gender differential paper IJCRB

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INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS
Table 3.13
Correlation between ACR and PMS
A1P1 0.383765
A2P2 0.227038
A3P3 -0.23086
A4P4 0.102778
A5P5 0.16598
A6P6 -0.01894
A7P7 -0.04148
A8P8 -0.1649
A9P9 0.157827
A10P10 -0.20705
JUNE 2011
VOL 3, NO 2
Correlation tells us about the strength of two variables association. In the correlation we
have explored the relationship of two variables A is for ACR and P is for PMS. Positive
and negative signs show direction. Negative value shows that the two variables are
inversely related (if one increases other decreases) to each other and positive sign shows
that they are directly proportional. In table 3.13., most values are negative which shows an
inverse relationship. Overall data shows that there is very weak relationship between ACR
and PMS because most values are negative and the values which are positive, they are very
nominal.
4. Conclusion and Recommendations:
Pakistan is country with dominance of public companies. These use ACR performance
appraisal system to evaluated, develop and motivate their employees. Among these
companies is ZTBL-pioneer and only agricultural credit bank in Pakistan. ZTBL has
moved from ACR to PMS employee appraisal methodology. Success of latter depends on
perception of employees regarding the two pivotal systems.
The study encompasses perception of employees for ZTBL. Results indicate that PMS
system provides with more career development and growth opportunities as compared to
ACR. Employees put less effort in their jobs when ACR was in place. PMS employees
achieve better results by achieving goals due to effective coaching and guidance by the
supervisors. Employees get recognition for their outstanding performance and fair and
equitable pay structure due to performance appraisal. Finally, results reveal that employees
are more satisfied and confident with PMS because it has improved their performance due
to increased motivation and at the end of the appraisal period the goals and tasks are
revised which were not achievable.
Every research is not conclusive and so is this study. The study differentiates between ACR
and PMS from employees’ point of view. However, pays, fringe benefits, job design and
characteristics of employees’ contract cannot be ignored. If further studies are conducted
taking additional factors and building a model on multi-variate analysis, deep insight to the
two performance appraisal systems can be developed laying foundation for future change
in public sector for Pakistan and eventually the world.
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