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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: Raman, Kunaraja Sita
Format: Thesis
Language:English
English
Published: 1997
Subjects:
Employees - Rating of - Case studies
Online Access:http://psasir.upm.edu.my/id/eprint/8969/1/FPP_1997_21%20IR.pdf
http://psasir.upm.edu.my/id/eprint/8969/
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spelling my.upm.eprints.89692024-03-11T07:34:54Z http://psasir.upm.edu.my/id/eprint/8969/ A process model of an effective Performance Appraisal System Raman, Kunaraja Sita 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 1997-06 Thesis NonPeerReviewed text en http://psasir.upm.edu.my/id/eprint/8969/1/FPP_1997_21%20IR.pdf Raman, Kunaraja Sita (1997) A process model of an effective Performance Appraisal System. Masters thesis, Universiti Putra Malaysia. Employees - Rating of - Case studies English
institution Universiti Putra Malaysia
building UPM Library
collection Institutional Repository
continent Asia
country Malaysia
content_provider Universiti Putra Malaysia
content_source UPM Institutional Repository
url_provider http://psasir.upm.edu.my/
language English
English
topic Employees - Rating of - Case studies
spellingShingle Employees - Rating of - Case studies
Raman, Kunaraja Sita
A process model of an effective Performance Appraisal System
description 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
format Thesis
author Raman, Kunaraja Sita
author_facet Raman, Kunaraja Sita
author_sort Raman, Kunaraja Sita
title A process model of an effective Performance Appraisal System
title_short A process model of an effective Performance Appraisal System
title_full A process model of an effective Performance Appraisal System
title_fullStr A process model of an effective Performance Appraisal System
title_full_unstemmed A process model of an effective Performance Appraisal System
title_sort process model of an effective performance appraisal system
publishDate 1997
url http://psasir.upm.edu.my/id/eprint/8969/1/FPP_1997_21%20IR.pdf
http://psasir.upm.edu.my/id/eprint/8969/
_version_ 1794564258579611648
score 13.211869

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