An effective performance appraisal system as perceived by officers of Bank Bumiputra Malaysia Berhad
The purpose of this study is to examine shortcomings and characteristics of an effective performance system development as perceived by the officers of BBMB. A total of 123 officers consisting of managers, deputy managers and accountants from the region of Wilayah Persekutuan, Kuala Lumpur have b...
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| Format: | Project Paper Report |
| Language: | English English |
| Published: |
1998
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| Subjects: | |
| Online Access: | http://psasir.upm.edu.my/id/eprint/9019/1/FPP_1998_34%20IR.pdf http://psasir.upm.edu.my/id/eprint/9019/ |
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| Summary: | The purpose of this study is to examine shortcomings and characteristics
of an effective performance system development as perceived by the officers of
BBMB. A total of 123 officers consisting of managers, deputy managers and
accountants from the region of Wilayah Persekutuan, Kuala Lumpur have been
selected using stratified random sampling technique.
Data collection was approached in two modes i.e. by using a personal
face-to-face interview and structured self-administered questionaires. Data were
analysed with the use of Statistical Package for Social Science (SPSS).
Frequencies and percentages were employed in descriptive analyses while the
relationship between the socio-employment variables and Performance Appraisal
System (PAS) variables was analysed by using Pearson Product - Moment
Correlation.
The results of the study revealed that there are a number of major
shortcomings of the current PAS which need to be addressed by the Bank in
developing an effective PAS. It is further concluded that an effective PAS should
comprised of performance planning process, performance coaching process,
performance review process and performance appraisal process. There is no significance differences on responses of male and female respondents towards
the planning process, coaching process, review process and performance
appraisal process. However, there were significant differences between
managers' and executives' responses towards coaching and reviewing processes.
On the other hand length of service is negatively related to planning process and
therefore long service officers do not see planning process as a characteristic of
an effective PAS.
The study as a whole supported the existing concepts, appraisal
approaches, models and research on PAS. It is also contributed significantly to
the understanding of the characteristics of an effective PAS. As for the Malaysian
environment is concerned, the study can be described as explanatory or as a
bench-mark attempt to empirically look at the characteristics of an effective PAS.
The study has therefore recommended further research undertaking on replication
of the current study to cover other region in order to provide more concrete
findings and conclusions in relation to characteristics of an effective PAS, to carry
out study on external factors that affect the effectiveness of PAS and finally to
explore the development of performance based rewards system |
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