Performance Appraisal for Employee Development: Exploring Perceptions of Supervisors

Bhurtel, Anup; Adhikari, Eka Raj

doi:10.3126/ijssm.v3i2.14670

Cited by 2 publications

(2 citation statements)

References 22 publications

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“…The usefulness of performance appraisal or its importance as been opined by Bhurtel and Adhikari (2016) is to help organisation allocate its resources, provide feedback mechanism to employees on their performances, maintain working relationship in their team and reward them accordingly within the fair and equal working rules and regulations. Performance appraisal systems should help to develop the employees for the overall organisational objectives.…”

Section: Conceptual Review the Concept Of Performance Appraisalmentioning

confidence: 99%

The Impact Pf Personnel Performance Appraisal on Productivity in Organisations

ALANEME,

ADEMULEGUN

2023

IJMSSSR

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This research assesses the impact of personnel performance appraisal on productivity in organisation. It is geared towards examining the relationship between self-evaluation apparatus, behavioural checklists, degree of feedback mechanisms, and management by objectives and employees' productivity of organisation. Data was collected from both primary and secondary sources. The structured research questionnaire was administered to a random sample of 331employees and customers from various organisations. The organisations were chosen randomly within Birnin Kebbi metropolis. The research data analysis was done using descriptive and inferential statistics. The analysis result showed that there was a statistical difference on factors motivating different levels of management on employee loyalty and employee retention. When comparing Employee loyalty factors at low/middle level and at low/high level, the significant value is 0.001 while at middle /high level the significant level is 0.206. It further shows that comparing Employee retention factors at low/high level the significant value is 0.00, at middle/high level is 0.037 while low/middle is 0.066. These indicate that perception at different level varies and based on these findings it is recommended that management should take into consideration the motivating factors at different levels to enable them retain their employee and ensure their loyalty At the end of this work the researcher was able to conclude that personnel performance appraisal has significant impact on employee's productivity through their self-evaluation, behavioural checklist mechanisms, degree of feedbacks and management by objectives mechanisms. It is also concluded that this can lead to improve employee's performance, motivate and fairly used for reward system in an organisation.

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Section: Conceptual Review the Concept Of Performance Appraisalmentioning

confidence: 99%

The Impact Pf Personnel Performance Appraisal on Productivity in Organisations

ALANEME,

ADEMULEGUN

2023

IJMSSSR

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“…The existing research on PA and HRD has primarily focused on these aspects separately, without exploring their potential integration. Several studies in Nepal and internationally have examined the effectiveness of PA systems and identified issues such as technical and cultural challenges (Mainali, 2010), factors affecting the accuracy of performance evaluation (Pandey, 2019), and employees' perception of satisfaction and outcomes related to PA (Bishowkarma, 2017;Bhurtel& Adhikari, 2016;Pudasaini, 2013;Sharma, 2018).…”

Section: Review Of the Literature And Hypothesis Developmentmentioning

confidence: 99%

Human Resource Development Oriented Performance Appraisal System in Armed Police Force, Nepal

Paudel¹

2023

J. APF Command & Staff Coll.

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Human Resource Management (HRM) involves managing and developing the workforce, while Human Resource Development (HRD) optimizes performance, fosters growth, and aligns HR practices with employee needs. Performance Appraisal (PA) is vital for HRD, identifying strengths, development areas, fostering growth, and optimizing organizational performance. The research employed a descriptive design with a sequential explanatory method, gathering quantitative data from 74 and qualitative data from 25 respondentsout of 1741 officers in the Armed Police Force, Nepal (APF). Both descriptive and inferential statistics were used to examine the quantitative data as well as thematic analysis was executed for the qualitative analysis to study the performance appraisal system in the APF focusing on its alignment with HRD principles. The study reveals that the APF has an HRD climate and is oriented towards HRD principles in its performance appraisal system. However, significant improvements are needed to enhance the system's effectiveness and fairness. The study further highlights the importance of the monitoring on performance appraisal process and linking performance appraisal results with other HRD mechanisms for a comprehensive HRD-oriented PA system. The research suggests implementing training for appraisers, improving performance review frequency, and incorporating potential appraisal, adopting a more systematic and objective evaluation system to foster a fair and growth-oriented appraisal environment. These findings have significant applications for enhancing the PA system and promoting HRD within the organization since the study emphasized the importance of a strong monitoring system, regular feedback, and potential appraisal to foster an HRD-oriented appraisal process, ultimately promoting employee growth and organizational development.

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Performance Appraisal for Employee Development: Exploring Perceptions of Supervisors

Cited by 2 publications

References 22 publications

The Impact Pf Personnel Performance Appraisal on Productivity in Organisations

The Impact Pf Personnel Performance Appraisal on Productivity in Organisations

Human Resource Development Oriented Performance Appraisal System in Armed Police Force, Nepal

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