Exploring the Relationship Between Performance Assessment and Employee Performance: The Role of Performance Planning and Performance Review
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- Majed Mohammed Al Thawadi 4 &
- Noor Ul Hadi ORCID: orcid.org/0000-0002-9966-7993 4
Part of the book series: Studies in Systems, Decision and Control ((SSDC,volume 517))
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The current performance management system (PMS) in some Saudi organizations is not satisfactory as it specifically links performance assessment with employees’ performance, which contradicts the literature on strategic human resource management. Therefore, the purpose of this study is to explore the relationship between performance assessment and employee performance from the perspective of performance management systems and social exchange theory. The study collected 100 valid responses from employees working in the IT department. Firstly, the study examines the direct impact of performance assessment on employees performance. Additionally, it posits that the relationship between performance assessment and employee performance can be improved with a solid strategic performance management system. Based on the literature review, quantitative, and qualitative analysis, the study indicates that performance planning and performance review play a considerable role in the relationship between performance assessment and employee performance. This is because employee performance, attitude, and behaviors may not change significantly without proper performance planning. Similarly, transparency in the performance assessment process through performance review can positively affect the relationship between performance assessment and employee performance. Thus, it is concluded that employees perceive improved performance through efficient and fair performance assessment reviews and performance planning.
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Al Thawadi, M.M., Hadi, N.U. (2024). Exploring the Relationship Between Performance Assessment and Employee Performance: The Role of Performance Planning and Performance Review. In: Hamdan, R.K., Buallay, A. (eds) Artificial Intelligence (AI) and Customer Social Responsibility (CSR). Studies in Systems, Decision and Control, vol 517. Springer, Cham. https://doi.org/10.1007/978-3-031-50939-1_39
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Thesis employee motivation and performance
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The study was about the effect of employees’ motivation on employees’ performance. A case study of National Social Security Fund: Head Quarters. The main objective of the study was to assess the influence of employees’ motivation on the employees’ performance. While the specific objectives were to examine the influence of: working environment on employees’ performance, intrinsic factors on employees’ performance and extrinsic factors on employees’ performance. The methodology of the study included the use of Primary data. The method used to collect data/information was questionnaire and reviews from different Management and Motivation books, documents and journals concerning with the topic of employees retrenchment. Analysis and interpretation of the findings revealed the influence of employees’ motivation on the employees’ performance in parastatal organizations can be influenced with the environment of work itself which comprises physical environment and support also intrinsic and extrinsic factors if carefully used they can improve general employees’ performance. Some of recommendations and suggestions provided to organizations is to provide training and seminars to the managers on how to motivate their employees which will result to improve their performance Therefore if organizations observe the given recommendations and suggestions concern with what to do when doing employees motivation because the recommendation will help the organization to attain a required performance as well as satisfy employees needs in the organization.
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Employee motivation describes an employee‘s intrinsic enthusiasm about and drives to accomplish work. Every employee is motivated about something in his or her life. Motivating employees about work is the combination of fulfilling the employee's needs and expectations from work and workplace factors that enable employee motivation or not. These variables make motivating employees challenging. Information about motivating employees is readily available but it‘s hard to apply the ideas in many workplaces. Too many workplaces still act as if the employee should be grateful to have a job. Managers are on power trips and employee policies and procedures are formulated based on the assumption that you cannot trust employees to do the right thing. Communication is never transparent and there is always a secret message or a hidden agenda. Motivating employees in this work environment is tough, if not impossible. Fortunately, most work environments are not in this extreme. They each have their own set of problems, but managers appreciate that motivating employees will bring positive results for the Organization. This study used a multi-method approach. Both quantitative and qualitative data were collected to answer the research questions. Both interviews and questionnaires were used to gather these data and analysis were done using words, graphs, tables and statistics. The one on one interviews and the administration of questionnaires was of an enormous help to the researcher for effective comparison of all responses. After the study it was found that motivation serves as a factor which influenced performance and hence increases productivity. It is therefore important that employees of Phinphonrat Tangtrongjit 12 School are well motivated to ensure continuous good performance in terms of student’s development, competitions and external examination results.
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Employee motivation can be recognized as one of the most important managerial practices where most of the organizations are looked at. Many researchers found that, there's a direct impact of conducting employee motivational programs on the performance of the employees and finally, the performance of the organization. In order to satisfy the external customers, the organizations need to satisfy the internal customers first because, with a proper satisfaction of the internal customers the satisfactory level of the expected outcome of the employee will be able to deliver to the target consumer. The study was based on the evidences that showed an issue of employee demoralized behavior due to various factors which are mainly originated from the administration system of the institute. According to the preliminary study which was conducted by the researcher, it was identified that, the opportunities to promote for the higher level is very low and also they are not satisfied with the financial and the non-financial incentives received from the institute. Abstract-Employee motivation can be recognized as one of the most important managerial practices where most of the organizations are looked at. Many researchers found that, there's a direct impact of conducting employee motivational programs on the performance of the employees and finally, the performance of the organization. In order to satisfy the external customers, the organizations need to satisfy the internal customers first because, with a proper satisfaction of the internal customers the satisfactory level of the expected outcome of the employee will be able to deliver to the target consumer. The study was based on the evidences that showed an issue of employee demoralized behavior due to various factors which are mainly originated from the administration system of the institute. According to the preliminary study which was conducted by the researcher, it was identified that, the opportunities to promote for the higher level is very low and also they are not satisfied with the financial and the non-financial incentives received from the institute. Non-probabilistic convenience sampling technique has applied for the study to select sample respondents. It has selected 15 respondents out of the 55 lecturers of population. The research problem which has centered for the study is to identify "How extent the employee motivation on the employee performance with special reference to SLITHM. Intrinsic motivation and the extrinsic motivation have taken as the independent variables of the study and the employee performance has taken as the dependent variable of the study. Five research objectives including the key objective has developed for the study and 06 hypotheses were made for the study. Descriptive statistics have used to analyses the data with the aid of SPSS statistical package. According to the study findings, there's a strong uphill positive linear relationship in between the incentives to the employee performance, Employee recognition to the employee performance and Empowerment of employees to the employee performance.
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COMMENTS
Name of the bachelor's thesis Employee Motivation and Performance Abstract The subject matter of this research; employee motivation and performance seeks to look at how best employees can be motivated in order to achieve high performance within a company or organization. Managers and entrepreneurs must ensure that companies or organizations have a
Name of thesis EMPLOYEE MOTIVATION AND PERFORMANCE Instructor Ann-Christine Johnsson Pages 7 + 2 9 Supervisor Ann-Christine Johnsson The aim of this thesis was to find out the effect of employees motivation on organization and the dif-ferent type of motivations. It also obtain an understandings on what motivates an employee to work
vation impact on employee performance. In other words, there is a research gap because high statistical relationship between the two were not well situated. This thesis aims to fill in the knowledge gap by looking at the close connection between employee motivation and employee performance. Thus, the research questions for this study are:
B. Keijzers; Employee motivation related to employee performance in the organisation 3 Management Summary This bachelor thesis is focused on the relationship between intrinsic and extrinsic motivation and employee performance. The thesis is a literature research and thus a review by the work of others.
2.1.4 Performance Appraisal System (PAS) Performance appraisal also known as performance review, formally documents the achievements of an individual with regards to set targets. It is a component of performance management system (PMS). The system has become an essential management tool in today's organizations.
Managerial Practices. Stone (2008) explains the main factors that give ultimate value to the whole evaluation process. These are the knowledge from the side of the manager regarding the employee's job, the support of the employee and thirdly the involvement of the manager in the employee's evaluation.
Employee engagement variable adopted from (Saks, 2006;Schaufeli et al., 2002) as many as 6 statements and on the employee performance variable adopted 6 statements from (Pradhan, 2017 ...
The managers, who are perceived to demonstrate strong leadership behaviors, whether transformational or transactional, are seen to be engaging in increasing the employees' performance. The study conducted by Okwu et al. (2011) was aimed to determine effect of leadership styles on performance in small-scale enterprises.
ABSTRACT. ASSESSING EMPLOYEE ENGAGEMENT: A COMPARISON OF THE JOB ENGAGEMENT. SCALE AND THE UTRECHT WORK ENGAGEMENT SCALE. ment measures were compared and contrasted to determine if one is betterthan the. ther, or. e, and Crawford's (2010) Job E. gagement Scale based on Kahn's (1990)conceptualization.
Undergraduate thesis submitted to the Department of Business Administration, Ashesi University College. In partial fulfilment for the award of Bachelor of Science degree ... employee's performance is evaluated based on a set boundary, agreed time frame, guidance and a set standard. Combining these definitions, it may be concluded that
employee performance .Additionally, the study established that entry-level training, cross-cultural training, and special training application are used to train and develop employees hence improving employee performance. Further, the research revealed that merit-based system, interview, on-field talent search,
Working environment plays an important role towards the employees 'performance. Working environment is argued to impact immensely on employees' performance either towards negative or the positive outcomes (Chandrasekar2001).In the world, there are international organizations who debate the rights of employee. Most people
2.1 Performance Assessment. Looking at the different definitions of performance assessment, one may find that there is no real consensus about this concept. However, the mainstream theories consider it as tool to evaluate the extent to which the employee's work is done according to the set standards and yields the desired outcomes in the most efficient way.
Employee is a blood stream of any business. The accomplishment or disaster of the firm depends on its employee performance. Hence, top management realized the importance of investing in training and development for the sake of improving employee performance. This conceptual paper aimed at studying the effect of training on employee performance ...
life balance on employee performance in the Zimbabwean Banking Industry. The study assessed how four identified dimensions of work-life balance namely; flexible working hours, leave entitlement, technology-or. ented work systems and job sharing programs affect employee performance. The res.
employees to serve the customers and provide them with better services. Thus, the research thesis emphasizes on the hotel industry of the UK to study the factors that affect the employee performances positively and can retain them for a longer time, reducing the rate of turnovers of the hotels. 1.2.3 Employees Performance
The aim of this thesis is to examine the effect of financial motivation on the performance of the em-ployees of PEPT OY. Motivation is said to be a strategy adopted by management to trigger employees to act according to management thinking. Specifically, this thesis is also to evaluate the influence of employee non-financial performance on PEPT OY.
THE EFFECT OF PERFORMANCE APPRAISAL PRACTICE ON EMPLOYEE PERFORMANCE: 38 fThe above table is indicative of the results which were obtained from the respondents. 54% of the respondents were male and 46% were female, thereby indicating that GOAL Ethiopia has more male employees compare to female employees.
This thesis is divided in five chapters; an introduction to the problem, a chapter about employee motivation, a chapter about employee performance and one about how both types of employee motivation have an effect on performance. At last, in chapter five, the conclusion is presented, together with a discussion and managerial implications.
Name of thesis ACCOUNTABILITY AND EMPLOYEE PERFORMANCE CASE STUDY: Bambuiy Engineering Services & Techniques (B.E.S.T) SARL Instructor Birgitta Niemi Pages 34+ 1 Supervisor ... Employee performance: This is a situation where by an employee executes his job well. Performance: It is associated with the quantity of output, quality of output ...
In this paper, we describe a case study where performance indicators were defined both from the perspective of the employees and the customers to give some indication of the quality of the services. The case study was conducted in collaboration with an international software company in Iceland where the main author of this paper is an employee.
Employees' performance is the most significant dependent variable in a study of organizational and industrial psychology. Multidimensional employee performance is crucial for corporate success (Dyne et al., 2002; Campbell, 1990). Three things influence how well a job is done: effort, skill, and the type of working conditions.
problem solving necessary to correct bad performances. Improved performance from employee training can reduce staff turnover, lower maintenance costs by reducing equipment breakdowns and result in fewer customer complaints. Better performance from employees typically creates less need for supervision and brings increased worker output.