A process model of an effective Performance Appraisal System
This study thus attempted to develop a generic process model of a performance appraisal system based on the assumption that consideration of both psychometric and contextual factors In the design and Implementation process will lead to a more effective and acceptable performance appraisal The s...
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| Main Author: | |
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| Format: | Thesis |
| Language: | English English |
| Published: |
1997
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| Subjects: | |
| Online Access: | http://psasir.upm.edu.my/id/eprint/8969/1/FPP_1997_21%20IR.pdf |
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| Summary: | This study thus attempted to develop a generic process model of a
performance appraisal system based on the assumption that
consideration of both psychometric and contextual factors In the design
and Implementation process will lead to a more effective and acceptable
performance appraisal
The study was a qualitative study and employed a content analysis
technique In its methodology, to identify the salient features of an
effective performance appraisal system this first part of the study
involved the collection of as much literature as possible, as available to
the researcher, on performance appraisal theory and practices The
literature was sourced from the resource centers of three local
universities, which were in the form of books and research articles from
journals and other materials. The objective of this part of the study was to
identify the most important components of an effective performance
appraisal after identifying the main components of the performance appraisal
a further review of the research articles was done to extract more
Information about the strengths and weaknesses of these components
and its relevance to the effectiveness of the performance appraisal
system Based on this information a generic process model of an effective
performance appraisal system was developed This study Identified seven main steps that would contribute to the
effectiveness of the performance appraisal process which are: i) set up
the task force, II) Identify organisational variables; iii) determine
purposes, IV) determine appraisal format and procedures; v) train and
measure, VI) make HRM decisions, and, vii) evaluate performance
appraisal effectiveness
These components were then presented in a generic process
model The model described the step by step process of designing and
implementing an effective performance appraisal system |
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