Effectiveness of Executive Performance Management System

Executive performance appraisals are mostly undertaken to let an executive personnel know how his/her performance compares with the superior’s expectations and performance targets. However, the implementation of effective performance appraisal system is complicated by the difficult task of obtaining...

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Main Author:	Azmin, Isa
Format:	Thesis
Language:	eng eng
Published:	1999
Subjects:	HF5549-5549.5 Personnel Management Employment
Online Access:	https://etd.uum.edu.my/512/1/AZMIN_ISA_-_Effectiveness_of_executive_perfomance_management_system.pdf https://etd.uum.edu.my/512/2/1.AZMIN_ISA_-_Effectiveness_of_executive_perfomance_management_system.pdf
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id	my-uum-etd.512
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
topic	HF5549-5549.5 Personnel Management Employment
spellingShingle	HF5549-5549.5 Personnel Management Employment Azmin, Isa Effectiveness of Executive Performance Management System
description	Executive performance appraisals are mostly undertaken to let an executive personnel know how his/her performance compares with the superior’s expectations and performance targets. However, the implementation of effective performance appraisal system is complicated by the difficult task of obtaining a truly fair and accurate appraisal of executive’s performance. This research study seeks to determine how the executives of an organization feel about the effectiveness of executive performance appraisal system being implemented. It also attempts to investigate the accuracy of performance ratings, validity of performance measures and perceived system knowledge and correlation of these variables to the effectiveness of performance appraisal system. A survey was administered on 46 executive personnel consisting of junior executives, senior executives, assistant managers, managers, and senior managers. Self-administered questionnaires with 5-point Likert scale were used to tap their responses to the variables under study. Data gathered were analyzed using simple descriptive statistics SPSS software. Found out that executives are yet uncertain about the effectiveness of the performance appraisal system being implemented and they are also uncertain about the accuracy of the performance ratings, validity of the performance measures and the perceived system knowledge. Nevertheless the study shows that effectiveness of performance appraisal system correlates with accuracy of ratings, validity of measures, and perceived system knowledge. It is proposed that training be given to enhance the skills of appraising executives to increase the accuracy of performance ratings and validity of performance measures. More frequent informal and formal performance feedback and review and clearer linkages of performance appraisal system to other human resource management functions are also proposed.
format	Thesis
qualification_name	masters
qualification_level	Master's degree
author	Azmin, Isa
author_facet	Azmin, Isa
author_sort	Azmin, Isa
title	Effectiveness of Executive Performance Management System
title_short	Effectiveness of Executive Performance Management System
title_full	Effectiveness of Executive Performance Management System
title_fullStr	Effectiveness of Executive Performance Management System
title_full_unstemmed	Effectiveness of Executive Performance Management System
title_sort	effectiveness of executive performance management system
granting_institution	Universiti Utara Malaysia
granting_department	Sekolah Siswazah
publishDate	1999
url	https://etd.uum.edu.my/512/1/AZMIN_ISA_-_Effectiveness_of_executive_perfomance_management_system.pdf https://etd.uum.edu.my/512/2/1.AZMIN_ISA_-_Effectiveness_of_executive_perfomance_management_system.pdf
_version_	1747826933083668480
spelling	my-uum-etd.5122013-07-24T12:07:38Z Effectiveness of Executive Performance Management System 1999-05-17 Azmin, Isa Sekolah Siswazah Graduate School HF5549-5549.5 Personnel Management. Employment Executive performance appraisals are mostly undertaken to let an executive personnel know how his/her performance compares with the superior’s expectations and performance targets. However, the implementation of effective performance appraisal system is complicated by the difficult task of obtaining a truly fair and accurate appraisal of executive’s performance. This research study seeks to determine how the executives of an organization feel about the effectiveness of executive performance appraisal system being implemented. It also attempts to investigate the accuracy of performance ratings, validity of performance measures and perceived system knowledge and correlation of these variables to the effectiveness of performance appraisal system. A survey was administered on 46 executive personnel consisting of junior executives, senior executives, assistant managers, managers, and senior managers. Self-administered questionnaires with 5-point Likert scale were used to tap their responses to the variables under study. Data gathered were analyzed using simple descriptive statistics SPSS software. Found out that executives are yet uncertain about the effectiveness of the performance appraisal system being implemented and they are also uncertain about the accuracy of the performance ratings, validity of the performance measures and the perceived system knowledge. Nevertheless the study shows that effectiveness of performance appraisal system correlates with accuracy of ratings, validity of measures, and perceived system knowledge. It is proposed that training be given to enhance the skills of appraising executives to increase the accuracy of performance ratings and validity of performance measures. More frequent informal and formal performance feedback and review and clearer linkages of performance appraisal system to other human resource management functions are also proposed. 1999-05 Thesis https://etd.uum.edu.my/512/ https://etd.uum.edu.my/512/1/AZMIN_ISA_-_Effectiveness_of_executive_perfomance_management_system.pdf application/pdf eng validuser https://etd.uum.edu.my/512/2/1.AZMIN_ISA_-_Effectiveness_of_executive_perfomance_management_system.pdf application/pdf eng public masters masters Universiti Utara Malaysia Bartol, K. M. and Martin, D. (1991). Management. New York: McGraw-Hill. Baruch, Y. (1996). "Self Performance Appraisal vs. Direct-Manager Appraisal: A Case of Congruence". .Journal of Managerial Psychology, Vol. 1 1, No. 6, pp. 50-65. Bernaden, H. J. & Beatty, R. W. (1984). Performance Appraisal. Boston: Kent. Bernardin, H. J. and Villanova, P. (1986). "Performance Appraisal". In Locke, E. (Ed.) 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Effectiveness of Executive Performance Management System

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