ed.d

1. DR MUHAMMAD NUR AZIMI BIN AZIZAN
BS (UPM), MD (IND), MS (UPM)
THE IMPORTANCE OF JOB APPRAISAL
IN AN ORGANIZATION

2. INTRODUCTION
Definition - What is Job Appraisal?
The process by which a manager or consultant :
1. Examines and evaluates an employee's work behavior by comparing it wi
th preset standards
2. Documents the results of the comparison
3. Uses the results to provide feedback to the employee to show where
improvements are needed and why. Performance appraisals are
employed to determine who needs what training, and who will be
promoted, demoted, retained or fired (Muchinsky,2012)

3. Background
Job Appraisal
• If we pick any business industry today, chances are that it is very much different in the
previous decade than what it is today. This is because the business industry has changed
Drastically.
• No organization today can escape change and hence, business and industry leaders must
alter how their businesses compete (Hesselbein & Cohen, 1999)
• Change is crucial for organizations in a growing and highly competitive business environment,
and necessary actions are needed to motivate employees to avoid resistance to change
(Syed Talib Hussain et al., 2016)
• In implementing any organizational change, Tan (2005) emphasized that the fate of any
organization relies on its work performance culture; whereby leaders must be able to influence
their people, to open their minds, touch their hearts and energize their spirit to take the necess
ary actions. Thus, to be successful, organizations need to have the ‘right’ or ‘strong’ work perfo
rmance culture in place (Hesselbein & Cohen, 1999)

4. Background – Job Appraisal (Cont.)
• Hence, one of the element in competitive work culture is Job Appraisal. The importance of Job
Appraisal are :
• Performance Feedback -Most employees are very interested in knowing how well they are
doing at present and how they can do better in a future. They want this information to improve
their performance in order to get promotions and merit pay. Proper performance feedback can
improve the employee's future performance. It also gives him satisfaction and motivation.
• Employee Training and Development Decisions- Performance Appraisal information is used
to find out whether an employee requires additional training and development. Deficiencies in
performance may be due to inadequate knowledge or skills. Performance appraisal helps a
manager to find out whether he needs additional training for improving his current job
performance. Similarly, if the performance appraisal results show that he can perform well in a
higher position, then he is given training for the higher level position.

5. Background – Job Appraisal (Cont.)
• Promotions - Performance appraisal is a way of finding out which employee should be given a
promotion. Past appraisals, together with other background data, will enable management to s
elect proper persons for promotion.
• Transfers - Performance appraisal is also useful for taking transfer decisions. Transfers often i
nvolve changes in job responsibilities, and it is important to find out the employees who can tak
e these responsibilities. Such identification of employees who can be transferred is possible thr
ough the performance appraisal.
• Layoff Decisions - Performance appraisal is a good way of taking layoff decisions. Employees
may be asked to lay off, if the need arises. The weakest performers are the first to be laid off. If
there is no performance appraisal, then there are chances that the best men in the department
may be laid off.

6. CASE STUDY
Job Appraisal System In Ministry Of Rural &
Regional Development
• Background - Ministry of Rural and Regional Development (KKLW) is a
ministry in charge of rural development under the government of Malaysia.
Current ministers are Datuk Seri Ismail Sabri Yaakob and two deputy
Datuk Alexander Nanta Linggi and Datuk Ahmad Jazlan Jacob.
• Objectives - Peningkatan Pendapatan Penduduk Desa Ke Tahap 80%
Daripada Penduduk Bandar Menjelang 2020.
• Mewujudkan Desa Berkualiti (Desa Q) Menjelang 2016.
• Mewujudkan 30% Penduduk Desa Terlibat Dalam Aktiviti Keusahawanan
Menjelang 2020.
• Mewujudkan masyarakat berilmu dan berkemahiran.
• Mempercepatkan Pelaksanaan Konsep Dan Program Pembangunan
Bersepadu.
• Meningkatkan kesejahteraan masyarakat desa.
• Mencapai Liputan 100% Prasarana Asas, Utiliti Dan Infrastruktur
Menjelang 2020.
• Memastikan penduduk desa mendapat 100% manfaat Teknologi
Maklumat Dan Komunikasi menjelang 2020.

7. CASE STUDY
Job Appraisal System In Ministry Of Rural &
Regional Development
• Objectives (Cont.)
• Membantu menghapuskan kemiskinan tegar, dan mengurangkan kadar
kemiskinan keseluruhan kepada 2.8%.
• Meningkatkan pendapatan dan peluang pekerjaan di luar bandar.
• Meningkatkan pembangunan jalan di kawasan luar bandar dan lain-lain
kawasan kurang membangun.
• Meningkatkan liputan bekalan elektrik bagi kawasan luar bandar di Sabah
dan Sarawak kepada 95% dan di Semenanjung Malaysia kepada 99.9%
menjelang tahun 2013.
• Meningkatkan liputan bekalan air bagi kawasan luar bandar di Sabah dan
Sarawak kepada 90% dan di Semenanjung Malaysia kepada 98%
menjelang tahun 2013.
• Memastikan semua kawasan 30 km radius dari pusat bandar/pekan
mendapat liputan infrastruktur 100% menjelang 2016.
• Meneruskan usaha merapatkan jurang digital dan meningkatkan
penembusan perkhidmatan internet jalur lebar (broadband) melalui Pelan
Jalur Lebar Negara.
• Memastikan pengagihan seimbang peluang-peluang bermutu yang dapat
menjana pendapatan, pekerjaan, perniagaan dan pendidikan ke seluruh
pelosok negara.

8. CASE STUDY

9. CASE STUDY
Ministry Of Rural & Regional Development (KKLW)
• Structure Of Organization
Complex Organization (refer Chart), Tier 5 (ministerial level)
• Leadership Approach
Autocratic Style (Top management, Division, Sub division)
Democratic style (Section, sub unit)
• Staff Development Programme
HLP, MyBrain15 (Pending)
• Staff Motivation
APC

10. CASE STUDY
Ministry Of Rural & Regional Development (KKLW)
Job Appraisal Methods in KKLW :
• SKT – Sasaran Kerja Tahunan
The settings of Key Person Index (KPI) of Officers and staff according to their job
scope and job list as determined by their manager
• LNPT – Laporan Penilaian Prestasi Tahunan
The annual grading of workers performance based on the archievement of the SKT

11. CASE STUDY
Ministry Of Rural & Regional Development (KKLW)
The Importance of Job Appraisal in KKLW :
• Performance Feedback - Most employees are very interested in knowing how well they are
doing at present and use the LNPT result as a parameter of grading their self performance. Hig
her LNPT usually means high performance workers.
• Employee Training and Development Decisions- LNPT is used to find out whether an emplo
yee requires additional training and development. Deficiencies in performance may be due to i
nadequate knowledge or skills. Therefore, the manager usually will decide which area of exper
tise/ skills the employee is lacking and scheduled him/her for the next training.

12. CASE STUDY
Ministry Of Rural & Regional Development (KKLW)
The Importance of Job Appraisal in KKLW :
• Promotions - Performance appraisal is a way of finding out which employee should be given a
promotion. The promotion will only be given to the employee who have fulfilled the criteria belo
w :
I. LNPT > 90 (Three years Streak)
II. Confirmed under the service Scheme
III. Approved and recommended by the Employee Manager
IV. Based to the Vacanted position warrant
V. Based on the Organization Financial capabilities

13. CASE STUDY
Ministry Of Rural & Regional Development (KKLW)
The Importance of Job Appraisal in KKLW :
• Transfers - Performance appraisal is also useful for taking transfer decisions. Transfers often
involve changes in job responsibilities, and it is important to find out the employees who can ta
ke these responsibilities. Such identification of employees who can be transferred is possible t
hrough the performance appraisal.
• Career Track Improvement
• It could also be used as a judgemental move by the top management
• Frequently Used in minor discipline issues
• Frequently abused

14. CASE STUDY
Ministry Of Rural & Regional Development (KKLW)
The Importance of Job Appraisal in KKLW :
• Layoff Decisions - Performance appraisal is a good way of taking layoff decisions. Employees
may be asked to lay off, if the need arises. The weakest performers are the first to be laid off.
• Government Exit Policy – Pekeliling Perkhidmatan Awam Bil. 7 2015
• Introduced to improve the Government Officers services and competitiveness
• LNPT < 60% for the current year
• Could be abused

15. Conclusion
Strong Teamwork in Any Organization

16. References
Muchinsky, P. M. (2012). Psychology Applied to Work (10th ed.).
Summerfield, NC: Hypergraphic Press.
Hesselbein, F., & Cohen, P. M. (Eds.). (1999). Leader to leader: Enduring
insights on leadership from the Drucker Foundation. San
Francisco, CA: Jossey-Bass.
Syed Talib Hussain, Shen Lei, Tayyaba Akram, Muhammad Jamal Haider,
Syed Hadi Hussain, & Muhammad Ali. (2016, July). Kurt Lewin’s
process model for organizational change: The role of
leadership and employee involvement: A critical review.Journal
of Innovation & Knowledge, JIK, 26.

17. Thank You
Segala yang baik itu
datangnya daripada Allah dan
segala kelemahan itu dari diri
hambaNYA yang lemah
ini………..
Wallahua’lam…….
The End