A dissertation submitted in partial fulfilment of the requirements for the degree of mba international human resource management
Başlık çevirisi mevcut değil.
- Tez No: 707229
- Danışmanlar: DR. JOHN WATKINS
- Tez Türü: Yüksek Lisans
- Konular: İşletme, Business Administration
- Anahtar Kelimeler: Belirtilmemiş.
- Yıl: 2016
- Dil: İngilizce
- Üniversite: Coventry Unıversıty
- Enstitü: Yurtdışı Enstitü
- Ana Bilim Dalı: Belirtilmemiş.
- Bilim Dalı: Belirtilmemiş.
- Sayfa Sayısı: Belirtilmemiş.
Özet
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Özet (Çeviri)
Performance appraisal plays a critical role in developing employees. On the other hand, the majority of studies have focused on how to measure the performance of employees objectively and accurately. According to Budworth and Mann (2011), there are two main objectives to implement performance appraisal. They are administrative and developmental aims. Similarly, Armstrong (2009) claimed that performance appraisal aims to increase the performance of workforce. This study aims to investigate the developmental side of performance appraisal process. The study involved 43 district governors and deputy governors and 10 inspectors from all regions of Turkey. Qualitative and quantitative methods have been applied in the research. 3 interviews and 50 surveys have been conducted. Ensuring for the validity of the research, the researcher aims to answer three research questions by applying qualitative and quantitative research. The results indicate that the current performance appraisal system does not only evaluate performance effectively, but also it does not ensure learning and development of district governors of Turkey. There are some barriers to implementing developmental performance appraisal. First of all, lack of feedback affects negatively to motivate district governors for learning and development. Also, the level of hierarchy inhibits district governors to negotiate their performance issues with their superiors. Then, although the majority of respondents believe that coaching and following personal development plan are a beneficial strategy for learning and development, and an only small minority of them have experienced on these strategies. This study suggests developmental performance appraisal needs some conditions such as comprehensive, and future oriented feedback, effective leadermember relations and finally continuous learning and development activities
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