Differences between 'Developmental' and 'Judgmental' Aspects of Appraisal System: Do they compliment or contradict with each other?

by

ACKNOWLEDGEMENT

I would take this opportunity to thank my research supervisor, family and friends for their support and guidance without which this research would not have been possible.

DECLARATION

I, [type your full first names and surname here], declare that the contents of this dissertation/thesis represent my own unaided work, and that the dissertation/thesis has not previously been submitted for academic examination towards any qualification. Furthermore, it represents my own opinions and not necessarily those of the University.

Signed __________________ Date _________________

ABSTRACT

In the modern world, performance appraisal has come to be defined as a structured formal relationship between a subordinate and the supervisor. This takes place in the form of a periodic interviews which maybe annually or semi-annually. It involves examination work performance of the subordinate as well as discussing on ways of improving. It also involves identification of subordinate weaknesses, strengths and the opportunities that lie for improving and developing skills.

TABLE OF CONTENTS

ACKNOWLEDGEMENTII

DECLARATIONIII

ABSTRACTIV

CHAPTER 1: INTRODUCTION1

Background of the Research1

Aims and objectives2

Research Objectives2

Research Questions3

Layout of the Dissertation3

CHAPTER 2: LITERATURE REVIEW4

Performance Appraisal5

Performance Appraisal Objectives5

Content of Appraisal7

Appraisal Process8

Advantages of Performance Appraisal8

Performance Appraisal Techniques10

Effective Attributes of a Performance Appraisal12

Effect of Performance Appraisal on Employees12

Balance between Judgmental and Developmental Performance Appraisals14

Consideration of Developmental Aspects in Appraisals14

Lack of Knowledge of Line Managers14

Critical Analysis on Judgemental and Developmental Appraisal Systems15

CHAPTER 3: METHODOLOGY29

Classification of Research Methods29

Multi-Method Studies30

Mixed Method Studies30

Research Design30

Literature Search31

Research Process31

Participants31

Confidentiality32

Reliability32

Credibility32

Research Validity33

Ethical Considerations33

CHAPTER 4: ANALYSIS AND DISCUSSION35

Introduction35

Descriptive Analysis of the Questionnaire35

Interview Questions43

Company Performance Appraisal Systems47

Strengthen the goals of the company50

Reward Employees51

Recognize the needs of training and career opportunities51

Evaluating and setting targets51

Personal Job Improvements Plan52

Career Development Plan52

Self Evaluation53

Peer Evaluation54

360 Degree Evaluation55

Benefits of Performance Evaluation System and Working Environment57

Performance appraisal methods of the UK firms contribute in providing the best systematic workforce in UK58

CHAPTER 5: CONCLUSION AND RECOMMENDATIONS59

Recommendations64

REFERENCES66

APPENDIX- A70

Questionnaire70

APPENDIX - B74

Survey Consent74

CHAPTER 1: INTRODUCTION

Background of the Research

The appraisal of an individual's performance is a fundamental human act. In other words each of us makes personal appraisals on each other. It is a structured and systematic procedure to measure, evaluate and influence the attributes, behaviours and outcomes of the workforce related to work. It discovers the extent to which the employee is productive and how he/she can improve future performance.

Feldman (2001) argues that as people we will all choose doctors hairdressers on judgments of their effectiveness. Job Performance appraisal is not carried out by Human resource professionals but rather it is one of the most important duties of managers in every business. They also argue that performance appraisals are not performance management but it is a tool that can be used to manage performance.

Managing employee performance is an essential part of the work that all managers and rating administrators perform during the year. Feldman (2001) argues that it is significantly important as managing financial resources and program outcomes because employee performances or lack may have a profound effect on both the financial and program components of an organization. Performance appraisal is a structure where an employees ...