Effectiveness of the Performance Appraisal System of Nepalese Civil Servants

Abstract

Performance appraisal is one of the central functions of human resource management. Despite several reform initiatives, it is said that the practice of the existing performance appraisal system of Nepalese civil servants suffers from various shortcomings. Thus, this study aimed to assess the effectiveness of the existing performance appraisal system. The study employed a quantitative research approach and used descriptive data analysis. The data were collected through a structured questionnaire survey. 229 data were collected from the civil servants by using a convenient sampling method. The findings from the study revealed that the current PA system suffers from various weaknesses and fails to appraise the PA of civil servants accurately due to its ineffectiveness. It failed to enhance job satisfaction, employee motivation, organizational cooperation, work performance, and public service delivery (M = 2.42, SD = 1.10). It is imperative to improve this system by developing clear and well-defined performance objectives and indicators, implementing clear legal provisions, aligning performance appraisal with the job descriptions, ensuring fairness and transparency, linking appraisal with recognition, rewards, and training opportunities, providing continuous feedback to employees and incorporating a self - assessment approach.