TITLE : Role of Performance Appraisal System on Employees Motivation
AUTHOR : Muhammad Faseeh ullah khan;
SUMMARY :
In this paper, we develop a model in which the employee is uncertain about his
own performance and about the manager's ability to assess him. The manager gives
an employee a performance appraisal with a view of affecting the employee's self
perception, and the employee's perception of the manager's ability to assess
performance. We examine how performance appraisals affect the employee's future
performance. The predictions of our model are consistent with various empirical
findings. These comprise (i) the observation that managers tend to give positive
appraisals, (ii) the finding that on average positive appraisals motivate more than
negative appraisals, and (iii) the observation that the effects of appraisals depend
on the employee's perception of the manager's ability to assess performance
accurately.
To know the extent of accuracy and perfection of the Performance Appraisal to
motivate the employees in the organization.
They took information from different websites, articles, newspaper and through
the questionnaire. Sample size is 50.
Combing the different methods of appraisal can minimize the element of biasness
in an appraisal. Like the rating method combined with assessment center method
would give an evidence of poor /unfavorable or outstanding behavior of the
appraise if any. ¬ Use of modern appraisal techniques like 360 degree appraisal,
assessment centers which are more effective. ¬ More transparency should be
brought about in the appraisal system
Some of the performance appraisals should be conducted by the top management
so that they can understand the employees and their needs, behavior better and to
find out the loopholes.
TITLE : Performance Appraisal: A Supervision or Leadership Tool?
AUTHOR: Rosa Cintrón, Ph.D. Forrest Flaniken, Ed.D.
SUMMARY: concerning the appraisal of staff positions in American higher
education
Dissatisfaction was found with the appraisal process due to
lack of leadership support, supervisors not being held accountable for the timely
completion of appraisals, and the lack of training provided supervisors for doing
performance appraisals well.
The population surveyed in this study consisted of the 108 colleges and universities
that are members of the Council for Christian Colleges and Universities (CCCU).
This is a unique sector in American Higher Education.
The respondents to the questionnaire were asked to answer a group of eight
statements concerning their performance appraisal system, using a rating scale of
Strongly Agree, Agree, Neither Agree or Disagree, Disagree, or Strongly Disagree)
A challenge or pitfall in using a performance appraisal system is lack of leadership
support for the process.
the amount of training provided to supervisors was sufficient, y, there was also
strong support in the study for the statements that standards and ratings vary
widely and sometimes unfairly from supervisor to supervisor, that the supervisor’s
personal values and bias can replace organizational standards in the evaluation
process, and that the validity of the ratings is reduced by supervisory resistance to
give ratings, particularly negative ratings.
TITLE : Appraisal system: A tool for performance in selected organizations in
Nigeria
AUTHOR : KOLAWOLE, Taiwo Olabode1 , KOMOLAFE, T., ADEBAYO,
Anthony Abayomi and ADEGOROYE, A. Abayomi
SUMMARY : The empirical survey focuses on the use of performance appraisal
(PA) in most organisations in Nigeria
The study findings showed that employees have good knowledge of PA but their
attitude towards it is not positive because of the way it is done. Also, the effects of
performance appraisal on employees and the workplace at large were measured
and lastly, the attendant effects of PA in organisations in Nigeria were recorded. It
concluded that if all the stakes must benefit from PA, PA must be carried out
without bias always caused demonstrated by the management from Abuja to
appraise the staff in the companies. They already meet and conclude on the number
of staff to benefit from the exercise each year.
This study was carried out in National Petroleum Investment Management Services
(NAPIMS) and National Engineering and Technical Company (NETCO) both
based in Lagos State. All the existing units were represented Thus, 25.0% of the
total work force (620) was purposively sampled to respond to the questionnaire
survey that is, 129 workers (82.7%) in NAPIMS and 27 workers (17.3%) in
NETCO using the stratified sampling technique (totaling 156 workers) (see Table 1
for the sample distribution). Both qualitative and quantitative data were collected
for this study. SPSS was used to analysed the later while the qualitative data was
analysed using content analysis.
the few organizations that practice PA, are not conscious of its objectivity and its
implementation in the workplace. That is, the practice of performance appraisal is
with gross bias. That is, it is not always done scientifically to be benefits of all the
employees and the organization at large. This affects negatively the morale of the
employees to put in their total commitment in their specialized work in order to
attain organizational goals.
TITLE : EMPLOYEE PERFORMANCE APPRAISAL AND ITS IMPLICATION
FOR INDIVIDUAL AND ORGANIZATIONAL GROWTH
AUTHOR : Chris Obisi , Ph.D
SUMMARY :
Nigerian organizations
The inability of organization to install an effective performance appraisal strategy
has hindered them from achieving competitive advantage which they require more
now than ever before. Appraisal processes are not systematic and regular and often
characterized by personal influences occasioned by organizations preoccupation to
use confidential appraisal system which hinders objectivity and fairness. Often
organizations ignore management by objectives, critical incidents to personal
prejudices. This is retrogressive as it affects the overall performance of the
individual. 360 degrees appraisal method whereby superiors and the appraise their
subordinates, subordinates appraise their superior and the appraisee appraise
himself or herself and the average of all the appraisal taken to arrive at the final
appraisal outcome should be now be considered by organizations. Also post
appraisal counseling whereby the appraisal outcomes are analyzed to explain
strengths and weaknesses and set agenda for better future performance.
Organizations should stop giving less attention to the evaluation of their employees
and recognize that organizational training needs can only be identified from
performance appraisal outcomes. It is an invaluable tool but in the hands of human
resource management officers to continuously evaluates and audits the
performance of its employees in other to help organizations win competitive
advantage.
Organizations should face realities that performance appraisal is incomplete unless
the appraisee is told what his strengths are and weaknesses, his performance cannot
improve in the subsequent future, which obviously defeats the very objective of
periodic appraisals. Such a process of discussion with the subordinates focusing on
the entire performance (tasks and behaviour) during the particular period is called
performance appraisal counseling
TITLE : PERFORMANCE APPRAISAL SYSTEM: It’s Implication To
Employee Performance
AUTHOR : Liza Estino Daoanis, Ph.D¹
SUMMARY:
.This study examined the status of the performance appraisal system of Nass
Construction Company and its implication to employees performance. The
respondents of this study were tenured employees . The purposive sampling
technique was used in the selection of respondents. Quantitative and qualitative
method of research was utilized in the gathering of data. Interviews, focus group
discussion and survey questionnaires were the main instrument used in this study
e performance appraisal system of the company has brought about both positive
and negative impact on the employees performance. Further, the respondents
identified some major gaps in the implementation of the company’s appraisal
system: no appropriate rewards are given to best employees, appraisal system was
not fully explained to employees, no feedback of results and employees do not
participate in the formulation of evaluation tools. It is recommended that the
company should revisit and redesign its appraisal system that is align to its vision
and mission towards the attainment of its organizational goals.
The result of the study implies that improvements of the appraisal system of the is
needed company by giving motivational benefits to employees who have exhibited
an exemplified performance in their work. Proper feedback should also be done to
concerned employees so that they will be aware of their strengths and weaknesses
for their improvements.
TITLE : The Effect of Employees’ Performance Appraisal Procedure on their
Intrinsic Motivation
AUTHOR : Shaemi Barzoki Ali PhD, Iran Abzari Mahdi PhD , Iran Javani Malihe
MBA
SUMMARY: r. One function of performance appraisal systems is to arouse
motivation in the employees, which is addressed in this study. The present study is
a descriptive-survey study. The objective of this study is to investigate the
influence of employees’ performance evaluation process on their intrinsic
motivation. Statistical population of this study is 80 employees of transportation
organization in the Esfahan province. Research data has been collected via
standard questionnaire, and SPSS software applied for the analysis. The results
indicate that the process of evaluating employees’ performance affected on their
intrinsic motivation and the effectiveness is positive
Hypothesis Performance appraisal process of the employees of the Transportation
Department in Esfahan province has effective impact on their intrinsic motivation?
questionnaire designed and distributed among 100 employees of Transportation
Department and Terminals in Esfahan province. 15 questionnaires were not
returned, and so the sample size of 80 was used for data analysis by SPSS and
Excel software. Before the factor analysis, KMO test was applied to find out that
the number of items is adequate for the prediction of each subscale and Bartlett's
test used to determine whether the items have some significant relationship to
provide a reasonable basis for factor analysis.
the results of the factor analysis of items in the subscales of performance appraisal
process on the inner motivation have been presented. Given the table, structural
validity and the internal correlation of items are confirmed
Results of this research indicate that the performance evaluation process of
employees in this organization influences on the intrinsic motivation of these
employees and it is positive and equals to 0.414.
TITLE : A STUDY ON EFFECTIVENESS OF PERFORMANCE APPRAISAL
SYSTEM IN MANUFACTURING INDUSTRIES IN INDIA
AUTHOR : Dr. V. Antony Joe Raja HOD, R. Anbu Ranjith Kumar
SUMMARY:
The purpose of this study was to examine the performance appraisal. To obtain
results, descriptive statistics and chi-square techniques are applied to data collected
from 80 respondents. The result of the study shows that overall performance
appraisal system is high rated by its respondent. Respondents are highly satisfied
with their work. The recommendations were provided based on the research
finding and analysis
Management wants to know the quality of appraisal criteria parameters and
duration from the view point of employees. This is turning forms the need for the
study
The study is designed as Descriptive in nature. Descriptive study attempts to obtain
a complete and accurate descriptive of a situation. The methodology involved in
this design mostly qualitative in nature producing descriptive data.
RESEARCH INSTRUMENT Questionnaire Here the respondents are asked the
question and required to answer by choosing between a number of alternatives.
The main advantage of this is that they are easy to complete and easy to analyze.
The research has adopted this type of survey. STATISTICAL TOOLS The
researcher has used mainly statistical tools to analysis the data and draw
Interpretation. Chi –Square Analysis In this project chi-square test was used. This
is an analysis of technique which analyzed the stated data in the project. It analysis
the assumed data and calculated in the study. The Chi-square test is an important
test amongst the several tests of significant developed by statistical. Weighted
Average Method Tabulation, diagram and percentage were also used to make the
study more valid, reliable and understandable.Performance appraisal system in
company is effective but there exist certain criteria like seniority merits. Potentials
of the employees that are too considered for effective functions.
TITLE : Effectiveness of Performance Appraisal as a Tool to Measure Employee
Productivity in Organisations
AUTHOR : Osabiya Babatunde Joseph
SUMMARY:
The study revealed that employees are usually appraised by their immediate
supervisors. As regards the frequency promotion in the organization, both the
managers and officers asserted that there was a valid, laid down pattern for
promotion and that this was at the management discretion. Often, managers allow
biasing factors like rate, sex, tribe appearance and personal likeness or hatred to
influence their rating. Unless the ratings are based on actual job performances, the
evaluation will continue to be devoid of the objective that is often required in a fair
performance appraisal system.
The appraisal system has been largely characterized by non-disclosure of appraisal
result to the rates. This secrecy over performance appraisal results tends to put in
the hands of supervisors and managers a potential tool for cracking down on
“non-conforming subordinates with impunity
Manager should ensure that performance appraisal is carried out with clear
objectives in mind. A good performance leaves both appraiser and appraisee
feeling they have „gained something. 3. Finally, it is necessary to prepare an
appraisal mutual, which everyone in the company can always refer to, for guidance
and information about the performance appraisal process.
TITLE : Effects Of Performance Appraisal On Employee Productivity A Case
Study Of Mumias Sugar Company Limited
AUTHOR : Jocelyn Mary Seruya Omusebe Jomo Kenyatta University Of
Agriculture And Technology, Kakamega Campus, Kenya Dr. Kimanichege Gabriel
Senior Lecturer, School Of Arts, Moi University, Eldoret, Kenya Dr. Musiega
Douglas JKUAT Kakamega Campus, Kakamega, Kenya
SUMMARY:
The purpose of this study was to investigate the effects of performance appraisal
(PA) on employee productivity in Mumias Sugar Company Limited. The study was
guided by a case study design. The study targeted a total of 877 Unionisable
employees, 422 supervisory level employees, 182 middle level management and 9
top level management. Simple random sampling was used to select 149 employees.
The research instruments used for data collection were the questionnaires and
interview schedules. Descriptive analysis and inferential statistic i.e. regression
analysis and t-test were used. Results indicated that there was a positive and
significant effect between performance appraisal and employee efficiency in
Mumias Sugar Company Limited,
A Chi Square test of independence conducted on the gender distribution among the
respondents in Mumias Sugar Company LimitedThis could be attributed to the fact
that the male respondents were more cooperative and available than their female
counterparts during data collection exerciseA Chi Square test conducted on the
working experience of the respondents showed that there was a highly significant
This indicated that the majority of the respondents of in Mumias Sugar Company
Limited had attained minimum academic and professional qualifications for their
profession. The lower number of respondents with master’s degree was an
indication that fewer respondents were pursuing further studies.
Regression analysis conducted on the effect of performance appraisal and service
quality revealed a positive and significant correlation between these two variables.
Study findings show that PA had a positive and significant association on customer
satisfaction and this indicated that there was a positive relationship.
TITLE :EMPLOYEE APPRAISAL & performance in the hospitality industry
AUTHOR : francisboadu , Dr Elizabeth Dwomo-Fokuo , Joseph Kofi Boaky
SUMMARY:
The purpose of this study is to ascertain the extent to which pa is practiced. In all
50 hotels including 44-two star hotels, 5 -3 star and 1- 4 star hotel in Ashanti
bregion,Ghana was contacted .empirical data was collecte through questionnaire
administered to ceo, managers & employees in the 50 hospitality outfits in Ashanti
Ghana.
The researchers design two set of questionnaire, one set for ceo n another for
gm/managers and other employees. The questionare consist of employee
perception on pa, what preventing them from working effectively, the type of
incentives motivation available for them to satisfaction
A majority of the respondants had training on pa but indicates that they did not
fully understand the scheme
For a hotel to be successful n to be able to face the global competitive challenges,
it must continuously appraise the performance of the employee.
TITLE : Correlates of Employee Reactions to Performance Appraisal and
Appraisal Systems
AUTHOR: Robert L Dipboye , Rene de Pontbriand
SUMMARY:
Exempt employees in a research and development organization were surveyed
regarding their opinions and perceptions of the appraisal process. After controlling
for perceived favorability of the appraisal via multiple regression, employee
opinions of the appraisal and appraisal system were positive to the extent they
believed that there was an opportunity to state their own side of the issues, the
factors on which they were evaluated were job relevant, and objectives and plans
were discussed. Contrary to predictions, reports of goal setting and discussion of
plans and objectives were not found to moderate the relationship between
perceived favorability of the appraisal and the opinions of the appraisal.
Questionnaires were mailed to 971 employees systematically sampled from exempt
employees with 1 '/2 or more years of service
The questionnaire contained 12 Likert scale items and 1 dichotomous item, which
were used by employees to describe the performance appraisals they had received
from their own supervisors during the previous year
study it appears that to the extent feedback is perceived by the employee as
unfavorable, the employee's opinions of the session and of the system are negative.
The present findings suggest that employees are more receptive of feedback they
perceive to be negative if they perceive that they are allowed to participate in the
feedback session, plans and objectives are discussed, and they are evaluated on
factors relevant to their work.
TITLE : Performance appraisal politics and employee turnover intention
AUTHOR : Rusli Ahmad Camelia Lemba, Wan Khairuzzaman Wan Ismail
SUMMARY:
This study examines the effect of performance appraisal politics on employee
turnover intention. Past research shows that there is evidence that ratings of
performance appraisal had often been manipulated for political purposes and
motives. This research focuses on two elements or political motives influencing
employee turnover intention: motivational and punishment motive. The study used
survey research to gather 60 questionnaires from a private company. The findings
show that there is a positive relationship between the independent variables
(motivational motive and punishment motive) with dependent variable (employee
turnover intention). Results of multiple regression analysis show that punishment
motive have more effects towards employee turnover intention compared to
motivational motive. The implications and recommendations of the study also were
also discussed.
There is a difference between the employee turnover intentions based on selected
demographic variables. There is a relationship between motivational motive and
employee turnover intention. There is a relationship between punishment motive
and employee turnover intention. There is a relationship between multiple
independent variables (motivational motive and punishment motive) with
employee turnover intention as the dependent variable
This study employs the quantitative research methodologies to examine the
relationship between performance appraisal politic and turnover intention. The
research also focuses on the differences between the employee turnover intentions
based on demographic characteristic
They used T-test n Anova for calculationThe findings also show that performance
appraisal politics elements do affect employee turnover intention where
punishment motive was the best predictor which could have effects on employee
turnover intention.
TITLE : Training the Employee for Improved Performance: the Mediating Role of
Employee Performance Appraisal
AUTHOR: Freda Kabuki Ocansey
SUMMARY:
The study sought to examine the seemingly inability of some employees who
undergo training to transfer the competencies they acquire from training into the
performance of their job functions by exploring the extent to which the employee
is involved in decisions regarding his or her training and how organizations are
making use of strategies and interventions to ensure that the expected transfer of
knowledge and skills is achieved to ensure the expected performance. A case study
design and purposive sampling were adopted to select 58 employees who had
attended training in the last 24 months from 5 institutions in the Ada West district
of the Greater Accra Region of Ghana. Data was collected by using 52 fully
completed questionnaire. Data was analysed by using descriptive statistics. The
results indicate that the full involvement of employees in assessing gaps in their
performance would make them appreciate better, training programmes they attend.
Also in order for employees to fully commit to training they attend, they should
also be involved in choosing when to attend training. Post training mentoring,
monitoring, evaluation, continuous coaching and encouragement, appropriate
follow-up training programmes, unbiased, objective, wellstructured and regular
employee appraisals are identified as effective ways of ensuring the gradual
assimilation and consequent transfer of taught competencies into performance.
the importance of performance appraisal in ensuring the continued performance
development of the employee by fully involving the employee in the identification
of performance gaps, identification of appropriate training programs to address the
gaps and the provision of follow-up support to ensure the effective transfer of
training into practice.
TITLE : Impact of Performance Appraisal on Employee Retention: A study on
Banking Sector of Pakistan
AUTHOR : Saba Gulzar, Avinash Advani , Dr. Tariq Jalees
SUMMARY: Thus the aim of this study is to measure the effects of performance
appraisal, career development, and job satisfaction and reward system
empowerment with feedback on employee retention. A valid sample size of the
study was 316 with a response rate of 98%. The data was collected from 39 leading
branches of a private bank operational in different cities. After carrying out
preliminary analysis including reliability, validity and normality the overall model
was tested through multiple regression analysis. The outcome of the study after
conducting comprehensive research, it was found that the performance appraisal,
career development, job satisfaction empowerment and feedback and reward
system all have positive impacts on employee’s retention if practiced regularly and
adequately. The findings of the study were seen consistent to earlier conducted
studies. By the help of the drawn Implications the managers and policy makers will
be able to develop practices and procedures under the policy that will have a
significant effect on the productivity of the employees along with promoting job
retention.
There is an effect of regular performance appraisal on employee retention.There is
an effect of job satisfaction on employee retention.There is an effect of reward
system on employee retention. There is an impact of career development on
employee retentionThere is an impact of empowerment on employee
retention.There is an effect of performance feedback on employee retention.The
target population for this study is the employees of head office and branches of a
leading bank of Pakistan.The non-probability sampling that is convenience
sampling is used in this study as total population is known and it's hard to test
overall population so a sample is drawn from the total population and calculated by
RaoSoft online Sample size calculator.There is significant impact of empowerment
on employee retention; it has been proved from the result of hypothesis 1f that was
rejected after the analysis of data. Therefore, it is concluded that there is a strong
relationship among above said relationship.
TITLE : EMPLOYEE PERFORMANCE APPRAISAL SYSTEM USING
FUZZY LOGIC
AUTHOR : Adnan Shaout* and Mohamed Khalid Yousif
SUMMARY: This paper presents a design and implementation of a performance
appraisal system using the fuzzy logic. In addition to the normal process of
performance evaluation modules, the system contains step by step inference engine
processes. These processes demonstrate several calculation details in relations
composition and aggregation methods such as min operator, algebraic product,
sup-min and sup-product. The system has foundation to add-on analysis module to
analyze and report the final result using various similarity measures. MS Access
database was used to maintain the data, build the inference logic and develop all
setting user interfaces.
The Type-1 fuzzy logic was used in this paper. This is a popular computing
framework based on the concepts of fuzzy set theory, if-then rules, and fuzzy
reasoning. The basic structure of type-1 fuzzy inference system consist of three
conceptual components: rule base, data base (defining membership function), and
reasoning mechanism as explained in details in the next sections. Also, MS Access
database was used to maintain the data, build the inference logic and develop all
setting user interfaces.
In this paper we are using the Mamdani model which is one of the most common
fuzzy inference techniques
The system is fully parameterized where the user will be able to select and change
several parameters such as critical elements, fuzzy method and membership
function.
TITLE : EFFECT OF PERFORMANCE APPRAISAL ON EMPLOYEE
PRODUCTIVITY IN AN AUTOMATION SOLUTION COMPANY
AUTHOR : Barkha Gupta and Dr. Swarna Parmar
SUMMARY:
The research study has been conducted to determine the effect of performance
appraisal on employee productivity in an Automation solution company situated in
Greater Noida, India. The research design of this thesis is of descriptive nature.
The study adopts survey strategy and used selfadministered questionnaire to gather
data from employees. Out of 170 populations, 60 employees were randomly
chosen as a sample. Correlation and multiple regression statistical tools were used
for data analysis. The study found that goals and objectives setting, performance
rewards given to employees and performance appraisal feedback all three
independent variables of performance appraisal influenced employee productivity
that is taken as a dependent variable. Study found that set goal motivate employees
to achieve target, rewards given to employees for their positive result and feedback
help to identify the strength and weaknesses of employee.Performance Appraisal
Feedback after appraisal process was a significant predictor of employee‟s
productivity.
In this study we sought to investigate the effect of Performance appraisal variables
like goals and objective setting, performance rewards given to employees and
performance appraisal feedback on employee productivity. We used correlation
and regression analysis in the data analysis. The study found that goals and
objective setting in performance appraisal influences employee productivity and
this productivity directly give impact on organization performance. , performance
appraisal probably works best when all the decided goals and objectives like
formal goals, organizational goals, and the rates' and rater's goals for performance
appraisal are set properly. Goals and objectives setting mechanisms affect
performance by increasing motivation to reach set goals
there is a positive relationship between performance appraisal feedback and
employee productivity but it is not significant according to data analysis.
TITLE : PERFORMANCE APPRAISAL SYSTEM AND ITS IMPACT ON
EMPLOYEES
AUTHOR : Dr.S.SRINIVASA RAO
SUMMARY: n. 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.
if organization has an effective performance appraisal system they still have to
monitor continuously that system to make sure that it compels all needs of its
stakeholders.
Performance appraisal is an important part of an organisation but the performance
appraisal process is incomplete without the feedback given to the employee about
his appraisal and his performance. The employee training and development
programs, target based appraisal, performance related pay for employees, feedback
of the employees all these to improve their performance. The appraisal system
which is made on the aim to improve the employee performance has positive effect
on employee’s performance. Business environment condition affect on
organization overall performance and employee performance as well. In addition it
is concluded that the performance appraisal play key role in any organization
success.
TITLE : Study of Performance Appraisal System for Faculty Members in Selected
Management Institutes Affiliated to Shivaji University Kolhapur
AUTHOR : Mr. Santosh V. Hasure, Mr. Viraj V. Jadhav
SUMMARY:
Many organizations are having performance appraisal systems to evaluate the
effectiveness and efficiency of their Respondent using linguistic labels to their
performance. In a production unit, Respondent performance is proportional to the
quality and quantity of production, where as in case of educational institute there is
no such direct tool available to evaluate the productivity of its faculty members. In
judging efficiency of faculty members, often the institute deals with vague or
imprecise data resulting to an inconsistence performance evaluation. This study has
been particularly taken by the researcher to understand the present scenario of the
institute performance appraisal system in these colleges. Researcher wants to find
out the weather appraisal is really helping Respondents for the better future or not.
The type of research method used for this research is Descriptive Research. Both
primary and secondary data has collected for the completion of this project.
The present study has carried out in selected post graduate management institute
affiliated to Shivaji University, Kolhapur which covers Kolhapur, Sangli and
Satara districts. There are 24 management institutes covered in the study.
Researcher has selected the CENSUS POPULATION for the present study. To
select the respondents from the institute researcher has selected all permanent
respondents from all the institutes..
From the above analysis it is clear that from all the statements Satisfied with
existing performance appraisal system Good sponsorship for faculty for
participation in FDP’s, Seminars, Conferences, Refresher Courses given by our
institute, Our institute’s performance appraisal systems gives clear cut ideas to
faculties about what is expected from them by management, The appraisal system
provides an opportunity for self-review and reflection on which Respondents are
strongly agreed than other things about performance appraisal system.
Respondent opinion is independent on Respondent gender but it is dependent on
Respondents designation and academic qualification, Subject Knowledge,
Character of concerned faculty, Qualification, Experiences, Feedback from
students, Cooperative Nature, Relationship with authorities are the reasons for the
better appraisal.
TITLE : Effectiveness of performance appraisal (EPA): does
employee participation matters ?
AUTHOR:Suleiman Abubakar Babgana, Norsiah mat ,
Hadziroh ibrahim
SUMMARY
this study tells about employee participation in EPA. its tells
further studies which are empirical in nature should be carried
out to see how employee participation could lead to EPA
The appraisal system has been largely characterized by
non-disclosure of appraisal result to the rates. This secrecy over
performance appraisal results tends to put in the hands of
supervisors and managers a potential tool for cracking down on
“non-conforming subordinates with impunity
examin the relationship between employee participation and
effectiveness of pa. it suggests that there should be empirical
study to support the literature review and see the impact of
employee participation on the effectiveness of PA
