The effects of friendship towards PPR assessment scores in 360° evaluation at Universiti Teknologi Malaysia
The management was raising the issue that the non-academic staff performance scores do not reflect their real performance. There are many excellent staff, of course, but the score was higher for the majority of the PPP group. 360° Evaluation is one of the components for Staff Performance Evaluation....
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| Format: | Thesis |
| Language: | English |
| Published: |
2021
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| Subjects: | |
| Online Access: | http://eprints.utm.my/id/eprint/102101/1/NorlyMazlanMAHIBS2021.pdf http://eprints.utm.my/id/eprint/102101/ http://dms.library.utm.my:8080/vital/access/manager/Repository/vital:145719 |
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| Summary: | The management was raising the issue that the non-academic staff performance scores do not reflect their real performance. There are many excellent staff, of course, but the score was higher for the majority of the PPP group. 360° Evaluation is one of the components for Staff Performance Evaluation. Under this component, the staff performance scores were given by the First Assessor (PPP), Second Assessor (PPK), Peers Assessor (PPR) and an additional Subordinates’ Assessors (PPS) for Management and Professionals group. This research will explore on the Peer Assessment (PPR) where the effects of friendship towards Peer Assessment scores in 360° evaluations for Professional, Managerial and Support Staff (PPP) Group will be measured. This research will look into three research questions on how close the friendship between an employee with their PPR, the friendship effects to PPR scores and the intervention process applicable. This research is expected to contribute to the organization and the industry to improve their performance management, especially in 360° Evaluation feedback, to optimize the integrity measures in the evaluation process by using the same or improvised interventions and can be used by any sectors which do not implemented the 360° Evaluation yet, to start an analysis to develop the same evaluation system. Both qualitative and quantitative data collection methods were implemented via interviews and questionnaires for this research. For intervention, this research will apply the ‘facilitated PPR selection session to the employees’ while choosing their PPR, which will be conducted by the Human Resource Unit. Research findings show that the relationship between level of friendships and PPR scores in 360° Evaluation were not significant. However, it might shows high professionalism practices by the employees. |
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