Appraisal System in UAE for Government & Semi Government Entities - Research Paper Example

This primary goal of this research is to examine the relationship between appraisal system of 50 employees in government and semi government entities in UAE. In the methodology, data collection was done through the use of questionnaires. The findings of this research study shows that large number of employees are not satisfied with the quota distribution. In addition, the employees contacted disagreed with the fairness of the appraiser during application of the quota. The findings of this study are compared with and discussed in the light of relevant previous research studies, which depict similar findings about employee satisfaction.

In summary, the research study has implications on a group of employees within different levels at both the governments and semi government entities in UAE. Key words: Performance appraisal system, employee satisfaction, UAE. Conclusion and Discussion In summary, the results of the study show that the performance appraisal plays a significant role in the job satisfaction of employees. This is based on the responses of 25 semi government’s employees and 25 government’s employees. In addition, we can conclude that performance appraisal and consideration of employee opinions and attitudes impacts on the performance of employees, and ultimately the organizational performance (Soltani, 2005).

In comparison to the conclusion of the study conducted by Amsterdam et al., (2005), the results of this study are coherent with what the authors document: performance appraisal as a process should be able to inform individual employees about the priorities, goals and expectations of the organization, and how they individually contribute to them (Amsterdam et al., 2005). This particular study also confirms the findings of our study in most circumstance, the application of the Quota system is not fair and that the appraiser is not a trustful as the appraiser does not implements the achievements of the employees in the system, but failures.

The study can therefore infer that the most important objective is to align individual employee performance with the performance of the organization, nevertheless, employee opinions and attitudes need to be incorporated in performances management, particularly during appraisals. This will ensure that the work performance is improved, and options of improvement and suggestions are also received from employees to avoid complaints of some employees being better than others. Recommendation Many studies have been conducted to ascertain the need of job satisfaction among employees.

This research studies has also made references to such studies and kept in mind the importance of satisfaction between employees. It is hence pivotal that elements of job satisfaction be identified and implemented. In this regard, this research study recommends to the government and semi government entities that employee opinions and attitudes are very significant factors in achieving quality work and high productivity. Management of government entities have always been about bureaucracies and stringent organizational structures, without considering that employees are the best source of information on productivity efficiency and effectiveness since they are the people working.

It is hence recommended that employee opinions be considered especially during performance appraisals to ascertain their own areas of strengths and weaknesses. It would be very easy to let employees express their concerns about work and say where they think they need improvements rather than the management making all the decisions. The entities also need to comply with the law on fairness of quota application during performance appraisal systems in organizations. Nevertheless, HR needs to know employees’ needs and expectations before implementing any system in their organization.

Proper objectives setting should be inducted as well between the employees and their managers. In my opinion, HR needs to observe and evaluate the employee performance among the organization through consultations and inclusion of employees themselves. HR needs to make sure that all employees are included in forming work procedures and standards for evaluation. In addition, HR needs to follow up on the professional development plan for each employee and ask for feedback from their managers in order to observe employee performance and development.

Deductively, all these can be achieved when employee opinions on their own performance and suggestion for development and growth are incorporated in the evaluation.