The Effects of Performance Appraisal System on Employees’ Performance in the Public Service of Jamaica

MBA– OUTLINE RESEARCH TEMPLATE
Matriculation number:
Indicative project title:
The Effects of Performance Appraisal System on Employees’ Performance in the Public Service of Jamaica – A
Case Study of the Ministry Of National Security
Main academic area(s) and sub-area(s)
Human Resource Management
Context and rationale:
According to Allen and Mayfield (1983), the performance appraisal is one of the components in the
organizations that causes serious problems in the Human Resource Departments. Despite being a problematic and
conflicting tool, (Schoorman, Mayer, and Davis, 2016) Appraisal system is viewed as a basic tool in any
organization that enables the employees to contemplate on their work and needs so as to improve on their
production.
The performance appraisal usually takes place after a set period of time depending on the rules of a
given company. It may occur annually or semi-annually where the productivity of the employees is reviewed and
discussed; weaknesses, strengths, opportunities and threats are all identified for caution and development of the
organization (Paillé, Chen, Boiral, and Jin, 2014). Some of the major factors that affect the effectiveness of an
appraisal system include; communication, training, documented process and evaluation of results. Reward review,
potential review and performance review are the major types of appraisals commonly used in the organizations.
This research is about the effects of appraisal system on employees in the public service of Jamaica in the
Ministry of National Security and the potential ethical issues that are likely to affect this system. The major
significance of production in most of the organizations is to maintain, (Mone, and London, 2018) meet and satisfy
the customers’ needs; this ensures that the company competes favorably regardless of the stiffness of the
competition in the market.
Aims and objectives:
This study seeks;
(i) To know whether the performance appraisal enhances the productivity
(ii) To review the relationship between employees’ productivity and the appraisal of performance.
(iii) To help the employees understand the important information related to their work.
(iv) To help managers and supervisors improve on their current performance based on their past performances.
Indicative research approach (methodology, design and methods):
Descriptive research design was adopted and used as the best method so as to discuss in depth the
issues concerning the variables of the study. The design was used where the offices of the Ministry of National
Security in Jamaica were visited. This method was approved the best since the main objective was to understand
the effects of appraisal system in employees’ performance. The method also enabled to come up with the required
data appropriately. The descriptive design is very suitable because there is the use of random methods and the
errors can be easily identified through observing the samples. This approach is very significant to this study since
it answered the research questions. The questions included ‘what’, ‘when’ and ‘who’.