Orientation: The implementation of the performance management system (PMS) within a specific North-West provincial government department appears to be ineffective. Research purpose: To measure employees’ perceived effectiveness of the PMS. Motivation for the study: Employees’ experiences of employee PMSs may be different from that which it intends. The motivation for this study was to quantify employees’ perceptions of PMS effectiveness. Research approach/design and method: The researchers used a quantitative research approach and collected data using self-administered e-mail questionnaires on a total population of 247 employees at a North-West provincial government department. Main findings: Utilising two measurement constructs, namely, performance management accuracy and fairness, the study revealed that employees perceived the PMS as effective. However, some deficiencies were identified. The major shortcomings related to the lack of coaching provided and manager’s non-compliance with procedural, distributive and procedural justice principles. The overall mean score of the perceived accuracy was slightly above the midpoint of the range, indicating that employees perceived PMS as accurate, and were generally satisfied with the implementation of the system. However, employees perceived the PMS as unfair. Practical/managerial implications: A perception of effective and accurate PMS does not translate into perceptions of fairness. When employees feel unfairly treated during the appraisal system, morale and performance are likely to be adversely affected. Coaching and/or training related to PMS remains imperative. Contribution/value-add: This study contributes to the body of knowledge by quantifying the perceptions of employees regarding the factors that determine the effectiveness of PMS, namely, accuracy and fairness. It contributes towards the theory and practice regarding employees’ perceived effectiveness of the PMS.

中文翻译：

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西北省政府部门员工对绩效管理系统有效性的感知

方向：在西北某省级政府部门中实施绩效管理系统（PMS）似乎无效。研究目的：衡量员工对PMS的感知有效性。研究的动机：员工对员工PMS的体验可能与预期的有所不同。这项研究的目的是量化员工对PMS有效性的看法。研究方法/设计和方法：研究人员使用了定量研究方法，并使用自我管理的电子邮件调查表收集了西北省政府部门总247名员工的数据。主要发现：利用绩效管理准确性和公平性这两个衡量指标，研究表明员工认为PMS是有效的。但是，发现了一些缺陷。主要缺点与缺乏教练提供和经理不遵守程序，分配和程序正义原则有关。感知准确性的总体平均得分略高于该范围的中点，这表明员工认为PMS是准确的，并且总体上对该系统的实施感到满意。但是，员工认为PMS不公平。实际/管理上的含义：有效而准确的PMS感知并不能转化为公平感知。当员工在评估体系中感到不公平时，士气和绩效可能会受到不利影响。与PMS相关的教练和/或培训仍然势在必行。贡献/增值：这项研究通过量化员工对决定PMS有效性的因素（即准确性和公平性）的看法，为知识体系做出了贡献。它有助于有关员工对PMS感知效率的理论和实践。