Purposes of Performance Appraisal System: A Perceptual Study of Civil Servants in District Dera Ismail Khan Pakistan

Abstract

Performance Appraisal System (PAS) in the civil service of Pakistan has been established to fulfill various purposes. Previously, this aspect of PAS in the civil service has not been investigated. In this study we examine perceptions of the civil servants regarding various purposes of the PAS. Data was collected from the civil servants working in the two departments of far flung district Dera Ismail Khan, Khyber Pakhtunkhwa. The results show that appraisees have mixed responses regarding purposes of PAS. It implies that appraisees are not fully aware to all the purposes of PAS, with exception of a sole purpose i.e. support to promotion decisions. In the article we discuss the factors affecting appraisees' perceptions about purposes of the appraisal system. Subsequently, we proffer few recommendations for making the appraisal system purposeful in minds of appraisees. Finally, we give directions for future research in the PAS of civil service.

Performance Appraisal and Training and Development of Human Resource Management Practices (HRM) on Organizational Commitment and Turnover Intention

“…Several studies support the notion that perception of fairness of performance appraisal is closely related to employee's commitment to their organization (Ikramullah et al, 2011;Getnet et al, 2014;Bekele, Shigutu, & Tensay, 2014). If the employee perceive that the decision are fair, they would reciprocate with high commitment and would be willing to contribute more effort towards the attainment of organizational goals.…”

“…Furthermore it is also revealed that this performance evaluation practice can used to detect employee's perception, preferences, beliefs and developmental areas with regard to the organiztaional goals.As a results, they are valued and seen as part of organization team. Thus the employees may develop a greater commitment to their organization (Roberts, 2003;Ikramullah et al, 2011).…”

“…Given the current circumstances, organizations are focusing and utilizing on one specific developmental HRM practice -Performance Appraisal that potentially affects organization's efficiency and performance (Ikramullah, Shah, Hassan, Zaman, & Khan, 2011) As a matter of fact, it has been used as tool in the process of performance appraisal for enhancing employees performance, distributing rewards and enhance competencies. In addition, organization is able to discover the employee strengths development needs (Moulik & Mazumdar, 2012).…”

Agricultural Extension Personnel (AEP) perception of performance appraisal and its implication on the commitment to the job in Ogun State agricultural development program, Nigeria

“…It can be deduced from the results that the PAS is highly perceived by the AEP as the most effective annual evaluation performance system and the Agricultural Development program is really using PAS as one of the determining factors for employees' development. Contrary to this finding, Ikramullah, Khan, & Zaman (2012) found out in Pakistan that there is a high degree of perception from the employees that the performance appraisal system of the organisation is not used to record their performance accurately. Hence, Youngcourt, Leiva, & Jones (2007) emphasised that for PAS to be effective, AEP's perception about their performance appraisal system should form part of a larger examination of the effectiveness of the appraisal system of the organisation.…”

Justice perceptions of performance management practices in a company in the chemical industry

“…There is substantial research that examines the impact of organisational justice perceptions on employee attitudes and the role and effectiveness of managers (Geeta, Pooja & Renu, 2011;Colquitt & Rodell, 2011;Wang, Liao, Xia & Chang, 2010). With performance management being viewed as Abstract one of the most important human resources systems (Blume, Baldin & Rubin, 2009;Ikramullah, Shah, Hassan, Zaman & Khan, 2011;Tuytens & Devos, 2012), any negative attitude towards the system arising from employee perceptions is seen as causing conflict and unhappiness (Thurston & McNall, 2010). This results in lower employee productivity and may ultimately determine the success or failure of the organisation (Ikramullah, et al, 2011).…”