Strategies for conducting employee performance appraisals have been a problem for organizations. Specifically, managers had questioned whether performance appraisals were worth the effort because of the problems experienced in conducting the performance appraisals (Dusterhoff, Cunningham, & MacGregor, 2014). Additionally, Nienaber and Sewdass (2016) reported that research on people measurement/metrics research had not progressed. The current study measured organizational performance (via employee’ proficiencies) in the United States applying a macro-analysis (PESTEL) to the way employee performance evaluations were conducted by organizations. From the PESTEL macro-analysis the economic factor affected organizational performance (via employee’ proficiencies) in the United States. The purpose of this quantitative study was to explore the extent to which organizations were using SHRM’s FJKSF from job descriptions as a specific part of the total score to measure employee goals, performance, and outcomes. Participants completed an online survey on Zoho Survey platform. Data were collected from four workplace sectors. The study found (a) a majority of the organizations were using 90-day performance appraisal reviews; however, (b) the systems their organizations were using differed significantly from SHRM’s recommendations; and (c) the more organizations were using performance reviews similar to SHRM’s, the more likely that employee were to accept the feedback from the reviews. The implications for practitioners are the benefits to outline performance expectations from job descriptions and to provide feedback on the employee evaluations for performance appraisal systems.
|Commitee:||Kim, Hyuk, Bennett, Jennifer|
|Department:||School of Business and Technology Management|
|School Location:||United States -- California|
|Source:||DAI-A 81/5(E), Dissertation Abstracts International|
|Subjects:||Business administration, Organizational behavior|
|Keywords:||Behavioral science research, Feedback, Job characteristic theory (JCT), Job descriptions, Organizations behavior, Performance appraisals|
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