Impact of Performance Appraisal Structure on Employee Productivity

This study evaluates the impact of the effectiveness of the performance appraisal structure in employee productivity towards Macdonald, Maldives. The literature review section provides conceptual information associated with the research concern. The study examines the meaning and concept of performance appraisal structure and employee productivity, evaluates the impact of the effectiveness of the performance appraisal structure on employee productivity, and recommends performance appraisal strategies for improving employee productivity.

Running Head: RESEARCH PROPOSAL
RESEARCH PROPOSAL

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Table of Contents
Task 1: Literature review:..........................................................................................................3
Introduction............................................................................................................................3
RO1:.......................................................................................................................................3
RO2:.......................................................................................................................................5
RO3:.......................................................................................................................................6
Conclusion..................................................................................................................................7

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Task 1: Literature review:
Introduction
This study is imperative in evaluating the impact of the effectiveness of the performance
appraisal structure in employee productivity towards Macdonald, Maldives. The literature
review section is vital to get depth conceptual information that is associated with the targeted
research concern (Faisal Ahammad, et al., 2015). These data would be gathered by
considering diverse sources such as authentic articles, books, and journals (Noe, et al. 2017).
The literature review section could also aids to meet the research purpose by collecting the
information about the study. The data is reliable because it is the study of another researcher.
This study will assist to examine the different components, which are associated with act of
appraisal structure. This tool assists the researcher in examining the different methods that
could be used by McDonald’s to improve their employee’s productivity (Faisal Ahammad, et
al., 2015).
RO1: To comprehend the meaning and concept of the performance appraisal structure
and employee productivity
Performance appraisal structure
Gupta and Sharma, (2016) stated that performance management structure is an effective
systematic approach is an effective approach that is used to measure the employee’s
performance. It is the procedure by which firm could align their goals, objectives, and the
existing resources. It would support to meet the organizational task. This tool is vital in
assigning the responsibilities as well as accountabilities at the global level. It has relied on the
outcomes obtained by workforces in her as well as his work not on workforce personality
features. The performance structure is an effective technique for the management of human
resources.

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On the other side, Noe, et al. (2017) examined that evaluation of the performance appraisal
structure not only supporting for examining the performance but also for accomplishing the
performance appraisal among the workforces of the firm. It is illustrated that an
administrative act that could improve the possibilities of meeting the organizational goals. It
is illustrated that a management act that enhances the possibility of getting positive goals. It is
illustrated that performance appraisal could make the mandatory for the team members of the
firm to comprehend what is the organization expects to the employees towards the meeting of
the organizational task. It would support the organization to enhance employee of employee’s
productivity as it affected effectiveness of the firm.
Aranda, et al. (2014) depicted that the execution of management structure is the constant
process of features as well as conveying the act duties, and set its needs between subordinates
as well as a boss. It could support the organization to meet target that is lined up with the
assets as well as frameworks. It is method of offering clarity towards the goals as well as to
improve the business procedure by mechanism as well as methods. It is effective for
improving skills knowledge gaps are also determined by this procedure that could be
enhanced by offering training, mentoring, coaching of workforces as well as team at the
diverse levels of designations. It could optimize the outcomes by a roper method as well as
procedure that reduce conflicts as well as grievances among employees. It is also illustrated
that each person is clear towards expectation from their role as well as put its efforts to
accomplish the performance standards.
Employee productivity
Long, et al. (2014) stated that employee productivity is the evaluation of worker efficiency of
workers. The productivity might be examined with the terms of workforce output in the
particular tie period. It is also illustrated that the employee productivity is an tool which is
calculated on behalf of output amount on the basis of project versus. It can be measuring

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oppose to the input of a workforce. It can be evaluated that productivity of workers that can
be imperative in meeting the organizational task. It could be imperative in increasing the
effectiveness of the organization. The employee matrix could be imperative to meet the needs
of employee. It is also illustrated that the work output quality is measured by hour’s amount
put in and as a numeric tool. It is examined that optimal level of productivity of each tsk
wherein the productivity could be major progress drivers.
Conceptual framework
(Sony and Mekoth, 2016)
From the above chart, it is founded that conceptual map supports to comprehend which
strategies affected the organizational performance. These are known as hygienic factor,
intrinsic motivators, and good work performance. It also examines that effective approaches
of the performance appraisal could lead to improve performance of the organization.
RO2: To evaluate the impact of the effectiveness of the performance appraisal structure
in the employee productivity towards Macdonald, Maldives
Sony and Mekoth (2016) illustrated that the company should need to comprehend factors that
affect the performance of employee productivity. It is illustrated that the atmosphere is a vital
factor that could directly be affected by organizational performance. The organization should
also be needed to improve understand the significance of performance appraisal structure. It

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will affect the reliability of organizational success. Hence, the managing workforce’s
performance is illustrated that controlling workforce’s performance is final requirement of
the firm.
In support of this, Keating and Heslin, (2015) examined that the workforces of the
organization considered as the organizational asset. The performance management structure
could support to get higher competitive advantages. It could also offer information to address
the knowledge gap of workforces for improving it by considering certain methods named as
coaching, mentoring, and process of training structure. In inspires the workforces to take new
issues as well as make innovation by considering the effective structuring procedure. It offers
new opportunity of workforce its development and as well as growth in its professional
growth.
In contrast to this, Dugguh and Dennis (2014) stated that the lack of performance appraisal
structure could create conflict in the working place, which could support the performance of
the organization. It evaluates the workforce performance could fairly as well as accurately in
opportunity to improve the performance of standards as well as targets. It is illustrated that
workforces would be able to offer better outcome that offers reliable outcomes of clarity on
its performance targets. It is examined that performance management structures could
provide an opportunity for the organization to develop an effective goal with respect to the
manager as well as their subordinates. It is also illustrated that the performer could determine
the performance of employees along with raising their skills of employee’s objective. It could
quantify the earning requirements by individual development performance improvement plan.
RO3: To recommended many performance appraisal strategies for improving the
employing productivity
Bhave (2014) recommended that the performance appraisal method can aid the firm to
improve the organizational performance in minimum time period. The ranking method is one

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of the imperative performance appraisal strategies by which the top management could give
rank to their subordinates on the basis of their performance. The performance is evaluated
with respect to numeric number. This kind of appraisal structured could lead to evaluate
employee’s performance and lead to get positive result in favor of organizational
performance. It is addressed that this method could also to differentiate employee by their
skills. In this, the executive could compare each employee with another employee due to
evaluating their difference as well as making decision effectively.
Cullen et al. (2014) recommended that management by objectives method is another vital
technique, which is used by firm to examine performance. The performance is measured by
the guru peter Drucker who mandate to the firm for set objectives and use objectives to
examine the performance. It is illustrated that the principle of MBO is to ensure everyone
within the company to participate in the setting of goal. Further, this method could ensure
that each one should be aware of their duties in the organization and should be aware of the
depth understanding of the goal of the organization. It would affect the productivity of the
organization. The whole MBO structure is to obtain empowered workforces acting to
implement and meet their plan that automatically accomplish those of the firm.
Kampkötter (2017) stated that 360 degrees feedback is a process by which manager could
give feedback to the employee towards their performance and increase their efficiency by
informing them towards particular weakness. This method could lead to an individual to
understand which method will be imperative in improving employee’s skills. In order to get
the reliable information towards the research purpose, the organization can consider this tool
in their business process.
Conclusion
As per the whole discussion, it is concluded that the appraisal system could be vital in
evaluating the performance of the employee. It is summarized that firm should needed to

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practice different performance appraisal approaches that are practiced to improve the
productivity of the organization. It can be recommended that there are certain strategies that
are used to improve workforce productivity named as 360-degree performance appraisal
method, MBO method, and performance appraisal method. It can be vital in increasing
organizational performance in minimum time and cost.

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References
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Bhave, D.P., 2014. The invisible eye? Electronic performance monitoring and employee job
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Cullen, K.L., Edwards, B.D., Casper, W.C. and Gue, K.R., 2014. Employees’ adaptability
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Dugguh, S.I. and Dennis, A., 2014. Job satisfaction theories: Traceability to employee
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Faisal Ahammad, M., Mook Lee, S., Malul, M. and Shoham, A., 2015. Behavioral
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Gupta, N. and Sharma, V., 2016. Exploring employee engagement—A way to better business
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Keating, L.A., and Heslin, P.A., 2015. The potential role of mindsets in unleashing employee
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Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.

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Sony, M. and Mekoth, N., 2016. The relationship between emotional intelligence, frontline
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