Abstract:
Assessments of the performance were the topic of much scientific study, scholarly
literature, and practitioners' advice. While reviewing published works on the subject when
strolling through a bookstore's aisles. And if there is an experienced manager in a traditional
business organization, then undoubtedly that manager saw one new performance assessment
program after another being implemented and retired.
At ADA University as well, the same happened with the PA system, which began to be
implemented first in 2012 and stopped in 2016. The system and the organization had challenges,
problems, thus it had to stop. Despite there was a nice globally adjusted PA Manual, during the
system implementation period there were some broken links to the real application. Unknown
goals that were not aligned with strategic ones, directors setting simple KPIs, less automated
system, and backup problems with the budget challenges forced to stop.
ADA University with 161 employees is striving to be the prestigious educational
institution not just in Azerbaijan, but also in the region. Offering education in English language,
supportive student life, international staff and students, diversity, cooperation with high ranked
universities outside Azerbaijan, career services, and other services make this university unique.
All of these services to be in high quality demands hard work in the back by the staff members.
Thus, performance appraisal is always needed not to just appraise them for their results, but also
to maintain that motivation of employees, train them for their development, align their
performance to some rewards.
Nonetheless, the PA system stopped and employees could not be evaluated against their
tasks. In the literature review part the question of what performance management and an
appraisal are widely explained. While trying to search for answers to the identified research
questions to reboot the PA system, surveys and interviews have been done with staff members
and managers respectively. Here quantitative and qualitative approaches are used, 6 hypothesizes established and a regression analysis run. Based on the findings recommendations part was built
with a table of action at the end.