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In recent decades, firms have adopted a wide range of performance appraisal systems. Such has sparked focus on performance appraisals. In the beginning, the aim in the development and implementation of the systems entailed evaluating the low and high performers within firms. In some instances, the systems would inform decisions on firing, promotions and salaries. Afterwards, performance appraisals came to be acknowledged as essential in establishing training needs and undertaking the best decision on placements. In the end, organizations have established a kind of integrated performance evaluation system capable of establishing the employee strengths and developmental opportunities. As well, it can be relied in goal setting in regard to employees and keeping the goals that the organization or business has in mind. Furthermore, the younger hybrid forms have exhibited more dependence on various feedback sources and are more welcoming to employee participation while inclined to raise the organization's performance through enhanced employee effectiveness. Performance appraisal systems are sometimes integrated with the performance management efforts of an organization, including the employee's performance, the organization's performance and their combination. The current study examined the performance appraisal system in Ministry of Communication (MOC) and the impacts that it has had on employees' performance. For this to be realized, analysis of four hypotheses was undertaken based on the findings of the randomly distributed questionnaires on the employees. The researchers utilized SPSS 22 and Excel 2013 in analyzing the collected data. It was founded that, objectives, criteria and management of performance appraisal system influence the employees' performance in MOC. Thus, the study acknowledged the performance appraisal system to be a decisive tool that can be relied in achieving employee motivation and performance improvements.
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