Factors that affecting the effectiveness of performance appraisal towards Celcom Axiata Berhad (Regional office, Southern region)

Employee performance appraisal is one of the most commonly used management tools in the United States. Over 90 percent of large organization including 75 percent of state employee system requires some type of annual performance appraisal (Seldon, Ingraham & Jacobson, 2001). Performance appraisal is one of the most widely researched areas in industrial/ organizational psychology (Murphy & Cleveland, 1993). However, the traditional research agenda has done little to improve the usefulness of performance appraisal as a managerial tool. Recent research has moved away from studies of rater accuracy and psychometric measures to themes of employee reactions towards performance appraisal as indicators of system satisfaction and efficacy. Employee perception of fairness of performance appraisal has been studied as a significant factor in employee acceptance and satisfaction of performance appraisal. This Study investigated factor that affecting the effectiveness of performance appraisal. The underlying hypothesis was there is any significant relationship between evaluator factor, evaluation factor and performance appraisal system towards the effectiveness of performance appraisals towards Celcom Axiata Berhad (Regional Office, Southern Region). Data were obtained via a survey questionnaire from 120 participants from Celcom Axiata Berhad, regional office, southern region. But only 97 participants have submitted back the questionnaire. After obtaining the data, the data was analyzed by using Statistical Package for the Social Science (SPSS) 16.0.