Performance Appraisal System

Performance appraisals are necessary for efficient employee evaluation and management. Because perceptions influence people’s judgments and attitudes toward specific phenomena, it is reasonable to suppose that the personnel of an educational institution will have differing perspectives on the school’s performance rating system. Employee perceptions of performance appraisal efficacy and its flaws and potential consequences for establishing and executing an effective appraisal system were the focus of this study. Four interviews with employees and managers yielded the data. The acquired information was analyzed and compared to academic literature.

According to the literature studied, an organization could effectively improve individual employee performance, which would result in enhanced firm-level performance. Even though the system is beneficial to many organizations, it is plagued by problems and challenges (Boachie-Mensah & Seidu, 2012). Because an appraisal system is unlikely to be helpful for all purposes, management should focus on the most critical and practically achievable objectives (Mone & London, 2018). Some businesses may wish to emphasize staff development, while others may concentrate on salary modifications (DeNisi & Smith, 2014). Many systems fail since management has unrealistic expectations on one method and has not clearly defined what it expects the system to perform.

According to the study’s findings, employees of the institution believe that the institution’s performance rating system is influenced by subjectivity and several considerable inaccuracies. According to scholarly studies and our study, managers typically lack the skills or do not take the chance to deliver appropriate performance evaluation, with some proposing that training could help (Qamar & Asif, 2016). Experts feel that having existing tools and processes is necessary but insufficient for a successful performance management system. The most crucial aspect of any performance management system is how well it is executed and how seriously managers and employees treat it. As a result, the most critical and challenging aspect of developing an efficient performance management system is successful implementation. An essential part of implementation is establishing a user-friendly, value-added system that managers and employees can and will use effectively.


Boachie-Mensah, F. O., & Seidu, P. A. (2012). Employees’ perception of performance appraisal system: A case study. International journal of business and management, 7(2), 73.

DeNisi, A., & Smith, C. E. (2014). Performance appraisal, performance management, and firm-level performance: A review, a proposed model, and new directions for future research. Academy of Management Annals, 8(1), 127-179.

Mone, E. M., & London, M. (2018). Employee engagement through effective performance management: A practical guide for managers. Routledge.

Qamar, A., & Asif, S. (2016). Performance Management: A Roadmap for Developing Implementing and Evaluating Performance Management Systems. South Asian Journal of Management, 23(2), 150.

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