Complexity vs. Fairness: Exploration of Implementing an Automated Process for Employee Assessment

Abstract

As a personnel activity in a major automotive company an analysis of the satisfaction with the performance appraisal system was undertaken. Two groups – employees with and without leadership function – were interviewed comparatively to determine which predictors influence job satisfaction and acceptance of performance appraisal. Results indicate significant differences between groups. In general, executives have a more positive attitude towards the performance appraisal system than other employees. Merely for the factor practicability executives show a lower degree of satisfaction. The dimension fairness was identified as the strongest influencing factor for overall satisfaction with performance appraisal for both groups. For executives fairness alone determines satisfaction with performance appraisal. Other employees however also value a transparent and comprehensible performance appraisal system.