PUBLIC PERSONNEL PERFORMANCE APPRAISAL SYSTEM (PPPAS)
Dublin Core
Title
PUBLIC PERSONNEL PERFORMANCE APPRAISAL SYSTEM (PPPAS)
Creator
DR. S. B. M. MARUME
DR. A. S.CHIKASHA
N. C. MADZIYIRE
Description
Public personnel administration which is that specialized sub field of public administration,
concerns itself with the role of civil service in developing societies; classification of positions and ranks;
recruitment, selection, placement and retention; training; promotions; and utilization of human resources, pay
and service conditions (S.B. M. Marume; 1983 and 1988), for the purposes of meeting the needs of institutions,
employees and outside groups(W. Fox and Ivan H. Meyer. 1995:95 and S. B. M. Marume 2016). And public
personnel administration scientists, practitioners and researchers who are charged with the human resources
responsibilities must have a clear and sound understanding, amongst other things, of the personnel
performance appraisal system (PPPAS). They should also know the full implications of the following
fundamental public personnel performance appraisal question:
It is a traditional approach that is characterized by:
(a) mere evaluation, excluding the planning and development function;
(b) being linked with the financial rewards and sanctions; and
(c) being impersonal, bureaucratic, top down, secretive and centralized excluding participation of the
employee being assessed?
From the close analysis of the literature available, personnel psychologists industrial, scientists and researchers
strongly contend that:
(a) if the personnel appraisal approach is traditional evaluation, then it can hardly be humanistic and
motivating to an employee.
(b) instead such a personnel appraisal approach must be focusing more on filling forms giving quantitative
rather qualitative information and data.
(c) the obvious question arising from this is: what influence would such a public personnel performance
appraisal system (PPPAS) have on an employee’s future performance?
(d) it must be understood that a performance appraisal system is a management tool which can help motivate
and effectively utilize human resources and it includes public personnel performance planning (PPPP),
appraisal and counselling as essential elements
concerns itself with the role of civil service in developing societies; classification of positions and ranks;
recruitment, selection, placement and retention; training; promotions; and utilization of human resources, pay
and service conditions (S.B. M. Marume; 1983 and 1988), for the purposes of meeting the needs of institutions,
employees and outside groups(W. Fox and Ivan H. Meyer. 1995:95 and S. B. M. Marume 2016). And public
personnel administration scientists, practitioners and researchers who are charged with the human resources
responsibilities must have a clear and sound understanding, amongst other things, of the personnel
performance appraisal system (PPPAS). They should also know the full implications of the following
fundamental public personnel performance appraisal question:
It is a traditional approach that is characterized by:
(a) mere evaluation, excluding the planning and development function;
(b) being linked with the financial rewards and sanctions; and
(c) being impersonal, bureaucratic, top down, secretive and centralized excluding participation of the
employee being assessed?
From the close analysis of the literature available, personnel psychologists industrial, scientists and researchers
strongly contend that:
(a) if the personnel appraisal approach is traditional evaluation, then it can hardly be humanistic and
motivating to an employee.
(b) instead such a personnel appraisal approach must be focusing more on filling forms giving quantitative
rather qualitative information and data.
(c) the obvious question arising from this is: what influence would such a public personnel performance
appraisal system (PPPAS) have on an employee’s future performance?
(d) it must be understood that a performance appraisal system is a management tool which can help motivate
and effectively utilize human resources and it includes public personnel performance planning (PPPP),
appraisal and counselling as essential elements
Publisher
International Journal of Engineering Science Invention
Date
2016
Files
Collection
Citation
DR. S. B. M. MARUME, DR. A. S.CHIKASHA
, and N. C. MADZIYIRE, “PUBLIC PERSONNEL PERFORMANCE APPRAISAL SYSTEM (PPPAS),” ZOU Institutional Repository, accessed July 6, 2025, https://ir.zou.ac.zw/items/show/168.
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