Chuluunkhuu, Enkhjin (2011) The Effectiveness of Performance Appraisal. Masters thesis, Dublin, National College of Ireland.
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The focus of this research is in the area of performance appraisals system. Performance appraisal is a key component of HRM almost in every organizations and one of the most vital responsibilities for human resource and line managers/supervisors. A well designed and implemented formal PA system can serve many valuable purposes in the manager and subordinate relationship (Longenecker et al, 1988). Even though, it is often seen as a cumbersome and destructive procedures by both managers and employees, and most employees dread receiving them almost as much as managers hate conducting them (Lee, 1996). This study aims to analyse the effectiveness of performance appraisal system of Khan Bank and to examine how the managers and the employees are affecting the effectiveness of the system. The research design of this thesis is of explanatory nature with some descriptive elements. The study adopts survey strategy and used self-administered questionnaire to gather data from managers and employees of Khan Bank. The sample for the study included 53 managers (from every level) and 121 staffs. The study findings revealed a several potential impediments that are limiting the effectiveness of the system and the managers and employees attitude towards the PA system negatively affects the system effectiveness. The most employees are hesitant about the appraisal process to be a worthwhile organizational practice.
|Item Type:||Thesis (Masters)|
|Subjects:||H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management > Human Resource Management > Performance Management|
|Divisions:||School of Business > Master of Arts in Human Resource Management|
|Depositing User:||Tim Lawless|
|Date Deposited:||19 Oct 2011 17:07|
|Last Modified:||26 Apr 2012 13:49|
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