| Tag |
In 1 |
In 2 |
Data |
| 090 | | | \a SP CEMBA 2017 4 |
| 100 | 1 | | \a Chan, Kai Ming \e author. |
| 245 | 1 | 2 | \a A study on the implementation of an effective performance appraisal system in an organization – an electronic manufacturing perspective / \c Chan Kai Ming. |
| 264 | | | \a Penang : \b School of Business and Administration, Wawasan Open University, \c 2017 |
| 336 | | | \a text \2 rdacontent |
| 337 | | | \a computer \2 rdamedia |
| 338 | | | \a online resource \2 rdacarrier |
| 500 | | | \a Final project report submitted in partial fulfilment of the requirements for the Degree of Master of Business Administration (CeMBA). |
| 502 | | | \a Thesis and project report collections. \b CEMBA \c Wawasan Open University (WOU). |
| 520 | 3 | | \a This research aims to investigate employee dissatisfaction on the Effectiveness of a Performance Appraisal System which was currently being implemented in an Electronic Manufacturing Organization in Free Industrial Zone (FIZ) located in Malacca, Factors that had been considered into the research were employee competency, motivation needs, job characteristics and workload of the appraisee. Convenience sampling was used to by the researcher and distributed 100 copies of questionnaire to the technical staff such as operators, technicians, engineers and middle level managers. The research instrumentation was adapted from “The Relationship between Performance Appraisal Satisfaction and Employee Outcomes: A Study Conducted in Peninsular Malaysia” by Rajendran Vignaswaran which had a Cronbach’s alpha between 0.75 for work performance and 0.93 for performance appraisal satisfaction. Results revealed that employees were competent in various technical skills, motivated up to belongingness and affection to peer colleagues as well as they happy with their job characteristics. However, findings showed that appraisee’s workload did not have significant relationship to the effectiveness of the performance appraisal system. Finally, recommendations to the top management to consider 360˚ Performance Appraisal instead of spending heavily on various KPI such as Lean Six Sigma, Continuous Improvement projects and Great Place to Work which had been proven by data collected that less than 40% of the employees felt these platforms will boost their self-esteem in better job performance. |
| 610 | 2 | 0 | \a Wawasan Open University \x Dissertations. |
| 650 | | 0 | \a Staff performance |