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To develop and validate an instrument to measure the problems associated with performance appraisal.

The implementation was in two phases. Phase 1 involved the development and validation of an instrument to measure the problems with performance appraisal. Phase 2 involved the exploration and confirm the construct measurement. Data used in Phase 1 were collected from interviews with administrators and employees in the automotive parts manufacturing industry and five experts. In Phase 2, data were derived from questionnaires sent to 320 employees of automotive parts manufacturers in the Eastern Region of Thailand.

Problems concerning performance appraisals were classified into two components as problems with the appraisal process and problems with the appraising person. The concepts, theories and interview results that were used to develop the instrument and assess problems with performance appraisals were consistent with the empirical evidence.

The developed instrument may be used to measure problem levels of performance appraisals in organizations with high accuracy and reliability. Findings may be used as guidelines for management to effectively reduce problems with performance appraisals. The instrument may also be used for research measurement of organizational problems concerning performance appraisal.

Fairness, transparency and testability are aspects of effective management. Ignorance of problems in performance appraisals may have negative effects on a conducive working atmosphere and behaviors at the personal, group and organizational levels. Therefore, the findings of this study have social implications for the capability to examine fairness in employees' performance appraisals.

The instrument for measuring problems with performance appraisal was developed based on the combination of concepts, theories and interview and questionnaire data. This instrument facilitates human resource officers, managers and organizations in measuring the levels of problems with performance appraisals.

Since most literature on international performance appraisal is derived from Western MNCs, it is questionable whether the Western theories are equally powerful when applied to other national contexts. This study develops the Chinese international performance appraisal model by exploring performance appraisal policies and practices and the associated factors in Chinese MNCs. It reveals that Chinese MNCs adopt different approaches towards different groups, particularly different nationalities and managerial status. The Chinese international performance appraisals are a mix of home and local appraisal systems, and a mix of traditional Chinese personnel management and modern Western HRM concepts. Moreover, Chinese international performance appraisal policies and practices are affected by various host‐contextual and firm‐specific factors, and there is also an interplay between international performance and other international human resource management activities.

This paper determines and analyses criteria for top executives to use in appraisal systems to promote ambidextrous leadership, enhancing the organization's ability to identify persons who can lead ambidextrously or determining the development potential of existing top executives.

Using a theoretical-conceptual, triangulated approach, the investigation in this paper examines the requirements for top executives to lead ambidextrously. In a subsequent review and frequency analysis, the specific attributes/behaviours a top executive should possess are examined. Analysis of the application of these appraisal criteria is theoretical.

The criteria listed in this paper (e.g. ambition, courage, vision) can be used to foster ambidextrous leadership when hiring or evaluating performance. These and/or the criteria already existing in an organization should be classified in one of the two categories presented (1. one-dimensional criteria: differentiation between exploration/exploitation is not necessary; 2. multidimensional criteria: differentiation between exploration and exploitation, opening and closing leadership, and first- and second-order changes is necessary) to differentiate the criteria and thereby illuminate their application in the areas of exploration and exploitation. Thus, a corresponding assessment of applicants and/or job holders for ambidextrous leadership is possible.

This theoretical analysis contributes to the literature on top executives' recruitment, performance management, career and succession planning, focusing on ambidextrous leadership and organizational development by elucidating a differentiated concept for appraisal criteria so that the right person can be appointed to the top executive position or assigned to the necessary personnel development programme. Thus identified, a top executive may be positioned to maintain, improve or install ambidextrous leadership and practice in an organization.

The purpose of this paper is to attempt to investigate the conceptual foundations of methodological inquiry in Islamic economics. The paper aims to develop criteria of acceptance and rejection of a theory and providing rationalizations and guidelines in the process of theory appraisal and evaluation.

The literature on Islamic economics especially in the area of methodology of Islamic economics, both in English and Arabic, is reviewed critically and used in the attempt of constructing the criteria of theory appraisal in Islamic economics.

The paper explicates two criteria of theory appraisal in Islamic economics, namely the internal‐integrity (doctrinal integrity, logical integrity and factual integrity) and relational‐unity (of doctrine and practical realities, ideals/goals and factual experiences, values and facts, normative and positive dimensions, a priori and a posteriori).

The paper is based on conceptual explorations of literature in the area of methodology of Islamic economics. This is a conceptual paper, so it did not employ any empirical analysis.

The findings of this paper will give insights of the criteria to distinguish truth over false notions in theories, between valid theories and invalid ones as well as the acceptance or rejection of theory in Islamic economics theory appraisal. With those criteria of theory, a unified discipline of Islamic economics, which is based on doctrinal, logical on testable foundations in a real typical Muslim society can be produced.

The paper proposes criteria and purpose of theory appraisal in Islamic economics which is lacking in the discussion of methodology of Islamic economics literature. Those criteria and purpose in theory appraisal and evaluation in a methodological unity of Islamic economics suggest a new approach in dealing with revelation, intellectual reasoning and facts observation in order to produce a coherent Islamic economic theory.

This paper attempts to investigate the conceptual foundations of methodological inquiry in Islamic economics. The paper aims to develop criteria of acceptance and rejection of a theory and providing rationalizations and guidelines in the process of theory appraisal and evaluation.

The literature on Islamic economics especially in the area of methodology of Islamic economics, both in English and Arabic, is reviewed critically and used in the attempt of constructing the criteria of theory appraisal in Islamic economics.

The paper explicates two criteria of theory appraisal in Islamic economics, namely the internal‐integrity (doctrinal integrity, logical integrity and factual integrity) and relational‐unity (of doctrine and practical realities, ideals/goals and factual experiences, values and facts, normative and positive dimensions, a priori and a posteriori).

The paper is based on conceptual explorations of literature in the area of methodology of Islamic economics. This is a conceptual paper, so it did not employ any empirical analysis.

The findings of this paper will give insights of the criteria to distinguish truth over false notions in theories, between valid theories and invalid ones as well as the acceptance or rejection of theory in Islamic economics theory appraisal. With those criteria of theory, a unified discipline of Islamic economics, which is based on doctrinal, logical on testable foundations in a real typical Muslim society can be produced.

The paper proposes criteria and purpose of theory appraisal in Islamic economics which is lacking in the discussion of methodology of Islamic economics literature. Those criteria and purpose in theory appraisal and evaluation in a methodological unity of Islamic economics suggest a new approach in dealing with revelation, intellectual reasoning and facts observation in order to produce a coherent Islamic economic theory.

Effective performance management of professionals in knowledge based organisations has particular significance, but is an under researched area in the literature. Universities and colleges are knowledge based organisations especially dependent on the expertise, commitment and innovation of their staff. The paper analyses performance appraisal systems in universities and colleges with particular emphasis on staff perspectives and expectations. A brief history of performance appraisal in HE and FE is provided and related to issues of power, accountability and control. Academic staff from two business schools, together with a national sample of those teaching performance appraisal within CIPD professional programmes, were constituted as an “expert witness” group and their views sought on performance appraisal in their institutions. These data are used to develop a philosophy of performance appraisal for academic institutions, to assess the acceptability of particular performance criteria to academic staff, and to highlight the importance of staff involvement in appraisal system design.

The purpose of this paper is to examine one aspect of the implementation of the performance appraisal with a focus on its operation in an economic downturn and particularly a global economic crisis.

It identifies the stated purposes of the performance appraisal in multinational corporations (MNCs) and explores the unstated purposes of the performance appraisal, which emerge during performance evaluation and feedback stages. The paper then investigates the different expectations employees and managers have of the performance appraisal and finally examines the changes to these expectations in an economic downturn.

The principal conclusion that can be drawn from this analysis is that there is a weakness in the design and substance of the performance appraisal research. The international appraisal is not exclusively conditioned by culture but also by the numerous contextual-organizational, institutional and economic factors found in the typical MNC.

It is suggested that possible strategies could include careful implementation of performance appraisal with attention to both the cultural and contextual environment. It is argued that by addressing both cultural and contextual variables the appraisal will be effective in helping achieve not only the MNC's strategic goals in a time of global economic crisis, but also recovery and survival following economic crisis.

This paper adds to the body of knowledge of international human resource management research by illuminating the consequences of an uncertain economic environment on performance management across borders and also paves the way for future research in this important area of management research.

This case about the Core Business School enunciates the development of a performance appraisal criterion for the faculty members. The case highlights the situation when despite the administration of an appraisal process for the academic year 2012-2013, there was a uniform increment announced which was lower than the previous year’s increment on the pretext that the admission numbers for the next academic session were much low. The faculty and staff were in a dilemma of whether to continue in such an organization where the absence of a formal appraisal system would hamper their career progression or wait for another year for things to change.

This case is developed after an in-depth interview with the dean academics and the HR faculty of the Core Business School who headed the designing of the performance appraisal system and thereafter its implementation.

This case can be used for the elective course on performance management or human resource management course in MBA program.

The purpose of this study is to discuss the impact of performance appraisal on the productivity levels of professional and para-professional librarians in selected academic and research libraries in Ghana, namely, Kwame Nkrumah University of Science and Technology Building and Road Research Institute, Crop Research Institute and the Forestry Research Institute of Ghana of the Council for Scientific and Industrial Research and the Kumasi Polytechnic.

Both primary and secondary sources of data were used for the study. The primary data involved the use of a structured questionnaire to 60 respondents, but 50 of them, representing 83.3 per cent, responded. This was supplemented by secondary sources such as records on file, journals, books and Internet sources.

The survey revealed that these institutions practice performance appraisal on an annual basis as a way of promoting team work, reducing grievances, identifying employees’ strengths and weaknesses and their training needs. It was observed that these institutions do not have a common appraisal format for appraising their staff. Furthermore, only the Head Librarians carry out the appraisals instead of the Line Mangers who are always in touch with these employees on a daily basis.

The paper will be of significant value to policymakers and administrators in academic and research institutions in the planning and implementation of performance appraisal systems. Challenges facing these institutions in implementing effective performance appraisal have been highlighted and appropriate recommendations have been made to ensure quality service delivery.

Appraisal of records to separate the wheat (records of enduring value) from the chaff (ephemeral records) is one of the most important functions of the archives. In terms of the National Archives and Records Service of South Africa (NARSSA) Act (No. 43 of 1996) (the Act), “no public records may be transferred to an archives repository, destroyed, erased or otherwise disposed of without the written authorisation of the national archivist”. In implementing this section of the Act, the NARSSA issues a disposal authority, which emanates from the appraisal process explained in the policy guidelines of 2002. The purpose of the study is to analyse the appraisal policy guidelines on the approach of NARSSA in relation to preservation of digital records.

This study has used qualitative data obtained through content analysis and literature to review the appraisal policy guidelines and approach of NARSSA in relation to preservation of digital records. The 2002 approved appraisal policy, as well as the directives issued by NARSSA in terms of Section 13(4) of the Act, is examined to determine the criteria, the process and the methodology adopted in the appraisal of records. Content analysis data are augmented through interviews conducted in person with the head of the records management unit at NARSSA and the archivist responsible for appraisal of government records.

The study has established that, in terms of the approach, records are appraised two years after the implementation of records classification systems in governmental bodies and those of archival value are then transferred to an archives repository after a period of 20 years. Twenty years is a long period as records might be lost, especially in digital environments. Furthermore, the appraisal policy guidelines limit the powers of records managers in governmental bodies in deciding on records of enduring value, as this responsibility is assigned to archivists at NARSSA. It is clear that the policy was written with paper records in mind.

This study may go a long way in influencing policy review to embrace appraisal of digital records in South Africa. This in turn will help in determining the feasibility of preservation technology for digital records.

This study is useful to ensure participation of the public in the appraisal process. This study has triangulated content analysis data with interviews to examine appraisal criteria, process and methodology, followed by NARSSA.