Performance Appraisal Systems In Public Sector Universities Of Pakistan

Anjum, Ambreen; Yasmeen, Kausar; Khan, Bashir

doi:10.5296/ijhrs.v1i1.851

Cited by 14 publications

(13 citation statements)

References 11 publications

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“…Result of (Figure 1.3) research shows that 26.5% of the employees strongly agree that evaluation methods of PTCL are fair (Mean 4.1), 27.1% of workforce strongly wants feedback on quarterly performance evaluation (Mean 4.2), 27.5% of the employees strongly agree that performance evaluation improve their mistake and give them satisfaction and 24.3% employees really identify gap in performance and appreciate evaluation (Mean 3.3). The finding of this research agreement with the research of (Anjum, A., Yasmeen, K., & Khan, B, 2011) assessment of employees apart from basic salary improves the satisfaction and organizational commitment of employees.…”

Section: Performance Policies and Practicessupporting

confidence: 90%

Impact of HR Policies and Practices on Employee Job Satisfaction

Ali

2019

SJOM

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Aim - This research highlights the HR policies and practices in terms of compensation and performance evaluation and its impact on employee job satisfaction. This study will fill the gap in the literature by providing information on compensation and performance functions of human resource. Design - In this research descriptive design is taken in the collection of bias-free data. A sample of 42 respondents was taken into consideration from different management level of PTCL such as top, middle and lower level and the target population of this study was human resource department, management, and administrative staff. To collect the required information closed-ended questionnaire was used and were divided into three part; initially questionnaire identify the demographic factors of the respondents, then highlight the Likert scale options 1 being strongly disagreed and 5 strongly agree. Findings - In findings of this research we highly recommend the management to have fair and equitable compensation policies and establish performance evaluation system which can reduce to biases at all levels.

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Section: Performance Policies and Practicessupporting

confidence: 90%

Impact of HR Policies and Practices on Employee Job Satisfaction

Ali

2019

SJOM

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“…Standard evaluation methods for improvement of performance are typically built on financial standard or built on some indexes which are measured and closely linked with financial performance (Amin & Khan, 2009). Thus, an effective evaluation method shall be a comprehensive evaluation system based on multiple angles (Anjum et al, 2011). The performance assessment system has many different roles here.…”

Section:  mentioning

confidence: 99%

Influence of Demographic Variables on Academic Staff Performance – A Case Study from South East European University (SEEU), North Macedonia

2022

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This study aims to determine the demographic characteristics influencing the performance of Academic staff at the Southeast European University (SEEU). This study employs data from the student evaluation carried out by the students for their respective professors and courses for the Fall and Spring semesters during the academic year 20/21. A lot of research has been done on demographics and its effect on the professor’s performance, and they point out that demographic attributes can change the rating evaluations, therefore these factors need to be analyzed at SEEU to come to our conclusion. We assume that middle aged professors, females and single professors receive higher evaluation scores. In order to analyze the demographic characteristics of the academic staff of SEEU and how they influence student evaluations, quantitative research methodology was used including calculation of frequencies, percentages, means and cross tabulations. The results of the study show that students generally evaluate with high grades their professors, where the average of the whole questions asked resulted above 4.5, as per Likert scale, 1-5. Furthermore, the general results of the academic staff according to the demographic characteristics such as age, experience in teaching, academic title, gender and marital status for each academic staff do really show differences in student evaluation values. This is an important thing to know when recruiting and retaining academic staff that appear to be highly appreciated by students especially because that results from higher teaching quality.

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“…A number of studies focused on aspects of effective performance appraisals [2], and how appraisal processes likely influence academics' performance [3]. The importance of performance appraisal has been addressed by numerous authors, identified potentially as a key tool of performance management for both university management and academics [4]. When designed and implemented appropriately, performance appraisals arguably may identify and evaluate performance of individual faculty member, provide incentives and outline professional development opportunities, and monitor the progress of the institution toward attaining its goals and objectives [5].…”

Section: Introductionmentioning

confidence: 99%

Predictive Effect of Self-Efficacy on Academics’ Performance Appraisals

Hung

2022

IJSMS

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For the past few decades, universities in many countries have been required to adopt systematic performance appraisal systems to increase quality and effectiveness of academics’ performances. In line with much effort expended to examine aspects of effective performance appraisals and how appraisal processes likely influence academics’ performance, increasing attention has been paid to empirically study how intra-individual psychological factors and cultural orientations at the individual level are related to performance appraisal. With the aim to develop knowledge of self-efficacy in relation to academic performance appraisal from a cross-cultural perspective, this exploratory study through an online survey investigated relationships between academics’ self-efficacy for research, self-efficacy for teaching, self-efficacy for performance appraisal, trust in performance appraisal, and cultural orientation at the individual level. The study proposes a newly conceptualised construct, “self-efficacy for appraisal”, and reports the first attempt to examine this construct in universities. The main results pointed to positive association of self-efficacy for research, self-efficacy for teaching, and trust in appraisal with self-efficacy for appraisal. These relationships together appear never to have been proposed previously in the literature.

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Performance Appraisal Systems In Public Sector Universities Of Pakistan

Cited by 14 publications

References 11 publications

Impact of HR Policies and Practices on Employee Job Satisfaction

Impact of HR Policies and Practices on Employee Job Satisfaction

Influence of Demographic Variables on Academic Staff Performance – A Case Study from South East European University (SEEU), North Macedonia

Predictive Effect of Self-Efficacy on Academics’ Performance Appraisals

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