Abstract:
This study aims to compare the difference of appraisal systems in public and
private sector and its impact on employees. The finding shows clear impacts
of performance appraisal on employees. Employees of private sector are
motivated and loyal to organization because they receive proper feedback of
their work and organization focus of employees development, where as public
sector’s employees are less motivated or some of them are de-motivated as
they feel that organization is not loyal to them and they are not fairly evaluated
and even they don’t know on what basis they are being appraised. The study is
conducted in only two organization of Pakistan Telecom Industry in
Islamabad. The sample size is 15 consist of four females and eleven
males.This Performance appraisal should be based on job analysis, job
description, and job specifications,In which Informal Performance Appraisal
continually feeding back to subordinates information regarding their work
performance and where as Formal Performance Appraisal,formalized appraisal
process for rating work performance, identifying deserving raises or
promotions, and identifying those in need of further training.
Results supported the HR-Performance conceptual model by showing
significant impact of Human Resource Management practices on job
performance. analyses were used to refine and increase the accuracy of four
independent variables of HR practices, one intervening variable conforming to
their relationship and impact on dependent variable job performance. Overall,
the independent variables explained the positive variations in the dependent
variable of job performance followed by the intervening variable,
Recruitment. In addition, other statistical tools were also used to analyze the
opinions of employees to ascertain differences in various regulatory
authorities in relation to size and sector. The results revealed that importance
of PA has a positive relationship with job performance in all regulatory
authorities where it has a negative relationship.
