Performance Appraisal Process Research Articles

Examining How High School Athletic Directors Leverage Communication With Key Stakeholder Groups to Inform Performance Appraisals of Head Coaches

To ensure that head coaches are effective in leading athletic programs, interscholastic athletic directors engage in a performance appraisal process that reviews coaching efforts. Given the demands of the athletic director role, these leaders are reliant on stakeholders to provide insight that informs the coaching evaluation. Therefore, using the tenets of stakeholder theory, the purpose of this study was to analyze the role that stakeholder feedback plays as athletic directors develop the full picture of coaching performance during an evaluation. Participants (N = 25) featured high school athletic directors represented across school classification (i.e., 1A, 2A, 3A, and 4A) and school type (i.e., public and private). Through semistructured interviews and a subsequent thematic analysis, saturation was achieved at this sample size. Two main themes (i.e., main stakeholder groups and leveraging stakeholder feedback) emerged and demonstrate how key stakeholders should be considered as important sources of information guiding interscholastic athletic directors when leading coaching evaluations.

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.

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.

Developing Behavior-Based Assessment Scales To Promote Fairness In Performance Assessment

Performance appraisal is a critical process in human resource management that influences employee motivation, development, and recognition. However, challenges in performance appraisal are often associated with subjectivity and a lack of fairness in the assessment. Therefore, this research aims to develop a behavior-based assessment scale that can promote fairness in performance appraisal. The method of developing this assessment scale involves several key steps. First, identify relevant and objectively measurable assessment criteria, such as technical skills, teamwork, initiative, and integrity. Next, establish a clear and measurable assessment scale for each criterion, whether numerical scales or specific behavioral descriptions. Validation of the scale is conducted through testing and factor analysis to ensure its reliability and validity in accurately measuring behavior. Training for evaluators and relevant employees is also a crucial part of implementing this assessment scale to ensure consistent and objective evaluations based on established criteria. The results of developing this behavior-based assessment scale are expected to enhance transparency, objectivity, and fairness in the performance appraisal process. With a measurable and relevant assessment scale in place, it is hoped to motivate employees, identify areas for development, and provide fair recognition based on the actual contributions of each individual within the organization. This research makes a significant contribution in the context of human resource management towards achieving organizational goals effectively and efficiently.

Perceived Impact of Performance Appraisal on Employee’s performance

This study explores the perceived impact of performance appraisal on employee performance at Vocation Investments and Securities, a leading financial services firm. Performance appraisal is a critical aspect of organizational management, aiming to assess and enhance employee performance. The study adopts a mixed-methods approach, combining quantitative surveys and qualitative interviews, to capture a comprehensive understanding of employee perceptions. Quantitative surveys are utilized to assess employees’ perceptions of various dimensions of the performance appraisal process, including fairness, transparency, feedback effectiveness, alignment with organizational goals, motivation, and job satisfaction. A structured questionnaire is administered to a representative sample of employees across different departments and levels within Vocation Investments and Securities. Statistical analyses, such as descriptive statistics, correlation analysis, and regression analysis, are employed to identify patterns, trends, and relationships in the data. Qualitative interviews are conducted to delve deeper into employees’ experiences and perspectives regarding performance appraisal. Semi-structured interviews are conducted with a subset of employees to explore themes such as perceptions of fairness, feedback delivery, alignment with organizational goals, and suggestions for improvement. Thematic analysis is employed to identify recurring patterns, themes, and insights emerging from the qualitative data. The findings from both quantitative surveys and qualitative interviews are integrated to provide a comprehensive understanding of employee perceptions of performance appraisal at Vocation Investments and Securities. The study aims to identify areas of strength and areas for improvement in the current performance appraisal process, offering actionable recommendations to enhance its effectiveness. By understanding and addressing employee perceptions, Vocation Investments and Securities can foster a culture of trust, engagement, and continuous improvement, ultimately driving employee performance and organizational success in the competitive financial services industry.

The Study on The Impact of Performance Management System on Employee performance

This study delves into the intricate relationship between Performance Management Systems (PMS) and employee performance, aiming to illuminate the mechanisms underlying this connection. In a contemporary organizational landscape characterized by competitiveness and constant evolution, understanding how PMS influences employee performance is paramount for organizational success. The backdrop of this research is the recognition that effective performance management systems not only enhance individual performance but also contribute significantly to overall organizational efficacy. The primary objective of this research is to examine the multifaceted impact of PMS on employee performance across diverse organizational contexts. To achieve this, a mixed-methods approach combining quantitative analysis of survey data and qualitative insights from interviews was employed. The research design allowed for a comprehensive exploration of various dimensions of PMS, including goal setting, feedback mechanisms, performance appraisal, and employee development initiatives. The major findings of the study reveal that a well-designed and effectively implemented PMS positively correlates with improved employee performance. Specifically, clear goal setting aligned with organizational objectives, regular and constructive feedback mechanisms, fair and transparent performance appraisal processes, and opportunities for skill development and career advancement emerged as key factors driving enhanced employee performance. Moreover, the study uncovered the importance of employee engagement and buy-in towards the PMS, emphasizing the need for communication, training, and continuous evaluation to ensure successful implementation. Based on the findings, it can be concluded that PMS plays a pivotal role in shaping employee behavior and performance outcomes within organizations. However, the effectiveness of PMS is contingent upon its alignment with organizational goals, as well as the support and commitment of both management and employees. Therefore, organizations must prioritize the design, implementation, and continuous improvement of their performance management systems to realize their full potential in enhancing employee performance and achieving strategic objectives. In light of these conclusions, several recommendations for action can be proposed. Firstly, organizations should invest in the design and customization of PMS tailored to their specific organizational context and objectives. Secondly, there is a need for comprehensive training and communication programs to ensure that employees understand the purpose and processes of the PMS and are actively engaged in its execution. Additionally, regular monitoring and feedback mechanisms should be established to evaluate the effectiveness of the PMS and make necessary adjustments. Lastly, fostering a culture of performance excellence through recognition, rewards, and career development opportunities is essential for sustaining high levels of employee performance over time.

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.

Components and Process of Performance Appraisal of Teaching Faculty

Abstract In the field of medical and health professions education, performance appraisal has been regarded as one of the crucial aspects to improve the effectiveness and efficiency. Performance appraisal has to be a systematic and well-thought plan, wherein even inputs from the faculty members have been taken for the overall improvement of the existing or novel system. We must remember that performance appraisal is a formal management system that serves the purpose of evaluating the performance of a faculty member or any employee in a wide range of domains in an organization. In conclusion, performance appraisal should not be looked upon as a method to find shortcomings, rather as an opportunity to have a constructive dialog with the faculty to bring about improvement in their performance.

Assessing the Role of Generational Conflict in the Performance Appraisal Process

Performance appraisal, a critical component of human resource management, serves as a cornerstone for organizational success by providing valuable feedback to employees, aiding in performance improvement, and facilitating strategic decision-making. However, the performance appraisal process has challenges, including the potential for perceived conflicts that may vary among individuals from different generational backgrounds. Understanding these generational differences in the perception of conflict within the performance appraisal process is vital for organizations seeking to optimize their talent management strategies. This study delves into the intricate interplay between generational class and the perception of conflict inherent in the performance appraisal process.

ANALYSIS OF THE EFFECTIVENESS OF EMPLOYEE PERFORMANCE APPRAISAL THROUGH EMPLOYEE PERFORMANCE TARGETS (SKP)


 
 
 
 Employee performance appraisal in the public sector is an important element of human resource management. The aim is to measure the achievement of work targets and provide constructive feedback to improve individual and organizational performance. Employee Performance Target (SKP) is an evaluation tool used in employee performance management in the public sector. SKP is used to measure the achievement of work targets and provide constructive feedback to improve individual and organizational performance. However, the implementation of SKP does not always run well and optimally. Some factors that can hinder the effectiveness of SKP include the lack of understanding and competence of employees in preparing SKP, lack of support and supervision from superiors, and lack of employee involvement and participation in the performance appraisal process. The research method we used involved a qualitative approach focused on literature study. The qualitative approach was chosen because it can provide an in-depth and contextual understanding of the phenomenon of employee performance appraisal through Employee Performance Targets (SKP). The results of this study show that there are several weaknesses found in the application of SKP, namely less objective, less competent, less active, less productive, and less responsible. In addition, there are several challenges in the application of SKP, namely less effective, less productive, less competent, less responsible, and less efficient. In assessing employee performance, SKP has the advantage of increasing employee motivation, productivity, efficiency, and effectiveness. However, its application still faces challenges in the aspects of effectiveness, productivity, competence, responsibility, and efficiency.
 Keywords: Effectiveness, Employee Performance Appraisal, Employee Performance Targets (SKP)
 
 
 

Improving the Climate of Organizational Work Units through Socially Constructed Performance Appraisals

This research study aimed to explore the socially constructed performance appraisal strategies human resource managers need to improve the organizational work unit climate. Socially constructed performance appraisal strategies advocate for the employee based on social context, societal norms, and values. The methodology used was a qualitative exploratory study that explored the experiences of fifteen human resource managers, consultants, and practitioners who had knowledge, developed, or implemented socially constructed performance appraisal processes and practices to improve the organizational work unit climate. The theoretical basis for the research study was centered on three concepts--performance appraisal, organizational work unit climate, and performance appraisal strategies---and how organizational control theory intertwined with social exchange theory related to an organization’s performance appraisal practices, which influence employees’ perceptions of accuracy, trust, and fairness. The findings show the emergence of several themes, including challenges associated with the performance appraisal process, socially constructed performance appraisal characteristics, effective strategies for improving the organizational work unit climate, assessment of a socially constructed performance appraisal process, and the importance of social exchange theory when designing and administering socially constructed performance appraisal processes. Additional examination focused on the correlation between the organizational work unit climate and organization performance before and after the application of socially constructed performance appraisal process strategies.

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.

Performance appraisal process as a determinant of employee commitment: a serial mediation analysis

Purpose This study draws on Organisation Justice Theory and Social Exchange Theory to examine the effects of the performance appraisal process (PAP) on employee commitment (ECO) via a serial mediation of performance appraisal outcome (PAO) and employee reward (ERE).Design/methodology/approach Survey data were collected from a sample of 363 academics across UK Higher Education Institutions (HEIs), including post-1992 and pre-1992 universities. We tested our hypotheses using partial least squares structural equation modeling (PLS-SEM) with a bias-corrected bootstrapping method.Findings The findings show that the PAP positively influences ECO and ERE. PAO and ERE mediate the relationship between the PAP and ECO. However, no significant relationship was found between PAO and ECO.Practical implications This study has significant implications for HEIs as it underscores the need for managers to ensure the clarity and accuracy of the PAP and to structure rewards to reflect employees’ efforts, considering they affect ECO.Originality/value This study contributes to the current debate on performance appraisal by highlighting the extent to which employees’ commitment to an organisation depends on the PAP, PAO and reward.

Application of Rating Scale Method to Design and Construct an Employee Performance Assessment Application System in National Charity Institutions

This research aims to find out how to design and build an employee performance assessment information system using the rating scale method. The data collection methods used were observation, interviews, and literature study. The research used the rating scale as the employee performance assessment method. The author used the Rapid Application Development (RAD) method in system development. The researcher designed an employee performance assessment information system using UML (Unified Modeling Language) tools at this stage. In this stage, the system is built using the PHP and MySQL programming languages for the database. The research results show that the developed performance appraisal system can provide significant benefits in monitoring employee performance more efficiently. Using this system makes the performance appraisal process easier, reduces file buildup, and increases the speed of the process from one week to only three days to complete the appraisal report. A data collection center also provides additional value by ensuring the security and orderliness of information.

Assessing the Effect of Performance Appraisal on Employee Productivity in Organzations; A Study of Chikankata Town Council, Kafue Gorge Training Centre and Riverside Farm Institute

The study assessed the effects of Performance Appraisal on Employee Productivity in organizations; A study of Chikankata Town Council, Kafue Gorge Training Centre and Riverside Farm Institute. The objectives were to determine the effects of performance appraisal on employee’s productivity in an organization. The results obtained from the study would generate insight that would assist organizations in developing effective performance measurement strategies for it would enable the organizations to identify and develop guidelines that would enhance effective staff appraisal that would improve staff performance and for academicians and scholars, the study findings would be beneficial to forming the basis for future research on the subject, providing a critical examination of the field. The study used qualitative research design. A stratified proportion sampling was employed to obtain a suitable unit representative of analysis with the target population of 310 employees from three (3) different institutions namely; Chikankata Town Council, Riverside Institute and Kafue Gorge Training Centre. The study was anchored on expectancy theory. The study targeted the population of 310 staff based in Chikankata District with the sample size of 45 employees. The researcher used the interview guide and focus group questions as the data collection instruments that was pilot tested using 15 staff based in Chikankata District. The data was analysed by use of Microsoft excel. Specifically, means, averages and percentages were employed by the researcher. The data analysis tools were simple tabulations and presentations of the report using spreadsheets. The data is presented using tables, charts and graphs. The findings indicated that performance appraisal is important because the process offers organizations a valuable opportunity to measure how each staff in relations to previously established standards and expectations. The study recommends that Managers, supervisors and employees should be involved in the planning process of performance appraisal and the Performance appraisal policy should be easily accessible to all members of staff and performance appraisal process in the organization should be more transparent and rational.

Implementasi Metode EDAS Dalam Penilaian Kinerja Dosen Pada Masa Pandemi Covid-19 dengan Pembobotan Entropy

Along with the development of technology that makes online learning run well, but the enthusiasm for student learning is not like when face to face and there are still many students who do not take various courses so that students' knowledge abilities are greatly decreased. When online learning takes place, it is very necessary for a lecturer's performance to arouse students' enthusiasm in participating in online learning. Because during this pandemic the role of lecturers is very necessary to develop an innovation and be able to make students not bored in participating in online learning. And also in terms of the performance appraisal process, several problems often occur, namely the speed in the performance appraisal process and also the accuracy of the performance appraisal. In assessing the performance of lecturers during online learning, there are several criteria including Discipline, Delivery of Materials, Interaction, Discussion Questions and Answers and Punctuality. Based on these problems, a decision support system is needed as a problem solving technique and is assisted by a method that can produce an accurate final value. The method is the Evaluation Based On Distance From Average Solution (EDAS) and Entropy method which is very helpful in generating weight values ??from alternative data and criteria so as to get the final results obtained in Alternative L9 with a value of 0.31025 on behalf of Surya Darma Nst, M. Kom.

Implementasi Metode Weighted Product Dalam Pengambilan keputusan Penilaian Kinerja Karyawan

Employees are people involved in the company organization to carry out their duties based on their position or position. The current employee performance appraisal process is still carried out manually so that the element of subjectivity is very high, in addition to the relatively large number of employees making the employee determination time longer and sometimes late. The purpose of this study is to design a Decision Support System for employee performance appraisal at Otanaha Hospital so that the appraisal process and the decisions obtained are appropriate. The method used is the Weighted Product Method because this method is more efficient and the time needed in calculations is shorter and easier. The system is designed with php and html programming. Database used MySql language, with modeling using Unified Modeling Language. The result of this study is that it can make it easier for Otanaha hospital to assess and view employee data information and the results of performance appraisals of honorary employees and civil servants

STUDY OF HEAD OF MEDICAL SERVICE SUPERVISION AND INPATIENT NURSE PERFORMANCE ON PATIENT SAFETY AT AEK KANOPAN HOSPITAL NORTH LABUHAN BATU

The problem of nurse performance is still an issue in various countries. The performance of nurses always attracts attention in Indonesia. The Province of North Sumatra even stated that the performance of nurses decreased, from 0.52 in 2013 to 0.48 in 2014, and continued to decline until 2015. Good nurse performance is a determining factor for the reputation of a hospital before the community in achieving success. Supervision by the head of the nurse's work unit is a problem related to the nurse's performance appraisal process. This study uses a quantitative approach, observational, with a cross-sectional design. The research sample consisted of 64 nurses in the Inpatient Installation of Aek Kanopan Hospital who were selected according to the criteria. The research data obtained were analyzed using univariate analysis which aims to describe the frequency distribution related to supervision data, Nurse Work Performance, and Patient Safety Implementation. Bivariate analysis which aims to prove the relationship between supervision and nurse performance on the implementation of patient safety uses Pearson's correlation with a 95% confidence level. There is a relationship between clinical supervision on the overall performance of nurses with a Pearson Chi-Square value = 5.146 and a p = 0.023 (p <0.05). In addition, there is also a relationship between the overall performance of inpatient nurses on the implementation of inpatient safety, with a Pearson Chi-Square value of 12.292 and a value of p = 0.000* (p <0.05). The better the performance of the nurse in the inpatient room, the implementation of inpatient patient safety will also be better.

Sistem Informasi Penilaian Prestasi Kerja Pegawai dengan Metode Pengembang Perangkat Lunak Model Waterfall

Providing an assessment of employee work performance is a method for evaluating their competence with the aim of development to produce competitive employees. A Civil Servant (PNS) who achieves good (high) work performance should get a reward (compensation) that is comparable. It aims to motivate and reward civil servants for improving performance. However, some opportunities can turn into threats if they are not anticipated, such as negative responses from the public if the government is unable to improve the quality of its employees' performance. Inaccurate and ineffective assessments can cause the process of assessing the performance and quality of State Civil Apparatus (ASN) to be inaccurate and inappropriate. Therefore, an assessment system is needed that is relevant, practical, reliable and acceptable so that the assessment results are more accurate good and useful for employees and personnel administration at the Pontianak Fisheries Training and Extension Center (BP3). This system refers to the Waterfall model, where the progress of a process is considered to flow continuously like a waterfall. In the waterfall model, each step must be sequential and you cannot proceed to the next step but must complete the first step then proceed to the second step, and so on. With the system that has been built, the employee performance appraisal process can be well-documented and more transparent. The results of testing using the black box testing method showed that the system functionality could meet all the expected requirement specifications.

Aplikasi Manajemen Kinerja Pegawai Dengan Metode Sosiometri pada PT. Siba Prima Utama Feed Mill

Employee performance appraisal is one of the main processes in managing human resources in a company. PT. Siba Prima Utama Feed Mill evaluates employee performance to assist leaders in making decisions that affect increasing work productivity. Currently, the assessment process is done manually. It causes problems of subjectivity, inaccuracy, and lack of transparency. Employee performance appraisal application is designed to facilitate a computerized appraisal process. The assessment method includes performance results-based evaluation that can define clear and measurable performance goals and involves the sociometric method to map social interactions between employees. This helps direct employee focus and ensures assessment objectives are met. The application is equipped with practical feedback features through a transparent environment. Application development is built using the waterfall method and through black-box testing and SUS (System Usability Scale). The black box test results were declared valid. The SUS test yielded 78 points that were categorized in the excellent standard, which means the application was feasible properly. The employee performance application system is a solution to improve the performance appraisal process more efficiently and objectively.