Implementation of Performance Appraisal System in Public Sector: New Line Managers’ Perspective

DOI

10.2991/978-94-6463-234-7_147How to use a DOI?

Keywords

Force Distribution Rating System; Discretion; Objective; Performance Appraisal; Public Sector

Abstract

Performance appraisal in an organization is a way to measure the actual achievement of performance compared to targets or goals that are determined regularly. Performance appraisal affects employment prospects, educational possibilities, compensation, and interpersonal interactions. This study employed a qualitative method with a case study as a research design. In-depth interviews with 14 newly promoted first-line managers in one of the Indonesian government agencies yielded the research data. The goal of this investigation is to identify how new line managers interpret the applicable performance appraisal system, interpret the performance appraisal process that has been carried out, and interpret objective performance appraisals for subordinates. Interview data were processed and analyzed using thematic analysis. The research findings reveal that new line managers interpret the performance appraisal system as a complicated performance appraisal system, as a safe way to minimize complaints from subordinates, and as an objective perception that is still partially understood. The objective of the discussion is to explore the factors that form the three themes that represent the perspective of the new line managers when implementing the performance appraisal system. The impact of this study is that the perspective of complicated performance appraisal needs to be a concern for policymakers to formulate policies that could accommodate improving employee performance but are quite simple and easy to implement. Furthermore, this could encourage that performance appraisal is not only a “formality” to abort administrative obligations but is an important process for developing, motivating, and evaluating employees.

Copyright

© 2024 The Author(s)

Open Access

Open Access This chapter is licensed under the terms of the Creative Commons Attribution-NonCommercial 4.0 International License (http://creativecommons.org/licenses/by-nc/4.0/), which permits any noncommercial use, sharing, adaptation, distribution and reproduction in any medium or format, as long as you give appropriate credit to the original author(s) and the source, provide a link to the Creative Commons license and indicate if changes were made.

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TY  - CONF
AU  - Indah Fitriana Astuti
AU  - Riani Rachmawati
PY  - 2023
DA  - 2023/09/29
TI  - Implementation of Performance Appraisal System in Public Sector: New Line Managers’ Perspective
BT  - Proceedings of the 7th Global Conference on Business, Management, and Entrepreneurship (GCBME 2022)
PB  - Atlantis Press
SP  - 1393
EP  - 1401
SN  - 2352-5428
UR  - https://doi.org/10.2991/978-94-6463-234-7_147
DO  - 10.2991/978-94-6463-234-7_147
ID  - Astuti2023
ER  -