The critical component to practice HRM in any environment is organisational justice, i.e. the notion of fairness or justice. Depending on an employee’s work and accomplishment, performance results such as bonuses and penalties are administered under organisational justice.
Evolution of performance appraisal systems and its importance
Over the last century, many performance appraisal systems have been introduced by various researchers and organizations.
Why is it important to measure employee work performance?
An employee’s work performance involves various aspects such as quality, quantity, work productivity and workplace conduct.
The need for Continuous Professional Development (CPD) in the UAE
Continuous Professional Development (CPD) can be understood as an educational process by which professional people maintain, enhance and broaden professional competence.
Evolution of performance appraisal system and methods
Performance appraisal system is the process of evaluating the performance of an employee (Schermerhorn, Hunt, & Osborn, 2002). The information gathered from such evaluation is shared with employees.
Identifying the key performance indicators for performance management
Since the 1980s there has been an increasing emphasis on the importance of performance management systems. It involves the identification of certain parameters, also known as key performance indicators to effectively evaluate the performance of an employee
Goal-setting theory and performance management system
Goal-setting theory refers to the effects of setting goals on subsequent performance. Researcher Edwin Locke found that individuals who set specific, difficult goals performed better than those who set general, easy goals (Yearta, Maitlis, & Briner, 1995).
Role of organizational justice theory in performance management
Organizational justice theory helps the performance management process of an organization to make it more transparent, trustworthy, and reliable.