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Effect of Performance Appraisal on Employee Performance

Profile image of Trsit Assefa

2018, Trsit G/Egziabher

ABSTRACT The main purpose of this study was to assess the “The effect of Performance Appraisal on Employee Performance: the case of GOAL Ethiopia, an International Non-Governmental Organization” in relation to factors like interpersonal relationship, objective setting, rater accuracy and recognition. In order to conduct the study, the research is designed in explanatory way and qualitative as well as quantitative data was collected as a primary and secondary data resources. Secondary data were collected from different articles, books and online sources as well as the organization human resource manual while the primary data were collected using questionnaire and interview. The Questionnaires were distributed to the employees of GOAL Ethiopia who are found about grade four of the organization structure and interview was also conducted with the Senior Administration and HR staff to gain the management’s point of view and to make the data more comprehensive. The collected data was summarized and analyzed using explanatory and inferential statistics. The questionnaire was designed on a five-point Likert scale to rate the effect of the factors in to question. The research was analyzed using t-test, correlation and regression analysis by SPSS version 20.0 data analysis software. The results showed that all the factors, rater accuracy being the stronger and major influencer one, are significant in ensuring the effectiveness of employee performance. Thus the researcher recommended that the organization should take these factors into strong consideration in order to ensure the effectiveness of employee performance and achieve the objective of the appraisal. Keywords: performance appraisal, employee performance, interpersonal factor, objective setting, rater accuracy and recognition.

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The study aims to explore the effect of Performance appraisal process on employee performance in Hawassa university administrative staff. The data were collected through structured questionnaires from 320 permanent administrative staff. The findings revealed that there are positive and significant relationships between independent and dependent variables. That is establishing performance standards, Communicating established standards, measuring actual performance and compare with standards, discussing the appraisal and giving feedback and indicating corrective action with employee performance. Thus, for effective performance appraisal system the management of the university has to make some improvement in the appraisal system practice.

IOSR Journals

Performance appraisal is an important management practice that is conducted to assess skill-set, ability and commitment level of employees in any organization. Employees of tertiary institutions both academic and administrative like other employees in the public sector expect to be appraised and not to be evaluated. Over the last three decades, the effectiveness of performance appraisal (EPA) literature has grown, notably entailing empirical evidence about its measurement criteria. But little evidence exists on the reliability, validity, problems and effectiveness of performance appraisal on employee performance at the university. The study aims to fill this gap by focusing on the reliability, validity, problems and effectiveness of performance appraisal on employee performance at the Kumasi Technical University. The researcher adopted a descriptive study that is explanatory in nature. The total population for the study was three hundred and fifty-four (354). The study used all the population for the study. The data collection instrument was a questionnaire which was coded in Google Forms. Data collected from the respondents was analyzed based on the dependent variable and independent variables using factor analysis, descriptive statistics, and regression analysis. The study revealed that reliability and validity of performance appraisal system, quality of performance appraisal system, effectiveness of performance appraisal system, and problems of performance appraisal system has a significant effect on employee performance. The study found that all the independent variables were statistically significant to the dependent variable. the study conclude that reliability and validity of performance appraisal system, quality of performance appraisal system, effectiveness of performance appraisal system, and problems of performance appraisal system account for only 31.7% of the variation in the effect of employee performance.

fisseha deresse

Damaris Monari

Performance appraisal is a component of performance management which is intended to increase efficiency and productivity of an employee and provides an opportunity to continuously review agreedupon objectives in the organization. The main purpose of this research project was to find out the performance appraisal on the employee performance in public universities in Coast, with the case study of technical university of Mombasa. Specifically, the study determined how rater accuracy, interpersonal factors and information factors affects employee performance at the technical university of Mombasa. Theoretically, the study was guided by Procedural Justice Theory, the Expectancy Theory and Goal Setting Theory. Descriptive research design was adopted for the study. The main instrument for data collection was questionnaire which had structured questions in the Likert-scale format for easy understanding by the respondent. By use of Krejie and Morgan formula, the sample size was 63 members se...

Mercy K'osuri

Employees do not learn unless they are given feedback on the results of their actions. For corrective actions to take place feedback must be provided regularly and it should register both successes and failures. The performance of an organization is dependent upon the sum total of performance of its members. The aim of this seminar paper was to critically analyze employee perception aspects and how they influence performance appraisal process in one of the hospitals in Uasin Gishu County. The objectives were to examine the effects of perceived unfair, inaccurate and subjective appraisal on performance appraisal process. The paper was based on equity theory, goal-setting theory, performance management theory and expectancy theory. Analysis of the journals was done and summarized in a table that clearly captured the research problem, research objective, research question, theoretical framework, literature review, research methodology, findings, recommendations, areas of further research and limitations. The paper was based on a conceptual framework which had performance appraisal as the dependent variable while performance appraisal, fairness and accuracy were the independent variables. The paper found that there is a direct relation between performance appraisal and the various perception aspects. It is concluded that if the performance appraisal process is perceived to be fair, accurate and objective then the employees are likely to take the feedback positively thus leading to overall success of the entire performance appraisal process.

; Appraisal is very significant tool inside the man supremacy management, stipulation it is conduct properly along with reasonably, it can carry out the organization to their ambition and the employee's determinations accomplish their wellbeing. Within this manuscript I study the sound possessions of concert assessment consequences taking place the staff enthusiasm. "The aptitude to craft superior verdict Vis-à-vis populace corresponds to solitary of the preceding steadfast foundation of workforce assessment, while exceptionally hardly any association is good by the side of it." Peter Drucker. Though, Performance appraisal is an important tool for effective management, but little has been explored to see its effect on attitudinal outcomes and employee's development in BGI Ethiopia, Hawassa plant. This investigation is an attempt to fill this gap. In developing countries like Ethiopia technology intensive organizations are focusing on human resource management and Alcoholic drink production sector is one of these sectors. This empirical study explored the connection between what employees perceive about performance appraisal and what impact this perception has on their work motivation in Alcoholic drink production in BGI Ethiopia Hawassa plant. Using responses collected from 121 respondents, date is analyzed by applying regression and ANOVA. We found significant relationships between variables. Perceive fairness is found as critically important dimension of performance appraisal for employee motivation in Alcoholic drink production in BGI Ethiopia, Hawass plant. The results can be a source of creating strong work culture and its implications for improving the process of performance appraisal in this company as well as in other organization within the countries level.

oluwasegun oguntayo

This study is basically on the " impact of performance appraisal outcome on employee's productivity ". The research was conducted at Nigeria brewery plc, as the case study in order to ensure high productivity of product in an organization. It so examine the motivation, promotion, training, placement and job satisfaction within the employee's so as appraise the job performance in an organization. The data gathered was analyzed with the use of Statistical Package for Social Sciences (SPSS). The techniques used Chi-Square analysis and Percentage distribution. The study was limited by time coupled with cost involved in conducting survey and getting the project work done. The findings of the study revealed that objective and well planned high performance of employee's productivity, regular training and retraining should be organized for those involved in appraisal programme. INTRODUCTION 1.0 BACKGROUND OF THE STUDY Management writers have written on the outcome of employee performance and its usefulness to business organization and so performance appraisal as an important personnel management function. Personnel management is concerned with the systematic requirement of a competent working force whose human resources are effectively used through the control of occupational environment in a manner that develop employee's potential and enable them to contribute their services to the organization of which they are integral part. Thus, it is necessary that the performance of the employees are monitored, evaluated and control within the organization so that they can contribute their best to the attainment of the organization objectives as well as developing themselves. Performance appraisal is defined as the process of reviewing individual's performance and progress in a job assessing his potential for future promotion. It is a systematic method of obtaining, analyzing and recording information about a person that is needed for the followings: 1. For better running of the business. 2. To help the manager improve the jobholder's performance and plan his career. 3. To assist the jobholders to evaluate his own performance and develop himself. The usefulness of performance appraisal outcome includes promotion of employees, transfer, demotion and placement of employee on the job in which they are best suited. They study, as a whole tends to link employee development to their performance and establish the fact that there is a correlation between the two.

Texila International Journal of Management

Texila International Journal , Mulemba Wamundila

Performance appraisal is the process of evaluating employee performance by comparing their present performance with the already established standards which the employees are aware of subsequently giving feedback to the employees about their performance level for the purpose of improving their performance as needed by the organization. The purpose of this article is to assess the role of performance appraisal in improving employee performance in secondary schools in Zambia. The objective of this paper is to explore the benefit of conducting employee performance appraisal and to identify the challenges in appraising employee performance in the secondary schools. The statement of the problem is the basis of the continued below standard performance of most Zambian organizations and this had been revealed through the failure of most organizations especially secondary schools to achieve their curriculum objectives. A descriptive research design was used in this study and data was analyzed using both quantitative and qualitative approaches. Primary data was collected using interviews and well-structured questionnaires while purpose random sampling was done and the study settled for a sample of 100 employees within ministry of education. Secondary data was collected from the internet and, journals of previous papers. Quantitative analysis was done through a survey in different secondary schools. Performance appraisal improves the work output of workers and generally improves the objective of an organization and that managers were able to gauge teachers who deserved awards and to also improve the quality of education. School managers lacked knowledge on performance appraisal and that knowledge of appraisers had great influence in the outcome of the appraising process.

In today's competitive and ever changing environment, greater challenges what the organisation are facing is attracting and retaining the talented employees. One of the major concern of any organisation is to achieve maximum performance but it can be achieved only when people put in the best effort. How to ascertain whether an employee has given or shown his or her best performance on a given job?

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Book cover

International Conference on Advanced Intelligent Systems and Informatics

AISI 2020: Proceedings of the International Conference on Advanced Intelligent Systems and Informatics 2020 pp 681–693 Cite as

Performance Appraisal on Employees’ Motivation: A Comprehensive Analysis

  • Maryam Alsuwaidi   ORCID: orcid.org/0000-0001-9281-8560 19 ,
  • Muhammad Alshurideh   ORCID: orcid.org/0000-0002-7336-381X 19 , 20 ,
  • Barween Al Kurdi   ORCID: orcid.org/0000-0002-0825-4617 21 &
  • Said A. Salloum   ORCID: orcid.org/0000-0002-6073-3981 22  
  • Conference paper
  • First Online: 20 September 2020

3901 Accesses

39 Citations

Part of the Advances in Intelligent Systems and Computing book series (AISC,volume 1261)

Several analysis studies have been carried out with a view to providing valuable knowledge into the existing research outline of the performance appraisal and employee motivation. The current study systematically reviews and synthesizes the performance appraisal and employee motivation aiming to provide a comprehensive analysis of 27 articles from 2015 to 2020. The research will aim to establish the impact of performance appraisal fairness on the employees’ motivation in an organization. To achieve its objective, the study will adopt descriptive research. It will be informed of a survey, and there will be a sample selection to make the process economical. This shows that there will be a use of different techniques of information collection since the data to be collected a primary data. There will be interviewing of the sample size, and their responses will be noted down. The presence of the researcher may influence some people, and this necessitates the use of questionnaires for the respondents to fill on their own. In addition, most of the analyzed studies were conducted in Malaysia, China, Pakistan, and India. Besides, most of the analyzed studies were frequently conducted in job satisfaction and performance context, employee motivation followed by organizational effectiveness context. To that end, the findings of this review study provide an insight into the current trend of how performance appraisal affects employee’s motivation.

  • Performance appraisal
  • Employee motivation
  • Employee Performance
  • Systematic review

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Maryam Alsuwaidi & Muhammad Alshurideh

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Alsuwaidi, M., Alshurideh, M., Al Kurdi, B., Salloum, S.A. (2021). Performance Appraisal on Employees’ Motivation: A Comprehensive Analysis. In: Hassanien, A.E., Slowik, A., Snášel, V., El-Deeb, H., Tolba, F.M. (eds) Proceedings of the International Conference on Advanced Intelligent Systems and Informatics 2020. AISI 2020. Advances in Intelligent Systems and Computing, vol 1261. Springer, Cham. https://doi.org/10.1007/978-3-030-58669-0_61

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    dimensions of performance appraisal practice application in organizations (Redman and Wilkinson, 2009). In the business community, performance appraisal has been more widespread in Western countries adopted by large and medium-sized companies. The UK has also shown an increase in the use of formal performance appraisal practices, initially in the

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    A DISSERTATION REPORT ON PERFORMANCE APPRAISAL AT JINDAL BROTHERS Pvt. Ltd SARITA KUMARI See Full PDF Download PDF Related Papers IOSR Journals Performance appraisal (P.A) is being seen as an important tool in performance management of teachers and educators all over the World.

  3. PDF Effect of Performance Appraisal on Employee Engagement: Evidence From

    positive correlation between performance appraisal and all three dimensions of employee engagement. Further, results from simple linear regression revealed that performance appraisal predicts employee engagement. The study concludes that performance appraisal affects employees' engagement in the University of Cape Coast.

  4. PDF Dissertation Case Study of Performance Management Techniques: Voices of

    In the field of Human Resource Development (HRD), performance management is used to address learning and overall employee performance. The literature review included three models to inform the purpose and foundation of this study. These models demonstrate how employees directly impact organizational performance and success. Managers should identify

  5. Employee Perceptions of Fairness in Performance Appraisals and Job

    Walden University College of Management and Technology This is to certify that the doctoral dissertation by Simon-Davies Amenyenu Nutakor has been found to be complete and satisfactory in all respects,

  6. PDF Employee Performance Appraisal Satisfaction: the Case Evidence From

    EMPLOYEE PERFORMANCE APPRAISAL SATISFACTION: THE CASE EVIDENCE FROM BRUNEI'S CIVIL SERVICE A thesis submitted to the University of Manchester for the degree of Doctor of Philosophy in the Faculty of Humanities 2014 NORFARIZAL OTHMAN Institute for Development Policy and Management School of Environment, Education and Development

  7. PDF Perceptions of Performance Appraisals in the Public Sector A graduate

    Performance appraisals for government employees has been a contentious topic for scholars for several decades. Contradictory information regarding performance appraisal effectiveness has added to the skepticism felt by participants. Performance appraisals were first introduced to the public sector by President Carter through the Civil Reform Act.

  8. (PDF) Effectiveness of Performance Appraisal System and its Effect on

    The specific aspects of performance appraisal systems (PAS) that help improve motivation include the linking of performance to rewards; using the PAS to help set objectives and benchmarks; as...

  9. Performance Appraisal: Determinants of Public Employees' Acceptance

    PERFORMANCE APPRAISAL: DETERMINANTS OF PUBLIC EMPLOYEES' ACCEPTANCE By TAEHEE KIM A Dissertation submitted to the Graduate School-Newark Rutgers, The State University of New Jersey in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Public Administration Graduate Program in School of Public Affairs and ...

  10. The Performance of Performance Appraisal Systems: A Theoretical

    Drawing from previous theoretical research on the social context of performance appraisal systems and their effectiveness, the study develops a generalizable theoretical framework for classifying performance appraisal systems according to their structural and process proximal variables: purpose, rating source, and structured face-to-face ...

  11. PDF PERFORMANCE APPRAISAL AND EMPLOYEE PERFORMANCE

    Full Length Research Available Online at: https://iajournals.org/articles/iajhrba_v3_i10_265_272.pdf Citation: Muriuki, M. N., Wanyoike, R. (2021) Performance appraisal and employee performance. International Academic Journal of Human Resource and Business Administration, 3(10), 265-272. 265 | P a g e ABSTRACT

  12. Effect of Performance Appraisal on Employee Performance

    Download Free PDF View PDF IOSR Journals Performance appraisal is an important management practice that is conducted to assess skill-set, ability and commitment level of employees in any organization.

  13. (PDF) Perspectives on Performance Appraisal Practices in ...

    PDF | This paper explores the connotations of performance appraisal (PA) as visualized by scholars and its application in organizations. It is a concept... | Find, read and cite all the...

  14. PDF Employees' Perception of Appraisal and Job Performance in Ghana Health

    performance appraisals are viewed as unreasonable, the rewards can detract rather than improve positive attitudes and performance among employees (Bekele et al., 2014). Central to human resource management is evaluation, which is a systematic and formal process by which performance appraisal is conducted (Brown & Benson, 2010).

  15. PDF An Examination of the Success of a Performance Management Development

    1.3 Performance Management - An Introduction 1 1.4 Context of Study 2 1.5 Outline of Chapters 3 Chapter Two: Academic Literature Review 2.1 Introduction 4 2.2 What is Performance Management 5 2.3 The Performance Management Cycle/Process 6 2.4 Performance Appraisal 8 2.5 Motivation 10 2.6 Extrinsic Rewards 12 2.7 Intrinsic Rewards 12

  16. (Pdf) Performance Appraisal and Its Effect on Employees' Performance a

    The study revealed that, 360-degree appraisal was the only appraisal method used by the Bank; the challenges faced during performance appraisal included limited appraisal time,...

  17. PDF Effectiveness of performance appraisal on performance of employees

    Performance appraisal has been regarded as the most critical human resource function within organizations by which assessors or supervisors analyse and assess performance of their subordinates (Keeping and Levy, 2000). the outcomes of performance appraisal assists mangers to select specific pay rates, promotional decisions, development and train...

  18. (PDF) Performance appraisal and its effects on employees' motivation

    (PDF) Performance appraisal and its effects on employees' motivation and job promotion Home Psychology Personality Psychology Motivation Performance appraisal and its effects on employees'...

  19. (PDF) Performance Appraisal and Evaluation

    ... Even though performance appraisal is a crucial and important method for handling labors, it is rarely well-received by managers and employees. Consequently, clearly stating the purpose of...

  20. Performance Appraisal on Employees' Motivation: A Comprehensive

    The system of performance appraisal has manifested to be among the famous paradoxes in the effectiveness of human resource management in any of the world's organizations [1, 2].The performance appraisal aims to enhance the efficacy and efficiency in employees' performance [3, 4].The process involves evaluation of employees' performance in their respective departments based on the ...

  21. PDF The Effects of Performance Appraisal System

    ii CERTIFICATION The undersigned certifies that he has read and hereby recommends for acceptance by the Open University of Tanzania a dissertation entitled: "The Effects of Performance Appraisal System on Employees' Performance in Tanzanian Community Radios: A Case of Selected Radios in Dar es Salaam, in partial ...

  22. PDF Thesis Title: (An Evaluation of The Relationship Between Performance

    THESIS TITLE: (AN EVALUATION OF THE RELATIONSHIP BETWEEN PERFORMANCE MANAGEMENT AND INCREASED EFFICIENCY IN THE DEPARTMENT OF EDUCATION (ILEMBE DISTRICT). BY . LINDIWE-MEMORY SIBIYA . STUDENT NO. 21240840 . A dissertation submitted in the fulfilment of the requirements for a . Master's

  23. (PDF) Best practices in performance appraisal

    Performance appraisal is essentially a development process aimed at enhancing performance and potential within individuals, groups and organizations through the efforts in their job with the...