An Evaluation on the Effectiveness of Performance Appraisal Systems within Manufacturing Firms in Malta PDF Download
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Author: Grace Debrincat
Publisher: GRIN Verlag
ISBN: 3656546738
Category : Business & Economics
Languages : en
Pages : 106
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Book Description
Master's Thesis from the year 2011 in the subject Leadership and Human Resources - Miscellaneous, grade: B+, University of Leicester, course: Masters Degree - Employee Relations and Human Resource Management, language: English, abstract: Manufacturing firms based in Malta are striving to improve productivity levels in their quest to sustain their competitiveness, thus the need to assess employees’ performance is becoming crucial. Performance Appraisals (PA) is a tool which is associated with employee performance evaluation. However, researchers tend to disagree on the effectiveness of such systems. Academics claim that PAs improve employees’ performance through commitment, motivation and output increases, whilst providing an optimal basis for a reward system and training needs. Conversely, it is argued that PAs are flawed from inception since they are subjective, biased and unfair. Additionally research strongly indicates that no conclusive evidence can be provided whether productivity increases as a direct result of PAs outcome. Thus, the objective of this dissertation is to evaluate the effectiveness of PAs within manufacturing firms in Malta. The study critically assesses research on PAs and their effectiveness towards company goals, whilst identifying a set of criteria derived from the literature to test the extent of PAs effectiveness. The methodology chosen is of a qualitative and exploratory nature based on a non-probability, self-selection sample applied through interviews with HR Practitioners. The interview responses are then categorised in themes, each evaluated to test the effectiveness of PAs. The research reveals that medium and large-sized manufacturing firms in Malta, undertake PAs mostly as a control mechanism and reward system. The findings reject the notion that PAs are totally flawed and ineffective. However, HR Practitioners tend to agree that subjectivity in ratings, appraisers’ incompetency and reluctance by managers to undertake PAs, conduces to ineffective outcomes. The investigation discloses that HR Practitioners experience difficulties in assessing PAs fairness. Moreover, tangible productivity improvements including production output increases and higher quality could not be credibly associated with monetary savings as a direct result of PAs outcomes. Based on the outcome of this dissertation, the author recommends a number of initiatives to improve appraisees’ productivity as a direct result of PAs outcome, thus ensuring their effectiveness. These include setting formal PAs policies, training appraisers to administer PAs and ensuring that formal performance standards are in place. [...]
Author: Grace Debrincat
Publisher: GRIN Verlag
ISBN: 3656546738
Category : Business & Economics
Languages : en
Pages : 106
Get Book Here
Book Description
Master's Thesis from the year 2011 in the subject Leadership and Human Resources - Miscellaneous, grade: B+, University of Leicester, course: Masters Degree - Employee Relations and Human Resource Management, language: English, abstract: Manufacturing firms based in Malta are striving to improve productivity levels in their quest to sustain their competitiveness, thus the need to assess employees’ performance is becoming crucial. Performance Appraisals (PA) is a tool which is associated with employee performance evaluation. However, researchers tend to disagree on the effectiveness of such systems. Academics claim that PAs improve employees’ performance through commitment, motivation and output increases, whilst providing an optimal basis for a reward system and training needs. Conversely, it is argued that PAs are flawed from inception since they are subjective, biased and unfair. Additionally research strongly indicates that no conclusive evidence can be provided whether productivity increases as a direct result of PAs outcome. Thus, the objective of this dissertation is to evaluate the effectiveness of PAs within manufacturing firms in Malta. The study critically assesses research on PAs and their effectiveness towards company goals, whilst identifying a set of criteria derived from the literature to test the extent of PAs effectiveness. The methodology chosen is of a qualitative and exploratory nature based on a non-probability, self-selection sample applied through interviews with HR Practitioners. The interview responses are then categorised in themes, each evaluated to test the effectiveness of PAs. The research reveals that medium and large-sized manufacturing firms in Malta, undertake PAs mostly as a control mechanism and reward system. The findings reject the notion that PAs are totally flawed and ineffective. However, HR Practitioners tend to agree that subjectivity in ratings, appraisers’ incompetency and reluctance by managers to undertake PAs, conduces to ineffective outcomes. The investigation discloses that HR Practitioners experience difficulties in assessing PAs fairness. Moreover, tangible productivity improvements including production output increases and higher quality could not be credibly associated with monetary savings as a direct result of PAs outcomes. Based on the outcome of this dissertation, the author recommends a number of initiatives to improve appraisees’ productivity as a direct result of PAs outcome, thus ensuring their effectiveness. These include setting formal PAs policies, training appraisers to administer PAs and ensuring that formal performance standards are in place. [...]
Author: Grace Debrincat
Publisher: Anchor Academic Publishing (aap_verlag)
ISBN: 3954892294
Category : Business & Economics
Languages : en
Pages : 98
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Book Description
Performance Appraisals (PA) is a tool which is associated with employee performance evaluation. Researchers tend to disagree on the effectiveness of these systems. Academics claim that PAs improve employees’ performance through commitment, motivation and output increases, whilst providing an optimal basis for a reward system and training needs. Conversely, it is argued that PAs are flawed from inception since they are subjective, biased and unfair. The study critically assesses research on PAs and their effectiveness towards company goals, whilst identifying a set of criteria to test the extent of their effectiveness. The findings reject the notion that PAs are totally flawed and ineffective. The investigation discloses that HR Practitioners experience difficulties in assessing PAs fairness. The author recommends a number of initiatives to improve appraisees’ productivity as a direct result of PAs outcome, thus ensuring their effectiveness. Although the study reaffirms the scholars’ claim that PAs effectiveness is a very debatable subject, HR Practitioners still consider PAs as vital to manage employee performance throughout the foreseeable future.
Author: Grace Debrincat
Publisher: diplom.de
ISBN: 3954897296
Category : Business & Economics
Languages : en
Pages : 93
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Book Description
Performance Appraisals (PA) is a tool which is associated with employee performance evaluation. Researchers tend to disagree on the effectiveness of these systems. Academics claim that PAs improve employees’ performance through commitment, motivation and output increases, whilst providing an optimal basis for a reward system and training needs. Conversely, it is argued that PAs are flawed from inception since they are subjective, biased and unfair. The study critically assesses research on PAs and their effectiveness towards company goals, whilst identifying a set of criteria to test the extent of their effectiveness. The findings reject the notion that PAs are totally flawed and ineffective. The investigation discloses that HR Practitioners experience difficulties in assessing PAs fairness. The author recommends a number of initiatives to improve appraisees’ productivity as a direct result of PAs outcome, thus ensuring their effectiveness. Although the study reaffirms the scholars’ claim that PAs effectiveness is a very debatable subject, HR Practitioners still consider PAs as vital to manage employee performance throughout the foreseeable future.
Author: Herbert Wills Oglesby
Publisher:
ISBN:
Category :
Languages : en
Pages : 190
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Book Description
Author: Harold Thomas Ward
Publisher:
ISBN:
Category : Management
Languages : en
Pages : 320
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Book Description
Author: Md. Abdul Hai
Publisher: LAP Lambert Academic Publishing
ISBN: 9783659159961
Category :
Languages : en
Pages : 172
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Book Description
There has been a continuous debate throughout the world about the effectiveness of performance appraisal (PA) that even have forced different scholars to search for alternatives by abolishing PA. However, to many, if a performance appraisal is executed properly by the appraisers considering the reactions of the appraisers and appraisee without being biased, it is then can be regarded crucial for organizations. This Masters Dissertation, therefore, presents an evaluation of the effectiveness of employee performance appraisal considering the reactions of both the appraisers and appraisees with special emphasis on the bottom-up or employee oriented perspective and organizational justice system of PA using McDonald's as a case company in the UK. At the end of the dissertation a model for the ongoing, expected and effective performance appraisal especially for the mentioned company was developed on the basis of the theoretical and empirical grounds. This dissertation therefore, is considered to be helpful to the HR officials, academicians, professionals and researchers.
Author: Michelle L. Daggett
Publisher:
ISBN:
Category :
Languages : en
Pages : 134
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Book Description
Author: Mrs Reepu
Publisher:
ISBN:
Category :
Languages : en
Pages : 0
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Book Description
Performance Appraisal is vital for every person. It's a taste of their performance. Henceforth the system needs to be effective enough to yield appropriate results. Modern Industries possess a saga of rigorous development as they are leading manufacturers railway wagons. They form one of the corner stone of nation's development. They undertake numerous measures to make their employees trainings influential as it has been one of the finding of our paper that majority of them believe that their organization's performance appraisal provides them overall development.
Author: Sivaramon Govender
Publisher:
ISBN:
Category : Employees
Languages : en
Pages : 270
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Book Description
Author: Micheline Salameh
Publisher:
ISBN:
Category : Employee motivation
Languages : en
Pages : 184
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Book Description
Does your Appraisal System Work? Can Appraisal System work as a method of retaining human power and work as a strategy for building culture? Each year, employees and their immediate bosses enter into an elaborate gaming exercise called the annual performance appraisal. Most of it is form filling, and yet every company goes through the ritual. It's time to reappraise appraisal systems. Appraisal systems require constant rejuvenation and renewal. If appraisal systems have to serve development purposes without creating any insecurity or defensiveness we need to learn to treat employees with a shade more dignity. Despite widespread attention and resources performance appraisals remain an area with which few mangers or employees are satisfied. Is it, that we don't have a good enough system yet or is there an intrinsic? Problem with performance appraisals, or is it just human nature to dislike or disagree with systems that we already have? This paper aims to make appraisals work for you and addresses issues relating to performance planning, evaluation, feedback and counseling and how to use it as a developmental tool to build culture and to understand the corporate strategy of 'ORKILA as a group.
