Managerial Performance Appraisal

Living reference work entry
DOI: https://doi.org/10.1007/978-3-319-31816-5_3512-1
  • 301 Downloads

Synonyms

Definition

A systematic, general, and periodic process that assesses an individual employee’s job performance and productivity in relation to certain pre-established criteria and organizational objectives.

Introduction

Human resource management (HRM) covers the design, development, and implementation of interrelated activities that influence how a work organization attracts job applicants, retains motivated and successful employees, and ultimately carries out a proper performance appraisal. The main objective of the performance appraisal is to improve organizational efficiency and productivity. People are the organizations’ best assets, and without proper direction from HRM, the organization would seize to exist (Manzoor 2012). Effective HRM practices have been linked to higher employee performance, customer satisfaction, and greater financial results (Dressler 2003). Therefore, after hiring qualified employees, properly...

This is a preview of subscription content, log in to check access.

References

  1. Berman E, Bowman J, West J, Van Wart M (2016) Human resource management in public service: paradoxes, processes, and problems, 3rd edn. Sage, Thousand OaksGoogle Scholar
  2. Boswell W (2002) Separating the developmental and evaluative performance appraisal uses. J Bus Psychol 16:391–412CrossRefGoogle Scholar
  3. Buss TF, Morse RS (2008) Innovations in public leadership development. M. E. Sharpe, ArmonkGoogle Scholar
  4. Dressler G (2003) Human resource management. Prentice Hall, Upper Saddle RiverGoogle Scholar
  5. Gavino MC, Wayne SJ, Erdogan B (2012) Discretionary and transactional human resource practices and employee outcomes: the role of perceived organizational support. Hum Resour Manag 51(5):665–686CrossRefGoogle Scholar
  6. Ismail HN (2018) The relationships among performance appraisal satisfaction, career development, and creative behavior. J Dev Areas 52:109–124CrossRefGoogle Scholar
  7. Kalantari B (2007) Linking performance appraisal to organizational strategic planning: a challenging task in the new millennium. In: Farazmand A (ed) Strategic public administration: building and managing human capital for the 21st century. Praeger, New York, pp 319–339Google Scholar
  8. Manzoor Q (2012) Impact of employees motivation on organizational effectiveness. Bus Manage Strategy 3:1–12Google Scholar
  9. Naeem MJ (2017) The relationship of employees’ performance appraisal satisfaction with employees’ outcomes: evidence from higher educational institutes. FWU J Soc Sci 11:71–81Google Scholar
  10. Stivers BP (2001) Building a balanced performance management system. SAM Adv Manag J 12:21Google Scholar

Authors and Affiliations

  1. 1.MPA ProgramSavannah State UniversitySavannahUSA