Dimensions of performance appraisal systems in Jordanian private and public organizations

Abu-Doleh, Jamal; Weir, David

doi:10.1080/09585190601068334

Cited by 64 publications

(50 citation statements)

References 13 publications

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“…Doleh & Weir (2007) in their empirical study found that PASs had a moderate impact on the above mentioned four functions identified by Cleveland et al, (1989).…”

Section: Within An Employee (Identifying Weaknesses and Strengths Emplmentioning

confidence: 99%

Purposes of Performance Appraisal System: A Perceptual Study of Civil Servants in District Dera Ismail Khan Pakistan

Ikramullah

Shah

Khan

et al. 2012

IJBM

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Performance Appraisal System (PAS) in the civil service of Pakistan has been established to fulfill various purposes. Previously, this aspect of PAS in the civil service has not been investigated. In this study we examine perceptions of the civil servants regarding various purposes of the PAS. Data was collected from the civil servants working in the two departments of far flung district Dera Ismail Khan, Khyber Pakhtunkhwa. The results show that appraisees have mixed responses regarding purposes of PAS. It implies that appraisees are not fully aware to all the purposes of PAS, with exception of a sole purpose i.e. support to promotion decisions. In the article we discuss the factors affecting appraisees' perceptions about purposes of the appraisal system. Subsequently, we proffer few recommendations for making the appraisal system purposeful in minds of appraisees. Finally, we give directions for future research in the PAS of civil service.

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“…Doleh & Weir (2007) in their empirical study found that PASs had a moderate impact on the above mentioned four functions identified by Cleveland et al, (1989).…”

Section: Within An Employee (Identifying Weaknesses and Strengths Emplmentioning

confidence: 99%

Purposes of Performance Appraisal System: A Perceptual Study of Civil Servants in District Dera Ismail Khan Pakistan

Ikramullah

Shah

Khan

et al. 2012

IJBM

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“…Many companies are just now realizing what an effective tool a performance appraisal can be. They have begun to emphasize the correct use of performance appraisals in their organizations for the betterment of the company (Doleh and Weir, 2007).…”

Section: Resultsmentioning

confidence: 99%

Performance Appraisal-Management by Objective and Assessment Centre

Huang¹,

Chen²,

Huang³

et al. 2011

American Journal of Applied Sciences

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Problem statement: Two methods for performance appraisal that are discussed in this study and they are Management By Objective (MBO) and Assessment Centre techniques. Employees are appraised for several reasons, the most important of which is to realize the best use of human resources and to plan for future needs; reward and punishment are secondary. Assessment Centre evaluation or appraisal is valuable because it allows a candidate to concentrate on the task at hand. Approach: The literature review and arguments were conducted to provide a systematic discussion of the study. Results: In Management by Objective performance appraisal, employees are obliged to deal with overcoming empirical challenges. In Assessment Centre Appraisal, the different outcomes for particular tasks can be evaluated and management can assess employees' relative proficiencies in terms of these tasks. In both forms, consistency in criteria is crucial, for purposes of comparison and standardization. Where comparisons are made with other employees, the criteria need to be parallel for employees at similar levels of responsibility. Conclusion: Differences between organizational cultures will impact on the way that assessment results are received under MBO performance appraisal as well. The outcomes that employees achieve in the tasks provided for appraisal purposes may involve different levels of risk, even within firm guidelines. In the assessment centre, the candidate is separated from colleagues. To make comparative rating assessments, effective MBO will incorporate objective criteria. At times, MBO will be useful in judging change over time for employees performing fairly routine work.

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Section: Discussionmentioning

confidence: 99%

Performance Appraisal-Management by Objective and Assessment Centre–Modern Approaches to Performance Appraisal

Goswami¹

2013

IOSR-JBM

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Dimensions of performance appraisal systems in Jordanian private and public organizations

Cited by 64 publications

References 13 publications

Purposes of Performance Appraisal System: A Perceptual Study of Civil Servants in District Dera Ismail Khan Pakistan

Purposes of Performance Appraisal System: A Perceptual Study of Civil Servants in District Dera Ismail Khan Pakistan

Performance Appraisal-Management by Objective and Assessment Centre

Performance Appraisal-Management by Objective and Assessment Centre–Modern Approaches to Performance Appraisal

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