Performance Appraisals

The purpose of this study was to investigate the impact of work-from-home (WFH) human resource (HR) practices on the performance of faculty under the drastic circumstances of coronavirus disease 2019 (COVID-19). The population of the study included faculty members of the higher education institutions in Sialkot, Pakistan. The study filled the gap of scarce literature on the impact of various HR practices by HR officials while working from home during lockdown observed to reduce the spread of COVID-19. Based on reinforcement theory, this article proves that there is a significant relationship between HR practices (including training, performance appraisal, career planning, employee participation, job definition, compensation, and selection) and faculty performance. It also proves that there is a strong positive relationship between the two variables. The findings of this study provide a blueprint to improve HR practices for high performance by faculty in the higher education sector d...

Performance appraisal is a governor arrangement that nearly all organizations practice in order to control behaviour that is likely from the employees to do, in constant with the goals of the organization. Many studies have been conducted toward the involvement of females in management during the last 20 years. Purpose-The main objective of the present study is to highlight the outcome on the basis of a thorough study of Performance appraisal satisfaction based on gender differences. In which the prime points considered are the investigation of the association between satisfaction with performance and some behavioural guides like work performance, emotional attachment to the organization, readiness to quit a job, and motivation improvement. Modern-day intellectuals (Evetts, 1993) propose that gender-related research should give their concentration on the development of women's career prospects in terms of promotion once administrative or professional entry has been established. The relevant study is designed to examine and to gauge the real-time gender differences in the insight of the performance appraisal system. Design/methodology/approach-This study adopted closed questionnaires measuring related demographic points and safeguarding control of others like educational background, age, salary, work experience, gender, etc. And motivational and behavioural variables like the need for achievement, job satisfaction, and commitment toward work were recognized as connected to the self-peer and manager appraisal process. This is an applied study where the data have collected from 293 employees of various manufacturing companies the data have been further processed and analysed by independent t test method in SPSS software. Findings-The result indicated that gender differences in the evolution of performance appraisal system satisfaction can be detected. Gender variance appeared in the perceptive bases of employee work-oriented behavioural attitude and, the overall outcome showed that females and males use different information bases when evaluating performance appraisal systems. Practical implications-The study explores an insight into the approach of respondents towards various selfcheck parameters (quality parameters were given to respondents in the format of 31 Likert statements) provided to them thru online medium. This is very significant to understand the difference in their opinion about themselves, so that organisations can devise some strategies to inculcate uniform feeling irrespective of their genders.

The study investigated principals' performance appraisal and its influence on teachers' job satisfaction in public secondary schools in Kakamega County, Kenya. The paper objectives were: To determine the influence of principals' promptness of feedback, to examine the influence of collaborative planning in principals' implementation of teacher performance appraisal on teachers' job satisfaction. The study was based on the Path Goal theory. Materials and Methods: The study targeted 324 public secondary schools which comprises of 324 principals and 1500 teachers and 12 TSC officials across 12 sub-counties in Kakamega County. Purposive sampling to select five sub counties included Lurambi, Ikolomani, Shinyalu, Navakholo and Malava of the 12 in Kakamega County. 64 schools selected using stratified sampling, purposive sampling for 64 principals and TSC officials while simple random sampling for 300 teachers of which a sample of 20% was used. Questionnaires and interview guides were used to collect data. Findings. The findings show the null hypothesis which states that there is no significant relationship between principals promptness of feedback and teachers' job satisfaction would be accepted if p<0.01.The null hypothesis was therefore rejected and there is no significant relationship between Teachers class attendance and teachers' job satisfaction would be accepted if p<0.01.The null hypothesis was therefore rejected. Conclusion: The Principals' promptness to feedback has a positive effect to teachers' job satisfaction, collaborative planning in principals implementation of teacher performance appraisal affects teachers' job satisfaction positively.

The performance management system is a process of setting objectives, making plans to achieve those objectives and accomplishing the desired result. Rewards and recognition are the end stage of the process. Organization uses this system to assess the performance of an individual, a team, a function and then the organization on the whole.

Performance management activity is an important element of personnel management process in the organization. If performance management system is implemented properly in the organization, it positively affects the course of growth and probability of the organization

Multi-criteria analysis (MCA), in the literature also known under the names of multiple-criteria decision-making (MCDM), multiple-criteria decision analysis (MCDA), multi-objective decision analysis (MODA), multiple-attribute decision-making (MADM) or multi-dimensional decision-making (MDDM), comprises various classes of methods, techniques and tools, with different degrees of complexity, that explicitly consider multiple objectives and criteria (or attributes) in decision-making problems. Since the late 20th century, MCA methods have ignited an increasing interest amongst researchers and practitioners working in a number of fields.
Whereas a number of articles, books and manuals have been written on the subject, the large majority of these are either too technical or overly simplistic. The former type of publications, on the one hand, is hardly readable and comprehensible for non-specialists. The latter pieces of work, on the other hand, tend to ignore many critical aspects of MCA and contribute to the diffusion of practices that are fundamentally flawed. This paper represents an attempt to find a middle ground between those two positions. Its main purpose is to help students, academics, but also practitioners and all those approaching this field of knowledge for the first time to gain insight into the key features of MCA with the view to enabling them to access more complex textbooks in the future. The paper also offers practical guidance regarding the fundamental tasks required to develop basic, yet rigorous multi-criteria frameworks and effectively apply them to different types of decision-making situations and problems. This constitutes the first foundational step for eventually mastering more rigorous and elaborated MCA techniques. Finally, this paper also seeks to discuss the potential advantages and limitations of MCA by adopting, as far as possible, a balanced and neutral perspective so as to break down clichés and false beliefs on the subject.

The aim of the present study was to investigate fear of failure in the sport domain among young all India hockey players and to explore their perceptions of the consequences of failure. The study examined fear of failure among 28 male North Zone Hockey players
(age 17–26 years). The Performance Failure Appraisal Inventory (PFAI) designed
by Conroy, Willow & Metzler (2002) was used to collect the data. Descriptive statistics was used to statistical treatment and interpretation of the data. Results revealed that most of all India Intervarsity hockey players had higher level of fear of devaluing one’s
self-estimate (FDSE), fear of experiencing shame and embarrassment (FSE), fear of important other losing interest (FIOLI). The subjects reported moderate level of fear of having an uncertain future (FUF) and least levels of fear of upsetting important others (FUIO).
Keywords: Fear of failure, Performance, all India Intervarsity

The role of international managers in the world is increasing as companies tend to expand all over the world. However, with the growth in industries, there is also need of human resources to manage such industries and global conglomerates. International Human Resources Management (IHRM) regulates the human resources in international organizations, including expatriate nationals and host-country nationals. However, understanding and measuring the performance of expatriate employees under host-country defined rules often leads to employee discomfort. Under such circumstances, performance management and performance appraisal plays crucial role in defining the strategic approach that would lead to organisational success.
According to Armstrong (1998), performance management includes developing the capabilities of employees through various processes that would ultimately lead to growth of the organisation. However, measuring performance in international organisations is a difficult task as the parameters of measurement depends on various cross-cultural factors. Performance management of expatriate population often focuses on individual performance rather than concentrating on all the various factors and environment interacting with such employees.
This study focuses on the paper written by Woods (2003), to understand why performance appraisal of expatriate managers and employees have failed to truly evaluate the performance rate of such population. The cross-cultural challenges that managers face in international environment is often unnoticed and this should not be the case while designing performance appraisal systems for international managers and employees.
From this paper it can be assessed that performance rating criteria, number of performance raters and the overall cultural diversity should be taken into consideration by Human Resources department while designing the performance appraisal for expatriate managers. Research conducted by Woods (2003) and Hempel (2001) showcases why expatriate managers from foreign nations struggle to perform in host nations. The employment and firm regulations also differ from one country to another and the same criteria cannot be utilized to judge all managers operating within different socio-cultural settings in different countries.

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 employees determination accomplish their wellbeing. Within this manuscript I study the sound possessions of concert assessment consequences taking place the staff enthusiasm. &quot;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.&quot; Peter Drucker Objective To examine the relationship between Performance Appraisal and Employees motivation. 1-Introduction Performance appraisals are indispensable for the effectual supervision and costing of staff. Appraisal help to enlarge individuals, perk up secretarial routine, and nourish into dealing development. Ceremonial performance judgment is commonly conducted per annum for each and every ...

Email or message me for any assignment support. Do follow me to be updated with new papers coming up. This paper is the study of performance appraisal of a company (WHSmith Plc), which include financial performance analysis,  ratio analysis, non-financial analysis, analysis of the company's performance, determining the source of resources, investment proposals and selecting the best investment projects via determining the best financial return from the investments. Also, it incorporate determining cash flow projections for investment decision making.

Purpose The objective of the study is to investigate whether the performance appraisal system used is in Majan Electricity Company, (Oman), measures the employees’ performance accurately and to ensure motivation and satisfaction of its employees. Design/methodology/approach The study was conducted with 106 employees from all the departments of the main office of the company located at Sohar, who were selected on stratified random sampling basis and were contacted through a well-defined questionnaire. Findings The study reveals that even if there is a problem with the accuracy of performance appraisal system in measuring the performance accurately, or due to rater error in the evaluation process, the employees’ performance appraisal is not affected by them and has got positive impact on employees’ motivation and satisfaction. Practical Implications The study demonstrates that there is a strong association between the (i) performance appraisal system and (ii) motivation of the employe...

— Human resource management is a set quantity of work in an organization that focuses on the management of staffing, giving direction to the people who work in the organization and issues related to the people such as hiring, employee motivation, remuneration, communication, wellness, safety administration and training. Human resource management also focuses on the personal management and organizational development. This paper is concerned with the HRM and focus on the efficient and effective use of human resources so that the set goals are achieved. Human resource management is management function that helps manager to recruit, select, train and develop organization members.

A Term Paper on Performance Appraisal & Compensation System of
U.S. Office of Personnel Management, Harvard University, Massachusetts Institute of Technology (MIT), the World Bank, National Aeronautics and Space Administration (NASA), United Nation (UN)

Performance appraisal is one of the most complex and controversial human resource techniques. In many organizations performance appraisal systems are used to identify the better performing employees who should get the majority of available merit pay increases, bonuses, and promotions Performance appraisal system is important to any organizational work performance; it determines the organization's success or failure. Employees are the most valuable and dynamic assets of an organization. For achieving the strategic objective of sustained and speedy growth, managing human resource has been featured as a vital requirement in alln organizations. It is a challenge to monitor the entire cycle of defining the competence requirement of the business, accessing existing competence in the organization and bridging the gap between the two. HR practices are crucial for any organization. Every phase from recruitment to exit interview is under the HR department.

This paper relates to scouting and recruitment in English men’s professional football. The article points to possible gaps in the literature and offers suggestions for subsequent studies. It is recommended that future research might usefully address perceptions of key stakeholders involved in the scouting and recruitment process to advance our understanding of the phenomena and ultimately, to develop guidelines for professional practice.  This work examines:
 The history of scouting and the role of the scout,
 The significance of observation,
 Memory and recall fallibility,
 The use of performance analysis and data in the scouting process,
 Heuristics and decision-making,
 Technical scouting and data implementation,
 Selection criteria in football scouting,
 Practical considerations for improving traditional scouting methods,
 Club philosophy, structure and decision-making, and the
 Proliferation of the Sporting Director role.

Purpose: This research aims to get an individual work performance scale of the modified version which is more acceptable and has a good psychometric property. Methodology: This study was conducted using a modified measuring instrument approach. Researchers use existing theories and then make items according to the context in which this research will be conducted. The advantage of this modification approach is getting a more comprehensive understanding of the subject we are researching. Main Findings: Of the 303 employees that were tested in the research, the modification scale of the individual work performance has a good psychometric property with the criteria of reliability more than 0.8 and the fit model that has a good item with RMSEA score (0.062). Other than that, the modification scale of individual work performance shows a good convergent validity with presenteeism and correlate with job burnout. Applications of this study: The Individual Work Performance Scale has a comprehensive methodology and good psychometric properties. This instrument is appropriate to be the general instrument for seeing the employee situation. In addition, this instrument can also be used as a set of tests that are suitable for use by those who will conduct an assessment of employee performance. Novelty: This scale was made as a form of development from previous research which did not explore and develop forms of assessment that were specific to an employee's performance. There is not much-related research that focuses on many dimensions that are actually important to assess in employee performance.

The purpose of this study was to investigate the impact of work-from-home (WFH) human resource (HR) practices on the performance of faculty under the drastic circumstances of coronavirus disease 2019 (COVID-19). The population of the study included faculty members of the higher education institutions in Sialkot, Pakistan. The study filled the gap of scarce literature on the impact of various HR practices by HR officials while working from home during lockdown observed to reduce the spread of COVID-19. Based on reinforcement theory, this article proves that there is a significant relationship between HR practices (including training, performance appraisal, career planning, employee participation, job definition, compensation, and selection) and faculty performance. It also proves that there is a strong positive relationship between the two variables. The findings of this study provide a blueprint to improve HR practices for high performance by faculty in the higher education sector d...

This study evaluates the implementation of the performance management system in the Ba-Phalaborwa municipality. This is pertinent because municipalities today have become focal points for service delivery. The key contribution of this article is the implementation model it posits. The study was essentially qualitative in design and used a semi-structured questionnaire for data collection.
The study discloses that the system is currently flawed because, among other things, there is minimal employee involvement in the planning of performance management; there is a lack of training opportunities to address identified weaknesses, non-payment of performance bonuses to good performing employees, and the majority of employees do not know their performance targets as reflected in the Service Delivery and Budget Implementation Plan.
The study proposes to the Ba-Phalaborwa municipality the payment of performance bonuses to good performing employees, to carry out consultations with all employees on the implementation of the system, and the cascading of the performance management to all lower level employees as part of the model. The correct implementation of a performance management system will serve as a means to enhance organisational efficiency, effectiveness and accountability in the use of resources and in accelerating access to good quality services towards the attainment of a better life for all.

The performance management system is a process of setting objectives, making plans to achieve those objectives and accomplishing the desired result. Rewards and recognition are the end stage of the process. Organization uses this system to assess the performance of an individual, a team, a function and then the organization on the whole.
In the business world investment is made in machinery, equipment and service. Time and money is spent ensuring that they provide what their suppliers claim. In other words, the performance is constantly appraised against the expected result.

Although rater accountability is recognized as a potentially important characteristic of performance rating contexts, due to discrepant findings in the literature, its effect on performance ratings is unclear. This issue was addressed in the present study using meta-analytic methods to synthesize findings across 35 samples. Consistent with expectations, the effect of rater accountability on performance ratings varied as a function of accountability source, such that ratings were substantively influenced by accountability only when raters were held accountable by the ratee versus a superior. This effect was consistent whether accountability was introduced through identification or justification manipulations. Further, we did not detect any evidence suggesting that findings varied as a function of rating direction or study setting. Implications for performance appraisal research and practice are discussed.

Performance Appraisal is one of the key important factor which is practice by human resources management of every successful organization. The purpose of this research is to identify the factors impacting the employee satisfaction level by discussing the variables like performance appraisal, motivation, potential and competency. The research data was collected through 100 banking employees the outcome of research paper is analyzed statically by descriptive, correlation and regression by using the SPSS software. This research investigate the level of job satisfaction of banking employees with is really depends on organization performance appraisal system because Job satisfaction is a positive attitude and feeling that employee have towards their job. When an employee have a high job satisfaction it shows that employee likes their job, feel good for job and value it. Job satisfaction is major technique used to motivate the employee towards their job. The findings prove that employees who are satisfied with their performance appraisal of organization are also highly satisfied with their job and highly commit their self to achieve organizational goals and objectives. The research outcomes show that there is a positive and appropriate relationship between performance appraisal system of organization and employee job satisfaction.

This comparative study on the individual performance appraisal systems in the EU member states, the European Commission and associated countries was conducted under the Slovak EU Presidency in 2016 and EUPAN. It comes 10 years after the review of the performance appraisal under the German EU Presidency in 2007 (Demmke 2007). Since then, classic performance appraisals were reviewed very critically, by both academics and practitioners, asking for considering the contextual factors in the set up of the overall performance appraisal systems. Some experts (e.g. Antonioni 1994) argue that rather than throwing out the entire performance appraisal systems and process, we should try to improve it. And many of the EU member countries did exactly that. Thus, in the past decades the performance appraisal research has examined the effects of the social context (e.g. Levy, William 2004) within which the performance appraisal operates, motivational basis of the civil servants (e.g. Perry, J.L., Hondeghem, A. and Wise, L.R., 2010), work approaches of millennials (e.g. Twenge, J.M. and Campbell, S.M., 2012), perceptions of fairness (e.g. Choon, Emli 2012) and most importantly the various uses of information from the performance appraisal (e.g. Moynihan, Pandey 2010). This has widespread implications for practical application. And since performance appraisals play an important role in individual careers of civil servants and public organisations, it is important to understand the process and design of the instrument in individual EU member states and the European Commission vis-à-vis the latest developments in performance appraisal research.

Aarong, the support enterprise of BRAC, a non-profit development organization based in Bangladesh has grown into the country’s leading fashion and lifestyle brand. In its successful journey, trained pool of employees has proved to be an asset for Aarong. This report has been prepared to explore the performance appraisal system of Aarong which motivates its employees to work toward organizational goals.
This report is exploratory in nature. Using convenience sampling, Aarong Mogbazar outlet was chosen. Twelve respondents were selected using purposive sampling for interview. Primary date is gathered through questionnaire (attached in Appendix section of the report) and informal interviews of the employees working in management level and sales. Relevant articles from websites served as secondary source.Not getting access to enough internal information from employees due to organizational protocol is the main limitation of the report.It is clear from the above study that Aarong has adopted more than 50% of the best practices for just employee performance appraisals provided by Richard A. Posthuma, and Michael A. Campion. Taking participative approach can further improve effectiveness of the system and get appreciation from the employees.

penilaian kinerja karyawan harus dilakukan oleh perusahaan sebagai langkah evaluasi dalam rangka menjaga produktivitas perusahaan. banyak cara yang dapat dilakukan untuk melakukan penilaian kinerja karyawan, salah satunya penilaian 360 derajat.

" Human Resources " is a comparatively newer field of management study. Previously it was called " personnel management ". Human resource management deals with any aspects of any organization that affects employees, such as hiring and firing, pay, benefits, training, and administration. Every bank operating in Khulna city has its own mission to sustain in the banking sector as a customer and profit oriented organization. And the mission statements reflect the strategies, goals and the overall approach of organizations. In this study we have tried to find out how HRM practices in banking sector in Khulna region. Our study is divided into some key factors regarding to the human resources aspects including recruitment and hiring, training and development, compensation management, work time and environment, performance appraisal, and motivation at work. However, with the aid of a structured survey questionnaire, we collected data and analyze those with different statistical tools and techniques. Moreover, this study is based on human resources management practices in private commercial banks in Bangladesh. Therefore, the research convenience we have taken only employees of the branches operating in Khulna city.

Kinerja dalam organisasi (Nazhir), merupakan jawaban dari berhasil atau tidaknya tujuan organisasi yang telah ditetapkan. Para wakif sering tidak memperhatikan kecuali sudah sangat buruk atau segala sesuatu jadi serba salah. Terlalu banyak wakif tidak mengetahui betapa buruknya kinerja Nazhir sehingga institusi Nazhir menghadapi krisis yang serius. Kesan buruk organisasi Nazhir yang mendalam berakibat dan mengabaikan tanda-tanda peringatan adanya kinerja yang merosot.

The performance appraisal (PA) is one of the performance management tools that is widely used to measure the productivity of academic employees in different contexts. Therefore, this paper has two main objectives. Firstly, it critically reviews the extant literature on performance management, including; Kaplan and Norton’s Balanced Scorecard Approach, among others. Secondly, it presents a qualitative research that explores the performance appraisal system in a higher education institution.  The researcher has conducted semi-structured interview sessions with academic employees to analyse their opinions and perceptions toward their annual PA. The research participants revealed the costs and benefits of their PA exercise. They were aware that their educational leaders could pragmatically employ the PA’s metrics to improve their performance outcomes, in terms of stakeholder engagement, internal processes, organisational capacity and innovation, among other areas. This research implies that the PA instrument could lead to significant benefits for both the institution as well as for the personal development of individual academics.

Performance appraisal is very important for organizational continuity. One of the work objectives is to increase employees motivation so that they can work optimally and achieve their goals effectively. In this manuscript I know an overview of the importance of the organization concerned with employees performance and motivation.

Human Resource Management is a management function that helps managers to Recruit, Select, Train and Develop members for an organization. Performance appraisal may be understood as the assessment of an individual’s performance being measured against such factors as job knowledge, quality and quantity of output, initiative, leadership abilities, supervision, dependability, co-operation, judgment, versatility, health and the like. The Performance Appraisal System needs to be very transparent and helpful both to the employees and to the organization. The need is to get a feedback from appraisers and appraises, working in the organization, about the current state of the PAS. Only after analyzing the current state of PAS, the human resource managers can go to the next step of improvements in PAS. A survey is therefore required. The type of research chosen is quantitative in nature. The research is undertaken to ascertain the views/opinions of the employees working with the company and to suggest appropriate modifications about the existing PAS. Structured questionnaire has been prepared and discussed personally with the respondents. The sample size will be restricted to 100 respondents chosen by applying stratified random method. The methods adopted for the performance appraisal were 360-degree appraisal, check list, rating scale, management by objective etc. that are commonly found among the information technology companies in Bangalore. The employees want their appraiser to give the feedback to them.

Performance Management is important to Individuals’, Teams’ and Organisations’. Often even with Best Practices in place the stakeholders still do not get the expected outcomes as they relate to Performance and Performance Improvement. By focusing on the Task, Procedure & Relationship (TPR)aspects of “Performance Management System” and implementing some TLC (Training, Leadership & Collaboration) Individuals and Teams can make the system work.

The term Performance evaluation alludes to the customary audit of a representative's work execution and in general commitment to an organization. Otherwise called a yearly audit, execution survey or assessment, or worker examination, a presentation examination assesses a representative's abilities, accomplishments, and development, or deficiency in that department. Organizations use execution evaluations to give representatives higher perspective criticism on their work and to legitimize pay increments and rewards, just as end choices. They can be directed at some random time yet will in general be yearly, semi-yearly, or quarterly.