ASSESSMENT OF EMPLOYEE PERFORMANCE APPRAISAL PRACTICES: A CASE STUDY OF MY WISH ENTERPRISE PRIVATE LIMITED COMPANY

Abstract

Based on the concepts of Longenecker and Fink’s (1999) system perspective and Greenberg’s (1986) organizational justice theory, this study was conducted to assess and examine performance appraisal system and practices of My Wish Enterprise PLC. Both primary and secondary sources of data were employed. A questionnaire survey method was used to collect primary data from employees and managers. Semi-structured interview guide was employed to collect important primary data from HR expert. The data was analyzed by descriptive analysis methods. It is found that the performance appraisal system and practices of the target company is not perceived as bad as it could have been, but unfortunately also not as good as it could have been. Employees have positive perceptions towards many of organizational justice dimensions such as the relationships with and credibility of their supervisors, the effectiveness of system. However, the study identified areas that need acritical attention by the management, such as limited employee participation in the rating process, lack of formal appeal procedures, and absence of performance planning and subjectivity of ratings. What the company lacks most is managerial accountability and commitment. The study has also identified barriers and proposed recommendations to address them.