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Analysing data - Coursework Example

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Analysing data

As indicated from Table 1, the number one purpose of the performance appraisal (PA) for employees is to give feedback where 26.7% of the employees strongly agreed and 57.3% agreed. The second purpose was to develop employees’ performance at 25.3% (strongly agreed) and a staggering 61.3% of the employees agreed. The third most important purpose for the employees is to relieve uncertainty among employees where 22.7% and 56% strongly agreed and agreed, respectively. On the other hand, the results from Table 2 revealed that managers perceive giving feedback as its primary purpose where 33.3% of the respondents strongly agreed and 66.7% agreed. This purpose was seconded by developing employees’ performance at 16.7% (strongly agreed) and 83.3% of the managers agreed. However, second rank for both was to develop employees’ performance. It should be noted that managers also ranked “to improve communication among employees” as a second most important purpose for PA, where 50% strongly agreed and 33.3% agreed. ...
e of a plan of organizational success with only 9.3% of employees and none of the managers strongly agreed on this; 33.3% and 16.7% of employees and managers, respectively, agreed. 2. Problems and Challenges in Implementing Performance Appraisals (PA) There is diversity in response between employees and managers when asked what they think are the problems and challenges associated with PA. Employees ranked not having feedback from managers and identified problem in the PA as number 1. According to Table 3, the most significant challenges and problems associated with PA in the point of view of employees are: “managers do not have a performance feedback during meetings with their employees” (where 26.7% strongly agreed and 38.7% agreed) and “there is a problem in the performance appraisal process in the Ministry” (where 29.3% strongly agreed and 30.7% agreed), both ranking number 1. On the other hand, mangers emphasized problems in design in PA form as the number one, where 16.7% strongly agreed and 50% agreed. There were parallel results in the second rank where personal friendships are viewed as influencing PA results, and therefore, a dilemma with 33.3% of managers strongly agreed and 29.3% of employees strongly agreed and 32% agreed, sharing the same sentiment. The third defined problems and challenges for employees was fear of negative effect on the employees’ position where 20% strongly agreed and 41.3% agreed. On the part of the managers, “employees do not get a copy from their performance appraisal reports” was ranked third with 16.7% and 33.3% strongly agreed and agreed, respectively. There was likewise diversity in the least perceived problem between employees and managers. Employees do not see it a problem that they are not given PA results. The ...Show more
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Summary

Analyzing Data There have been various researches conducted on determining the viability and effectiveness of performance appraisals in organizations. The purpose of this paper is to analyze the data that examines the performance appraisal system of the Ministry of Water and Electricity in Saudi Arabia in terms of evaluating the tabulated results from questionnaire that listed the purpose of performance appraisal as perceived by the employees and by the managers; and through a set of twelve interview questions directed to six managers of the organization…
Analysing data
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