THE EFFECTIVENESS OF THE PERFORMANCE APPRAISAL SYSTEM IN THE BAHRAIN TELECOMMUNICATION COMPANY (BATELCO)

Abstract

Abstract : An effective performance appraisal system within an organization can increase job satisfaction and job performance. An effective performance appraisal system needs clear standards, clear goals, a good feedback and follow-up system, and training and knowledge. A good relationship between The main objective of this research paper was to test the hypothesis that the current appraisal system applied in Batelco's organization was an effective one. The hypothesis was investigated in relation to various performance appraisal-related criteria. Secondary data was collected by reviewing articles, books, and materials already published on this topic. Primary data was collected by a questionnaire designed and distributed to employees within Batelco's organization and spread throughout the twelve grades in the company. The research sample used to conduct this study consisted of 65 employees of Batelco. Batelco's existing performance appraisal system was tested against the effective performance appraisal criteria of clear objectives, subjective, and objective job-related criteria. The appraisal results were used as managerial input for training and development, feedback, and openness, the system by staff. and finally acceptance of the appraisal. The findings indicate that the majority of respondents found Batelco's appraisal system to have clear objectives, that it evaluates their job potential, evaluates them against their job behaviors, and they feel that the Batelco appraisal system is an open, well-communicated system with good feedback. However, about a quarter did not know if appeal and review procedures existed or if they were informed about the standards used. Also, virtually the same number of respondents agreed with those who disagreed that Batelco's system serves as a key input for administering a formal organizational reward and punishment system and as a basis for future employee development and training. The conclusion of this study was that Batelco's existing performance appraisal system was effective and that the hypothesis was supported. However, there were areas in the appraisal system that were weak and could be further improved by implementing the recommendations Based on the findings, several main recommendations were derived: the need for greater awareness of standards used for staff appraisal can be achieved through training of appraisers and appraisees; there is a requirement for management development and training regarding the use of appraisal results, which will improve the training and development portion of the appraisal system itself; give all employees objectives to achieve; improve communications in many areas and issue an appraisal procedure booklet regarding rules and regulations relating to appraisals and appeal procedures, remove the rating restrictions, and change the performance related pay scheme to a team-related, profit-share or company share scheme.