Professional Documents
Culture Documents
Introduction:
Performance Appraisal means to evaluate the ability and competence of the
employees of the organization to perform a job. Failure and success of an
organization is totally depends on the performance ability and quality of its
Problem Statement:
A handful number of researches have been conducted on the effectiveness of
performance appraisal system of Bangladesh Civil Service by addressing
predominant problems and controversial issues.
The present format of ACR is believed to be subjective as it solely depends
on the judgment and evaluation made by the reporting officers. In most
cases the ACRs are not written by the superior on a regular and timely basis
and even when written, these are found to be arbitrary and influenced by
personal pull or tadbir or other connections or malpractices.
Massive politicization of the process of deciding promotion cases. Poor
performance and lack of competence among the civil servants are the
apparent symbol of the deep rooted problems.
This scenario creates the need for tracing out the underlying problems and
issues and to provide the essential remedies for a better system.
Research Question:
On the basis of above argument the following research questions are set to
search for. The
Key research questions are1. Is the current appraisal system of Bangladesh civil service, fair enough
to ensure smooth promotion process and to what extent?
2. If not, what factors are affecting the promotion process in the premises
of performance appraisal system?
3. Is the Present structure of ACR can measure the actual performance of
the officials?
Literature Review:
Here in this part we pay heed to the outcomes of literature review. There are
a number of available researches on performance appraisal system of
employees throughout the world, but it is quite rare works on the civil service
of Bangladesh. A handful number of studies has found which focuses on the
drawbacks and structural framework of the present ACR system.
Haque (2012) articulated in his study the difficulties in designing a good
appraisal system in the public sector and provides a theoretical framework,
arguing that the goodness of PA system should be seen in its capacity to
meet its predetermined objectives instead of counting on the so called
infallible psychometric properties. His area of focusing was testing the
validity, reliability and perceived fairness of present ACR in terms of ability to
measure the performance of the civil servants.
Prescribed form of ACR contains basic two dimensional measurements- some factors dealing
with the personality traits and some others are related to job performance. As each cadre has a
unique functional nature, the present performance appraisal system puts emphasis on general
personality traits rather than performance factors (Haque, 2012).
Some other mentionable key issues arise during book review are efficacy of
the system, secretive and rigid nature of the system, dominance of the
political and individual interest in the promotion system, bias and arbitrary
nature of the appraisal system.
Ali (2007) mentioned in his book that the existing system is not based on the yardstick. It is seen
there that often supervisors prejudices and biases come into play which ultimately corrupt the
whole purpose.
He also says one of the major problems of performance measurement system of Bangladesh is
that the performance is not measured on actual standards. Senior officers have a tendency to give
officers high marks who keep good relation with them.
Absence of a strong culture of monitoring and evaluating organizational performance in terms of
output and outcome indicators in the public service. Nepotism is one of the biggest
problems in performance measurement system. For this the officials might
be antagonistic to the introduction of the new system and implementation of
the desired change might be hindered.
Research Methodology:
Sources of data:
For this study both primary as well as secondary data will be used. The primary data for the
study will be collected with the help of with entry-level, mid-career and retired civil
servants by using well-structured questionnaire and secondary data will gathered from books,
journals and various websites.
Research Design:
As a Quantitative Research, Descriptive Research Design will be used to achieve the Objectives
of the study.
Sampling Size:
For this study, 15 civil servants will have taken as the sample. The sample will be
collected from different ministries of Bangladesh Government.
Sampling Technique:
The snowball sampling technique will be used in this Study. Selection of respondents from
ministries will have done through snowball sampling.
be
less effective to
H1 -- There will be any other problems dominating the both appraisal system
as well as promotion process.
To achieve this objective average value of the responses on effectiveness will
be taken and it will be analyzed in a qualitative manner.