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A Review of Performance Appraisal Practices and Policy Options: A Case Study on a Local Nightclub and Events Management Company - Dissertation Example

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A Review of Performance Appraisal Practices and Policy Options: A Case Study on a Local Nightclub and Events Management Company - Plug. TABLE OF CONTENTS PAGE NO 1. INTRODUCTION 4 1.1 BACKGROUND 4 1.2 ISSUES IN PERFORMANCE APPRAISAL 6 2. RESEARCH OBJECTIVES AND QUESTIONS 8 2.1 RESEARCH OBJECTIVES 8 2.2 RESEARCH QUESTIONS 9 3…
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Download file to see previous pages RESEARCH METHODOLOGY 29 4.1 RESEARCH METHODS 30 4.2 RESEARCH INSTRUMENTS 34 4.3 MANAGEMENT AT PLUG 35 4.4 EMPLOYEES AT PLUG 36 4.5 INTERVIEWS 37 4.6 ETHICAL ISSUES 38 4.7 ANALYSIS OF THE DATA 39 5. FINDINGS, ANALYSIS AND DISCUSSION 40 5.1 INTRODUCTION 40 5.2 THE EMPLOYEE ROLE 41 5.3 THE APPRAISAL SYSTEM: CONDUCTING 44 5.4 THE APPRAISAL SYSTEM: FEEDBACK 46 6. CONCLUSIONS AND RECOMMENDATIONS 48 6.1 CONCLUSIONS 48 6.2 RECOMMENDATIONS 49 7. BIBLIOGRAPHY 51 8. APPENDICES 59 1. INTRODUCTION Performance appraisal is one of the key components of performance management and review process. It is very crucial in any organisation aimed at achieving high success and gaining competitive advantage in the market. Human resources are the assets and backbone of a company hence should be managed in a proper manner for organisational success to be achieved (Abdulakadir, Isaika, and Adedoyin, 2012). Most research studies on the effectiveness of performance appraisal systems in organisations focus on other sectors of the economy and less on tourism and hospitality industry. More so, there is no research study on performance appraisal within entertainment joints and clubs. ...
The appraisal was negative in that it was used to punish the non-performers so as to motivate them to improve performance (Arthur, 2008). However, modern organisations have realised the great role played by performance appraisals and the need to conduct such practices continuously rather than wait for annual appraisals. This enables the employees to know their weak areas and improve on them on a continuous basis hence high achievement. The performance appraisals rather than being used for punishing low performers are nowadays used to reward high achievers and for staff development. The effectiveness of performance appraisals vary from company to company depending on various factors such as organisation culture and the appraisal methods used. There is thus no universally agreed type of performance appraisal even after various studies on its effectiveness. However, there are basic elements that make up an effective system. Agbola, Hemans, and Abena’s (2011) argue that an effective appraisal system should be explained and agreed by all parties involved, should be job-related and in line with the employment laws of the country. By designing clear job descriptions for employees, the management can go a long way in enhancing effectiveness of the appraisal. Traditionally, performance appraisal was solely the duty of management but today, most organisations involve employees in the process. The commonly used forms of appraisal include management by objectives, critical incidents, 360-Degree feedback, confidential reports, and behavioural rankings among others. The 360-degree appraisal is considered the most appropriate since all stakeholders get to participate in the rating process although most companies use management by ...Download file to see next pagesRead More
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