaluation, and feedback were adapted based on socio‐cultural values to achieve internalization. Such values include the emotional relationship between managers and employees, the fear of losing face, high power distance, the desire to avoid confrontation, and high‐context communication. Insights for future research are presented regarding the viability of MNEs operating in the MENA region implementing corporate performance appraisal practices.

English

Human Resource (HR) practices like performance appraisal (PA) training are meant to ensure that employees are equipped with the knowledge and skills needed for the attainment of organisational goals. However, gaps still exist on the relationship between PA employees’ training and employees’ performance. This study aimed to establish the relationship between PA training and employees’ performance in Public Teacher Training Colleges (PTTCs) in Kenya. A cross-sectional survey study was conducted among 282 employees comprising 185 appraisee’s and 97 appraisers in all the 27 PTTCs. Proportionate stratified sampling technique was used and a self-administered semi-structured questionnaire was used to collect sociodemographic data and PA practices. Linear regression analysis indicated that PA training contribution to employee’s performance was not significant (R2 = 0.001). Appraisee’s preferred quarterly appraisal trainings and appraisers preferred those conducted twice a year (P=0.0054; P=0.0025), respectively. Personal request (P=0.0086) was the basic selection criterion considered for appraisers to attend PA training whereas for appraisee’s, the management considered individual performance (P=0.0011). The PA training among appraisers focused on corruption prevention and service delivery (P=0.0031; P=0.0232 respectively) whereas for appraisee’s, it focused on conflict resolutions (P=0.0299). Additional courses besides PA training were intended to enhance employees’ personal development (P=0.0002). Appraisers opined that the relevance of PA training on employees’ personal development was not relevant at all (P=0.013) and ineffective (P=0.0055). Results suggest well-designed PA programmes that guarantee employees’ personal development and career progression enhances their commitment and may positively affect their performance. Key words: Appraisers, appraisees, teacher training, performance appraisal training, employees’ performance.

The power circuits, the duality of controls and performance appraisal: evidence from a Sri Lankan private university

Purpose: The study investigates the impacts stemming from the interplay between episodic, dispositional and systemic power circuits through which organisational agents influence or transform the coercive and enabling aspects ingrained in the performance appraisal process in a university setting. Research methodology: The paper uses a single case study method based on a private university. Data was collected using interviews, documentary evidence and observations. Results: We found that coercive controls become dominance over enabling controls of performance appraisal as an outcome of the ongoing implicit struggle between internal agents who pursue diverse interests and power relations in the private university setting. Limitations: As the research is directed towards the selection of in-depth inquiry of specific setting infused with culture, values, and ideology, it might cause to diminish the researcher’s analytical objectivity and independence of the research. Contribution: The study suggests that the realizing of power remained with the agent’s discretion within day-to-day interrelations. Therefore, the agents’ power relations are significant in deciding the intensity of dual controls in the performance appraisal practice.

Evaluating the impact of performance appraisal on doctor’s task and contextual performance: A view of public sector hospitals in Karachi, Pakistan.

Background: Performance appraisal is an essential function implemented by the healthcare organization to gauge an individual's performance while delivering quality care. The present study aimed to evaluate the interrelationship between appraisal and the doctor’s task performance measures.
 Methodology: A causal study was conducted on a sample of 270 doctors working at Dr. Ruth Pfau Civil Hospital and Jinnah Postgraduate Medical Centre (JPMC) in Karachi, using a deductive approach. An adapted questionnaire was used to examine the specified variables concerning appraisal, task and contextual performance. The collected data was examined using Analysis of Moment Structures (AMOS) and SPSS version 20.0.
 Results: There was a significant impact of performance appraisal on doctor’s task performance and contextual performance as indicated by the study results. A moderate significant relationship was observed between performance appraisal and doctor’s task performance (r = 0.383; p<0.01), while a strong significant relationship was detected between performance appraisal and doctor's contextual performance (r=0.874; p<0.01).
 Conclusion: It is concluded that the implemented performance appraisal practices influence doctor's task performance and contextual performance.

Performance Appraisal Practices in Bangladesh: the Role of Culture

Performance Appraisal Practices in Bangladesh: the Role of Culture

Talent management practices on employee performance among academic staff of Malaysian private universities: employee engagement as a mediator

PurposeThe aim of this paper is to examine the effect of talent management (TM) practices on employee performance (EP) among academic staff of Malaysian private universities (MPU) through employee engagement (EE).Design/methodology/approachThis paper used both descriptive and quantitative approaches, while the research unit of analysis consists of MPU academic staff. A simple random and stratified sampling approach was utilized in this study while, the research sample consists of 314 MPU academic staff. A questionnaire was used to collect data from the target population, while partial least squares–structural equation modeling was used to evaluate the study hypotheses through a bootstrapping approach.FindingsThis paper results demonstrated that TM practices (succession planning practice, promotion practice and performance appraisal practice) have a significant effect on EP, while EE mediates the relationship between TM practices and EP in MPU.Practical implicationsThis paper encourages university management to adopt and invest in TM practices for effective EE to achieve and sustain EP.Originality/valueThis paper has made a significant contribution to knowledge and to the operationalization of EE, EP and TM practices literature, which could help to develop theory, model, practice and research in areas of work performance.

Motherhood and the Military, Apposing Forces? A Female Perspective.

Becoming a mother is a life altering experience on its own. When women who serve in the military become mothers for the first time their cover as conceptual men is broken. Motherhood ultimately alters the playing field. This article explores the challenges of motherhood within the military. It investigates how women serving in the Irish Defence Forces navigate work life balance in a male dominated organisation as they undertake the most female role of all motherhood. It explores issues that arise before during and after pregnancy and how the Defence Forces responds. The White Paper on Defence published in 2015, made a commitment to continue to progress work life balance initiatives for all members of the organisation (Department of Defence, 2015).This paper provides a valuable opportunity to generate narratives that have not been heard in the organisation before in response to this commitment. This study confirmed that women re-evaluate their future careers when children arrive and based on current requirements for career progression within the Defence Forces are self-selecting not to progress. It also confirmed that the current career obstacles for many to overcome require a clear choice between family and work. This research drew attention to the fact that women are disadvantaged by common practices of performance appraisal when absent for maternity leave. This research has also demonstrated that women are highly committed to the Defence Forces and deeply appreciated of the statutory entitlements they receive. The article argues that, for the Irish Defence Forces to recruit, retain, promote and increase the number of women within the organisation, it is essential for it to acknowledge that the current practices do not fit with the way that women work. Failure to do so will continue to result in a loss of capability which the Defence Forces cannot afford.

Human Resource Management Practice and Teachers’ Job Satisfaction: The Case Study of East Wollega Zone Secondary Schools, Western Ethiopia

Introduction: Human resource management is the most important function in any organization; because it is related with the responsibility of using resources for the purpose of achieving the goals of the organization. Thus, the main purpose of this study was to investigate the relationship between Human Resource Management Practice and Teachers’ Job Satisfaction in government Secondary Schools.
 Methods: The research design for this study was correlation research. Both quantitative and qualitative research approach was used. Data was collected through questionnaire and interview. Respondents were selected using random sampling technique and a total of 155 respondents were participated. Also, five school principals were purposively selected and participated in the study. The data collected were organized, analyzed, tabulated and interpreted using simple percentages, means, standard deviation, analysis of variance and Pearson correlation.
 Results: Major findings of the study are: majority of respondents reported poor teaching staff resource planning (M=2.14, SD=1.18), provision of training and development on various issues was inadequate (M=2.24, SD=1.32), performance appraisal practice was not based on clear and transparent procedures (M=2.05, SD=1.15), a good number of teachers were feeling moderate job satisfaction to the existing work environment (M=3.24, SD=1.35). Correlation analysis indicates significant positive interaction between human resource management and teachers job satisfaction (r=0.55, p=0.00). 
 Discussion: The importance of human resource management was not acknowledged and well understood by the educational leaders. Effective human resource management can improve workforce utilization in schools and it will potentially increase the job satisfaction of teachers. Performance appraisal and supervision activities were taken as the retinue activity in the schools under study .This may have impact on teachers' job satisfaction, self improvement and school goal achievement. Thus, school administration need to design strategic system that invites the school principals in the activities of human resource management.

Best Practices in Human Resource Management Towards Development of High Performance

This study investigated and explored the effectiveness of best practices in human resource management development. The study utilized the descriptive research method wherein the study is focused on the present situations. Descriptive survey type questionnaire were utilized which was distinguishable aspects of the technique for obtaining and analyzing quantitative data. The hypotheses tested in this study are: a) There is no significant difference in the perception of respondents in the implementation of best practices in human resource management and human resource development in terms of gender, educational attainment and designation; b) There is no significant difference in the perception of respondents in the effectiveness of best practices in human resource management and human resource development in terms of gender, educational attainment and designation; Based on the findings obtained in the study, the researcher concluded that the implementation and effectiveness of best practices in human resource management in the organization have a positive impact in human resource development. It is concluded that the recruitment and selection process and performance appraisal practices are much implemented and very effective. The organization should continue to ensure that the recruitment and selection process is, and seen to be fair. There should be measures that will ensure that all recruitment and retention practices adhere to the standards and policies of the company. The organization should also ensure that performance appraisal is taken seriously and policy standards rigorously adhered to because this study has established that there is a clear and strong relation between its performance and the attention given to performance management and employee appraisal.

The Contemporary Relationship Among Performance Appraisal Practices, job Satisfaction, Organizational Commitment, and Career Advancement in MNCs

Performance appraisal practices are significant policies among other human resource practices implemented in the organization. Hence, it is important for the organizations to focus on the effective appraisal system. Further, it is important in knowing the insights to make changes in the appraisal system. The present study is seeking to understand the influence of appraisal system on the employee variables such as career advancement, job satisfaction and organizational commitment. The study collects the primary data for analysis through a structured questionnaire distributed among the employees working in multi-national corporations operating in Andhra Pradesh. The study results reveal there is a significant relationship towards appraisal system and career advancement. However, the appraisal system and job satisfaction and organizational commitment are certainly found as insignificant for career advancement in MNCs. Many Indian companies have been borrowing modern appraisal methods from the domestic and foreign organization in order to improve the best performance appraisal climate among selected multinational corporations operating in Sri City at Nellore, Andhra Pradesh.

Do human resources practices influence organizational commitment? Evidence for the Brazilian retail sector

This study aimed to investigate the influence of human resources practices on organizational commitment in its three dimensions. The research was carried out in a supermarket chain that operates in the Brazilian retail sector. Questionnaires were applied with the supermarket employees and the final sample is composed of 521 valid responses. Descriptive statistics, exploratory factorial analysis and structural equation modeling were applied. The results evidenced that affective commitment is influenced by the work conditions, and the practice of competency-based performance appraisal influences continuance commitment, while the compensation and reward practice positively affects the normative commitment. This study contributes to the effectiveness of human resources practices and evidences the consistency of the application of the three-component model of commitment in Brazil.

Employees' Perception Regarding Performance Appraisal Practices in Insurance Sector; A Case Study of Bharti AXA Life Insurance Company Ltd.

Insurance sector competes by innovating and developing the core competencies of their human resources. The human resource system can be made effective by having a valid appraisal system that also acts as a true motivator. In order to ensure that the right number of staff with the right capacities is available at the right time and for the right places, appraisal is one of the key factors of organizational ability which is the focus of this study. The purpose of the paper is to know the impact of performance appraisal on the reward, motivation, job satisfaction, superior- subordinate relationship which will finally lead to customer satisfaction and better performance by the insurance sector. As we know that performance appraisal is one of the most widely used methods for measuring the value of employee performance. The success of performance appraisal depends on how effectively it is implemented. It also depends on how well the employees have understood the performance appraisal system and how positively they are oriented towards their system.

Impact of Organizational Justice on Performance Appraisal Process and Commitment among Staff Nurses at an Oncology Hospital

Abstract Background: Today's organizations cannot succeed without the employees' agreement to contribute to the mission and survival of their organization. Employers and employees need to agree on their contributions. The main problem faced by any organization is how to provide an environment that facilitates the development of emotional bonds between members in order to keep talented employees in the organi-zation. Aim of Study: Assess the impact of organizational justice on the performance appraisal process and commitment among staff nurses at Almansura Oncology Hospital. Material and Methods: A descriptive/correlation research design was utilized in the current study; the study was con-ducted at Al-Mansura Oncology Hospital. Sample: Convenient sample of all available staff nurses who agreed to participate in the research and met the inclusion criteria was included in the study. The total number of partic-ipants was (121). Data was collected by using questionnaires to assess the impact of organizational justice on the perform-ance appraisal process and commitment among staff nurses at Al-Mansura Oncology Hospital. Result: The results revealed positive correlation between organizational justice and organization commitment with highly statistically significant differences. Recommendation: The hospital should have a mechanism for explaining the effects of performance appraisal practices on the employee. Increase awareness of organizational justice and their level of organizational commitment.

Impact of the perception of performance appraisal practices on individual innovative behavior

PurposeThe purpose of this paper is to analyze the impact of employees’ perception of performance appraisal (PA) practices on innovative behavior (IB). The authors also propose to analyze consistency, a dimension of Human Resource Management (HRM) system strength, as a moderating variable in the aforementioned relationship.Design/methodology/approachA quantitative study was conducted, using a sample of 166 employees carrying out highly qualified, intensive knowledge jobs in four industrial companies in the Valencian region of Spain. The hypotheses were tested by applying the Smart-PLS 3.2 software.FindingsThe findings confirmed that in a context of professional and qualified work, PA practices have a direct and positive effect on IB. However, the results obtained did not enable us to affirm that employee perceptions of the consistency of the HR system moderated the relationship between PA and IB.Originality/valueThe paper’s originality lies in including the role of consistency, a dimension of HRM system strength, in the analyzed relationship. When employees believe that PA achieves the goals for which this practice was designed, and that this appraisal follows a clear strategic direction over time, they perceive that the assessment system is not arbitrary, i.e., that this HR practice is being applied consistently. Consequently, the present work shows the relevant role of the perception of consistent PA when the firm wants to encourage IB. This fact opens up the field to study how to define and implement control mechanisms that tell managers whether there is a fit between employees’ perceptions and the intentionality of the HRP these managers have defined.

Performance Appraisal Decision and Cognitive Processing Model: A Case of Novice and Expert Raters in the Educational Organization

This paper explores rater (novice and expert) understanding of the decision-making process in the performance appraisal system (PAS) by looking at the cognitive processing model (CPM). Interviews were conducted using a semi-structured cognitive mapping protocol involving 22 Malaysian public school administrators and were analysed using key word analysis. The decision explorer software was used to map the thinking activities involved in the rater decision-making process. The findings revealed that raters recognised the CPM steps in their performance appraisal practice. The study also identified the differences between individual novice and expert raters’ CPM in terms of concept and complexity, and also an attempt was made to compare the CPM practised by the raters with that suggested in the research framework. Every cognitive map by the raters has its own uniqueness and represents raters capability to process relevant information involved during the performance appraisal decision-making process. This paper contributes to the body of knowledge by offering a new perspective to understanding performance rating by looking at the steps involved in CPM. The research also offered some insights to policy makers, practitioners, researchers, and scholars in order to undertake further research and analysis using the steps in the CPM in a new issue, context, and environment.

An Overview of Performance Appraisal Research and Practice Trends

An Overview of Performance Appraisal Research and Practice Trends

Personnel Performance Appraisal Dimensions For Indian Construction Organizations

Personnel Performance Appraisal (PPA) is a Human Resource Management (HRM) tool which helps to improve individual performance and there by enhance organization and industry performance at large. However, Personnel performance appraisal practice in construction organizations is poor. This is associated with lack of clear performance measurement dimensions. The purpose of this paper is to identify personnel performance appraisal dimensions for Indian construction organizations. In this study mixed method approach is adopted, different performance appraisal dimensions were identified through literature review and a questionnaire was developed. Also, semi structured interviews with professionals from construction organization was conducted. The survey has identified 7 Key performance dimensions. Additional performance dimensions applied in construction organizations were identified through the interviews and were categorized in to quantitative and qualitative dimensions. The interview findings show that the quantitative measures are given more attention than qualitative measures in the organizations. Effective performance appraisal system needs setting objective dimensions to measure performance. The qualitative and quantitative dimensions identified in this study will help construction organizations to improve their personnel performance appraisal system in particular and the HRM practice in general

Human Resources Management Practices as Predictors of Teachers’ Job Security in Secondary Schools in Udi Education Zone, Enugu State.

This study aimed at finding out the human resources management practices as predictors of teachers‟ job security in secondary schools in Enugu State. The study adopted a survey research design and was carried out in the 25 public secondary schools in Udi Education Zone, Enugu State. The population comprised 50 respondents (19 male and 31 female) secondary school teachers randomly sampled from the schools. The study was guided by three research questions and three null hypotheses. The instrument for data collection was a questionnaire, sectioned; A, B and C. The instrument was validated by experts while the reliability of the instrument was determined by the use of Cronbach Alpha formula which yielded reliability co-efficient of 0.76. The research questions were answered using mean and standard deviation while t-test was used to analyze the null hypotheses at 0.05 level of significance and appropriate degree of freedom. The null hypotheses tested showed no significant difference in the mean responses of male and female teachers on the training,compensation, and performance appraisal practices which contribute to secondary school teachers‟ job security. It was found among others that training, compensation and performance appraisalwhich are human resource management practices studied; contribute to teachers‟ job security. Therefore, this human resource management practices contribute to teachers‟ job security in secondary schools in Enugu State. Based on the findings, it was recommended among others that teachers‟ training practices should be enhanced since it enhances teachers‟ job security. Teachers should be promoted as at when due and their salaries paid promptly to enhance their job security.

Performance Appraisal Practices and Their Effects on Employees’ Performance in Kenya: A Case of Nairobi City County

The main objective of this study was to examine the effects of Performance Appraisal Practices on employees’ performance in public secondary schools in Kenya. Performance appraisal practices are the independent variable and Employees’ performance is the dependent variable. Since 2012, the Teachers Service Commission (TSC) has been appraising teachers across the country using a system of appraisal whose effectiveness has not been fully tested. Past research findings have depicted the current performance’ appraisal practices in Kenyan Secondary School’s to exhibit weaknesses, which need to be urgently addressed if it is to improve employees’ performance in Kenya. With these findings, this research sought to analyse the current state of employees’ appraisal practices in Kenya’s Public Secondary Schools. This study examined the key issues related to teacher appraisal in public secondary schools with special reference to Embakasi Sub-county in Nairobi city County, Kenya. The research was anchored on Hardner performance standards theory and the Resource based view theory. The target population consisted of the teachers employed by the Teachers Service Commission and working within Embakasi sub- County. The research adopted census technique in data collection hence there was no sampling of respondents. The study involved 119 respondents for the study which included; 105 teachers and 7 principals and 7 Deputy Principals. Data collection in this study was done using a structured questionnaire. The instrument reliability was tested using Cronbach’s alpha coefficient of 0.5 philosophy. Descriptive and inferential statistics were undertaken using SPSS V.22 and the results were used to derive conclusions and make inferences. ANOVA analysis model was fitted to explain the relationship between the independent and the dependent variables. The study recommended that other teacher preparation, the school authorities should ensure conformity with Ministry of Education guidelines on adequate classroom physical space; there should be a regular appraisal of teachers’ responsibility by school authorities as a standard measure of their preparedness prior to service delivery and finally create a conducive environment that enhances teachers’ creativity and innovation.