:The imapact of appraisal system on the productivity and morale on saudi Aramco employees - Research Paper Example

dly affected by this simple thought shared at the Open University of Malaysia where my professors, colleagues and friends were gracious and understanding towards my growth as a professional and a human being. I thank them all with the bottom of my heart. This intellectual journey would have been incomplete without the presence of my supervisor XXX who guided and mentored me at every step in the development of this project; I express my humble gratitude to him. Finally, I would like to thank my XXX and XXX who have always shown unconditional support towards me.

ABSTRACT Performance Appraisals have been the most common methods employed by employers and organzations to incentivize and measure the performance of their employees. The process usually involves a dialouge between the employee and his supervisor where they discuss employee’s performance compared to supervisor’s expectations and to identify areas that require training or development. A number of HR and performance appraisals processes are present at Saudi Aramco, one of the world’s largest oil corporations.

This research attempts to measure the acceptability and popularity of such appraisal systems, Performance Management Program (PMP) in particular, by investigating how employees think about it, go through its phases and deal with its outcomes. A self-addressed questionnaire was designed and circulated amongst a representative sample of 397 employees and data was collected upon 37 motivational items with respect to performance appraisal systems at Saudi Aramco. Upon data analysis, it was seen that Saudi Aramco employees have low confidence in performance management systems and are often ambiguous about their roles and responsibilities in the organization.

The study also reflects that most employees desire. A number of HR and performance appraisals processes are present at Saudi Aramco, one of the world’s largest oil corporations. This research attempts to measure the acceptability and popularity of such appraisal systems, Performance Management Program (PMP) in particular, by investigating how employees think about it, go through its phases and deal with its outcomes. A self-addressed questionnaire was designed and circulated amongst a representative sample of 397 employees and data was collected upon 37 motivational items with respect to performance appraisal systems at Saudi Aramco.

Upon data analysis, it was seen that Saudi Aramco employees have low confidence in performance management systems and are often ambiguous about their roles and responsibilities in the organization. The study also reflects that most employees desire to have a more interactive and two-way communication channel between supervisor and employee for the purpose of performance evaluation.