قياس وتقييم الأداء الوظيفي في القطاع العام

الملخص EN

Although the process of developing human resources has begun to take on strategic dimensions in government institutions, there are some obstacles related to the mechanism of evaluating job performance in the public sector, which may negatively affect the development process and thus the low level of productivity in some government agencies.

This study aims to clarify these obstacles and propose recommendations to reduce the resulting problem.

The study proposes an integrated theoretical framework for the performance appraisal mechanism and then reviews the results.

The study shows that there are three basics for performance appraisal represented in defining the job description, defining criteria for measuring performance, and the performance appraisal interview.

The results of the study indicate the need to solve the problems inherent in the application of these basics that lead to reducing the effectiveness of performance appraisal in ministries and government institutions.

Accordingly, some recommendations were proposed to reduce these problems.