Article author:
Đevad Šašić, Merima Tanović
Full article:
Year the article was released:
2024
Edition in this Year:
1
Article abstract:
MANAGERIAL AND INDIVIDUAL IMPACT OF APPRAISAL ON EMPLOYEES’ PERFORMANCE IN LOCAL
GOVERNMENT UNITS IN BOSNIA AND HERZEGOVINA
Abstract:Establishing an evaluation system can be considered a key step towards the
institutional development of the civil service. The valorization of employees work is
equally important in the public sector as in the real sector. The first rules on evaluation
that were adopted by agencies for the civil service/administration in Bosnia and Herzegovina
were based on the traditional European assessment model, which is based
on a larger number of standardized evaluation criteria. The application of this model
showed its weaknesses in practice due to the difficulty of objectively determining the
performance evaluation, so a few years later, all levels of state structures in BiH began
the transition to modern evaluation models that are based on work goals as the main
criterion for performance appraisal. In this research paper, in the context of human
resource management in public administration, the measurement of employee performance
will be described with procedural, substantive problems and errors that lead
to serious and long-term consequences for organizational development, general management
culture and individual performance of employees on the basis of examination
of units local governments in Bosnia and Herzegovina. This paper also includes an
analysis of the results of the research conducted in 12 (twelve) local self-government
units in Bosnia and Herzegovina, through a presentation of the typical impact of evaluation
on the work results, commitment and employee performance in the public sector.
institutional development of the civil service. The valorization of employees work is
equally important in the public sector as in the real sector. The first rules on evaluation
that were adopted by agencies for the civil service/administration in Bosnia and Herzegovina
were based on the traditional European assessment model, which is based
on a larger number of standardized evaluation criteria. The application of this model
showed its weaknesses in practice due to the difficulty of objectively determining the
performance evaluation, so a few years later, all levels of state structures in BiH began
the transition to modern evaluation models that are based on work goals as the main
criterion for performance appraisal. In this research paper, in the context of human
resource management in public administration, the measurement of employee performance
will be described with procedural, substantive problems and errors that lead
to serious and long-term consequences for organizational development, general management
culture and individual performance of employees on the basis of examination
of units local governments in Bosnia and Herzegovina. This paper also includes an
analysis of the results of the research conducted in 12 (twelve) local self-government
units in Bosnia and Herzegovina, through a presentation of the typical impact of evaluation
on the work results, commitment and employee performance in the public sector.
Keywords: human resource management, local self-government units, performance
appraisal, employee performance.
appraisal, employee performance.