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COGNITIVE IMPACT OF PERFORMANCE MANAGEMENT SYSTEM: AN IMMINENT REVIEW ON THE APPRAISAL TECHNIQUES, SUPERVISORY BEHAVIOUR, AND ORGANISATIONAL REWARD SCHEMES – A STUDY ON EMPLOYEE’S PERSPECTIVE


Affiliations
1 Associate Professor & Head, Department of Business Management Loyola Academy (Degree & PG College), Secunderabad, Telangana., India
     

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Over decades, the performance management system (PMS) in an organisation has been an on-going process of communication between a supervisor and an employee during the course of their job performance. PMS generally has been observed as a coordinating activity between entities to show effectiveness in accomplishing the strategic objectives of the organisation. Appraisal has a tremendous motivational impact on people through a meaningful feedback system, which is powered to enhance employee performance, and thereby employee rewards. The emphasis of the present study is on the members in a national corporation managed by the GOI (Training and Incubation Centre), who had expressed different views on the organisation’s performance management system. This paper is based on the review of literature to ascertain practical issues that affect the employee’s performance effectiveness, which is highlighted through the statistical tools used on the study variables, appraisal accuracy, appraiser’s behaviour, appraiser’s support, employee performance, and employee rewards, which are considered for the study. Results show that the modern-day appraiser plays a major role in setting up a strong appraisal system and the appraiser’s behaviour, along with his support, leads to effective performance of an employee, which in turn is instrumental in obtaining rewards. The study draws an inference and concludes with exploring the gender dissimilarity issues that prevail in the industry, depicting an altered overall performance of the organisation than anticipated.

Keywords

Appraisal Accuracy, Behaviour, Appraiser’s Support, Performance, Rewards.
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  • COGNITIVE IMPACT OF PERFORMANCE MANAGEMENT SYSTEM: AN IMMINENT REVIEW ON THE APPRAISAL TECHNIQUES, SUPERVISORY BEHAVIOUR, AND ORGANISATIONAL REWARD SCHEMES – A STUDY ON EMPLOYEE’S PERSPECTIVE

Abstract Views: 237  |  PDF Views: 0

Authors

T. Rachel Shalini.
Associate Professor & Head, Department of Business Management Loyola Academy (Degree & PG College), Secunderabad, Telangana., India

Abstract


Over decades, the performance management system (PMS) in an organisation has been an on-going process of communication between a supervisor and an employee during the course of their job performance. PMS generally has been observed as a coordinating activity between entities to show effectiveness in accomplishing the strategic objectives of the organisation. Appraisal has a tremendous motivational impact on people through a meaningful feedback system, which is powered to enhance employee performance, and thereby employee rewards. The emphasis of the present study is on the members in a national corporation managed by the GOI (Training and Incubation Centre), who had expressed different views on the organisation’s performance management system. This paper is based on the review of literature to ascertain practical issues that affect the employee’s performance effectiveness, which is highlighted through the statistical tools used on the study variables, appraisal accuracy, appraiser’s behaviour, appraiser’s support, employee performance, and employee rewards, which are considered for the study. Results show that the modern-day appraiser plays a major role in setting up a strong appraisal system and the appraiser’s behaviour, along with his support, leads to effective performance of an employee, which in turn is instrumental in obtaining rewards. The study draws an inference and concludes with exploring the gender dissimilarity issues that prevail in the industry, depicting an altered overall performance of the organisation than anticipated.

Keywords


Appraisal Accuracy, Behaviour, Appraiser’s Support, Performance, Rewards.

References