Performance appraisal practice in TM Melaka Berhad / Mohd Izzuddin Ibrahim and Mustaqim Mohd Wazir

Performance management has developed from a very operational focus to a more strategically oriented concept, i.e. where it plays an integral role in the formulation and implementation of strategy (Scott-Lennon, 1995). It is this strategic impetus which differentiates it from performance appraisal. P...

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Main Authors:	Ibrahim, Mohd Izzuddin, Mohd Wazir, Mustaqim
Format:	Student Project
Language:	English
Published:	Faculty of Administrative Science and Policy Studies 2012
Online Access:	http://ir.uitm.edu.my/id/eprint/15009/ http://ir.uitm.edu.my/id/eprint/15009/1/PPb_MOHD.%20IZZUDDIN%20IBRAHIM%20AM%2012_5.pdf

id	uitm-15009
recordtype	eprints
spelling	uitm-150092016-11-01T01:25:30Z http://ir.uitm.edu.my/id/eprint/15009/ Performance appraisal practice in TM Melaka Berhad / Mohd Izzuddin Ibrahim and Mustaqim Mohd Wazir Ibrahim, Mohd Izzuddin Mohd Wazir, Mustaqim Performance management has developed from a very operational focus to a more strategically oriented concept, i.e. where it plays an integral role in the formulation and implementation of strategy (Scott-Lennon, 1995). It is this strategic impetus which differentiates it from performance appraisal. Performance management seeks to align a number of processes (e.g. performance related pay systems) with corporate objectives (McKenna and Beech, 2008). Theoretically it involves a shared process between managers, individuals and teams where goals are agreed and jointly reviewed. Further, corporate, divisional, departmental, team and individual objectives should all be integrated. Performance appraisal is a crucial element of the performance management process, involving a formal review of individual performance. It is contended that performance management represents possibly the greatest opportunity for a human resource (HR) system to make a telling contribution to organizational performance (Sparrow and Hiltrop, 1994). It represents a system that can inform how the firm's human resources contribute to the organization’s strategic objectives. Unfortunately the extent to which it is an effective and useful system in practice remains open to question. Yet, this research has resulted in very few specific recommendations about designing and implementing appraisal and performance management systems whose goal is performance improvement. The researchers believe that a reason for this is that appraisal research became too interested in measurement issues and not interested enough in ways to improve performance, although some recent trends in the area have begun moving the field in the right direction. The researchers review these trends and their genesis, and propose a motivational framework as a means of integrating what the researchers have learned and generating proposals for future research that focus on employees’ performance improvement. Faculty of Administrative Science and Policy Studies 2012 Student Project NonPeerReviewed text en http://ir.uitm.edu.my/id/eprint/15009/1/PPb_MOHD.%20IZZUDDIN%20IBRAHIM%20AM%2012_5.pdf Ibrahim, Mohd Izzuddin and Mohd Wazir, Mustaqim (2012) Performance appraisal practice in TM Melaka Berhad / Mohd Izzuddin Ibrahim and Mustaqim Mohd Wazir. [Student Project] (Unpublished)
repository_type	Digital Repository
institution_category	Local University
institution	Universiti Teknologi MARA
building	UiTM Institutional Repository
collection	Online Access
language	English
description	Performance management has developed from a very operational focus to a more strategically oriented concept, i.e. where it plays an integral role in the formulation and implementation of strategy (Scott-Lennon, 1995). It is this strategic impetus which differentiates it from performance appraisal. Performance management seeks to align a number of processes (e.g. performance related pay systems) with corporate objectives (McKenna and Beech, 2008). Theoretically it involves a shared process between managers, individuals and teams where goals are agreed and jointly reviewed. Further, corporate, divisional, departmental, team and individual objectives should all be integrated. Performance appraisal is a crucial element of the performance management process, involving a formal review of individual performance. It is contended that performance management represents possibly the greatest opportunity for a human resource (HR) system to make a telling contribution to organizational performance (Sparrow and Hiltrop, 1994). It represents a system that can inform how the firm's human resources contribute to the organization’s strategic objectives. Unfortunately the extent to which it is an effective and useful system in practice remains open to question. Yet, this research has resulted in very few specific recommendations about designing and implementing appraisal and performance management systems whose goal is performance improvement. The researchers believe that a reason for this is that appraisal research became too interested in measurement issues and not interested enough in ways to improve performance, although some recent trends in the area have begun moving the field in the right direction. The researchers review these trends and their genesis, and propose a motivational framework as a means of integrating what the researchers have learned and generating proposals for future research that focus on employees’ performance improvement.
format	Student Project
author	Ibrahim, Mohd Izzuddin Mohd Wazir, Mustaqim
spellingShingle	Ibrahim, Mohd Izzuddin Mohd Wazir, Mustaqim Performance appraisal practice in TM Melaka Berhad / Mohd Izzuddin Ibrahim and Mustaqim Mohd Wazir
author_facet	Ibrahim, Mohd Izzuddin Mohd Wazir, Mustaqim
author_sort	Ibrahim, Mohd Izzuddin
title	Performance appraisal practice in TM Melaka Berhad / Mohd Izzuddin Ibrahim and Mustaqim Mohd Wazir
title_short	Performance appraisal practice in TM Melaka Berhad / Mohd Izzuddin Ibrahim and Mustaqim Mohd Wazir
title_full	Performance appraisal practice in TM Melaka Berhad / Mohd Izzuddin Ibrahim and Mustaqim Mohd Wazir
title_fullStr	Performance appraisal practice in TM Melaka Berhad / Mohd Izzuddin Ibrahim and Mustaqim Mohd Wazir
title_full_unstemmed	Performance appraisal practice in TM Melaka Berhad / Mohd Izzuddin Ibrahim and Mustaqim Mohd Wazir
title_sort	performance appraisal practice in tm melaka berhad / mohd izzuddin ibrahim and mustaqim mohd wazir
publisher	Faculty of Administrative Science and Policy Studies
publishDate	2012
url	http://ir.uitm.edu.my/id/eprint/15009/ http://ir.uitm.edu.my/id/eprint/15009/1/PPb_MOHD.%20IZZUDDIN%20IBRAHIM%20AM%2012_5.pdf
first_indexed	2023-09-18T22:52:54Z
last_indexed	2023-09-18T22:52:54Z
_version_	1777417662780932096

Performance appraisal practice in TM Melaka Berhad / Mohd Izzuddin Ibrahim and Mustaqim Mohd Wazir

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