Identification And Evaluation Of Performance Appraisal Uses In The Malaysia France Institute (Mfi)

This study tried to identify and evaluate the uses of performance appraisal. 60 out of 65 questionnaire were collected and this account for about 92% of the sample. The findings showed that uses of performance appraisal; salary increment, promotion and individual training needs were ranked as the...

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Main Author:	Tai, Jasmin Siew Ping
Format:	Thesis
Language:	English English
Published:	1999
Subjects:	Malaysia France Institute (MFI) Employees - Rating of.
Online Access:	http://psasir.upm.edu.my/id/eprint/12034/1/GSM_1999_16.pdf
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id	my-upm-ir.12034
record_format	uketd_dc
spelling	my-upm-ir.120342024-06-27T08:40:54Z Identification And Evaluation Of Performance Appraisal Uses In The Malaysia France Institute (Mfi) 1999 Tai, Jasmin Siew Ping This study tried to identify and evaluate the uses of performance appraisal. 60 out of 65 questionnaire were collected and this account for about 92% of the sample. The findings showed that uses of performance appraisal; salary increment, promotion and individual training needs were ranked as the most important, second most important and third most important by the respondents. In addition, the researcher found that the perception on the most important and second most important use of performance were the same between the academic and non-academic staff. However, the third most important use of performance appraisal for non-academic staff was to provide performance feedback but for the academic staff was to identify individual training needs. Based on the findings, the researcher also found that these two groups of employees have different perception about the uses of performance appraisal except for salary increment and to identify promotion for potential staff. Besides, this study indicated that the employees and organization showed they had the same perception about the three main uses of performance appraisal (salary increment. promotion and training needs). However, there are still some different perceptions about the uses of performance appraisal due to lack of communication between organization and employees. It can be eliminated using communication processes in information technology such as availability of computer system. Malaysia France Institute (MFI) Employees - Rating of. 1999 Thesis http://psasir.upm.edu.my/id/eprint/12034/ http://psasir.upm.edu.my/id/eprint/12034/1/GSM_1999_16.pdf text en public masters Universiti Putra Malaysia Malaysia France Institute (MFI) Employees - Rating of. Graduate School of Management English
institution	Universiti Putra Malaysia
collection	PSAS Institutional Repository
language	English English
topic	Malaysia France Institute (MFI) Employees - Rating of.
spellingShingle	Malaysia France Institute (MFI) Employees - Rating of. Tai, Jasmin Siew Ping Identification And Evaluation Of Performance Appraisal Uses In The Malaysia France Institute (Mfi)
description	This study tried to identify and evaluate the uses of performance appraisal. 60 out of 65 questionnaire were collected and this account for about 92% of the sample. The findings showed that uses of performance appraisal; salary increment, promotion and individual training needs were ranked as the most important, second most important and third most important by the respondents. In addition, the researcher found that the perception on the most important and second most important use of performance were the same between the academic and non-academic staff. However, the third most important use of performance appraisal for non-academic staff was to provide performance feedback but for the academic staff was to identify individual training needs. Based on the findings, the researcher also found that these two groups of employees have different perception about the uses of performance appraisal except for salary increment and to identify promotion for potential staff. Besides, this study indicated that the employees and organization showed they had the same perception about the three main uses of performance appraisal (salary increment. promotion and training needs). However, there are still some different perceptions about the uses of performance appraisal due to lack of communication between organization and employees. It can be eliminated using communication processes in information technology such as availability of computer system.
format	Thesis
qualification_level	Master's degree
author	Tai, Jasmin Siew Ping
author_facet	Tai, Jasmin Siew Ping
author_sort	Tai, Jasmin Siew Ping
title	Identification And Evaluation Of Performance Appraisal Uses In The Malaysia France Institute (Mfi)
title_short	Identification And Evaluation Of Performance Appraisal Uses In The Malaysia France Institute (Mfi)
title_full	Identification And Evaluation Of Performance Appraisal Uses In The Malaysia France Institute (Mfi)
title_fullStr	Identification And Evaluation Of Performance Appraisal Uses In The Malaysia France Institute (Mfi)
title_full_unstemmed	Identification And Evaluation Of Performance Appraisal Uses In The Malaysia France Institute (Mfi)
title_sort	identification and evaluation of performance appraisal uses in the malaysia france institute (mfi)
granting_institution	Universiti Putra Malaysia
granting_department	Graduate School of Management
publishDate	1999
url	http://psasir.upm.edu.my/id/eprint/12034/1/GSM_1999_16.pdf
_version_	1804888670871748608

Identification And Evaluation Of Performance Appraisal Uses In The Malaysia France Institute (Mfi)

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