Identification and Evaluation of Performance Appraisal Uses in the Malaysia France Institute (MFI)
This study tried to identify and evaluate the uses of performance appraisal. 60 out of 65 questionnaire were collected and this account for about 92% of the sample. The findings showed that uses of performance appraisal; salary increment, promotion and individual training needs were ranked as the...
| Main Author: | |
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| Format: | Project Paper Report |
| Language: | English English |
| Published: |
1999
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| Online Access: | http://psasir.upm.edu.my/id/eprint/9262/ http://psasir.upm.edu.my/id/eprint/9262/1/GSM_1999_16_A.pdf |
| _version_ | 1848841097071034368 |
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| author | Tai, Jasmin Siew Ping |
| author_facet | Tai, Jasmin Siew Ping |
| author_sort | Tai, Jasmin Siew Ping |
| building | UPM Institutional Repository |
| collection | Online Access |
| description | This study tried to identify and evaluate the uses of performance
appraisal. 60 out of 65 questionnaire were collected and this account for about
92% of the sample. The findings showed that uses of performance appraisal;
salary increment, promotion and individual training needs were ranked as the
most important, second most important and third most important by the
respondents. In addition, the researcher found that the perception on the most
important and second most important use of performance were the same
between the academic and non-academic staff. However, the third most
important use of performance appraisal for non-academic staff was to provide
performance feedback but for the academic staff was to identify individual
training needs. Based on the findings, the researcher also found that these two
groups of employees have different perception about the uses of performance
appraisal except for salary increment and to identify promotion for potential staff.
Besides, this study indicated that the employees and organization showed they
had the same perception about the three main uses of performance appraisal
(salary increment. promotion and training needs). However, there are still some
different perceptions about the uses of performance appraisal due to lack of
communication between organization and employees. It can be eliminated using
communication processes in information technology such as availability of
computer system. |
| first_indexed | 2025-11-15T07:37:49Z |
| format | Project Paper Report |
| id | upm-9262 |
| institution | Universiti Putra Malaysia |
| institution_category | Local University |
| language | English English |
| last_indexed | 2025-11-15T07:37:49Z |
| publishDate | 1999 |
| recordtype | eprints |
| repository_type | Digital Repository |
| spelling | upm-92622024-02-14T01:43:41Z http://psasir.upm.edu.my/id/eprint/9262/ Identification and Evaluation of Performance Appraisal Uses in the Malaysia France Institute (MFI) Tai, Jasmin Siew Ping This study tried to identify and evaluate the uses of performance appraisal. 60 out of 65 questionnaire were collected and this account for about 92% of the sample. The findings showed that uses of performance appraisal; salary increment, promotion and individual training needs were ranked as the most important, second most important and third most important by the respondents. In addition, the researcher found that the perception on the most important and second most important use of performance were the same between the academic and non-academic staff. However, the third most important use of performance appraisal for non-academic staff was to provide performance feedback but for the academic staff was to identify individual training needs. Based on the findings, the researcher also found that these two groups of employees have different perception about the uses of performance appraisal except for salary increment and to identify promotion for potential staff. Besides, this study indicated that the employees and organization showed they had the same perception about the three main uses of performance appraisal (salary increment. promotion and training needs). However, there are still some different perceptions about the uses of performance appraisal due to lack of communication between organization and employees. It can be eliminated using communication processes in information technology such as availability of computer system. 1999 Project Paper Report NonPeerReviewed text en http://psasir.upm.edu.my/id/eprint/9262/1/GSM_1999_16_A.pdf Tai, Jasmin Siew Ping (1999) Identification and Evaluation of Performance Appraisal Uses in the Malaysia France Institute (MFI). [Project Paper Report] English |
| spellingShingle | Tai, Jasmin Siew Ping Identification and Evaluation of Performance Appraisal Uses in the Malaysia France Institute (MFI) |
| title | Identification and Evaluation of Performance Appraisal Uses in the Malaysia France Institute (MFI) |
| title_full | Identification and Evaluation of Performance Appraisal Uses in the Malaysia France Institute (MFI) |
| title_fullStr | Identification and Evaluation of Performance Appraisal Uses in the Malaysia France Institute (MFI) |
| title_full_unstemmed | Identification and Evaluation of Performance Appraisal Uses in the Malaysia France Institute (MFI) |
| title_short | Identification and Evaluation of Performance Appraisal Uses in the Malaysia France Institute (MFI) |
| title_sort | identification and evaluation of performance appraisal uses in the malaysia france institute (mfi) |
| url | http://psasir.upm.edu.my/id/eprint/9262/ http://psasir.upm.edu.my/id/eprint/9262/1/GSM_1999_16_A.pdf |