literature review of performance appraisal system

Performance Appraisal on Employees’ Motivation: A Comprehensive Analysis

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• First Online: 20 September 2020
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• Maryam Alsuwaidi   ORCID: orcid.org/0000-0001-9281-8560 19 ,
• Muhammad Alshurideh   ORCID: orcid.org/0000-0002-7336-381X 19 , 20 ,
• Barween Al Kurdi   ORCID: orcid.org/0000-0002-0825-4617 21 &
• Said A. Salloum   ORCID: orcid.org/0000-0002-6073-3981 22  

Part of the book series: Advances in Intelligent Systems and Computing ((AISC,volume 1261))

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• International Conference on Advanced Intelligent Systems and Informatics

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Several analysis studies have been carried out with a view to providing valuable knowledge into the existing research outline of the performance appraisal and employee motivation. The current study systematically reviews and synthesizes the performance appraisal and employee motivation aiming to provide a comprehensive analysis of 27 articles from 2015 to 2020. The research will aim to establish the impact of performance appraisal fairness on the employees’ motivation in an organization. To achieve its objective, the study will adopt descriptive research. It will be informed of a survey, and there will be a sample selection to make the process economical. This shows that there will be a use of different techniques of information collection since the data to be collected a primary data. There will be interviewing of the sample size, and their responses will be noted down. The presence of the researcher may influence some people, and this necessitates the use of questionnaires for the respondents to fill on their own. In addition, most of the analyzed studies were conducted in Malaysia, China, Pakistan, and India. Besides, most of the analyzed studies were frequently conducted in job satisfaction and performance context, employee motivation followed by organizational effectiveness context. To that end, the findings of this review study provide an insight into the current trend of how performance appraisal affects employee’s motivation.

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Maryam Alsuwaidi & Muhammad Alshurideh

Faculty of Business, University of Jordan, Amman, Jordan

Muhammad Alshurideh

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Research Institute of Sciences and Engineering, University of Sharjah, Sharjah, UAE

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Alsuwaidi, M., Alshurideh, M., Al Kurdi, B., Salloum, S.A. (2021). Performance Appraisal on Employees’ Motivation: A Comprehensive Analysis. In: Hassanien, A.E., Slowik, A., Snášel, V., El-Deeb, H., Tolba, F.M. (eds) Proceedings of the International Conference on Advanced Intelligent Systems and Informatics 2020. AISI 2020. Advances in Intelligent Systems and Computing, vol 1261. Springer, Cham. https://doi.org/10.1007/978-3-030-58669-0_61

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Performance appraisal of employees: a literature review

2019, International Journal of Research and Analytical Reviews

The amount of research regarding the topic “Performance Appraisal” is so vast.The paper which is based on an observational study of the researchers’ daily work experiences and review of literature identified constraints to performance appraisal in employees in the institutions, which includes the current knowledge in Performance Appraisal findings, as well as theoretical and methodological contributions to a particular topic.

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International Journal of Academic Research in Business and Social Sciences

Employees’ performance appraisal is a vital and integral aspect of human resource management. Human resource managers do not only recruit, select, orient and place workers but are expected to continually evaluate the performance of the workers. Scholars and practitioners in human resource management have expressed divergent views on the significance of performance assessment to employees, organizations and society. The study, therefore, methodically examined the processes, methods and necessity for objective assessment of employees’ performance in organizations, with a view to encouraging human resource managers to periodically appraise their employees using some suitable appraisal methods. Primary and secondary sources of data generation were employed. The data generated were subjected to descriptive analysis. The findings, among other things, revealed that employees’ appraisal is significant for several purposes such as improving the attainment of the overall organizational goal; ...

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Australian Journal of Business and Management Research, 2012

Organizational performance and its resultant efficiency and effectiveness can only be achieved when individuals are continuously appraised and evaluated. The inability of organization to install an effective performance appraisal strategy has hindered them from achieving competitive advantage which they require more now than ever before. Appraisal processes are not systematic and regular and often characterized by personal influences occasioned by organizations preoccupation to use confidential appraisal system which hinders objectivity and fairness. Often organizations ignore management by objectives, critical incidents to personal prejudices. This is retrogressive as it affects the overall performance of the individual. 360 degrees appraisal method whereby superiors and the appraise their subordinates, subordinates appraise their superior and the appraisee appraise himself or herself and the average of all the appraisal taken to arrive at the final appraisal outcome should be now ...

In today's competitive and ever changing environment, greater challenges what the organisation are facing is attracting and retaining the talented employees. One of the major concern of any organisation is to achieve maximum performance but it can be achieved only when people put in the best effort. How to ascertain whether an employee has given or shown his or her best performance on a given job?

The purpose of this paper is to discuss the uses and tools for performance appraisal in the workplace. Many organizations appear to be reluctant when it comes to appraisal for their employees. Organizations can benefit a lot from performance appraisal by seeing it as pivotal part of management responsibility.

Performance appraisal is an important management practice that is conducted to assess skill-set, ability and commitment level of employees in any organization. Employees of tertiary institutions both academic and administrative like other employees in the public sector expect to be appraised and not to be evaluated. Over the last three decades, the effectiveness of performance appraisal (EPA) literature has grown, notably entailing empirical evidence about its measurement criteria. But little evidence exists on the reliability, validity, problems and effectiveness of performance appraisal on employee performance at the university. The study aims to fill this gap by focusing on the reliability, validity, problems and effectiveness of performance appraisal on employee performance at the Kumasi Technical University. The researcher adopted a descriptive study that is explanatory in nature. The total population for the study was three hundred and fifty-four (354). The study used all the population for the study. The data collection instrument was a questionnaire which was coded in Google Forms. Data collected from the respondents was analyzed based on the dependent variable and independent variables using factor analysis, descriptive statistics, and regression analysis. The study revealed that reliability and validity of performance appraisal system, quality of performance appraisal system, effectiveness of performance appraisal system, and problems of performance appraisal system has a significant effect on employee performance. The study found that all the independent variables were statistically significant to the dependent variable. the study conclude that reliability and validity of performance appraisal system, quality of performance appraisal system, effectiveness of performance appraisal system, and problems of performance appraisal system account for only 31.7% of the variation in the effect of employee performance.

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