Perceived Accuracy of Electronic Performance Appraisal Systems: The Case of a Non-for-Profit Organization from an Emerging Economy (original) (raw)
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In recent years, performance management has become more important because managers are under constant pressure to improve the performance of their organisations. It is now realised that the performance of organisations influence the organisation's continued existence and success. The increasing realisation that one of the key roles of managers is to manage employee's performance is the key to the success of management in general and performance management in particular. It is now well accepted that performance management is a wider concept than performance appraisal. Appraisal being part of performance management plays a vital role in encouraging desirable performance and discourages undesirable performances before they become ingrained. Performance appraisal is a systematic and objective way of judging the relative worth or ability of an employee in performing his job.
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In today’s dynamic world, performance reviews and appraisals have become a necessary and desirable part of any work organization. Nowadays, employees want to work hard with commitment and dedication, but they also want their work to be recognized and rewarded. Most employees want frequent feedback about their performance so that they can improve further. Since, employees perception influence their judgment and attitude towards organization and its practices, it could be very obvious that the employees might hold diverse opinions about the performance appraisal system in the organization. This study addresses demographic differences between employees with regard to perceptions of performance appraisal system. The data were collected from 66 employees of leading the Indian Data Recovery Company located in the National Capital Region (NCR) in 2015. The data collected was analyzed, using descriptive statistics and inferential statistical tools like t- test and ANOVA, in order to address the research questions. Results indicate that employees are very happy with their current 360 degree appraisal system and there is no significant difference in employee perception of performance appraisal system based on different demographic variables like age, gender, marital status, experience and designation. Key Words: Perception, Performance, Performance Appraisal System, 360 Degree Appraisal System.