Abstract

The focus of this study is to describe the employee perception of performance appraisal systems in the banking industry and creates a link with human resource planning. This study wants to indicate a proper summation of the performance appraisal system and human resource planning at the same time it measures employee perception whereas effective human resource planning determines positive results in the performance appraisal system. Herewith measuring employee perception regarding the performance appraisal issues is also a key point here. The study is both quantitative and qualitative in nature. Altogether fifty respondents were taken for analyzing the research. A detailed thematic analysis has been used for qualitative research analysis. For quantitative analysis mean, standard deviation, and ranking, an independent sample T-test and one-way ANOVA has been used. Results of this study reveal the effectiveness of performance appraisal tools. There is no significant difference in employee perception based on gender. The study also reveals that there is a difference in employees’ perceptions among branches. Another result has also found out regarding qualitative analysis that there is a link between human resource planning and employee performance appraisal systems. Only fifty respondents were considered and this research is limited to specific human resource functions. This research will provide its contribution to the banking industry in Bangladesh regarding the effectiveness of the performance appraisal system and human resource planning.