טכניון מכון טכנולוגי לישראל
הטכניון מכון טכנולוגי לישראל - בית הספר ללימודי מוסמכים  
M.Sc Thesis
M.Sc StudentFlorentin Idit
SubjectPerformance Appraisal Process Satisfaction: Different
perspectives among Managers
DepartmentDepartment of Industrial Engineering and Management
Supervisor Dr. Shay Tzafrir
Full Thesis text - in Hebrew Full thesis text - Hebrew Version


Abstract

Performance Appraisal (PA) is one of the most substantial processes in an organization. The Process’ main contribution is its impact on employee’s performance, career development and satisfaction. Studies indicate that managers who are satisfied with the PA process will assimilate & execute it better, and as a result will increase employee’s performance. This study examined differences in PA satisfaction between various groups of managers, in order for the organization to develop appropriate tools for satisfaction improvements that will fit specific groups. Questionnaires related to satisfaction with PA process were sent to 181 managers in Applied Materials Israel, with 61% completion rate. Results indicate that non-R&D managers (i.e. from the Management, Operations & Support groups) were more satisfied with the process than R&D managers. The results did not reveal significant difference in PA satisfaction between new (not experienced) and veteran (experienced) managers, but other variables (such as organizational seniority, and experience in conducting a PA process) supported the assumption that such differences will be found between those groups. Distributing managers into various groups has many implications such as the ability of the organization, and particularly HR department, to develop and design intervention programs or training plans for managers prior to the PA period. These programs should take into account aspects in the manager’s attribution like managerial seniority and cultural/social differences and influence manager’s sense of identification, closeness & satisfaction with the process. This research indicates the organizational need for distinction between groups of managers rather than refereeing to them as one homogenous sector, while developing training & qualification programs.