Author :
Abstract
In this study, performance evaluation system in strategic human resources management is examined in the sample of banking employees. Quantitative research methods were used in the study. In this direction, research data were collected with the questionnaire technique. 'Employee Satisfaction Scale' and 'Competency Based Performance Evaluation Scale' were used as measurement instruments. A total of 410 bank employees, 175 female and 235 male, voluntarily participated in the study.
As a result of the statistical analysis of the research data, it was determined that bank employees' satisfaction with the working environment and job satisfaction and their perceptions of the effectiveness of the evaluation system applied to evaluate their job performance were positive. It was found that the perception levels of bank employees towards employee satisfaction and competency-based performance evaluation system differed significantly according to their demographic characteristics. There is a statistically significant and positive correlation between employee satisfaction and competency-based performance evaluation scale scores.
The study found that there is a lower level of communication between some units within the organization. This situation may have negative repercussions on the performance of the bank. It should be kept in mind that higher levels of communication in the organization will contribute to preventing communication accidents and increasing business performance. In the study, it was found that employees in private banks think that there is no performance system that supports or encourages individual development.
Keywords
Abstract
In this study, performance evaluation system in strategic human resources management is examined in the sample of banking employees. Quantitative research methods were used in the study. In this direction, research data were collected with the questionnaire technique. 'Employee Satisfaction Scale' and 'Competency Based Performance Evaluation Scale' were used as measurement instruments. A total of 410 bank employees, 175 female and 235 male, voluntarily participated in the study.
As a result of the statistical analysis of the research data, it was determined that bank employees' satisfaction with the working environment and job satisfaction and their perceptions of the effectiveness of the evaluation system applied to evaluate their job performance were positive. It was found that the perception levels of bank employees towards employee satisfaction and competency-based performance evaluation system differed significantly according to their demographic characteristics. There is a statistically significant and positive correlation between employee satisfaction and competency-based performance evaluation scale scores.
The study found that there is a lower level of communication between some units within the organization. This situation may have negative repercussions on the performance of the bank. It should be kept in mind that higher levels of communication in the organization will contribute to preventing communication accidents and increasing business performance. In the study, it was found that employees in private banks think that there is no performance system that supports or encourages individual development.
